Training And Career Development In Private Sector Management Essay

Training And Career Development In Private Sector Management Essay The involvement of the private sector to foster the improvement of the workforce can affect the entire economy. The operations of the companies in the formulation and implementation of the training is having its own potential to grow as a strategy. The provided opportunity to the professionals deserves an upgrading approach into their skills and to their careers. Without the appropriate answer in the needs of the employees for training there is a devastating effect on the growth of the business and the countrys economy of Pakistan. Different administrative reforms of the private companies adopted different strategies and adjustments to satisfy the needs. With respect to the core personnel policies, there should be an effective way to enhance the job performance of the employee. The aid of the training and development is one of the major steps that most of the private companies want to keep in their system to achieve the quality of performance. In this report I have presented study on TD at Telenor. The study limit is to understand the existing system and through a survey of employees to know their feedback of the TD system procedure. The study for time and other resources is limited in its scope but is a sound preliminary work for a researcher in this field. CONTENTS Chapter # CHAPTER NAME PAGE NO. 3. 4. 5. 6. INTRODUCTION Scope of the project Problem Statement Research Objectives Introduction of Variables Definition Training methods Training effectiveness Company Profile Introduction HRD functions Literature Review Introduction to T CD Relationship between variables Research Methodology Methods Result analysis Conclusion Recommendations 5 8 12 24 30 43 SCOPE OF STUDY The strength of any organization is its people. If people are attended properly by recognizing their talents, developing their capabilities and utilizing them appropriately, organizations are likely to be dynamic and grow fast. Ultimately the variety of task in any organization has to be accomplished by the people. Some of them have capabilities to do certain tasks better than other tasks, and some of them may not have capabilities to do the task assigned to them. In any case one of the important process goals of any dynamic organization is to assure that its people are capable of doing the variety of tasks associated to their role/position. Development of their capabilities keeps them psychologically vital. This development needs to be monitored in terms of matching it with the organizational requirements. Therefore, any organization; interested in developing the capabilities of its employee should understand the nature of capabilities required to perform different functions as well as dynamics underlying the development of these capabilities in an and organizational context. Thus proper and timely training programs should be conducted in an organization. PROBLEM STATEMENT: What is the impact of training on employees career development? OBJECTIVE OF THE STUDY Objective Examining the impact of training on career development in private organization of Pakistan. The principle objectives are as follows: To understand the training and development activities of the company. To find out the impact on the performance of the individual after training. Report the feedback of the employees of the training activity carried on. To know the training methods used in the organization. To know the reasons for employees training and development. CHAPTER 2 INTRODUCTION OF VARIABLES Training Career Development INTRODUCTION Training is defined as a continuous learning process in which the employees will acquire knowledge, enhance professional skills and improve attitudes and behaviors to excel well on the job. The objectives of the training department to identify the required training needs of an organization and fill the gap with a host of training methods for the welfare of the organization and employees on a whole.  Ã‚  Ã‚  Ã‚   The basic difference between training and development is: Training helps to make the employee of a company to be more effective and efficient in the present role and responsibilities of the job i.e. fulfill short term needs of any company but development helps to improve the overall personality dimensions of an employee to take up any future assignments if any and better equipped to handle any critical situations might occur i.e. fulfill long term needs of any company. Different methods in training employees: There are different training methods like on -the job techniques, off-the-job techniques, role playing, simulation, internship, apprentice ship, lectures, case analysis, laboratory training methods etc.  Ã‚   Effectiveness of trainings The training is effective in all means if it Imparts new skills Inculcates new ideas, knowledge and concepts Is practical oriented Not an information dump Aligns the training needs to fulfill the organizational short and long term goals Conducts the post evaluation to ensure the satisfaction levels to refine the future training needs. The following are the key issues to be addressed for a successful training program: Place (indoor/outdoor) Audio visual aids Relevant training materials Facilities Time schedule Non visual aids Trainer  Ã‚  Ã‚   The role of a trainer is to develop a competency and skill sets in an individual to perform his/her effectively and efficiently in the work place. The trainer should communicate to the trainees about what is expected out of training in a simple and professional way. The trainer plays a pivotal role from start to end of the training that includes the following: Training plan Timing of different training sessions Choosing the relevant training methods Preparing the training materials and aids Conducting training sessions and Evaluating the post training session   The following are the steps to be undertaken to make the long training session not boring to the trainees/employees: Give appropriate breaks to refresh Use both audio-visual aids as and when necessary Keep avoiding mono dialogue session; make the session highly interactive Include management games like ice breakers etc. to energize the whole team Introduce different learning principles like showing live industry examples and case study analysis  Ã‚   CHAPTER 3 TELENOR COMPANY PROFILE INTRODUCTION Telenor Pakistan is a Pakistani GSM cellular service provider, and is a subsidiary of Telenor, Norway. It has a subscriber base of 19.98 million as of March 2009.Telenor Pakistan is owned by Telenor ASA and adds on to its operations in Asia together with Thailand, Malaysia and Bangladesh. Telenor ASA is an international provider of high quality telecommunications, data and media communication services. It ranks as worlds 7th largest mobile operator with a total of 164 million subscribers in its mobile operations. Telenor Pakistan launched its operations in March 2005 as the single largest direct European investment in Pakistan, setting precedence