Christianity and Narnia Essay

Christianity is a religion that more than half of our world believes in. It is the belief that Jesus was the Son of God who saved humanity from sin. That Mary the redeemer said yes to God. Christianity is made up of many different parts. The Paschal Mystery which means the life, death and resurrection of Jesus, the Son of God is what sets Christianity apart from other religions. Christianity has many denominations, for example Mormons, Anglicans, Presbyterian. Christians believe that Jesus lived for humanity, died for humanity, and resurrected for humanity. Christ is percepted in many different ways; he is depicted as the Son of God who died for humans on the cross. Over one third of the world is Christians, but nearly 75% of the world celebrates traditions which only Christians believe in. An example of this would be Easter. Easter is when Jesus died for humans on the cross, but nowadays non-believers celebrate it and is treated as a public holiday. This shows how important Christianity is to humans, and also to the world. In the Bible, Jesus was first mentioned in the book of Isaiah in the Old Testament. He was depicted as the son of God. Therefore the Lord himself will give you a sign:  The virgin will conceive and give birth to a son,  and will call him Immanuel. ’Jesus’s name was not mentioned. Isaiah’s prophecy was then fulfilled in the gospel of Luke. ‘Was born of a virgin named Mary’ (Luke 1:26-31). Also Jesus had performed many great miracles. Jesus performed the changing of the water to win at the wedding at Cana. ‘7  Jesus said to the servants  Ã¢â‚¬Å"Fill the jars with water†; so they filled them to the brim. 8  then he told them,  Ã¢â‚¬Å"Now draw some out and take it to the master of the banquet. † This is the gospel of John 2:7-8. Christians believe Jesus was fully divine and human. Which was why when Jesus was nailed to the cross, the pain he felt was the pain humans would have felt as well. Jesus was crucified on the cross because it was the common way to die. Christians pray and sing hymns praising the Lord. They commonly sing the song ‘I say Yes’ This has the meaning of Mary saying yes to the angel Gabriel to be the mother of Jesus Christ. In the song it has the phrase ‘To the God who cannot die’. This is interpreted in the meaning that God will always be there. He is omnipresent, omniscient and omnipotent. During church, before epiclesis when transubstantion has not yet occurred. The Memorial Acclamation is read to show what Jesus had given up before he was crucified and to show how important the epiclesis is. ‘To do this in the memory of him’. Every year in the month of May, Christians read the Angelus because it is the month of Mary. In the angelus, the Hail Mary is read. A verse in that passage is ‘Pray for us’. That Mary, our redeemer will continue to look over us as she had once done with Jesus. A perfect example of how Christians have continued to spread the word of God and believed is C.S Lewis. He had written a series of books which relate to the belief of Jesus. A quote he had once said was ‘I believe in Christianity as I believe that the sun has risen: not only because I see it, but because by it I see everything else. ’This is a very strong quote because he had continued to live and carry out God’s mission. In the Catechism, CCC 600 it states ‘Lamb of God takes away the Sin of the world’ this is how the Roman Church interpreted Jesus and his teachings. The Lamb of God is Jesus because Jesus is commonly interpreted and depicted as a lamb. Through this Christians carry out acts which follow these teachings. This helps people understand how important Christianity is to the world. It shows what Christians believe and how they show this through their actions. There are many stories and movies which have been written to portray the life of Jesus and the belief of Christianity. One of the many is Narnia by C. S Lewis. This movie and book series stands out because it has many subtle and prominent links between Christianity and Narnia. C. S Lewis was inspired to write the Narnia book series after his ‘mental religious wars’. He converted from a protestant to an atheist then to a Christian (catholic) and is now known as one of the most inspirational theologists. C. S Lewis slipped in and added many subtle symbols. For example, during the scene when Susan and Peter went into the Professor’s study, the notebook on his table was in the shape of an apple. This symbolises Original Sin. The apple shows the relationship between God and Humanity. How evil had come into the world. Narnia is a story with 4 main characters Edmund, Susan, Lily and Peter. C. S Lewis used the characters of Susan and Lily as Eve, and Edmund and Peter as the Sons of Adam. When the children had first gone into the Land of Narnia, we are first introduced to them being as the sons and daughters of Eve and Adam. There are three types of sins in the world, Original Sin, Social Sin and Personal Sin. Social Sin is depicted in Narnia through the White Witch. Narnia is set in a land where it is winter. It is depicted as the season of winter because it symbolises dark and evil. Because of the White Which. In the shots where Aslan is present, the land of Narnia is spring. It is as if Narnia Is released and freed from evil. Personal Sin is depicted in Narnia through Edmund. Aslan, the lion performed many miracles in the series of Narnia. When the White Witch had frozen the thorns and people to stone, Aslan blew on them to unfreeze them. This is a very big miracle of him. Jesus had also performed many miracles in his lifetime. ,  6  After saying this, he spit  on the ground, made some mud with the saliva, and put it on the man’s eyes. 7  Ã¢â‚¬Å"Go,†Ã‚  he told him,  Ã¢â‚¬Å"wash in the Pool of Siloam†. So the man went and washed, and came home seeing. This is the gospel of John 9:6-7. Jesus too also performed strange and powerful miracles to help others. In the book Narnia, C.S Lewis quotes from Aslan as King ‘Aslan as everywhere’ to ‘He will be back’. C. S Lewis had many inspirations to write the book. One of the many was when his wife was cured of cancer but then later died. Despite her dying, he had continued on the write the books. In the book of Catechism, CCC 977, it says that Christ who died for our sin and rose for us so we may walk in the fullness of life. This is what the Pope and the Roman Catholic Church believes what Christ is and what human life is about. In CCC 1708, ‘by his Passion, Christ delivered us from Satan and from sin. He merited for us the new life in the Holy Spirit. His grace restores what sin had damaged in us. ’ These are what they Catholics believe what Christ did and how it affected humanity as a whole and how sin had damaged us. Christians can follow and learn about the life and times of Jesus Christ and the origins of Christianity through reading the books and watching the movies of Narnia. This is relevant to the religion Christianity because the book and film Narnia had incorporated many symbols to show Catholicism. This helps Christians understand their religion and how it had started.

