Essay on the Manipulation of Polonius and Ophelia in Hamlet

The Manipulation of Polonius and Ophelia in Hamlet The main plot of Shakespeares Hamlet centers around Prince Hamlets desire to repay King Claudius for his evil deeds. Around this central action revolve the stories concerning the minor characters of Polonius and Ophelia. Though they do not motivate Hamlets actions towards the King, these characters act as forces upon Hamlet himself, trying to spur him to do things he does not want to do. Both Polonius and Ophelia try, unsuccessfully, to manipulate Hamlet into a place of inferiority. In the first scene of Act II, Polonius and Ophelia discuss the meaning of Hamlets odd behavior. Though the two characters agree his actions arise out of the torment of spurned love,†¦show more content†¦Issues of power are foremost in Polonius mind. He immediately seeks the King in order to legitimate his accusations concerning Hamlet. By doing this, not only does Polonius gain power over Hamlet, but also with the King himself. Polonius tries to control the way Hamlet is seen around the court so as to rise in stature himself. Through his manipulation of Ophelia, Polonius becomes a character not as much concerned with familial ties as one whose concern rests within the world of court intrigue and position. Taken separately, these two characters have different agendas concerning the Prince. Polonius preoccupation with power exists at the same time as Ophelias true (but nevertheless easily controlled) concern. When looked at together, these two people form something larger. Ophelias sentiments, when mixed with Polonius desire for power, result in a double-edged sword aimed at Hamlet. Other scenes within the play have both of these characters trying to pull Hamlet in such a direction as to give the King the advantage he needs. In this scene, though Hamlet is not present, Polonius and Ophelia form a kind of anti-familial unit. On one level, this father-daughter team works well within itself. But on another level, these two figures symbolize the hazy separation Hamlet himself feels from any type ofShow MoreRelatedWilliam Shakespeare s Hamlet - Ophelia1472 Words   |  6 PagesSai Neelamraju Mrs.Thoms-Cappello Term Paper 21 April 2016 Ophelia In Hamlet From historical events such as World War I and World War II to present day women have been playing prominent roles. During the 14th and 15th centuries women had no important roles in their families, they were only used to take care of their families and to use their body for sex for men. A women mostly always needed a man by her side to stay stable and strong, otherwise they are known to be weak without them. ThereRead MoreWilliam Shakespeare s Hamlet - The Characterization Of Young Ophelia1681 Words   |  7 Pageshundreds of years. This idea is well demonstrated in William Shakespeare’s Hamlet, through the characterization of young Ophelia. 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This paper will examine the play for instances of irony and their interpretation by critics.    In his essay â€Å"O’erdoing Termagant† Howard Felperin comments on Hamlet’s â€Å"ironic consciousness† of the fact that he is unable to quickly execute the command of the ghost:    Our own intuition of the creative or re-creative act that issuedRead MoreEssay about The Profound Irony of Shakespeares Hamlet 2407 Words   |  10 PagesProfound Irony of Hamlet      Ã‚  Ã‚   Irony, or the â€Å"hiding what is actually the case† in order to â€Å"achieve special rhetorical or artistic effects† (Abrams 135), is amply demonstrated in Shakespeare’s tragedy Hamlet.    In his essay, â€Å"Reforming the Role,† Mark Rose discusses the irony involved with the ghost’s appearance:    The ghost binds Hamlet to vengeance, but there is another and more subtle way in which the spirit of his father haunts the prince. 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The Impact Of Enron s Corporate Culture - 1950 Words

Varying Impacts Enron’s corporate culture had a great deal to do with the benefits it gave to its employees as well as its top managers beginning with overlooking unethical behavior as long as it provided monetary value. Their corporate culture is described as arrogant, and rightfully so, by the end of 2000 Enron had become the sixth largest energy company in the world (United States Government Publishing Office, 2003, p. 67). This mindset of superiority and pride lead employees to believe they could increase risks without regard for the consequences. Excellence was expected of Enron employees at all cost. Their success in business lead to various incentives, those that ranks 1’s and 2’s in their peer evaluation was often rewarded with†¦show more content†¦3). Top managers disregarded ethical behavior and with the aid of statistical modeling and trading for profit, Enron had a recipe destined for bankruptcy. â€Å"The most traditional form of shareholder and management alignment under the optimal contracting view of executive compensation is through stock ownership by the manager† (Munzig, 2003, p. 12). The self-interest of managers has led to a division between the company and shareholders and the misappropriation of finances. In October 2001, Enron had announced that they were taking a $544 million dollar charge against earnings, which lead to a reduction in shareholder equity by $1.2 billion due to transactions related to a company owned by Enron’s CFO (Munzig, 2003, p. 19). By concealing the financial dealings of the company through SPE’s and partnerships this had led to information irregularities between those at Enron who were privileged to understand the financial structures and the shareholders who did not. This lack of transparency was a failure especially when shareholders rely on information to ensure the success of the business. Enron’s top managers exercised great control of their employees and their financ ial relations. The rights the Enron exercised were to expect nothing less than the best from all those involved. They were an in your face company with a banner displaying â€Å"From the World’s Leading Energy to the World’s Leading Company† (Hosmer, 2011, p. 173). Such pride and possibly arrogance wasShow MoreRelatedCorporate Social Responsibility Of The Enron Corporation1124 Words   |  5 PagesIntroduction We will look at the Enron Corporation and discuss its application of Corporate Social Responsibility (CSR) or in actuality its irresponsible behavior as related to social responsibility. We will revisit what CSR is and discuss Enron’s philosophy regarding its use and function within the corporation. 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Post-Operative Intestinal Obstruction-Free-Samples for Students