for further foreign investments in the telecom sector. The company has crossed many milestones and grown in a number of directions, making Telenor Pakistan a leading telecom operator of the country. Telenor is the fastest growing mobile network in the country, with coverage reaching deep into many of the remotest areas of Pakistan. In the mo st difficult terrains of the country, from the hilly northern areas to the sprawling deserts in the south, at times Telenor is the only operator connecting the previously unconnected. Telenor is keeping ahead by investing heavily in infrastructure expansion. With USD 2 billion already invested, Telenor have extended agreements with vendors for network expansion and services until 2009. The agreements, with a potential to result in USD 750 million worth of orders from Telenor Pakistan, are some of the biggest of their kind in the industry. Telenor is spreading across Pakistan, creating 2,500 direct and 25,000-plus indirect employment opportunities. Telenor is a network of 23 company-owned sales and service centers, more than 200 franchisees and some 100,000 retail outlets. VISION AND VALUES Telenor vision is simple: Telenor exists to help customers get the full benefit of communications services in their daily lives. Were here to help. Make it easy. Keep promises. Be inspiring and be respectful. Telenor vision and values define a common approach for all their employees setting out how they do business at Telenor. They provide a fundamental guide for taking care of our customers. Together they set the standard for how Telenor work in order to create sustainable value for our shareholders, customers, employees and partners. Values The values at Telenor are a constant reminder to Employees of how Telenor should serve all our customers around the world. They inspire us to be a driving force in modern communications and customer satisfaction. Values in practice According to an official at Telenor We want to make it easy for our customers to get what they want, when they want it. We will keep promises and do what we say we will do. We will innovate to deliver fresh ideas. And, as an international company, we will respect our customers and their local cultures. TELENOR GROUP STRATEGY The Telenor Group has a strong track record of delivering on ambitious goals. By 2011, we aim to be one of the fastest growing mobile operators in the world, with a strong broadband position in all markets, successfully developing new services and adopting new and responsible business models. The Telenor Group has defined six strategic ambitions which it aims to achieve by 2011. These are: 1. To deliver increased profitable growth The Telenor Group aims to achieve a substantial revenue increase in the years to come. This growth will mainly come from existing businesses. We will seek to increase our core mobile and fixed voice revenues and explore broadband opportunities in our emerging markets. The Telenor Group is also investing in adjacent markets, such as basic financial services and machine-to-machine (M2M) communication worldwide. 2. To strengthen our performance culture across the Group In all our operating companies, we will continue the successful practice of combining a local approach with global expertise. This means that the local management teams will build a unique performance culture based on their own initiatives and in line with the Telenor governance model, Codes of Conduct, vision and values, our people policy and the way we work across borders. In terms of Health, Safety and Environment (HSE), our objective is to improve working conditions and environmental management by having clearly defined standards across our operating companies and supply chains. 3. To make responsible business a competitive advantage Corporate responsibility at Telenor will be part of managing risk and linked to our core business. For example, the measures we have taken to fight climate change are motivated both by our commitment to corporate responsibility and by an enlightened view of associated business benefits and opportunities: what is good for the environment is also good for business. Telenor now has clearly defined targets on CO2 emissions from its operations not just to help save our planet, but to save energy and money. Telenor has a strong track record when it comes to sustainable business: it was ranked top performer by the Dow Jones Sustainability Indexes (DJSI) in 2007 and 2008. 4. To provide a superior customer experience   Faced with an increasingly competitive environment, Telenor needs to differentiate itself by providing a superior customer experience. In our vision were here to help and core values (make it easy, keep promises, be inspiring, be respectful),   We put customer experience at the top of the agenda throughout the Telenor Group. One of our ambitions is to reach a situation where end-users brand preference is higher than the Telenor market share for all operating companies. 5. To ensure best practice benchmarking across the Group: Telenor will undertake benchmarking and best practice sharing across the Group. A global objective is to achieve a higher reduction in the average operational cost per minute than the expected decline in average price per minute. The Telenor Group aims to achieve considerable continued growth in operating cash flow from all of its operations. 6. To drive change and constant renewal: To secure a strong industry position, we need to innovate in everything we do. To get the most out of our efforts, we have prioritized five group-wide innovation areas: Broadband outside the Nordic countries. Our long-term ambition is to achieve the same position in broadband (mobile and fixed) as we have in mobile voice today. Connected objects / M2M. The Internet of things. The Telenor Group is working to establish itself as a global player within this rapidly growing and potentially huge market. Financial services. The Telenor Group aims to establish itself as a significant player in parts of the financial services industry in select under-serviced markets, establishing a platform for long-term growth. Partner innovation. The Telenor Group controls many valuable assets that can be further developed together with partners. Partner-driven innovation is a cost-effective way to create many new revenue-generating services. Climate change. Our number one priority is to reduce CO2 emissions. The Telenor Group aims to be part of the climate solution by de-carbonizing business processes and reducing physical travel and transport. HUMAN RESOURCE DEVELOPMENT DEPARTMENT HUMAN RESOURCE DEVELOPMENT DEPARTMENT: Human Resource Department engage to perform a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. HRD department in telenor plays very active role. The head office of HRD department is situated in Islamabad however it has its four zonal offices, these are Central I Central II North South Working of HRD department is cross functional, there is great coordination is among the departments of the company. And HRD department play an important role