Is411 Study Guide

Study Guide IS 411 Security Policies and Implementation Issues A perfect policy will not prevent all threats. Key to determining if a business will implement any policy is cost. Policies support the risk assessment to reduce the cost by providing controls and procedures to manage the risk. A good policy includes support for incident handling. Pg 15 Policy may add complexity to a job but that is not important. Unmanageable complexity refers to how complex and realistic the project is. The ability of the organization to support the security policies will be an important topic.Pg 105 Who should review changes to a business process? Policy change control board, minimally you should include people from information security, compliance, audit, HR, leadership from other business units, and Project Managers (PMs). Pg 172 ————————————————- Policy – a document that states how the organization is to perform and conduct business functions and transactions with a desired outcome. Policy is based on a business requirement (such as legal or organizational) ————————————————- ———————————————— Standard – an established and proven norm or method, which can be a procedural standard or a technical standard implemented organization-wide ————————————————- ————————————————- Procedure – a written statement describing the steps required to implement a process. Procedures are technical steps taken to achieve policy go als (how-to document) ————————————————- ————————————————-Guideline – a parameter within which a policy, standard, or procedure is suggested but optionalpg 11-13 Resiliency is a term used in IT to indicate how quickly the IT infrastructure can recover. Pg 279. The Recovery Time Objective (RTO) is the measurement of how quickly individual business processes can be recovered. Recovery Point Objectives (RPOs) is the maximum acceptable level of data loss from the point of the disaster. The RTO and RPO may not be the same value. Pg 287 Policies are the key to repeatable behavior.To achieve repeatable behavior you just measure both consistency and quality. Oversight phases to operational consistency: * Monitor * Measure * Review * Track * Improve pg 40 Find ways to mitigate risk through reward. Reward refers to how management reinforces the value of following policies. An organization should put in place both disciplinary actions for not following policies and recognition for adhering to policies. This could be as simple as noting the level of compliance to policies in the employee’s annual review. Pg 78 Domain | Key policies and controls|User | Acceptable Use Policy (AUP)E-mail policyPrivacy policy – covers physical securitySystem access policy – IDs & passwordsAuthorization – Role Base Access Control (RBAC)Authentication – most important| Workstation| Microsoft system center configuration manager: * Inventory – tracks LAN connections * Discovery – detects software and info installed for compliance * Patch – current patches installed * Help desk – remote access to diagnose, reconfigure, reset IDs * Log – extracts logs to central repository * Security – ensures use rs have limited rights, alerts added administer accounts| LAN| Hub – connects multiple devicesSwitch – can filter trafficRouter – connects LANs or LAN-WANFirewall – filters traffic in and out of LAN, commonly used to filter traffic from public internet WAN to private LANFlat network – has little or no control to limit network trafficSegmented – limits what and how computers are able to talk to each other by using switches, routers, firewalls, etc. | LAN-WAN| Generally, routers and firewalls are used to connect LAN-WAN. Demilitarized Zone (DMZ) provide a public-facing access to the organization, such as public websites. DMZ sits between two layers of firewalls to limit traffic between LAN-WAN| WAN| Unsecure public Internet. Virtual Private Network (VPN) secure and private encrypted tunnel. Firewalls have capability to create and maintain a VPN tunnel.Lower cost, save time for small to medium companies with VPN instead of leased line| Remote A ccess| Enhanced user domainRemote authentication – two factor * Something you know (id/password) * Something you have (secure token) * Something you are (biometric)VPN client communicates with VPN hardware for tunneling, client-to-site VPN:Maintains authentication, confidentiality, integrity and nonrepudiation. | System/Application| Application software is the heart of all business applications. Application transmits the transaction to server. Data Loss Protection (DLP) or Data Leakage Protection (DLP) refers to a program that reduces the likelihood of accidental or malicious loss of data. DLP involves inventory, perimeter (protected at endpoints) and encryption of mobile devices. Pg 67|Motivation – pride (work is important), self-interest (repeat behavior rewarded, most important pg 326), and success (winning, ethical, soft skills). Pg 91 Executive management support is critical in overcoming hindrances. A lack of support makes implementing security policies impossibl e. Listen to executive needs and address in policy. Pg 341 Security policies let your organization set rules to reduce risk to information assets. Pg 22. Three most common security controls are: * Physical – prevent access to device * Administrative – procedural control such as security awareness training * Technical – software such as antivirus, firewalls, and hardware pg 27Information System Security (ISS) is the act of protecting information and the systems that store and process it. Information Assurance (IA) focuses on protecting information during process and use. Security tenets known as the five pillars of the IA model: * Confidentiality * Integrity * Availability * Authentication * Nonrepudiation Policy must be clearly written. Unclear purpose refers to the clarity of value a project brings. In the case of security policies, it’s important to demonstrate how these policies will reduce risk. It’s equally important to demonstrate how the pol icies were derived in a way that keep the business cost and impact low. Pg 104 ———————————————— Head of information management is the single point of contact responsible for data quality within the enterprise. ————————————————- ————————————————- Data stewards are individuals responsible for data quality with a business unit. ————————————————- ————————————————- Data administrators execute policies and procedures such as backup, versio ning, up/down loading, and database administration. ————————————————- ————————————————-Data security administrators grant access rights and assess threats in IA programs. Pg 188 ————————————————- ————————————————- Information security officer identifies, develops and implements security policies. ————————————————- ———————————————à ¢â‚¬â€- Data owners approves access rights to information. ————————————————- ————————————————- Data manager responsible for procedures how data should be handled and classified. ————————————————- ————————————————-Data custodian individual responsible for day-to-day maintenance, grant access based on data owner, backups, and recover, maintain data center and applications. ————————————————- —————â₠¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Data user end user of an application. ————————————————- ————————————————- Auditor are inter or external individual who assess the design and effectiveness of security policies. Pg 115 Separation of duty principle – responsibilities and privileges should be divided to prevent a person or a small group of collaborating people from inappropriately controlling multiple key aspects of a process and causing harm or loss. Pg 156Internal control principle – information security forms the core of an organization’s information internal control systems. Regulations mandate that internal control systems be in place and operating correctly. Organizations rely on technolo gy to maintain business records. It’s essential that such technology include internal control mechanisms. These maintain the integrity of the information and represent a true picture of the organization’s activities. Pg 155 Lines of defense in the service sector: 1. Business Unit (BU) deals with controlling risk daily, mitigate risk when possible. Develops long and short-term strategies, directly accountable. 2. Enterprise Risk Management (ERM) program, team owns the risk process.Provides guidance to BU, aligns policies with company goals, oversight of risk committees and risk initiatives. 3. Independent auditor assures board and executive management the risk function is designed and working well. Pg 192 Health Insurance Portability and Accountability Act (HIPAA) protects a person’s privacy. HIPAA defines someone’s health record as protected health information (PHI). HIPAA establishes how PHI can be collected, processed and disclosed and provides penaltie s for violations. Health care clearinghouses process and facilitate billing. Pg 50 Executive management is ultimately responsible for ensuring that data is protected.Information systems security organization enforces security policies at a program level. The team is accountable for identifying violations of policies. The front-line manager/supervisor enforces security policies at an employee level. Employees are responsible for understanding their roles and the security policies. They are accountable for following those policies. Employees can still be held liable for violations of the law. Employees can be prosecuted for illegal acts. Sampling of key roles to enforce security policies: * General counsel- enforces legal binding agreements * Executive management- implements enterprise risk management * Human resources- enforces disciplinary actions Information systems security organization- enforces polices at program level * Front-line manager/supervisor- enforces policies at employ ee level pg 366 A Privileged-level Access Agreement (PAA) is designed to heighten the awareness and accountability of those users who have administrative rights. Security Awareness Policy (SAP) laws can outline the frequency and target audience. Acceptable Use Policy (AUP) defines the intended uses of computer and networks. A good AUP should accompany security awareness training. Pg 220 Auditors are feared Contractors comply with the same security policies as any other employee (such as an AUP). There may be additional policy requirements on a contractor such as special non-disclosure agreement and deeper background checks. Pg 215Data Class| Class Description| Recovery Period| Examples| Critical| Data must be recovered immediately| 30 minutes| Website, customer records| Urgent| Data can be recovered later| 48 hrs| e-mail backups| Non-vital| Not vital for daily operations| 30 days| Historical records, archives pg 263| U. S. military classification – nation security information document EO 12356. * Top secret – grave damage to national security * Secret – serious damage to NS * Confidential – cause damage to NS * Sensitive but classified – confidential data under freedom of information act * Unclassified – available to the public A Business Continuity Plan (BCP) policy creates a plan to continue business after a disaster. Elements include key assumptions, accountabilities, frequency of testing and part includes BIA.Business Impact Analysis (BIA) purpose is to determine the impact to an organization in the event that key processes and technology are not available. Assets include critical resources, systems, facilities, personnel, and records. Pg 278 Desired results of the BIA include: * A list of critical processes and dependencies * A work flow of processes that include human req to recover key assets * Analysis of legal and regulatory requirements * A list of critical vendors and support agreements * An estimate of the maximum allowable downtime pg 286 Disaster Recovery Plan (DRP) is the policies and documentation needed for an organization to recover its IT assets after a disaster (part of BCP). Pg 288Governance – requires a strong governance structure in place. This includes formal reporting to the board of directors. Most boards receive formal GLBA reporting through the audit committee. The head of information security usually writes this report each quarter. Pg 51 An Incident Response Team (IRT) is specialized group of people whose purpose is to respond to major incidents. The IRT is typically a cross-functional (different skills) team. Pg 297. Common IRT members include: * Information technology SMEs * Information security representative * HR * Legal * PR * Business continuity representative * Data owner * Management * Emergency services (normally outside agency i. e. olice) pg 302 Visa requires its merchants to report security incidents involving cardholder data. Visa classifies incid ents into the following categories: * Malicious code attacks * Denial of service (DOS) * Unauthorized access/theft * Network reconnaissance probe pg 299 Declare an incident, develop a response/procedure to control the incident. Before a response can be formulated, a discussion needs to be made. This involves whether to immediately pursue the attacker or protect the organization. Having a protocol in advance with management can establish priorities and expedite a decision. It is important to have a set of responses prepared in advance.Allowing the attacker to continue provides evidence on the attack. The most common response is to stop the attack as quickly as possible. Pg 309 How do you collect data? A trained specialist collects the information. A chain of custody is established and documented. Digital evidence, take a bit image of machines and calculate a hash value. The hash value is essentially a fingerprint of the image. IRT coordinator maintains evidence log and only copies ar e logged out for review. Pg 311 Why do policies fail? Without cohesive support from all levels of the organization, acceptance and enforcement will fail. Pg 19 Which law allows companies to monitor employees?The Electronic Communication Privacy Act (ECPA) gives employers the right to monitor employees in the ordinary course of business. Pg 356 Policy enforcement can be accomplished through automation or manual controls. Automated controls are cost efficient for large volumes of work that need to be performed consistently. A short list of several common automated controls: * Authentication methods * Authorization methods * Data encryption * Logging events * Data segmentation * Network segmentation pg 361 Microsoft Baseline Security Analyzer (MBSA) is a free download that can query systems for common vulnerabilities. It starts by downloading an up to date XML file. This file includes known vulnerabilities and release patches. Pg 378Business Continuity Plan (BCP) sustain business durin g disaster Continuity of Operations Plan (COOP) support strategic functions during disaster Disaster Recovery Plan (DRP) plan to recover facility at alternate site during disaster Business Recovery Plan (BRP) recover operation immediately following disaster Occupant Emergency Plan (OEP) plan to minimize loss of life or injury and protect property from physical threat pg 292 Extra notes: There are two types of SAS 70 audits: * Type 1 – is basically a design review of controls. * Type II – includes type 1 and the controls are tested to see if they work. Pg 61 Governance, Risk management, and Compliance (GRC) and Enterprise Risk Management (ERM) both to control risk. ERM takes a broad look at risk, while GRC is technology focused.GRC top three best frameworks are ISO 27000 series, COBIT, COSO. Pg 197 Incident severity classification: * Severity 4 – small number of system probes or scans detected. An isolated instance of a virus. Event handled by automated controls. No unauthorized activity detected. * Severity 3 – significant probes or scans. Widespread virus activity. Event requires manual intervention. No unauthorized activity detected. * Severity 2 – DOS detected with limited impact. automated controls failed to prevent event. No unauthorized activity detected. * Severity 1 – successful penetration or DOS attack with significant disruption. Or unauthorized activity detected.Pg 308 To measure the effectiveness include IRT charter goals and analytics. Metrics are: * Number of incidents * Number of repeat incidents (signifies lack of training) * Time to contain per incident (every incident is diff, least important) * Financial impact to the organization (most important to management) Glossary terms Bolt-on refers to adding information security as a distinct layer of control after the fact. Business Impact Analysis (BIA) a formal analysis to determine the impact in the event key processes and technology are not available. Committee of Sponsoring Organizations (COSO) focuses on financial and risk management.Control Objectives for Information and related Technology (COBIT) framework that brings together business and control requirements with technical issues. Detective control is a manual control that identifies a behavior after it has happened. Federal Desktop Core Configuration (FDCC) a standard image mandated in any federal agency. Image locks down the operating system with specific security settings. Firecall-ID a process granting elevated rights temporarily to resolve a problem. Flat network has little or no controls to limit network traffic. Information Technology and Infrastructure Library a framework that contains comprehensive list of concepts, practices and processes for managing IT services. IRT coordinator documents all activities during an incident, official scribe.IRT manager makes all the final calls on how to respond, interface with management. Non-disclosure Agreement (NDA) also known as a confidentiality agreement. Octave is an acronym for Operationally Critical Threat, Asset, and Vulnerability Evaluation. ISS framework consisting of tools, techniques, and methods. Pretexting is when a hacker outlines a story in which the employee is asked to reveal information that weakens the security. Security Content Automation Protocol (SCAP) NIST spec for how security software products measure, evaluate and report compliance. Supervisory Control and Data Acquisition (SCADA) system hardware and software that collects critical data to keep a facility operating.