Question: Write a report on Post-Operative Intestinal Obstrucion. Answer: Introduction This report is based on the case study of a patient, who had been suffering from intestinal blockage after undergoing hemicolectomy due to colon cancer. In hemicolectomy the left side of the large intestine is surgically removed. This operation is mostly performed in case of colon cancers. In some cases the part of the colon is joined to the abdomen for the removal of the feces, known as stoma (Saklani et al., 2013). The report critically discusses about the problems of the patient, the pathogenesis of the problem, and the different diagnostic techniques for the investigation of the disease. The report also provides an idea of the probable medications that could be given to the concerned patient. It can be difficult to diagnose an intestinal obstruction. The report shows that successful management can detect signs and symptoms subtly at first, followed by a goal to help the patient before the condition deteriorates. Whatever is the treatment, nurse participation in treatment and postoperative care is important. Staying updated with new findings and methods is the best option. An ability to recognize the patients physiological, psychological, and safety needs along with a willingness to interact with the patient and other health care providers will yield good results. An active approach in explaining the procedures and consequences will lessen patient anxiety and improve the patients scope of resp onding to the treatment. Discussion Critical issue in the patient and the pathophysiology of the complication This report provides a case study of a patient having colon cancer, who have undergone a left hemicolectomy with the formation of the stoma. A stoma is usually made where the surgeon brings a part of the colon from inside the body of the patient, through the abdomen and then stitches it down. It is normally done to divert the flow of the feces (Black, 2012). It is been reported that after the patient had been discharged after the surgery, the patient developed certain post operative symptoms like abdominal pain, bloating and less output from the stoma. Normally post operative complications might include infection in the wound, anatomic leakage. Sometimes the bowel, may take more time to start functioning properly, which is known as ileus (Ten Broek et al., 2013). In such a case the patient may develop abdominal distensions, bloating. If the bowel doesnt start working properly then it can lead to a kink or an adhesion giving fries to blockage (Chapuis et al., 2013). In such a case the patient might develop abdominal cramps, bloating and abdominal distensions, just as we see in the report of the concerned patient. Ileus occurs due to the decreased motility of the gastrointestinal column (Vather, Trivedi Bissett, 2013). The definite pathogenesis of ileus is multifactorial, the clinical picture shows transiently lessened propulsion of the contents of the intestine. The interaction between the central and the autonomic nervous system function, and some local substances, may alter the equilibrium of the intestine, which results in the unorganized electrical activity and paralysis of some segments of the intestine. No coordination in the propulsiveness of the intestinal muscles leads to the accumulation of fluids and gas within the bowel and often causes intestinal cramps (Doorly Senagore, 2012). Medical management of the disease Investigations and diagnostic tests for the disease The case study of the patient shows that he has underwent for a CT due to the post operative complications. A systematic review has shown own that computed tomography with Gastrografin scanning can detect the post operative ileus with sensitivity. Multidetector CT scanning is also found to be an effective tool in the detection of the post operative ileus (Santillan, 2013). A plain radiograph of the abdomen shows ileus as dilatation of the colon. An abdominal X-ray can be done to detect the intestinal obstruction, although there are certain obstructions that cannot detect some abdominal obstructions. For some obstruction Air enema can be used, where the doctor will introduce air inside the colon through the rectum (Cameron Cameron, 2013). Treatment of the disease Pharmacological management of the disease In the case study the patient is found to be suffering from minimal stoma output. In some patients, the stoma output may be minimal. This is normally caused by the formation ileus after the operation, followed by stoma formation there are certain drugs can also decrease gut motility, such as the antimuscarinics and the opioids (Barletta, 2012). Stoma output can be increased by the application of Prokinetic drugs before meals, like metoclopramide, domperidone or erythromycin (Patil Anitescu, 2012). The doctor will recommend bowel rest for a period of time along with continuous application of the intravenous fluids. Sometimes a nasogastric tube is passed through the nose to the stomach to ensure enteral feeding. Glycerol suppositories should be inserted into the stoma opening (if the patient is suffering from constipation and feces can be seen on internal examination of the stoma). For the patients with stoma, medicine doses with quick dissolution tablets, gelatin capsules should be used. Antibiotics which have a broad spectrum like Amoxicullin, ciprofloxacin can be used to modify the gut microflora. Magnesium containing