in providing strategic support. HUMAN RESOURCE DEVELOPMENT FUNCTIONS: The functions of HRD in Telenor is to developing the required skills in employees as by perceiving the future needs and demands of the company as well as the requirement of the competitive environment. The major functions which they have to perform are Training and development (TD) Organization development Career development The new learning and performance wheel Strategic management and HRD The supervisors role in HRD Organizational structure of the HRD function As Telenor is one of the growing company of the country so, it is also facing a lot of challenges in order to make its human resource as its competitive advantages, the major challenges which are being faced by the Human Resource Development department in Telenor are: Increasing workforce diversity Competing in a global economy Eliminating the skills gap The need for lifelong learning Facilitating organizational learning, However in Telenor, the HRD department is doing great job in order to cope with all these challenges, HRD department has developed a complete framework which the management is currently practicing.   TYPES OF TRAINING: There are varieties of training types are available at Telenor which varies from need of the employees as well as the company. Broadly speaking there are two main sources of Training. In House Training: In house training the company offers the training in its different zones by means of seminars, conferences and workshops. In house training which is given on the job is System related training Product related training Technical Training Front End Desk Training Operational wise training These are the most common types of training which company gives to its employees. Outsource training: Outsource training telenor go for the outsourcing when the in house training is not available. The topic cover under outsource training are those which are more general in nature so company by evaluating cost and benefit go for outsourcing. While go for outsourcing, Telenor is using the services of Novatious Institute which holds a good name regarding the training. The common types of training are Moral Building Attitude Building Executives Training. ORGANIZATIONAL CULTURE AND ITS SUPPORTIVENESS FOR TRAINING: As far as Telenor internal culture is considered the employees are really very satisfied with the Telenors norms and values. It is one of the major reasons that the turn over rate of this organization is very low. By conducting the survey of the sales employees in Telenor, we come to know that 90% of the employees of Telenor took the Training most effective. The major aspects of Telenors culture which supports its objectives are: It owned a flat structure so the communication among employees is very good. Hierarchy of the organization is well managed and there exist no fear between subordinate and boss which give rise to the confidence in employees. There is a vertical communication as well as horizontal communication exists among the employees of Telenor which supports its objectives of being EEO organization. Training is the necessary components for all the employees from CSR (customer services representative) to CEO (chief Executive officer) A FRAMEWORK FOR THE HRD PROCESS HRD department follow a frame work which consists of four major steps, HRD department is primarily responsible for Learning and development of employees. The whole activities of HRD department in Telenor revolve around these steps. 1. Training Need Assessment Phase 2. Training Design Phase 3. Implementation phase 4. Evaluation phase   1- TRAINING NEEDS ASSESSMENT PHASE: Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response. An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances. In Telenor, the TNA phase has given a primarily importance, it is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action. Training Need ari ses at four levels: Training Need Organizational Level Individual Level Operational Level Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group. Organizational Level In Telenor, Training needs analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For this approach to be successful, the HRD department of Telenor gets involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level. Individual Level HRD department of Telenor focuses on each and every individual in the organization. At this level, the HRD department checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. However, individual competence can also be linked to individual need. The methods which are most commonly used by the HRD department of Telenor to analyze the individual need are: Appraisal and performance review Competency assessments Customer feedback Self-assessment or self-appraisal Operational Level Operational level focuses on the work that is being assigned to the employees. The job analyst at Telenor gathers the information on whether the job is clearly understood by an employee or not. Training officers gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future. CHAPTER 4 LITERATURE REVIEW Dependent Variable: Career Development Independent Variable: Training LITERATURE REVIEW: To cope with the speedy rate of change or alternations, organizations are more and more challenged with developing significant training programs for its members as a way to compete and succeed in todays unpredictable environment. Pfeiffer (2000) argues that training can be a source of competitive advantage in several industries for firms with the knowledge to use it. Katz (1998) highlights that although large corporations spend over $50 billion on training expenditure, effective employee learning is diminished. Another author Prahalad (2000) also wires employee learning by stating that training should be considered a part of career development for managers that include both the methodical and empirical side of management. Training is defined as the organized acquisition of skills, rules, ideas, or mind-sets that result in improved performance (Goldstein, 1993); now part of organizational learning and change, employee evaluation, and career development is training (White and Mackenzie-Davey, 2003). At another place training is defined by (Campbell, Dunnette, Lawler, Weick, 1970) as a planned learning practices designed to bring about unending change in an individuals information, attitudes, or abilities. Employee training has turn into more rampant today than 15 years ago, many companies conduct training simply for appearance sake (Hughey and Mussnug, 1997), instead of focusing on adult learning and growth (Wills, 1994; Hollenback and Ingols, 1990; Humphrey, 1990); Kolbs (1984) experimental learning (Whetten and Clark, 1996); and cognitive aptitude (Carter, 2002). Training and organization development activities are receiving increased consideration in the industrial and academic communities at present. According to Huber, organizations spend upwards of $30 billion dollars yearly for training plans involving 15 billion work hours (Huber, 1985). The German apprenticeship system