A Personalised Induction Will Always Be More Effective Essay Example for Free (#3)

A Personalised Induction Will Always Be More Effective Essay ? Every successful hypnotherapy session must have an induction ensuring that the client is relaxed and is in a disassociated state in order fully experience the process. The type of induction used can be dependent on the personal preferences of the therapist or the type of hypnotherapy being undertaken in the session. There has been some debate as to whether a generic induction will be suitable for all clients or as some hypnotherapists advocate that only a personalised screed to each client will do. Commercial hypnotherapy which is produced for the mass market is widely available in CD, book or e formats. These materials deal with common issues such as giving up smoking, weight loss etc and by their very nature have to be generic as there is no option for personalisation. However as there is no therapist present at these sessions, the success of commercial non personalised screeds cannot be assessed. In my opinion, commercial materials can reach many people but they are more about making money for the person producing them than about making a difference for the individual. It is also impossible to have a personalised induction if the therapist is holding a group session. In hypnosis the therapist relies on verbal communication rather than on body language. Psychology professor Albert Mehrabian studied communication and stated that how humans communicate can be broken down into quantities; ie words account for 7%, tone of voice accounts for 38%, and body language accounts for 55%. Therefore the vocabulary the therapist uses becomes vitally important to how successful the therapy will be for the client. Therapists who prefer a personalised approach believe that preparation of the client is essential especially if they have no previous experience of hypnotherapy and/or have pre-conceived ideas. Discussion before the session is crucial to discover what the client’s expectations are and when necessary, allay fears and correct their beliefs. During this discussion the therapist can also probe to discover the clients’ preferred or dominant modality. Modalities were defined by Bandler and Grinder the â€Å"Language of our minds†. (Chrysalis, Module 2). The three major modalities are, Kinaesthetic (feeling), Visual (sight), Auditory (hearing) as well as the two minor modalities of Olfactory (smell) and Gustatory (taste). As individuals we all have a preference for the way we perceive and process our experiences and in order to create a personalised induction, the therapist will try to ascertain the client’s preference during the initial interview and discussion. During the induction, the client may have his eyes closed or the therapist may not be within sight, so communication with the client using their preferred imagery will help them feel more comfortable. Kinaesthetic people have a preference for vocabulary which will invite them to feel. For example in an induction where the client is in their special place outdoors, you could suggest the client feels the warmth of a breeze as it moves through the trees. Whereas for those with a visual modality it could be suggested that they imagine leaves moving in the warm breeze in the nearby trees, while those with an auditory modality may feel more comfortable if it is suggested that they can hear the rustle of the leaves when they are moved by the warm breeze. Language and imagery can also have a negative effect on the client, Karle and Boys (1987, p45) suggest that imagery is first planned with the client to ensure it is acceptable and congenial. The example they use is suggesting descent by means of using a lift to a client who is phobic of lifts. Therefore it is important to have some personalisation in the induction. There is, however, a risk of mis-judging an individual during the initial interview and consultation that the therapist must be aware of. The client may present an image that they think the therapist wants to see; also as humans our feelings can change frequently throughout the day which causes us to react differently. And until the therapist gains a deeper understanding of the client a truly personalised induction may not be achieved yet the client has successfully reached a deeper hypnotic state. When creating an induction it is suggested by Karle and Boys (1987) that therapists use a technique known as â€Å"Compounding† which employs all modalities in the sensory descriptions and suggestions. While the content of the inductionis one area which can be personalised, the delivery of the induction is also a major influence on how accepting and comfortable the client will be. During the initial interview and as the relationship between client and therapist grows, the style of induction most suited to the client should be employed. They are referred to today as â€Å"Permissive† and â€Å"Authoritarian†. However as with the modalities, the style preference of the therapist will be a major influence on the style employed in the induction. Sandor Ferenczi, a Hungarian psychoanalyst who practised in the early 1900s first investigated these styles after moving away from Freudian theory and developing relaxation therapy. He called them ‘maternal’ and ‘paternal’ and used them in his induction delivery. He considered the maternal style to be nurturing, caring, supportive and permissive while he considered paternal to be direct, authoritarian and aggressive. (Chrysalis, Module 2). Dave Elman, a stage hypnotist and entertainer working in 1948, at the invitation of doctors began to work on induction techniques. He continued in this career writing books on the subject and teaching students up to his death in 1968. He is well known for using his preferred authoritarian style of induction which he adapted from the sharp commands used in stage shows. Conversely, Milton Erickson, born 1901, utilised the permissive style of induction together with indirect suggestion. He believed that ‘people must participate in their therapy’ and was skilled at using metaphors to assist his therapy. Erickson believed that it was not possible consciously to instruct the unconscious mind, and that authoritarian suggestions were likely to be met with resistance. He firmly stated that the unconscious mind responds to openings, opportunities, metaphors and symbolic language. He advocated that effective hypnotic suggestion should be â€Å"artfully vague†, leaving space for the client to fill in the gaps with their own unconscious understandings – even if they do not consciously grasp what is happening. The skilled hypnotherapist constructs these gaps of meaning in a way most suited to the individual subject – in a way which is most likely to produce the desired change (Wikipedia. rg) Authoritarian inductions will be more directional and commanding; they allow the hypnotherapist to be in charge with the client following a set of demands. This can work well on some clients who respond to authority and like set boundaries. An authoritarian induction will be straightforward with no embellishments, for example making commanding statements such as, ‘Close your eyes, you are in control at all times’, ‘You are now feeling relaxed’. Clients who prefer authoritarian styles may have a logical preference; it has also been shown to work well for those individuals who are sceptical. While this approach may seem to be domineering, it only creates an illusion that the therapist is in total control. In fact the client has to be willing to participate and therefore is actually fully in control and can stop the therapy at anytime. Once the client has relaxed into a trancelike state, suggestions and choices can then be introduced. Permissive inductions are gentler where the therapist is the facilitator, allowing the client to make their own choices while in a safe reassuring environment reinforcing the therapist’s initial discussion with the client. Sentences used will be suggestive, for example, ‘You may like to close your eyes now’ or, ‘In your own time choose when to relax the muscles in your arms. ’ This style allows use of imaginative scenarios and metaphors. Clients who will respond to the permissive style are considered to be generally caring, like to please and are imaginative and have strong imagery skills. Direct and indirect suggestion can also be employed in the induction. Indirect suggestion can be beneficial with clients new to hypnotherapy that are resistant either through anxiety or negativity and when the authoritarian approach would not be appropriate. Milton Erikson preferred indirect methods (Chrysalis, Module 2) because he believed that the client should actively participate in their therapy. Erickson created a number of techniques known as ‘techniques of utilisation’ that could be used on people who seem resistant to hypnosis, whether they were resisting through anxiety or stubbornness. † Erickson’s techniques were very manipulative but very subtle, and allowed the individual client to take control of their own healing. He believed that if one technique does not work you must find one that does work. He believed in encouraging the resistance that the individual was exhibiting so that they would feel more comfortable responding within their own boundaries rather than those set by the therapist. In a typical example, a girl that bit her nails was told that she was cheating herself of really enjoying the nail biting. He encouraged her to let some of her nails grow a little longer before biting them, so that she really could derive the fullest pleasure from the activity. She decided to grow all of her nails long enough that she might really enjoy biting them, and then, after some days, she realised that she didn’t want to bite them anyway. Indirect suggestion also opens the opportunity to use metaphor and imagery. This is particularly effective with children where storytelling and fantasy is something they can readily associate with. Karl and Boys (1987, p150) state that it is vital that each step should be adapted to suit the age, cultural background, developmental stage and intellectual and educational status of the child. Thus indicating that a personalised induction for children is imperative to achieve success and limit any negative effects. Direct suggestion as with the Authoritarian style will be more effective with clients who prefer this approach; however compounding the two styles as with the modalities will be effective as it ensures you are connecting with the client via their preferred style. Other styles of induction that can be employed is the â€Å"confusion technique†. This is used on individuals who may be very rigid and analytical. They are prone to criticise and would want to pick everything apart instead of relaxing into the hypnosis. By giving a confused message which contains little to understand, the client’s brain will be forced to shut down and go into a trancelike state. In this method there can be no personalisation for the client to focus on. In conclusion I think that in order to build a genuine rapport with the client, the therapist should always aim to personalise the induction, in relation to the reasons the client is seeking hypnotherapy. It is imperative to always carry out an in depth discussion to assess the client’s needs and to identify if there are any underlying factors which may prevent the therapist from treating the client. e psychosis. Also a client’s likes dislikes and phobias must be taken into account, therefore it is important to listen carefully to the client and be respectful of their needs. However it must also be accepted that an individual’s preferences and modalities are not fixed precisely because we are individuals whose reactions can change regularly throughout the day; therefore it would be preferable to compound all modalities and styles into the induction. It is also important to remember that the therapists’ preferences will also have an influence on how the induction is carried out and on the relationship with each individual client. Therefore I conclude that all inductions on a one to one basis are personalised inductions based on what the therapist has learned about the client and by learning what works best for that client. A Personalised Induction Will Always Be More Effective. (2017, Feb 07).