Antacids can be used. Calcium containing Antacids should not be used as this might lead to constipation. In this case study the patient is reported to have a high blood pressure, so medicines like anti diuretics can be used for treating hyper-tension. Antideuretics like Flurosemide, metolazone can be used. In order to keep the electrolytes balance in the body potassium supplements should also be given. An epidural is used to give relief from the pain. Non pharmacological treatment Non pharmacological treatment of the intestinal obstruction involves introduction of the fluids in the body. Fluid intake should be increased. Electrolytes can be given along with the fluids in order to maintain the electrolyte content of the body. After the operation the patient should be encouraged to move as soon as possible. They should avoid increased physical activities and the heavy lifting of substances. Nursing management of the disease Doctors diagnose diseases and prescribe medicines, treatments and surgeries, but its the nurses, that often explains the medical procedures, help to manage the symptoms, listen to the concerns, respond to the emergencies, allay with patient fear, soothe worries and chalk out ways to make things bearable (Andrews Morgan, 2012). The following are the interventions that a nurse should follow for the patients suffering from intestinal obstructions- The patient should not be allowed to eat anything by mouth. Insertion of the nasogastric tube for decompressing the bowel. Administration of the analgesics, antibiotics and other medicines as prescribed by the doctor. Signs for dehydration or electrolyte imbalance should be looked for Vital signs, intake and output, should be monitored to assess the renal function, blood volume and many such factors. The nurse should be well aware of the allergies and other adverse effects related to the patient. Patient should be kept in a semi-fowler position for promoting pulmonary ventilation Patient should be given a clear account about the disorder. Apart from all these it is the duty of a nurse to provide psychological care to the patient. A nurses mission is not only to save lives but to preserve and to promote the quality of life. A patient having such a critical issue is often faced by anxiety and fear. It is the duty of a nurse to cheer the patients up, reassure him, collect informations and offer explanations for the symptoms, and what to expect during the recovery period. One should be sure to involve the patients family in the plan of care when appropriate (Thompson Magnuson, 2012). A patient with hemicolostomy may experience issues regarding self esteem and have trouble with body shape. Supportive care, encouragement and a reference to the colostomy support group are important to provide suitable nursing care after the operation (Maung et al., 2012). Hospital stay is usually about 2- 5 days for a key hole surgery and about 5-7 days for an open surgery. If staples and external sutures are used then the hospital stay may take 10-14 days after the operation. Following hospital discharge patients are advised to remain mobile and should avoid doing any physical exercise and should avoid taking fibrous and spicy foods. A follow up report should be fixed after two weeks but a patient can see the concerned doctor at any time if problems persist (Jain Vargas 2012). Possible complications due to intestinal obstructions In the following report the patient is seen to be suffering from intestinal distension, intestinal cramping bloating and low output from the stoma. Among the different complications due to intestinal blockage, dehydration due to electrolyte imbalance had been focused in this topic. In some cases the stoma output of the patients are huge or the patient may suffer from severe diarrhea as a result the net fluid and the electrolytes, that are responsible for many biochemical activities of the body is lost. Severe dehydration can lead to failure of organs, shock and finally death (Schneider et al., 2013). In order to replace the fluids back to the normal amounts, intravenous fluids like St Marks solution and Dioralytes double strength solution can be used can be given and fluids containing electrolytes can be infused for getting the right amount of electrolytes in the body (Ouassi et al., 2012). Critical analysis of the articles used An extensive research has been performed through different databases like Google scholar, Pubmed, NCBI , Charles Darwin university library and more to find out the all the facts related to this critical issue. A thorough research has been done through the various research journals. The journal by Ouassi et al (2012) suggests that the definite pathogenesis of ileus is multifactorial, the clinical picture shows transiently lessened propulsion of the contents of the intestine. The interaction between the central and the autonomic nervous system function, and some local substances, may alter the equilibrium of the intestine, which results in the unorganized electrical activity and paralysis of some segments of the intestine which leads to bowel blockage. In the research by Doorly Senagore, (2012) it has been found that Postoperative ileus (POI) is an unavoidable outcome of most of the abdominal surgery. Although ileus is thought to be a disease of the small intestine, the duration of POI may be dependent on the return of colonic motility. Physicians should analyze the risk factors leading to the