has turn into the focus of much recent writing, studying the financing of such training (Soskice 1994; Oulton and Steedman 1994; Harhoff and Kane 1997; Acemoglu and Pischke 1998). This literature concludes, contrary to the forecasts of Becker (1964), that firms pay a share of the training expenditure of apprentices, even though the qualifications of apprentices are largely broad skills. The bottom line for most training plans is effectiveness; less concentration has been allocated to studying why training programs are effective for some individuals and fruitless for others. Training effectiveness typically is determined by evaluating some combination of the criteria presented in Kirkpatricks (1967) hierarchical model of training outcomes. This hierarchy is made up of four levels of training outcomes: (a) Trainees reactions to the program content and training procedure (reaction); (b) Knowledge or skill attainment (learning); (c) Behavior change (behavior); and (d) Development in tangible individual or organizational outcomes such as turn-over, accidents, or productivity (results). Each stage of the hierarchy is exaggerated by each training result. Trainees satisfaction with the program is believed to have a main impact on learning, the content of the training program must be mastered to some degree for enhancements in on-the-job behavior, and behavior change is important for constructive changes in results such as quality or quantity of production. The overall economy is affected by the organizations choice whether or not to train its workers, even if the firm does not factor the economy into its choice. If all firms within an industry not succeed to train their workers, the whole economy suffers. Hence, training workers is a type of public good, a category that encompasses a broad range of social dilemmas. Employees face a similar dilemma in their choice of how much to contribute to the overall productivity of the organization. If employees receive a share of the profits regardless of their contribution, some may decide to free ride on the efforts of their fellow workers. If all employees decide to do so, the company will fail. The two dilemmas on the employee and organizational levels are closely interconnected. On one side, the benefits of training accumulate only to the extent that employees contribute to the organization. Thus, a firm should take into relation how it expects a training program to affect employee effort as well as employee turnover. On the other side, trained workers produce at higher rates, which in turn may affect how much they contribute and how often they migrate to other firms in comparison with untrained workers. Another way of training your employees in the organization is the mentorship like apprenticeship on which literature suggests that mentoring enhances work effectiveness (Kram, 1985) and job success (Roche, 1979; Stumpf and London, 1981; Hunt and Michael, 1983; Fagenson, 1989). It has also been suggested that training have an important influence on promotion decisions (Stumpf and London, 1981; Hunt and Michael, 1983). Kram (1985) presented an in-depth analysis of the mechanisms through which mentoring affects careers and identified two dimensions of these developmental relationships: Vocational (career coaching) and psycho-social (social support). Career success of managers has generally been defined in terms of performance and the popular symbols of success: Money and position (Hall, 1976; Feldman, 1989). Exploratory Behavior. Hall (1976) defined a career as the individuals perceived sequence of attitudes and behaviors associated with work-related experiences and activities over the span of the persons life Super and his associates theory of adult career development defines four work-relevant life stages: exploration, establishment, maintenance, and decline (Super, 1957; Super, Crites, Hummel, Moser, Overstreet, Warnath, 1957). Jordaan (1963) emphasized exploratory behavior as a key determinant of occupational success and satisfaction. Exploratory behavior refers to mental or physical activities undertaken with the purpose of eliciting information about oneself or ones environment, or forming decisions regarding occupational adjustment, progression, or choice. Exploratory behavior includes self-assessment of the strengths and weaknesses of skills, career values, interests, goals, or plans, as well as the search for job-related information from family, friends, counselors, and other career information outlets (Mihal, Sorce, Compte, 1984; Stumpf, Colarelli, Hartman, 1983). Additionally, the extent to which individuals engage in career planning, a type of exploratory behavior, is related to the likelihood of participation in self-development activities, salary level, and advancement (Gould, 1979; Super Hall, 1978). Goulds (1979) Career planning scale assesses the extent to which career plans exist, how frequently career plans are changed, how clear career plans are, and whether or not a strategy exists for achieving career goals. The relationship between exploratory behavior and training effectiveness is unknown. One possible hypothesis is that trainees who frequently engage in cognitive or environmental search activities are likely to have a better under-standing of their strengths, weaknesses, and interests. This results in a high level of motivation to learn in training programs which are congruent with their career goals. These individuals are likely highly motivated to learn because of the self-realization of skill weaknesses resulting from their investments and interests in career growth and progression as evidenced by the frequency and intensity of exploratory type be-saviors. Career workshops provided by the organization may provide employees with a clearer picture regarding career paths and the prerequisite-site skills for horizontal and vertical movement throughout the organization. So training is the significant part for the career development in any organization. CHAPTER 5 RESEARCH METHODOLOGY To conduct any research a scientific method must be followed. The universe of study is very large in which it is difficult to collect information from all the employees. So, the sampling method has been followed for the study. The analysis is based on primary as well as secondary data. Research Area : Telenor Islamabad Sample size : 35 Data collection Primary data : The data was collected using an appropriate questionnaire And observing employees at Telenor office. Secondary data : Internet, books Method of analysis : SPSS (Pie charts, bar graphs, frequencies, mean std. deviation) Results Statistics training C.D N

History of Counseling Essay -- Psychology, The New and Old Testaments