Atomic absorption emission Lab Report Example | Topics and Well Written Essays - 1250 words

Atomic absorption emission - Lab Report Example When a graph of the light intensity against Na+ concentration for the various solutions is plotted, it is observed that there is a linear relationship between the two parameters. This is indicated below. The curve has a clear linear relationship at the start but this change as the concentration and the light intensity is increased. At high levels, the curve tends away from linearity as there are more ions in the solution leading to reduced light intensity of the flame. As more Na+ ions are in more concentrated solutions, they tend to atomize faster as concentrated solutions have less water and more Na+ ions. In addition to this, the curve has some imperfections in its linearity at higher levels of Na+ ion concentration and high light intensity. This is due to the fact that at such level, the a number of excited atoms gets to a limit beyond which they cannot atomize without dropping back to the ground as coalesced Na. The intensity of the light also changes due to self-absorption where at high concentration the more atoms in the flame absorb more light. This makes the curve bend towards the x-axis (concentration axis). In addition to this, it’s clearly evident that the amount of heat emitted by the flame highly depends on the number of Na atoms in the flame. Therefore, to attain a perfect liner relationship, we might need to dilute the samples during calibration as to have a small amount of Na+ ions in the solution. At relatively high concentration, there are many atoms in the flame edges that absorb more light emitted by the inner atoms hence a reduced light intensity. The signal is fairly unstable as the intensity of the light emitted keeps changing over time. This mainly happens due to the change in the atomization rates over time. This leads to the signals relayed changing over time to reflect the changes in the atomization rates hence the

Why are so many young people homeless What policies would help move Essay

Why are so many young people homeless What policies would help move towards resolving these issues - Essay Example Demographic data point out simultaneous trends of ethnic minority segregation and dispersal (CCSR, 2009). Council house can be stated as a form of social and public housing, generally demoted in United Kingdom and Ireland Republic. Council houses are operated and build by the local councils to furnish un-crowded, well constructed homes on the safe tenancies at below the market rents to mainly working class people. In 1979, the council housing role was reduced by the introduction of the right to get legislation as well as emphasis change to development of fresh social housing through housing associations. Around 40% of country’s communal housing stockpile is owned through local authorities (Government of United Kingdom, 2009). In M. Luthra’s paper it was argued that susceptible acceptances of retreat from generally anti-racist perspectives may become an anti-oppressive exercise which may lead to reduction of every such crucial perspective surrounded by the social work to a certain extent than their regeneration. The writer after much meticulous review tells that such anti-oppressive paradigm will carry out as the social norm in future work. UK has large mixed-race residents, which constitutes around the 1.2% of population. The largest secondary group consists mainly of mixed Black and Whites group as well as mixed Whites and the Asians. There are, on the other hand, 70,000 UK people who are mixed and cannot be described by the above categories. An important proportion of those persons are Afro-Asian. Prominent Afro-Asian Britons includes Naomi Campbell and David Jordon. Huge number of Pakistani, Bangladeshi, Caribbean and the African citizens face the multiple difficulties and also negative outcome s like poor housing and health and low skills and qualifications. British African Caribbean Communities are the residents of UK who are of West Indian

Reading response Essay Example | Topics and Well Written Essays - 250 words - 5

Reading response - Essay Example This exhibits itself when Stafford tells Susan to make the faculty work for her or get rid of it. He was not ready to shape his leadership based on the followers input. His decisions went from top to bottom. On the other hand, Susan always collected information from participating parties and based her decisions on consensus. One component of Rost’s definition states that the relationship has its base on influence. The influence is not forced upon any party and flows in both directions; from the leader to followers and from followers to leaders. Another component states that the people in the relationship are the leaders and followers. This emphasizes on the nature of leadership being a relationship, practiced by both leaders and followers. The next component says leaders and followers intend real change. This means that both leaders and followers are putting their efforts towards achieving a common, realistic goal. The goal is the desire of both leaders and followers (Rost, 1991). Under the post industrial view leadership, followers are viewed as collaborators in partnership with leaders. The leaders’ wishes are not imposed upon them, but the followers may influence leaders to make changes. To make a common purpose, the followers’ wishes are factored into the relationship. The followers have an interactive opportunity in the processes (Rost,

Organisational Behaviour Management Annotated Bibliography

Organisational Behaviour Management - Annotated Bibliography Example The field of organisational behaviour ventures to explain and understand human behaviour in the context of an organisation. Griffin and Moorhead (2010) provided the definition of organisational behaviour as â€Å"the study of human behaviour in organisational settings, of the interface between human behaviour, and of the organisation itself† (p. 4). Hellriegel and Slocum (2007) explained the importance of studying organisational behaviour both for personal efficacy and organisational effectiveness. Hence, a working knowledge of organisational behaviour builds up the necessary competencies to achieve effectiveness on a personal and organisational level. Equipped with the essential competencies, employees, team leaders, manager, executives and any other member of an organisation can, therefore, contribute in their own little way to diagnose, understand, explain and act on emerging issues within the organisation as one cohesive unit. The LePine, Erez, and Johnson (2002) article is a meta-analysis which complements the three aforementioned articles, but extended the coverage of these three articles into the more-encompassing concept of organisational citizenship behaviour with such characteristics as altruism, civic virtue, conscientiousness, courtesy and sportsmanship. The articles of Brief and Weiss (2002) and Ashkanasy, Hartel, and Daus (2002) tackled similar affects of organisational behaviour: moods and emotions, and diversity and emotions, respectively.... A more profound understanding of moods, emotions and diversity will be instrumental in bringing out positive behaviour in the workplace. These two articles also demonstrated how a study of moods, emotions and diversity can foster positive and healthy working atmosphere. The Daus and Ashkanasy (2005) article is an important inclusion in this annotated bibliography on organisational behaviour management because an ability-based framework of emotional intelligence can help support the development of positive behaviours, organisational citizenship behaviour, and positive moods and emotions. Daus and Ashkanasy’s (2005) eloquent defence of their model against detractors buttressed the importance of emotional intelligence in organisational behaviour management, not just for leaders, but also for employees. The systematic review of Boudreau (2004) regarding organisational behavioural research revealed significant inputs about the progress of research in the various areas of organisati onal behaviour. The findings should serve as a guide for business and psychology researchers wanting to explore the virgin areas for scholastic inquiries, particularly in order to boost existing knowledge on positive organisational behaviour. Annotated Bibliography Research No. 1 REFERENCE Youssef, C. M. & Luthans, F. (2007). Positive organisational behaviour in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774-800. AIM / PURPOSE The aim of the article was to detail the findings of the study which examined the relationship between the positive psychological resource capacities hope, optimism and resilience, and desired work-related employee outcomes; and how these psychological resources