development of POI to help prevent this morbid and financial problem. POI is multifactorial in origin and the causative factors involve neuromuscular, inflammatory, and pharmacologic factors. The journal by Jain Vargas, (2012) discusses about challenges faced in the management of acute pseudo-obstruction in colon. In the journal by Maung et al (2012) management of the intestinal obstruction has been described. Water-soluble oral contrast medium (WSCM) is preferred for both diagnostic and therapeutic purposes in patients undergoing nonoperative management. Hyaluronic acid, icodextrin and Carboxycellulose membrane decrease the incidence of adhesions. Icodextrin may decrease the risk of obstruction. In the journal of Andrew Morgan, (2012) one gets an idea about the Constipation management in palliative care. It also provides information about treatments and the potential of independent nursing. Conclusion The following report is based on the case study of a patient who has suffered hemicolectomy due to colon cancer and is now suffering from intestinal obstruction. It can be reviewed from the researches that the pathogenesis of post operative intestinal obstruction is multifactorial. Ileus occurs due to the decreased motility of the gastrointestinal column. The concerned patient is having minimal output of stool from the stoma. Thus, medications should be prescribed that would increase the mobility of the colon, he should be given fluids in order to restore the electrolytes in the body. The patient has been reported to have abdominal cramps, so medicines for that have also been prescribed. It can be difficult to diagnose an intestinal obstruction. The report shows that successful management can detect signs and symptoms subtly at first, followed by a goal to help the patient before the condition deteriorates. Whatever is the treatment, nurse participation in treatment and postoperative care is important. Staying updated with new findings and methods is the best option. An ability to recognize the patients physiological, psychological, and safety needs along with a willingness to interact with the patient and other health care providers will yield good results. An active approach in explaining the procedures and consequences will lessen patient anxiety and improve the patients scope of responding to the treatment. References Andrews, A., Morgan, G. (2012). Constipation management in palliative care: treatments and the potential of independent nurse prescribing.International journal of palliative nursing,18(1). Barletta, J. F. (2012). Clinical and economic burden of opioid use for postsurgical pain: focus on ventilatory impairment and ileus.Pharmacotherapy: The Journal of Human Pharmacology and Drug Therapy,32(9pt2). Black, P. (2012). Choosing the correct stoma appliance.Gastrointestinal Nursing,10(7). Cameron, J. L., Cameron, A. M. (2013).Current Surgical Therapy E-Book. Elsevier Health Sciences. Chapuis, P. H., Bokey, L., Keshava, A., Rickard, M. J., Stewart, P., Young, C. J., Dent, O. F. (2013). Risk factors for prolonged ileus after resection of colorectal cancer: an observational study of 2400 consecutive patients.Annals of surgery,257(5), 909-915. Doorly, M. G., Senagore, A. J. (2012). Pathogenesis and clinical and economic consequences of postoperative ileus.Surgical Clinics of North America,92(2), 259-272. Jain, A., Vargas, H. D. (2012). Advances and challenges in the management of acute colonic pseudo-obstruction (ogilvie syndrome).Clinics in colon and rectal surgery,25(01), 037-045. Maung, A. A., Johnson, D. C., Piper, G. L., Barbosa, R. R., Rowell, S. E., Bokhari, F., ... Kerwin, A. J. (2012). Evaluation and management of small-bowel obstruction: an Eastern Association for the Surgery of Trauma practice management guideline.Journal of Trauma and Acute Care Surgery,73(5), S362-S369. Ouassi, M., Gaujoux, S., Veyrie, N., Denve, E., Brigand, C., Castel, B., ... Nocca, D. (2012). Post-operative adhesions after digestive surgery: their incidence and prevention: review of the literature.Journal of visceral surgery,149(2), e104-e114. Patil, S. K., Anitescu, M. (2012). Opioid?Free Perioperative Analgesia for Hemicolectomy in a Patient With Opioid?Induced Delirium: A Case Report and Review of the Analgesic Efficacy of the Alpha?2 Agonist Agents.Pain Practice,12(8), 656-662. Saklani, A. P., Naguib, N., Shah, P. R., Mekhail, P., Winstanley, S., Masoud, A. G. (2013). Adhesive intestinal obstruction in laparoscopic vs open colorectal resection.Colorectal disease,15(1), 80-84. Santillan, C. S. (2013). Computed tomography of small bowel obstruction.Radiologic Clinics of North America,51(1), 17-27. Schneider, E. B., Hyder, O., Brooke, B. S., Efron, J., Cameron, J. L., Edil, B. H., ... Pawlik, T. M. (2012). Patient readmission and mortality after colorectal surgery for colon cancer: impact of length of stay relative to other clinical factors.Journal of the American College of Surgeons,214(4), 390-398. Ten Broek, R. P., Issa, Y., van Santbrink, E. J., Bouvy, N. D., Kruitwagen, R. F., Jeekel, J., ... van Goor, H. (2013). Burden of adhesions in abdominal and pelvic surgery: systematic review and met-analysis.Bmj,347, f5588. Thompson, M., Magnuson, B. (2012). Management of postoperative ileus.Orthopedics,35(3), 213-217. Vather, R., Trivedi, S., Bissett, I. (2013). Defining postoperative ileus: results of a systematic review and global survey.Journal of gastrointestinal surgery,17(5), 962-972