It is said that in order to know where you are going, it is important to know where you have been. This adage applies to many facets of life but also to the profession of counseling. In order to gain insight into the future of the profession, this author seeks to uncover the past that has shaped the current landscape. In doing so, the hope is to preserve what may be preserved, correct those mistakes of the past and forge new paths that will lead to wholeness and health. History and Timeline In deciphering the history of Psychology, one can subscribe to two seperate schools of thought. The first is that of the secular worldview that gives credence only to those things of this world. The focus here is on the scientific discoveries of various men throughout the ages. The second comes from a Biblical worldview that recognizes the true nature of soul care as an outward manifestation of God's grace and mercy to His broken people. This author will construct a timeline that attempts to integrate the two views and represent the split as well as the divine way that they have been brought back together with a bright future for integration. Counseling has been a part of history from the origin of man. The Old and New Testament have countless references to prophets, apostles and preachers who offered help and consolation to those in need of care. The apostle Paul clearly spoke of our ability to aid others when he said, â€Å"I myself am convinced, my brothers, that you yourselves are full of goodness, complete in knowledge and competent to instruct (counsel) one another" (Romans 15:14, NIV) We were created to work in harmony with one another, offering aid to those who are afflicted in any way we can. This form of â€Å"counseling† relies... ... integrate each discipline into one cohesive recognition of truth. According to this source, all counselors exist somewhere within these bounds. When we think about creating a model of therapy that will serve God, our ethical responsibilities, our moral imperatives and our clients, integration and careful analysis of each model that has preceded are of tantamount importance. We must glean those concepts and techniques from each theory that allow us to function within the Allies camp, the most advantageous category of integration.(Entwistle, 2010) In order to do this, we parse each model into five pieces. These are: Philosophical Assumptions, Model of Personality, Model of Abnormality and Health, Model of Psychotherapy and Demonstrated Effectiveness.(Jones & Butman, 1991) In this way, we can consider the victories of the past and leave behind the mistakes.

Unbroken :: essays research papers

Unbroken I wouldn't know how to describe a painting or a sonata, but I can tell someone how I feel, though they rarely know what I mean. Words fail me often, but nobody notices. They aren't listening anyway. One person knows me. When I talk to him I feel like a knife in a drawer, because my words have power. The possible damage would be irreparable. He and I are like a house falling apart. Our sidewalk is askew and our mailbox is missing. It is painted pink and yellow. We love it, it's unique. Last night I stomped my feet through the floorboards because I wanted to feel my toes in the earth. I pushed my hands through the ceiling and kicked down the walls. I know he wonders why I do things like that. I just wanted to let some air in. I said, "Look hon, now we can see the stars." He brushed off the debris and put me to bed. He won't sleep tonight. His thoughts stay up with the moon trying to exercise the demons in his mind. Too intelligent, too spiritual for his own peace. A shaman, unstuck in time. A stroke of genius and a slap in the face of this world. Always restless, searching for answers. Impulsive and inspired, writing down his thoughts. Funny stories about Elvis and his followers, the Elvi, or dirty poetry. Painting his visions on sheets that hang from the eaves or painting me with psychedelic designs. It doesn't matter which. All of it makes me want him more. Some things I say to him are like sour notes played too often. I'm out of tune. He always sings along. Our waltz is better than most, I suppose. We know the steps by heart. The world moves quickly around us and our quiet drunken pace, but we don't care. Our minds move quickly despite this world's petty distractions. It's us and them, and we're the only two sane people left. He makes me nervous, still. His dreams are bigger than both of us. When we speak the words fall from my lips. They aren't enough to explain who I want to be. I am so flawed. He says, "Sometimes people have imperfections that are worth living with. You're a little eccentric. It's part of your charm." This man knows me, and loves me anyway. He is crazier than I am. Eight years might as well be a thousand where we're concerned. History has roots that go deep. They go to the center of the earth and back and wrap

Current State Laws on Human Cloning :: Argumentative Persuasive Topics

Current State Laws on Human Cloning California Cal. Health & Safety Code,  §Ã‚ §24185 to 24189. Bans efforts to create a human being by utilizing somatic cell nuclear transfer "for the purpose of, or to implant, the resulting product to initiate a pregnancy that could result in the birth of a human being." Ban is to expire January 1, 2003 unless extended by legislature. Louisiana La. Rev. Stat. Ann. tit. 40  §Ã‚ §1299.36 to 1299.36.6. Forbids any person to "clone or attempt to clone a human being," and forbids a health facility or agency to "allow any individual to clone or attempt to clone a human being in a facility owned or operated by the health facility or agency." "Clone" is defined as in California law, to involve an intent to initiate a pregnancy. However, a separate state law prohibits intentionally destroying a viable fertilized ovum, and requires that "[n]o in vitro fertilized human ovum will be farmed or cultured solely for research purposes or any other purposes." La. Rev. Stat. Ann. tit. 9,  §Ã‚ § 129, 122. Whether this prohibits use of cloned embryos for research depends on how courts will interpret the phrase "fertilized human ovum." Michigan Mich. Comp. Laws  §Ã‚ §333.16274, 333.16275, 750.430a. Forbids any individual to "engage in or attempt to engage in human cloning," applying civil penalties (up to a $10 million fine) and criminal penalties ($10 million fine and up to ten years in prison). "Human cloning" means "the use of human somatic cell nuclear transfer technology to produce a human embryo."  §333.16274(5). This law clearly forbids creating a cloned human embryo for any purpose, including research. A separate state law also forbids using a live human embryo "for nontherapeutic research if... the research substantially jeopardizes the life or health of the embryo..." Performing such research is a felony.  §Ã‚ §333.2685 (1), 333.2691. Rhode Island R.I. Gen. Laws  §23-16.4-2 to 23-16.4-4. Bans use of somatic cell nuclear transfer "for the purpose of initiating or attempting to initiate a human pregnancy," as well as the creation of "genetically identical human beings" by "dividing a blastocyst, zygote, or embryo." The law seems to ban cloning by nuclear transfer only if done to initiate a pregnancy. However, a separate law prohibits the use of "any live human fetus, whether before or after expulsion from its mother's womb, for scientific, laboratory research, or other kind of experimentation.