Should Corporate Parents Interfere in the Strategies of Diversified Essay

Should Corporate Parents Interfere in the Strategies of Diversified Groups of Companies - Essay Example Maybe the child company does the same type of product or service as the parent but more than often not. Some corporate strategies involve micro-managing the interests of the subordinate while others believe that letting the child manage its own affairs will result in a profitable win-win for both. So the question remains then, how much control should the parent exercise over the child? Discussion In the perfect corporate parent and child relationship the parent corporation is simply there to guide as it were. As in the physical parent and child relationship, the parent hopes the child will grow and prosper. No parent would ever expect his four year old child to stagnate there and on the same token the company that prospered in1998 to keep the same strategies as then. Times change, peoples’ needs change, and companies should be flexible enough to keep abreast of those changes. If not, the â€Å"cash cow† of 1998 might have turned into the dog of 2012. Therefore, the parent company should train and coach, while helping the child prepare for the future, only intervening when absolutely necessary for both of their continued successes. A good example of a company that failed to envision the future and failed to intervene was the now defunct Packard car company. From the early days of the automobile, the Packard name stood beside Cadillac and Lincoln as the symbol of luxury American cars. Yet the company made a fatal mistake when it acquired Studebaker in 1953, in response to decreased sales because of cutthroat competition by the Big Three. Even though it was financially solvent, Packard executives failed to see how troubled Studebaker actually was. A short five years later the last Packard was made and the Company tried to continue on as its child. By 1966, the entire company was bankrupt. Speaking of car companies, in 2008 General Motors found itself in financial trouble and received a Government loan. As part of its restructuring activities, and under pressure from Congress, the conglomerate agreed to divest itself of three divisions, one of which was Hummer. Although fairly profitable, Hummer was seen as a ball ast company that would eventually be driven out by its gas-guzzling SUV’s. So GM tried to sell the division but the deal fell through and Hummer was retired in 2010. The above were car companies though that owned other car companies. What about when the child’s core business is totally different from the parent’s? Back to GM, they owned appliance giant Frigidaire for sixty years. Yet their meddling in company affairs and trying to adapt the car model to home appliances, as well as foreign competition, caused Frigidaire to lose a whopping forty million dollars in1978. So GM saw them as an underperforming dog and sold the company to White Consolidated Industries in 1979. White likewise interfered with company business in such a manner that research and new product development was retarded for over a decade, almost a fatal blow to the ever volatile appliance business. Fortunately, White was likewise acquired by the Swedish firm Electrolux in the late eighties. Appl ying the European model to Frigidaire and making the brand visible helped them dramatically by the middle 1990’s and although behind industry leader Whirlpool in overall sales revenue, Frigidaire is still around and fairly healthy (Frigidaire). PepsiCo is a good example of a global corporation that leads its subsidiaries properly and makes just enough interference to ensure that profitability is obtained by both parent and child. True, most if not all of the conglomerate’s secondary companies deal with some segment of the food industry

How the west was won Essay Example | Topics and Well Written Essays - 500 words

How the west was won - Essay Example Through foreign treaties, political sabotage, military conquest, and digging mines, and pulling in enormous migrations of foreigners, the United States expanded greatly from coast to coast. With time, the American frontier drifted into history, and the myths of the west firmly held to the imagination of Americans and foreigners alike. From this understanding, this paper will give a detailed analysis of How the West Was Won. The outer line of settlement moved steadily towards the west from the 1630s to the 1880s, with some movements from towards the north. The ‘west’ was always the area beyond that boundary. Thus, the Midwest and parts of the American south have a frontier history with the modern western states. Politicians prioritized the west during the colonial period (Leslie 73). In terms of expansion and settlement, the English, Dutch, and Spanish happened quite differently. The Dutch traded in the Hudson River valley, taking up tracts of land, but they did not push westward. In contrast, the Britons gave priority to individual land ownership among farmers (Otten 85). Some American politicians began to argue that the United States should absorb the whole of North America. Bills were introduced into the senate, in an attempt to allow granting of free land to reward those willing to travel and claim the Rocky Mountains. Other politicians were of the opinion that such legislation would trigger war with Britain, and the bill did not sail through (Addison 4). There were several reasons, which made people risk travelling to California and Oregon. Emigrants emphasized on the importance of leaving the swamps of Mississippi, which were infested with fever. Antonie Robidoux claimed that he had never witnessed any case of fever. Stories regarding the high quality crops and the possible yields after growing spread widely. Claims were thrive that the motives, which brought

Analysis of Retail Marketing Nuances Term Paper

Analysis of Retail Marketing Nuances - Term Paper Example Of all the changes in distribution during the last century, those taking place in retailing have been the most dramatic. Totally new institutions have appeared in an industry that a hundred years ago consisted mostly of small general and specialty stores. The principle retailing innovation in the 1930s was the supermarket, which introduced a number of principles of mass merchandising that cut costs and increased volume at a time when family incomes were strained. The original supermarkets, in fact, were not very attractive, but times have now changed. With innovative techniques of attracting the customers, supermarket chains have established themselves in a big way. Supermarkets introduced the principle of self-service, wherein the customer is supposed to do the leg work, which resulted in a reduction of the personal cost of the supermarket. Self-service also resulted in encouraging impulse purchases, as the consumer could physically touch and feel all the attractively packaged stuff kept on display. In this study I'll study the nuances of retail marketing through my superstore 'Woolworth' a major superstore chain having branches in many countries and offering a range of products from consumer durables, electronic items, toys, sports and leisure items to fresh food. We take pride in customer assistance and a range of extra services and facilities. Woolworths Group plc is principally a UK retailer focused on the home, family, and entertainment. Woolworths offers its customers value-for-money on an extended range of products. It is built around the well known Woolworths brand which is represented in towns and cities throughout the UK Frank Woolworth started his retail career as a sales assistant like me in the Augsbury and Moore Dry Goods Store in Watertown, New York in 1873. This young boy was desperately in need of a job and the co-owner William Moore took pity on the young farm boy and accepted his offer to work 'free of charge' on a three month trial in the store. If we see this episode in retrospective we'll find a trace of the retail marketing principles even in this offer of this young boy. The boy not only proved his worth but went on to create history in the retailing industry.  

The Brick and Mortar Video Rental Industry Essay Example for Free

The Brick and Mortar Video Rental Industry Essay The video rental industry is an ever evolving industry that changes with the economy, evolution of culture, and technology. Due to the changes in general environment surrounding the video rental industry, it can be said that this once lucrative brick and mortar industry has gone through a death and rebirth. New concepts of distribution such as Netflix, Redbox, and cable rentals have hastened the extinction of the weekend drive to the video rental store. Various forces influence the video rental industry as it transitions from a bricks and mortar industry into a more technologically advanced industry. To remain viable the video rental giants must be willing to evolve. Extensive organizational changes are essential in the progression of the video rental industry. By identifying and exploring the changes that need to occur, the changes that have occurred, and by assessing the implications and effectiveness of these changes one can determine the viability off and direction that this lucrative industry must take. For the brick and mortar rental business to stay viable many changes need to occur. Organizational change may be varied in its definition and the amount of change that must occur. The text, Implementing Organizational Change Theory into Practice by Bert Spector states that one example of change might be â€Å"introducing a new business model to meet innovative competitors† (2010, pg. 1). For the former rental industry brick and mortar giants to remain competitive they must make changes and become more cost effective, convenient, technologically advanced, accepting of changes regarding the human implications, and managerially forward thinking. If these changes do not occur the likelihood that the former brick and mortar giants such as Blockbuster, Movie Gallery, and Hollywood Video will be able to compete with the new concepts of distribution such as Netflix, Redbox, and cable rentals is very minimal. Cost effectiveness and convenience are two of the largest forces driving the need for change. The days of four dollar video rentals for three nights is coming to an end. With the need for the average consumer to think in a more cost effective manor the idea of a one dollar per night movie rental at a kiosk in the local grocery store appeals to the consumers need for savings. As consumers find themselves now completely acclimated to a computer and internet age, the sociocultural as well as technological forces become more apparent in the video rental industry. †Americans are watching movies via video subscription services such as Netflix, vending machine services such as Redbox and services that offer movies on demand via cable, satellite and the Internet†(Lieberman, 2010). Through dot com companies like Netflix, the consumer has the option of paying a monthly fee and downloading and watching videos through their children’s gaming systems such as Xbox 360 or Wii system. They also have the option of ordering rentals through their cable or satellite provider. Our culture has become more technologically savvy, but also is very much more convenience driven. Our culture has become enamored with the quick rental fix. These Driving forces behind the changes in the video rental industry have created the reason and the need for change. However, there are human implications such as why consumers want change and the resistance to change that might occur within the organization that must be considered.