Rich Rollin free essay sample

The Card Players is a series of oil paintings by the French Post-Impressionist artist Paul CZane. Painted during Ccanes final period in the early sass, there are five paintings in the series. The versions vary in size and in the number of players depicted. CZane also completed numerous drawings and studies in preparation for The Card Players series. One version of The Card Players was sold in 2011 for a price variously estimated at between $250 million and $300 million, making it the most expensive work of art ever sold. The art crime team is 14 agents that bring people that steal arts to Justices. When they find the person who stolen the art it will go into a National Stolen Art File. The 14 agents are going to do their best to lock up the theft. Art and cultural property crime which includes theft, fraud, looting, and trafficking across state and international lines-?is a looming criminal enterprise with estimated losses running as high as billion annually. We will write a custom essay sample on Rich Rollin or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page To recover these precious pieces-?and to bring these criminals to Justice-?the FBI has a dedicated Art Crime Team of 14 special agents, supported by three special trial attorneys for prosecutions.And it runs the National Stolen Art File, a computerized index of reported stolen art and cultural properties for the use of law enforcement agencies across the world. The two detectives assigned to the Art Theft Detail target suspects who prey upon artists, art dealers, and collectors. The Art Theft Detail is responsible for the investigation of all thefts and burglaries when fine art is the primary object of attack. The detail also investigates fakes, frauds, and forgeries involving art.This unit has citywide Jurisdiction and assists in protecting the artistic, cultural and historical heritage of a city of 4 million people covering more than 450 square miles. It is the only full-time municipal law enforcement unit in the United States devoted to the investigation of art crimes. 2. Conduct research about one art theft dealing what happened, where it happen , how it was stolen, and whether or not the works of art have been. Visit here or conduct a keyword search for art theft or art heists.One of the artworks hanging on the wall of this room was a painting by Swedish impressionist artist Enders Zorn (1860-1920) entitled I Fri. Lifted. It was stolen in Swedish and the painting cost $1 million dollars. The LAP Art detectives did everything to find the art theft. The theft was an obvious inside Job by a person who had regular access to the painting. Someone took a high quality photo of the painting and then had a custom lab blow up the image so that it would exactly fit the existing space for the stretcher and frame.Detectives learned those three months earlier, the Emily butler had unexpectedly quit his Job with the Checks. Rune Roy Gunner Donnelly, 61 -years old, who had been a faithful employee at the estate for 1 1 years, announced that he was leaving because he needed surgery. 3. Explain why you think art theft is such as costly criminal enterprise and why art is dearly around the world. Support your statement with statistics. Yes, because if a theft steal the painting and try to sell it to a person who like art painting they will still get paid. Art is around the world because it shows history and tells people things or show things.