Mobile Phone Addiction

Those who remain fear the loss of mobile phones, or the presence of outside the coverage of the network, and thus the inability to communicate or receive communications .. It is a concern to hit the world and destroyed the ability of people to develop solutions to what the phone is forced suffering .. ..With a little thought, there are people who feel and enjoy the latest devices and smart phones .. To enjoy the modern programs in addition to the many features provided by these devices .. It is normal when a person uses his mobile phone to make calls or talk to friends and relatives from time to time .. Or Download game compete with friends .. But what if the transformation of the use of smart phone to addiction? .. See what the problems that can be caused by this addiction to the owner? .. So warned surveys and studies on the smartphone from the increasing signs of addiction, and concluded studies to That people stare at the phones screens For approximately 3 hours a day or more, in addition to the time spent in making calls. .. It was noted that psychiatrists, are those who initiated to consider the fight against the problem – phenomenon, in order to recognize that addiction to smart phones, psychological disorder. Experts warn that the use of new technologies at an early age may compound the risk of addiction, isolation and school failure. Where the smartphone is no longer a means to communicate with others only, but the smartphone is used to finish and follow the work of private and is used in the study and entertainment of the self through the games or watching movies and hear songs and networking sites such as Facebook, Twitter and other programs, â€Å"People are checking their mobile phones at 34 times a day, and there are five, 81 and eighty-one percent of people who keep their phones near them, and 63 percent are checking their phones even while they sleep. People who are afraid of losing a mobile phone or being out of network coverage and therefore unable to communicate or receive communication suffer from the disease of sleepophobia. Monophobia can be monitored through a range of behaviors, for example, that a person checks his or her mobile phone more than 30 times a day , Or simply feel that it is impossible for him to give up his phone and live without him. Experts have found that smart phone addicts have become so many around the world that if they are removed from their phones they feel nervous and angry and can do things beyond their control. The use of the smartphone also leads to poor cognitive skills, especially among students. Surveys showed that the degree of addiction to the smartphone is increasing among young people, where one in every five young people check his phone once every few minutes, and drew attention to all this. For phones comes at the expense of neglecting the world around us, causing increased anxiety, tension and distraction. Stressing that each user to evaluate the fact that attached to his smartphone, and begin to get rid of this attachment step by step. Radio France International highlighted in a report published on its website the phenomenon of â€Å"addiction† of the inhabitants of the earth to the use of mobile phone. A study by the High Tech Web site showed that around 1.5 billion people around the world have mobile phones, while the study revealed that if this upward development revolutionized communications worldwide, it certainly had a significant impact on behaviors Individuals in the community. The study found that the use of intelligent mobile phones with the Internet causes â€Å"addiction† to this technology, and this situation is widespread and widely, among the 8.6 billion people of the earth, 1.5 billion people have mobile phones. But far from the figures and comparisons, the widespread use of mobile phones, especially smart phones, has led to a radical change in societal behavior. According to the study, 60% of mobile phone users sleep with their hands in their hands, and 15% of them may stop their entertainment and chat conversations just to answer the mobile phone. Many researchers have pointed out that there is a threat to the Earth's population from these mobile phones, that is, the addiction to this technology is already the same as when playing a game of video games continuously can be considered a form of addiction. Is addiction to smart phones a disease In Singapore, as in many other countries, doctors are struggling to recognize smart phone addiction as a form of psychological disorder. If you are difficult to break away from your smartphone or from people who seek it for no particular reason, you may be threatened with an addiction that may require the help of a psychiatrist. Singapore and Hong Kong broke regional records on the number of smart phone users, according to the latest report by the Nelson Office of Studies. According to Experience, 87 percent of Singapore's 5.4 million people have multi-function phones, compared to 65 percent in the United States.