My First Skydiving Experience Essay Example for Free

My First Skydiving Experience Essay Jumping is fun! Skydiving is not just falling; it is flying—the closest we have been able to come to free, unencumbered, non-mechanical individual flight, says Mike Turoff in the book The Skydivers Handbook. I totally agree with him because skydiving provides the maximum liberty that one can ever experience. In this article, Id like to describe to you my first jump in order to show you how much fun skydiving is. First of all, I learned about skydiving via the Internet and TV. There are countless pages of information about skydiving on the Internet. My first jump was a part of the accelerated free fall (AFF). AFF is a course for training new skydivers which includes fourteen jumps. Even though it has fourteen jumps, you will always remember the first one! On the jump day, I went to the skydiving center at 8:30 in the morning. The AFF course started at 9:00. The course included basic parachute equipment information, free falling information, emergency procedures, parachute opening, canopy control, and finally landing information. We were only four people in the classroom. The AFF students studied all the necessary lessons to make a safe skydive. We used special equipment to study parachute equipment, canopy control, and landing. After seven long hours, at the end of the class, we took a written exam. We had to score 100% in order to pass the test. Everybody passed. Then came the gear-up part! We put on our diving overalls, parachutes, altimeters which are used to watch the altitude during the skydive, helmets, gloves and goggles. There were many professional skydivers around, and they were giving us a hard time with some traditional skydiving jokes. I myself was the first person from the class who was going to jump. The next step was boarding the airplane. We used a twin otter double engine aircraft. That was a large aircraft; at least twenty skydivers could get on that plane. I was sitting between two jumpmasters (skydiving instructors) and in front of a cameraman. At that moment, I started feeling extremely worried and excited. The jumpmasters were talking to me, asking questions about my feelings. During the planes take off, all I could say was, Wow! Then, I began watched my altimeter to see whether the altitude number was changing. I want to stop here to tell you something about the other skydivers on board. They were very relaxed although the aircraft was uncomfortable. Probably, I was the most frightened person on board. The others were telling jokes to each other and even drinking juice. Some of them were offering me candies and gum to celebrate my becoming a skydiver. In short, those guys were the craziest people that I have ever seen together. Can you imagine someone drinking orange juice just before jumping down from thirteen thousand feet? Well, thats what they did. The altimeter was working perfectly. Only that fact was able to make me smile a little bit, but I was also considering what I could do if my parachute didnt open! Finally, all the altimeters were saying thirteen thousand feet. The jumpers opened the door. I looked down and was able to see someone who had al ready jumped. Then, because of the cold air at that altitude, my goggles smoked up and I could hardly see anymore. After a few seconds, the smoke disappeared and I could see the airplane was empty. All the other skydivers had already jumped except for my jumpmasters and myself. They told me to stand up and walk toward the exit door. I felt pretty heavy and could hardly walk.This may have been because of the heavy jump suit and parachute equipment. As I approached the door, I felt colder and colder. My cameraman was outside of the plane, and the jumpmasters were holding me tightly for a safe, very first skydive. My jumpmasters and I did the exiting procedures and finally let ourselves go out of the airplane. Those were the most interesting and enjoyable seconds that I have ever experienced. For a few seconds, I had a sense of falling. Then, I noticed that we were falling faster and faster as the seconds passed. After a while, after about the first ten seconds, I could see my cameraman filming my free fall. I was supposed to do some air maneuvers to pass to the second AFF level. I did those. My jumpmasters were still holding me and waiting actively for any possible emergencies. There was no longer any sense of falling and speed. It was mostly like floating in the air and hearing the wind deep in your ears. I periodically checked my altimeter to see the proper altitude to pull my ripcord and open the parachute. The necessary altitude to pull it was 5,500 feet. At that altitude, I gave a 5-5 signal to my jumpmasters, and I pulled my ripcord. That was extremely enjoyable. My parachute opened fast, and I felt a little shocked. Once my canopy opened, I checked it for any malfunction. It was perfectly okay and stable. The canopy flight, of course, was much slower than the free fall. I could see the beautiful environment from thousands of feet above. Then I looked for the drop zone landing area and saw it behind the clouds. I flew my parachute to the drop zone and very smoothly landed on the ground. I was one of the successful students who were able to walk right after touching down, without falling. The 5-minute adventure was ended! I picked up my parachute and walked through the skydiving building. It was a sunny day. My friends and my family members celebrated the adventure for the rest of the day, and I decided to continue skydiving. Today, I am an AFF level four student with three successful jumps. However, of course, my first jump will always be the most enjoyable and unforgettable one. If I were you, I would not waste any more time. I would sign up for a very first jump as soon as possible. Once you try it, you will not be able to stop making jumps. At least, I have not been able to do so. I continue to go skydiving whenever I can. I would like to give one more personal message: Skydiving is a must-do activity, and everyone must try it at least once in his or her life. I guarantee you that it will be an unforgettable experience for you, too!