Am I a Vampire free essay sample

Day 12: The bats still havent realized Im human. Day 26: I think they have accepted me as one of their own. Nope, one just flew directly into my face. Day 30: I’m trying to regain the trust of the bats by making them their daily diet consisting of bat mix, two equally spaced rows of peeled bananas, and three fistfulls, give or take, of chopped red apples to top it off. All of which will be devoured in point three fifths of a second by all my furry bat friends. Day 32: I just finished setting the diets in the cave, I hit my head on a stalactite, and then proceeded to trip over a stalagmite almost skewering myself like one of the three large hanging ropes of cantaloupe, honeydew, and watermelon that the bats absolutely love. Day 39: C.J. the zookeeper taught me how to use the siphon to drain out the extra guano to insure maximum sparkle in the bat cave’s draining pools. We will write a custom essay sample on Am I a Vampire? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Day 40: Michelle the head honcho in charge of the bats gifted me with a compliment on how well I cleaned the cave, and Mark, my boss, proceeded to tell me, â€Å" You know she never gives compliments.†Ã¢â‚¬ ¦ Does this mean I could be a professional bat poop cleaner? Day 44: I was cleaning the cave when a mother bat dropped her baby, conveniently right into the puddle of water below. Thinking the poor helpless creature had suffered too great of a fall I gently reached down to collect the neonate. Death is a part of the cave’s natural order of life and I’ll often find up to six dead bats on any given day working in the bat cave, usually babies who have not yet learned to fly. When I examined the little guy I noticed him squirming around in my hand, so I did what any good surrogate mother would do- Idried it off with my shirt making sure to spread its thin delicate wings dabbing them completely dry, and then putting my pinky finger in its miniscule mouth allowing for maximum oxygen intake and patting it on the back to dispel any extra fluids. Then grabbing it by its miniature skeletor feetI hung it â€Å"rightside down† on the little patch of burlap sack on the top of the cave for its mother to come collect it. I gave myself a figurative gold star for the day. Day 51: I only heard the joke â€Å"that’s a funny looking animal† and â€Å"Look here’s the teenager exhibit† about twenty times today, and also found only two dead bats. That calls for a celebration in my book! Day 55: Mark congratulates me on mastering the bat cave, and I get to move into the temple working with a multitude of both harmless and venomous snakes from around the world. I couldnt be more excited! Day 57: I was told to collect 35 large crickets from the bin in the back hallway. How does Mark know my one weakness? Not to disappoint my boss, I go ahead and stick my hand in the tub filled with thousands of the jumping nightmares, when I pulled my hand out I was expecting to see stark white bone staring back at me, but au contraire my hand was miraculously still intact. Day 60: Grasshoppers are still on my list of those-who-must-not-be-named. Day 62: I am once again reunited with my 400+ low flying, half blind, nocturnal, fruit devouring, furry aerial mammals. Even though one might classify it as impossible or downright insane to be completely comfortable and eerily calm in such a hectic place as a bat cave, I think I rock the mystery pretty well. Bats + dark caves + human being = vampire. Yeah, that’s got to be it.

Anti-Semitism Essay Writing

Anti-Semitism Essay Writing Anti-semitism is a word that is used for those people who are against Jews or Jewish communities. It is a discriminatory word that became very popular during and after the Holocaust. Although this word became strong during this time it was not a new word for Jews. The word anti-Semitism has been around since the time of when early Greeks and Romans reigned. This book explained how the name Jew originates from the word Judah, one of the twelve tribes of ancient Israel. These tribes were persecuted by the Greeks and Romans and then separated throughout all parts of the world. Being spread all over the world they had no place to call their homeland, therefore people in the communities where they settled called them the others. Another strike against them during these times were their lack of one religion to worship from and this also contributed to their criticism. During the reign of the dictatorship of Hitler is when the world started their negative thinking towards the Jews. Hitler put the blame of the financial hardship of Germany on the Jewish people, which began the hatred of the Germans towards the Jews. This started Hitlers support from the German people, but not all supported him completely on his actions towards the Jews and their torture. Some of the German people who did not side with Hitler did not make it aware to anybody during the time of the Holocaust because they too would have been treated as a Jew even though they were not. The non-supporters later came out after Hitlers defeat and admitted to helping the Jews escape their deaths and torture by transporting them from warehouses, abandoned schools and even in their own homes. Even though the non-supporters efforts were strong Hitlers reign still was able to kill 3.5 million Jews. One of Hitlers allies was Joseph Stalin a Russian Dictator during Hitlers Reign. Stalin was at first a supporter of Jews and had hired many into the governing body of Russia. After finding out about all that Hitler was proclaiming Stalin then began to strike against the Jews in Russia, first by firing all government employees that were Jews then by taking away their right to their own religion. These acts led to an outbreak of terrorism towards the Russian authorities and government agents by the Jewish people. With the Jewish religion being abolished by the Russian dictatorship most of the Russian Jews were wishing to leave their homeland just to be able to worship their own religion. Most Jews were denied their request to emigrate. After the Holocaust and during Stalins Dictatorship in Russia most of the Jews from both countries that were awarded emigration flocked to the U.S. mainly for the purpose of freedom of religion. The American people were seeing the over abundant amount of Jewish emigration and were getting concerned about an over population of Jewish communities that could then over populate America and take over with their own way of living. America didnt only offer Jews a place to worship without worry of prosecution, but the discrimination against them also followed them to the U.S. Groups such as the Skinheads or the KKK were enveloped with the growing amount of negative acts against them. Some of these acts such as attaching hate notes to bricks or rocks and throwing them through the windows of Jewish homes. The KKK also went as far as lynching a Jew if they had found that a Jewish person had done something wrong in the community or even just a rumor of such. American teenagers were also getting into the act of terrorism by vandalizing the homes of Jewish families. When the juveniles were captured and taken in for questioning the officers were finding out that the kids had no idea why they were doing such acts, but could only say that all they knew is that certain acts of vandalism would be upsetting to the families. History books only skim the history behind Judaism and the Jews that is why kids are just doing these crimes out of spite and for no other particular reason. Even in modern day America discrimination does still exist. Through all the equal rights laws and freedom of religion there will always be groups of people who will think their way of life is better which brings hatred and terrorism.