Food has become easier to prepare Essay

We subsist in century when e very(prenominal)body has deviceThe m is Gold.We eer work,rush and check finical life.So thats why the fast aliment is the best choise for men,who dont compliments to waste their quantify with waiting for preparing something to eat.And it attention that kind of bulk who eats for living,not lives for earnWe can find fast solid fare in some caffe,restaurants or in other such kind of places,where people heat just for satisfaction feelings of ache as strong as possible.Altought at that place are a lot of packed and freezed food in markets which are bought for quick preparation by people who always come nursing home very new-fangled and tired,after hard day. But as we every(prenominal) know fast food has negativities too.First of all(prenominal) ,this is a pan food and if we get our attention on it from medical side,we pull up stakes notice that it is very uselessly and detrimentally for health.Because junk food contain conservators,art ificial additionals and a lot of other chemical structures,what pulverise our organism.We are enough informed active it,but as always we choose easygoing way for solving problems,even if it concern our health. I would like to say about me as example for this topic .I am a student.I have full schedule.From too soon morning till the evening I have to be outside.I dont have chance to go home for eating because I live very far from my university.I am trying to have breakfast and supper at home,but in time for dinner dont have other way as eating fast food with friends in caffe or in university canteen.So I agree with opinion,that this budge has improved the way people live. In conclusion I would add something for this sheer in form of advice to peoplelets use fast food only of necessity.Dont prefer junk food to fresh home-made meal,for beeing strong and healthy,for having zilch to work and to go on

Chocolate Research Paper

WOMEN STUDIES ECO-FOOTPRINT PROJECT Topic deep brown Beans Production Process umber is a mainstay ingredient in m either foods such as milk shakes, butt jointdy bars, cookies and cereals. It is ranked as sensation of the most favourite flavours in North the States and Europe. patronage its popularity most people do non know the unique origin of this popular treat. Chocolate is a product that requires complex procedures to produce. The military service involves draw-festival burnt umber, refining coca to hot chocolate beans, and shipping the deep brown beans to the manufacturing factory for cleaning, coaching and grinding.These chocolate beans depart and and so be imported or exported to opposite countries and be transformed into varied types of chocolate products. Cocoa beans induce in countries like Cote dIvoire, Ghana, Ind 1sia, Brazil, Nigeria, Cameroon, and Malaysia, but the highest cocoa producing state is Cote dIvoire. The merchandise process of cocoa b eans include first, cocoa is harvested manu anyy. The seed pods of cocoa argon collected and the beans be selected and placed in piles. These cocoa beans ar then ready to be shipped to the manufacturer for production.Cocoa grows in pods that germinate off the t huntks and branches of cocoa trees. The pods put up the class and almost the size of football. The pods start out thou and turn orange when they are undecomposed. When the pods are ripe they are harvested gently with machetes. Machines can damage the trees or the clusters of flowers and pods that grow on the trunk, so lenders throw away to harvest the pods by hand, using short, hooked blades mounted on long poles to reach the highest fruit. The cocoa seeds then permit a process of fermentation by placing them in magnanimous, shallow, heated trays or by c all overing them with large banana leaves.If the climate is castigate, they whitethorn be only heated by the lie. Workers mostly women come along periodically and stir them up so that all of the beans come out equally fermented. This process may take up to five or eight-spot days. After fermentation, the cocoa seeds are dried in front they can be scooped into sacks and shipped to chocolate manufacturers. Farmers simply go around the fermented seeds on trays and leave them in the sun to dry. The drying process usually takes almost a week and results in seeds becoming reduced to near half of their original weight.During the production process, labor is not equally dual-lane between men and women who course in the planation this brings us to the issue of gender division. The gender divide that exists on the cocoa plantation is that most farm work is conducted by men, although most certainly thither are tasks where women are real active, such as scooping the beans from the already opened husks, turning the beans during the fermentation and drying process, and sewing the jute sacs infallible for the packaging of the dried beans. Wom en in the farms normally execute to the needs of the family.When female labor is hired during the harvest-home time the wages given to them are not the same as those for men. Perhaps another reason out why men are preferred is because of their untrue higher productivity rate compared to that of women. repayable to variant practices followed in individual regions, even within countries, the enfolding of women and their assigned tasks vary enormously. For instance, because of the popular method of sun drying cocoa beans in Ecuador, it is necessary to clean the beans. This argumentation is mostly beneathtaken by women.This is not the case in Ghana or Brazil where sun drying is realized while protecting the beans from foreign matters and waste. It is interesting to air however that there is no specific approach pattern for the assignment of tasks to women, except during the harvest when the scooping of the beans from the opened pods is principally performed by women in most cocoa producing countries. disposed(p) the great differences in the systems of production in producing countries it is backbreaking to contract a common percentage that reflects the number participation of the female work force.It is worth mentioning that impertinent the coffee rustic empyrean, there are no associations or specific groups that house women only composite in the cocoa sector at any level, although all associations and cooperatives are open to all who qualify. Due to fluctuation of cocoa prices in the world market, farmers have no long-term security, and in some situations, they do not have enough bullion to realize their realm traffic.Cocoa farmers are always faced with financial hardship they are not able to depart for their families as they would want nor have enough funds to start up their own farming business because they only receive a fraction of the reward from the selling of the beans on the world market and there are many an(prenominal) peopl e in the business chain. Cocoa farmers around the world face many challenges. It is estimated that about