Subject Of Human Resource Development Management Essay

Subject Of Human Resource Development Management Essay This report provides an understanding of the subject of Human resource Development . In this report we explain the different learning style and explain the learning theories and its contribution to the planning and design of learning events. and it has been describe the implications of the learning curve and the importance of ensuring the transfer of learning to workplace. Methods of analysis include HRD policy of Nestle,HR practices, types of flexibility could be seen in the organisation, methods of training, and stages of training cycle. And finally analysis of suitable evaluation model for In the second part of the report it has been clearly identified the systematic approach of training methods practiced at Nestle and factors to take into account when planning a training and development event. In the final part of the report it has been explored the evaluation needs, and review the key stakeholders in the evaluation process and evaluation techniques could be practised at Nestle and finally the influencing role of UK government in training and development and the growing emphasis on lifelong learning and continuous development. And examine the range of contemporary training initiatives introduced by the UK government. Table of Contents Introduction The demand of industry and commerce are continually changing and are reflected in the activities of the training department and the training and development programmes. New approaches, skills, operations and procedures require either new training programmes or modifications of existing ones. This in turn affects the members of the training department.- planners, designers, authors, trainers, administrators- who have to develop different programs. Only too frequently the steps proceeding the training event are rushed or inadequate and the training itself is entered into without an effective design The training process in complex and starts at a decision making event. This might be a senior manager meeting at which a new operation or procedure is decided; a personnel report on suspicions of problems gleaned from performance reviews; line managers concerns that they or their staff may be performing at less than total effectiveness ; or staff themselves who realize that they need support, guidance and training to perform their roles or develop beyond their current levels. Whatever the source of the need requirement, if effective training and development is to result , the activities to achieve the needs must be planned in a capable manner. This report describe Nestle training and development policy all over the world and how the successful approaches of training methods and evaluation techniques contribute to the overall success of the companyhttp://t1.gstatic.com/images?q=tbn:ANd9GcQR_Q1qZpCFk9kfvuK5e67m89By3msSMXwXTeXl4UHYEsS_YOza Task 01 Importance of comparing learning style In practice, effective learning requires that trainees adopt a flexible style, sometime serialist, and sometime hoslist. However, this may not be possible for many people. The implication for differing learning styles for course designers is that training methods should be varied to meet the differing approaches for their course members. Thus, although trainers themselves may wish to use experiential and participative forms of training, these may not always be welcomed by their trainees, who may prefer to opt for traditional methods. Mayo suggests that organizations need to recognize the simple fact that different people learn different ways should take the following actions. Give people the opportunity to discover their most learning style Offer learning opportunities that suit people with different learning style Recognize to complete the full learning style Help people to translate the learning cycle into a continuous spiral of learning Honey and Mumford simplified Kolbs learning cycle and refined his learning style questionnaire. The result is that managers can identify whether they are predominantly: Activist- Whats new? I m game for anything Reflector- Id like to think about this Theorist- How does this relate to that? Pragmatist- How can I apply this is practice? The researchers claim that an understanding of ones learning style will enhance learning effectiveness, whether as a trainee or as a tutor. Different learning theories The way in which people learn best will differ according to the type of person. There are several competing theories about how people learn, and how you can assess your natural learning style. Behaviourism theory As the name suggests, researched were interested Learner must be able to respond actively and it concerned with behaviour than with thinking, feeling, or knowing. Simply it focuses on the objective and observable components of behaviour. Of the trainee. learning is facilitated when objectives are clear and to acquire more skills the frequency of repetition of responses is more important. Cognitive theory Cognitive psychologists saw learning as a complex process involving the exercise of problem solving capacity , mental mapping, intuition, imagination , perception, and purpose. They also held that learning could be latent. i.e stored away until required for use. Social learning approach This theory suggests people learn by watching others. The term modelling was coined by Miller and Dollard to explain learning by imitating others and role models as a label for those individuals who are held up as examples of good practice. The willingness to learn is the key condition that is required by Nestle. And they consider people are they most valuable asset, so when they design a training program, they ensure that by adopting which learning theory will maximise the potential; of the Nestles employees so that they could able to achieve the following objectives through training and development strategy. ensure that a pool of talent team are at the right place at the right time to enable experience through exposure; either through on-the-job training, overseas assignments or project participation. Generate meaningful learning which improve the organisational and personal performance of the employee through effective training programmes (Source :- http://www.nestle-family.com/media/english/people-development.aspx) 1.3 Importance of Learning curve and the transfer of learning Learning curve is a graph showing the relationship between time spent in learning and the level of competence achieved. It describes the progress and variable pace of learning. It basically state the more you learn less steps will be taken to increase the time and effort to complete a given task. in order to get the maximum utilization from the learning it is important to make sure there is motivation and interest is established on the activity that the employee learn, otherwise there could be an imbalance between the learning process and the ultimate performance of the employee . The ability to utilize previous learning in the service of a new learning is called transfer of learning .it is an important factor in any learning , but especially so when basic principles are being learned. Transfer can be two types: positive and negative., Simply nestle encourage people to learn, where it has a strong culture to develop the people from all over the world. So willingness to learn is the most important condition to be employed by Nestle. Their training programmes are purpose oriented and designed to improve relevant skills and competencies. They continuously develop the specific skills to perform the work activities efficiently with minimal time taken. Nestle provide motivation in various ways to their employees, such as providing opportunity to upgrade the literacy skills, on job training, establishment of residential training centres are aimed at improving the learning capacity of Nestlà ©s employees. This will result in higher productivity and efficient work force and having a competitive global market. And the organisation makes sure the employees applied the skills and knowledge learned from the training and work place activities in the task given to them. And update of new skills taught to them http://t1.gstatic.c om/images?q=tbn:ANd9GcTSQ8OQctP8TEJK-5ypua5dpnc1r-tjUNUHoZ6mrYRnce5-AQB7 (Nestle case study) Task 02 2.1 Nestlà ©s Approach to training Training is the necessary part at Nestle from the top management to the bottom level. and training is provided continually to develop the individuals who are employed at Nestle throughout the world. e-Learning, classroom courses, management courses and executive courses), are provided by each and every country where Nestle has its operations and it has five training centres including in France, UK, Spain, Mexico and Brazil. Nestle provides the following- Literacy training is provided to upgrade the necessary literacy skills those who missed a large part of their elementary school. This is specially designed for employees who handle new technical equipments and work in independence work teams Nestle Apprenticeship Programs. Apprenticeship programs have been an essential part of Nestle; training where the young trainees spent three days a week at work and two at school. Local Training Programs- On issues ranging from technical, leadership, and communication and business economics. Two third of all Nestle employees work in factories most of which organize continuous training to meet their specific needs. in addition , an number Nestle operating companies run their own residential training centres. International Training Rive-Reine, their International Training and Conference Centre in Switzerland is where Nestlà © people from all over the world meet to exchange information and ideas in seminars and training courses . 2.2 training contribution of training and development policy A systematic approach to training and development will generally follow a logical sequence of activities commencing with the establishment of a policy and the resources to sustain it, followed by an assessment of training needs, for which appropriate training is provided and ending with some form of evaluation and feedback.http://t3.gstatic.com/images?q=tbn:ANd9GcRs5jKLDUyRUvn_xrvqj46c73oxrFqFyXsoMEBLaa7uNPCx9cqC By providing a systematic training Nestle could expect to enjoy the following potential benefits Maintenance of a sufficient and suitable range of skills amongst employees The development of knowledge and skills in the workforce The harnessing of work experience and other forms of on the job development in a planned way Achievement of improvement job performance and productivity Increase value of employee in the labour market Nestle has a decentralised training and learning nature which provide the opportunity to acquire knowledge and tools they need to respond to local needs, which country they are work in. and it has a culture which motivate their people to work with different people with different country ,which leads to a multinational organisation. Training programs are generally purpose oriented and designed to improve relevant skills and competencies which will help them to move on to the next managerial level in their organisations. Specially management and executive courses are provided for managers. Nestle mainly focus on on the job training methods by the Nestle; people it self not by the professional outside trainers, which means part of the training structure in every company focused on developing managers own coaching skills, so in many cases the manager is personally involved in teaching and mentoring practices as a way of communicating knowledge to their fellow members. 2.3 factors Nestle need to take into account when planning a training and development event The introduction of a systematic approach to training and development at Nestle implies the following sequence of activities: Establishing a policy for employee development Setting up an appropriate training function Developing the means for identifying learning needs Planning and designing learning activities Implementing and subsequently evaluating these activities in their context. The Human resource policy of Nestle is give priority to develop the people of their organisation. This simply deals with the recruitment, remuneration, and training and development and emphasizes individual responsibility and strong leadership and a commitment to lifelong learning. At the next stage when identifying the training needs, Nestle need to consider the following factors Since the company has a diverse culture , must encourage employees to work with people from many different countries and cultures in the course of their career. Education in understanding the culture and values of members of a diverse workforce In order to update with the new level of technology , training should be aimed at overall factories Training should be designed to improve relevant skills and competencies A learning need from Nestles point of view is any shortfall in the employees knowledge, skills or attitudes compared with the requirements of the job, and any consequential requirements to adapt to organisational change. In order to satisfy training needs, training plans need to be established. A plan usually has the following components: aims, target group and numbers of employees across the world, diverse culture, nature of employee and their skills, filling the knowledge gap , programme content , including objectives, programme evaluation. Since at Nestle managers are responsible for coaching and guiding their employees as a part of their work so it would not require formally designed programs but learning targets, timescales and evaluation still need to be planned. The content of the training programme should be geared to the knowledge or skills required by the work responsibilities of the target group. The level at which the training pitched will depend on the current level of k nowledge and skills of the trainees. And also nestle basically depend on the job training methods. This method of learning includes learning from experience, colleagues/workmates, coaching and special projects. And finally training can be evaluated at all levels at Nestle from the level of the training activity itself up to its impact, if any on organisational goals. The subject matter of evaluation embraces the following: Nestle culture and structure On the job training methods The managers and the employees at nestle Changes in trainee behaviour Course content And learning methods 2.4 suitable training method based on HRD managers point of view As a HRD manager the first and most important decision concern the type of training approach that will be used to satisfy the agreed objectives for a particular group of learners. At Nestle most of the training programs are provided in house and managers are required to act as coaches . so coaching is a training and or development approach in which learner follows a learning process at work, usually with the involvement of the manager but using real work projects. This learning at work is different from traditional methods, it is achieved by the use of actual work, as opposed to the more artificial nature of training course activities. Coaching techniques are similar to those of many forms of training and development. In summary these will be: Identify the individuals requiring training and development Confirm that coaching will be best and most cost effective form of satisfying the training needs Discuss with the learner what is needed and agree with them that a coaching process should be followed, Agree with them the terminal objectives for the coaching and the most effective ways of achieving them Construct an agreed coaching plan that will be supported by both of you as the manager and the learners Agree starting and finishing dates for the process Agree interim progress discussions and also the final discussions on completion of the project at which , it is hoped, the results of the project will be accepted Review with the learners the learning resulting from the event and discuss future action The HRD manager as a coach must offer full support to the learners and above all must not look over their shoulder all the time, but remembering that this is basically a training exercise and that they still retain the final responsibility for the success of the task . Task 03 3.1 importance of evaluation of training and development programs to Nestle Evaluation is an activity which attempt to assess either the intrinsic merit of a learning event, i.e whether it was worth doing in the first place or the worth of an event in terms of whether it was useful or not in the circumstances. Evaluation that focuses on training processes and training progress is called formative evaluation , evaluation that focuses on the ultimate worth of training is called summative evaluation. Importance of evolution To determine the effectiveness of the training (whether training objectives met) To help improve the design of training To support accountability (determine the cost benefit ratio or return on investment of the event) Gather information on nature, experience and outcomes of training events so that they can be effectively marketed within the organisation. To allow stakeholders in the training process to give feedback To provide management information Nestle human resource policy mainly emphasis the ongoing learning and the training process to develop the skills of the their employees. It is important to ensure that the trainee is provided the expected outcome at the end of the training session. Since Nestles approach for training is differ in different nations and cultures, it is important to evaluate the different training approaches aimed at different people at different nations. As per the case study learning is an integral part of Nestle culture , in that training and development plays a major role. The effectiveness of evaluating training programs directly contribute the overall success of the company. Effective workforce evaluation helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.it will maximise the training ROI and help to determine the future from of training programs 3.2 evaluation to be one off or an ongoing process Evaluation does not considered the last process at the end of training and development. It is too important to be treated in this cavalier fashion and it starts long before the end of a training programme. Its important is such that I contend that if you do not evaluate your training and development programs to the maximum extent to which you are allowed or are capable , then it is virtually useless to run the training , if you do not evaluate , apart from highly subjective and personal thoughts, you have no evidence of the success or otherwise of your training. At Nestle pre testing or pre knowledge measures of the learners existing skills and knowledge when it comes to recruit people who have missed their large part of elementary schooling , and in order to develop their skills special development programs are provided by the company. Rive -Reine international Training Center has brought together managers from around the world to learn from senior Nestle managers and from each other. This is a continues evaluation arrangement technique made by Nestle to have midterm evaluation by visiting by the Nestle managers. End of programme evaluation- at the end of the on the job training , employees at Nestle required to perform in a highly technical competencies with adopting to a new working practices. This success is not a measure only of an enjoyable training course that has achieved its objectives. Training is the process of changing people to a more effective state so that the business aspects of the organisation are improved. Training without business improvement is usually training for trainings sake. Evaluation is the process to its final and continued successful application in the workplace. Because of this evaluation over the whole training process, it must be considered early in the design and planning , and must start long before the training event. 3.3 key stakeholders in the evaluation process and discuss the different roles they play Senior management- the senior group must be involved in evaluation at the earliest stage and should be encouraged to be interested , rather than be considered as nuisances. They should State clearly and authoritatively the responsibilities for evaluation Require evaluation analyses and review these regularly The training manager- he performs a range of evaluation activities, principally control measures , including: The control of evaluation strategy and practice Assistance with practical evaluation measures, particularly, when a more neutral assessor than the trainer is needed Presentation of analytic results to senior management The trainer- trainers in spite of their considerable involvement in training itself, must be particularly involved in a large proportion of the evaluation. Their responsibilities include: Designing and implementing validation approaches Designing implementation evaluation measures and supporting these activities Supporting line managers in their briefing and debriefing roles as required The line manager- traditionally , line management has considered the responsibility for evaluation as the training department alone. But the line managers must have an input , if only because of their staff are involved in the training and there is a cost for the training services on their budgets. Ideally line managers should participate in: Evaluation design with the training department- essential as they are a significant party to whatever process is arranged. Pre-programme briefing sessions with their members of staff Post programme debriefing sessions with members of their staff The learner Last but not least, the learners must be involved as far as possible- they have to be relied on for reliable , accurate and honest reporting and comments 3.4 compare and contrast evaluation techniques available to nestle There are so many certain techniques could be used to evaluate the training programms Interviews Questionnaires Direct observation Written test Performance test and etc By activity observation One method of assessing the skill levels of the learners at the start of a training programme is the observation by the trainer of a relevant activity. the basic approach will be assess the skill performance of the learners against some form of pre- planned checklist or analytical instrument. Simply at nestle; on the job training method is used to develop the specific skills to operate more advanced equipment. Technical and behavioural processes are frequently combined for assessments at this early stage, more detailed observation taking place at later stage. when they employed the skills what ever they develop at the early stage. Structured follow up interviews The other main method of performing a medium and longer term evaluation is by follow up interview. Interviews are usually more expensive than questionnaires, particularly if the learners are located throughout the country, or internationally. This may be a difficult task of evaluating trainers at international level for Nestle since it is a multinational company Many of the cost problems can be avoided if the line manager conducts the interview rather than a remote trainer , but you must be assured that the line manager is not too close to the learner, and has the necessary skills to conduct effective interviews. Performance tests This is the most simplest and obvious method of evaluating . under this method the applicants are asked to demonstrate their ability to do the job. These tests are however, useful only for selecting experienced workers. These tests are aimed to find out whether the applicant can perform the job successfully by asking him to do it. this measure work and performance, and include cognitive and skill based learning. Nestle would adapt performance test method to evaluate their trainees , because the on the job training method provide in- house training to their employee while their at work. Apprenticeship programs provide training to young people three days a week at work and two at school. Formal training programs at Nestle generally designed to improve relevant skills and competencies. local training aimed to develop coaching skills of the managers. Performance tests include work sampling methods under which applicants are asked to demonstrate the necessary skills, which they possess by actually doing the tasks. And assessment specially designed to evaluate a candidates managerial potential , is administrated in assessment centres. here where applicants go through a serious of exercises and are appraised by line executives, practicing supervisors, and or trained psychologists. This can be used to evaluate the managers at nestle who act as coachers and mentors and provide continues training to the home grown employees and leaders who provide training at Rive -Reine International training center. 3.5 evaluation models based on each of their contribution There are various approaches for training evaluation Kirkpatrick model Kirkpatrick model is one of the evaluation model used by many companies to evaluate the training programs . the framework classify for levels of which consist , reaction, learning, behaviour, results. The first level reaction evaluate the trainees reaction to the programme. And the next level it measure the whether the trainee learn the principles, skills, and facts that the supervisor given to him, thirdly it look at the behaviour change occur on the job and finally the last level focus on the entire performance of the trainee after the training programme. and whether it has helped to achieve organisational objectives. Each level has its own pros and cons, still it the simple and the practical way of evaluating the training programs, IBM and ATT companies also used evaluation models similar to Kirkpatrick model. but this model is only suitable for the lower level of the management, but it is highly costly to implement this system to the higher managerial levels. http://t2.gstatic.com/images?q=tbn:ANd9GcQHMeF-0U7a0UQnSgOAdlRwT0kIaCfHsSo7nMxiqnKL43QeCUmZZg CIRO model The abbreviation for CIRO is- Context, Input, Reaction, Outcome. The context level The context level identify the performance needs or desired outcomes from the training and the knowledge and skills or attitude needed to change the behaviour of the trainee. Input level identify the resources to be used and training methods, so that the most suitable method will be chosen the reaction level measure the participants reaction and the satisfaction with the training programmes so that appropriate feedback and suggestion could be provided to improve the performance .the final outcome level will measure the results of the programme in terms of context requirement https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdy9ubz61Di4xU8zGsjfmKDaAsbVkIA2LlSrOOS4JVTr71vvhBmWZRcf6vBwx8QBhMxnAJCTTmXbSxRZ26OalXVc0qhQqURxYuFR9H6F_R4aQPGBMPW0hH1PmuLAkBEQjxlpdeplBvnT4/s1600/Stages+of+Evaluvation.JPG This approach is similar to Kirkpatrick in a few aspects. The reaction level is similar to Kirkpatricks but here the focus has been shifted on getting suggestions from participants. Moreover, the Outcome level of CIRO model encompasses learning, behaviour and end results which are three individual levels in Kirkpatrick. CIRO Model is considered to be a softer approach to evaluation of training. By focusing on analysing the need for training and participants suggestion to improve training program, this model covers the shortcoming in Kirkpatricks model but then lacks the evaluation of impact of training on business. based on the above analysis we could see that CIRO model is suitable to Nestle since it measure the final outcome, the change in behaviour and the learning. Training and developing is the fundamental aspect of Nestle success.so it is important not only to provide training to the employees over the counter , but evaluating the performance, their learning abilities as well the main feature of CIRO model is to provide feedback and the suggestion to improve the employees performance, simply this is very essentials since, the Nestle managers act as mentors and coachers, so it a part of the managers to provide feedback to the trainees. Task 04 4.1 Influencing role of UK government in training and development and the growing emphasis on lifelong learning and continuous development. Government is emphasizing the importance of training and development as they aim to remove the barriers of employability of those that have fewer opportunities to do so. This is where the idea of life-long learning is becoming the main initiative of the government to create such opportunities to a wide-range of communities and backgrounds. The life-long learning aim is remove and combat social exclusions which will then help to promote employability and active citizenship amongst communities. The aim of life-long learning is to: Increase the demand for learning, using vocational learning to create a fun and stimulating learning process Develop world class training, to satisfy the UK and European domestic markets, and also to satisfy the needs of the economy Give people the opportunity to re-develop their skills, without having to continually take courses, but to simply update their current skills and knowledge. The basic education provided by schooling only provides a foundation for learning, however there are then gaps in the skills required for young people to development the skills that they are able to transfer into the workplace. This is also aimed at adult learners, whom have not been able to seek and sustain employment due to their gaps in skills. The life-long learning project aims to remove the barrier of the lack of skills and tries to help those that are not equipped for workplace environments to gain the confidence to do so. The encouragement to keep life-long learning an important part of someones life is being encouraged by the governments continuous investment in education and training; not just for young people but also for adults with no basic skills which are needed in the workplace. Strategies to encourage lifelong learning: Skills for life priority group: the priority group includes the unemployed, prisoners and those supervised in the community, low-skilled employees and others at risk including: Gypsy/travellers homeless people refugees asylum seekers drug users Literacy help is also available t