Analysis of Semiotics and Archeology Research Paper

Analysis of Semiotics and Archeology - Research Paper Example It then goes ahead to systemize the signs and phenomena into different theories and models, and this is known as theoretic semiotics and finally tries to apply the knowledge gained to find practical solutions which are known as applied semiotics. The study of semiotics can, therefore, be applied in many contexts, one of which being in archeology. Archeology can be understood to be a science that carries out attempts to understand the past through the use of the physical evidence that is available. This evidence may include written material as well as other symbolic artifacts. In their work, it is important for archeologists to have an understanding of different symbolic behaviors and the different symbols that they come across in their work. According to Preucel (8), the field of semiotics has undergone a transformation in the recent past. This transformation means that semiotics has changed its traditional focus which was studying sign systems and classifying the signs to include th e study of how these signs are produced and their meanings as they occur in a social context. The basic premise in semiotics is, therefore, that meaning can only be derived from the social context in which the symbols or interactions are occurring. This has become important in the application of semiotics to archeology as the different signs or symbols that are to be found within the archeological exploration and process. The knowledge of symbols, signs, codes, and cons can, therefore, be applied in archeology. The understanding of the arrangement or organization if the material objects that are found into codes to give them meaning are, therefore, an important process. It is important to realize that unlike in the linguistic sentences the interpretation of material culture is a more complex process. As such, there is a need for archeologists to come up with a system that effectively structures and interprets the different aspects of material culture. This marks an important aspect of the relationship between semiotics and archeology. The relationship between semiotics and archeology is said to have begun in the 1960s when the linguistic model was first applied to studying archeological data. This was however only applicable to the study of Paleolithic and historical archeology and was therefore limited in its scope and area of study. The introduction of a theoretical framework for the combination of linguistic structuralism and processual archeology by Ian Hodder, however, marked the beginning of more formal and reliable use of semiotics in linguistic interpretation. The importance of semiotics in the study of archeology was emphasized by the fact that it is impossible for the material culture to produce meaning without the consideration of the context of this culture. In the understanding of the role that is played by semiotics in archeology, it is important that the concept of structuralism is explained. Structuralism refers to the approach that considers t he world to consist of structures that ate composed of different single entities that are mutually dependent.  Ã‚  

Healthcare Research Paper Example | Topics and Well Written Essays - 2000 words

Healthcare - Research Paper Example Kotter provides a framework that can guide managers through this process. This paper will analyze the concept of transformational change as brought forth by the philosophies of John Kotter and provide a case study of a public health organization that effected this change. Leading change is a complex and multi-disciplinary task that requires skilled focus and attention of leaders at every level of the organization. Increasingly, it has become the driving force in the success of an organization. However, the process is not easy as it is often characterized by high by high failure rates. Organizations are built for stability with policies, structures, responsibilities, roles and procedures. This stability is inherent that it becomes virtually impossible to think about other ways of doing things and getting people to conform to these changes. The speeds of change and new knowledge create immense pressures for institutions to be always aware and build new strategies to manage the flow of information. Staying focused on the immediate processes and concerns while maintaining a vision for transforming the organization requires the ability to be shrewd. Health care systems in the world have reached a critical turning point. Patients and their next of kin are demanding more information, value for their money and transparency. The innovations in the field of technology and service delivery create a force that drives the need for transformation. The demand for holistic approaches to care, advances in care, value-based incentives, emphasis on lifestyle and behavior modification have created expectations for new partnerships, cutting edge innovations and better patient outcomes in health institutions (Davis, Schoen and Schoenbaum, 2000). Transformational change and governance should thus be the goal of every hospital and health system in today’s world. Effective management and legal

Organizational Ethics Essay Example | Topics and Well Written Essays - 1250 words