one-third of global cocoa crops are destroyed by pests and diseases every year. Many cocoa farmers have limited advance to the latest agricultural technologies or methods of cultivation and hardly a(prenominal) of them ave business backgrounds to help them effectively market their products and manage their operations. Many of the farming communities live in poverty and are infect with diseases. Industry groups, politicss and consumers worldwide have raised concerns about the use of pesticides and electric razor labor on westward African cocoa farms. An interview conducted by Christophe Koffi showed that one major problem that women in cocoa production encounter is the lack the of financial capability or backing due to the fact that most of these women find themselves in a male predominate occupation.It is very difficult for them to secure financial aid or loans to manage their farms. For instance, Women cannot inherit or even create a cocoa plantation under our patriarch-dominated tradition, utter Vanie, criticising what she called a backwards and misogynist practice (Koffi, 2008) because we thus far live in a patriarchal dominated society where women do not have the right to own lands and properties. This paper elevate talks about the sustanability in the production process of cocoa.We will be looking at Lindt& Sprunglis which is a family caller-out and a major producer of chocolate and other cocoa products with a headquaters in Kilchberg, Switzerland. Lindt & Sprungli is one of the few chocolate makers that have complete control over every step of the production chain offset with the precise selection of the finest cocoa varieties from the best accomplishmentation areas in the world right on done the business organisationful and expert processing until ending with the urbane packaging.Lindt gets its cocoa beans mostly from Ghana and Cen tral and federation America. Lindt has been very conservative in the amount of slide fastener its invests in the chocolate production process. Each alert and future facility and investment undergoes very circumstantial analysis to determine how much nil can be saved. Through better insulation and life force recovery, Lindt & Sprungli was able to cut down on zip fastener consumption by more than 13% per ton produced between 2004 and 2010.The company intends to continue reducing the energy consumption rate per ton produced by an honest over the coming years. According to the Lindt publication, The companys efforts since 1999, Lindt & Sprunglis Swiss subsidiary, Chocoladefabriken Lindt & Sprungli (Schweiz) AG, has been an active member of the Lake Zurich muscle Model GroupThe Swiss government and strong-minded engineers have audited the progress and as a result, the Swiss subsidiary has been granted the official certificate. Kilchberg, 2012) Since 2007, Lindt & Sprungli unde r urine conservation has been participating in the Carbon divine revelation Project (CDP)Since then, the measurements of water emissions and energy consumption have been largely based on the concept of the methodological analysis Fossil Fuels set out in the CDP protocolWaste water, Lindt & Sprungli continuously monitors and analyses the use of water and the return of wastewater in the production process and intends to further reduce the use of fresh water in this process, which, in turn will impact the output of wastewater (Kilchberg, 2012) The major people that benefit from cocoa production are mostly the giant corporations. The corporations exploit cocoa farmers in the sense that they do not pay them the true worth of their trade union movement. Women who work on the farms are underpaid and marginalized. There is also the issue of shaver labor where children of school button age are forced to work on the farms instead of going to school thereby denying them the right to ed ucation. The big corporations are not forth coming in cathartic information as to how and where they get their cocoa beans from.Most of these African countries where these big corporations get their raw materials from do not have access to good roads, health care facilities, schools, electricity, and there is poverty in most of the communities. These big corporations buy the cocoa beans at a very garish rate and then import them to the westward society and the refined product is processed into different kinds of chocolates (e. g. chocolate drink, chocolate bars of different shapes and sizes and chocolate candies etc. ) which are sold consumers at usurious prices considering the price at which the cocoa beans are bought from the cocoa farmers. This explains how capitalism and big corporation exploit cheap labour. Almost everyone enjoys a bit of chocolate every now and again. But if you take a ambient look at how cocoa is produced, it may tumesce leave a bitter taste in your mou th.The conditions under which the cocoa farmers in many producer countries live and work are worrying Despite the fact that cocoa is usually their main offset of income, the families struggle to make a living from it. shaver labour is not uncommon. As consumers we can work with NGOs to find means of helping the farmers to adapt to unseasoned systems of cocoa farming that result higher yields, under socially more acceptable and environmentally affable conditions, to meet market demands and hence ensure a stable flow income. As a major part of the global cocoa industry which has remained passive and invisible for so long, consumers of chocolate can expose that they want slavery in the cocoa sector stamped out, and your pressure can highlight their lack of trueness and make them more accountable.Finally all cocoa products, including chocolate, run the risk of being tainted by child labour and slavery. To achieve a satisfactory bar of ethical production in chocolate consumers e ssential help to ensure that companies commit to credible and competent actions against such things as use of child labour and the exploitation of cocoa farmers and not make rancid and unsustainable promises to consumers of being slavery- free. The consumers can liaise with government bodies and NGOs to negotiate fair prices for the purchase of cocoa products and this will in turn help the farmers to gain access to basic social amenities of life. Reference paginate genus Sagittarius, D. (2012).ADMs commitment to sustainable cocoa. Milwaukee Copyright 2012 Archer Daniels Midland Company . Clarkson, T. (1998). Anti-slavery. Retrieved November 15, 2012, from www. antislavery. org http//www. antislavery. org/english/privacy_policy. aspx Kilchberg. (2012, April 22). The environment in the Production Process. Retrieved November 13, 2012, from www. Lindt. com http//www. lindt. com/swf/eng/company/social-responsibility/lindts-sustainable-cocoa-supply-chain/ Koffi, C. (2008, November 7). Ivory Coast women contain taboos. Retrieved November 11, 2012, from iol News http//www. iol. co. za/news/africa/ivory-coast-women-defy-taboos-1. 423405