Ethical Software Development :: Engineering Technology Economics Essays

Ethical Software Development One of the most exciting times for an engineer is during conception and up front planning on a new project. Ideas dance in the mind of an engineer. A new project offers creative possibilities for job advancement, market success, design elegance, exploration, camaraderie and power over a problem. At first, engineers and their managers are motivated to consider the impact of new features and products. This paper explores some of the ethical landscape that the engineer may face in the creative stages of a software development project. I want to explore ethical issues seen by a Western engineer working with Western engineers and also working with Offshore engineers. What issues would the engineer face with those in China? All prejudices aside, this paper attempts to uncover ethical issues that affects the engineers and the software product. A person may naturally experience some fears when faced with the prospect of jointly developing software with engineers located in a different country. To get an idea of what may happen, we will need to look beyond the â€Å"us† vs. â€Å"them† barrier and see people in their own context. I took this paper as an opportunity to learn about ethics from a Chinese perspective. The intent, however, is to find what has positive ethical effects. Example Issues High Technology: Sometimes a project will be started that requires a technology breakthrough or else a high level of creativity. Stresses from not making those discoveries will often test an engineer’s ability to make good, ethical decisions. Software Process: The process is a required part of any discussion on software development. Software development occurs over many phases, requiring many different skills. The process is a management tool for making sure that everything gets accomplished. One issue with using a process is avoiding the tendency to over-regulate or bureaucratize the engineers and thus impact their sense of respect and positive responsibility. [[1]] Global: The engineer may worry about the potential for delivering a shoddy software product from, cutting corners, the language barrier or any unequal standards of excellence. In addition, will engineers from either country experience a dilution of their moral foundation or feel like they are merely being exploited? It should be clear that ethical issues like these can effect engineers in any country. Global issues will be presented by contrasting the individual morality in the West vs. the relational morality in China.