Organizational Ethics - Essay Example In most cases in an organization, unethical behavior is normally as a result of the subordinates actions. In order to foster a decision making and ethical climate in an organization, it is important for the concerned manager to create and give enough freedom to the workers. As a result, the workers are likely to exhibit more loyalty to the organization and this makes them less prone to unethical behavior such as theft. The results of a study carried out by Graham indicate that employees are more likely to be attracted to and more committed to ethical organizations. As a manager in an organization, I would devote valuable employee time into training on ethical reasoning and ethical behavior; I would insist that ethical conduct should be exhibited even in the midst of aggressive competition. This would play a critical role in creation of a positive reputation in the organization. It would also enhance ethical climate as well as improving the decision making process. Unethical behaviors are very prominent in business settings and they include a wide variety of different activities. Myer (123), states that there are limitless reasons as to why many people and organizations exhibit unethical behavior. However, the most prominent ones relate to ones personality and the ethical frame work an individual holds. This is due to the fact that the frame work may conflict with the ethical frame work that the organization holds. In reference to the outlined and recent scandals, any individual is likely to fall into them. Therefore, this does not exempt me as a person, mainly due to the fact that I also hold unto some ethical frame work which would conflict with what others and the organization hold. It is therefore wise to devise ways in which to manage the potential ethical pitfalls in any organization, business, and company. To start with, individuals in prominent positions in an organization should encourage ethical consciousness in a concerned and supportive manner. Secondly, a clear policy in writing should be allocated to all individuals involved; they should carefully read and sign against it to indicate that they have clearly understood the terms and conditions and that they are ready to abide by the requirements. This would play a critical role in promotion of ethical behavior. In most instances, the personal ethics of leaders either positively or negatively impact the ethical behavior of an organization. They therefore play a big role in determining the kind of ethical behavior that is portrayed in an organization. In relation to the leaders, my ethical frame work may either positively or negatively influence my organization. Myer, Craig. Contemporary Business. 2nd ed. New York: Oxford UP, 2000. Week 4 # 4 The framework for ethical decision making process includes 10 stages which have been grouped into 5 steps (Greg 65). It provides a well defined direction in which one is expected to follow in order to achieve the best results during decision making process and formulation of ethical behavior. The first step involves recognition of an ethical issue in which the facts are collected. Evaluation of alternative actions follows up whereby a decision and a test are made. Lastly, one is expected to

Product Attributes Of Nestle Marketing Essay

Product Attributes Of Nestle Marketing Essay Developing a product involves defining the benefits that the product will offer to the customers. These benefits are communicated and delivered by product attributes. Product quality means the ability of a product to perform its functions. Product quality includes the products overall durability, reliability, consistency, precision and other valued attributes. Nestle has chosen such quality level that are according to the target market needs and wants. Nestle PURE LIFE provides a wide variety of packaging formats and styles that suits all consumer needs, wants and consumption occasions. Packaging is the most attractive part that influences the customer behavior and meets the individual needs of consumer all over the world. The range of formats extends from the individual bottle for on-the-go consumption (0.33l to 0.5l), to the family size bottle (1.5l) and on to larger formats of 5 gallons (18.9l) for in-home and office usage. Nestle PURE LIFE 18.9-liter  bottles have a protective cover, due to which the consumers can immediately define, that the product was delivered from the factory. Its proprietary design equally protects the brand from counterfeiting. Nestle Pure Lifes originality lay in the use of an all-new plastic, P.E.T. (polyethylene teraphthalate), which is stronger and more elastic than the PVC. Besides, P.E.T. is recyclable. Nestle PURE LIFE is bottled when possible in the country, or at least in the region where it is sold, combining the benefit of a local production and the strength of a worldwide brand. Eco-efficient packaging: Packaging is essential for food safety. For maintaining the freshness of the consumers, it helps to avoid wastage before and after purchase. Nestle strategy is based on optimizing materials, developing eco-efficient packaging, and providing meaningful information to consumers on recycling and disposal. Innovations in Design and technology also help a lot in order to reduce environmental impacts without compromising consumer needs and wants. Nestle is firmly committed to finding packaging solutions that contribute to make environment better. The company supports on integrated approach that favours source reduction, reuse, recycling and energy recovery. Whenever possible they use recyclable packaging materials. Packaging waste recovery: Nestle Malaysia has established national waste recovery schemes for the collection, separation and recovery of used packaging. Nestle has participated actively in creating and managing these schemes. Nestle used recycled materials whenever it makes sense and is legally permitted. Labelling: The label is a simple tag attached to the product or an elaborately designed graphics that is part of the package. It might carry the brand name, or a great piece of information. Labels perform several functions. First, the label identifies the product or brand. Second, the label might also grade the product. Third, the label must describe the product and its features like: who made it, where it was created, when it was created, what it contains, how it is to be consumed, and how to use it safely. Fourth, finally the label must promote the product through attractiveness graphics. Understanding labeling: Nestle food labels show a wide range of information to help the customer, choose the right foods for you and your family. Law provides a lot of information, while some is added by manufacturers to explain a little more about the product. Because according to law more and more information should be provided to the customers about food labels, they can be a little confusing to understand and use. However, the information that is provided is intended to help customer to choose the right food, and to tell customers exactly what they are buying. The information found on food labels varies from the brand name, food name, ingredients lists, country of origin, use by dates and storage instructions. It is the believe of Nestle that by providing transparent and easy to understand nutrition information on all our products, that we can help customer to make healthier choices. Nutrional information: Simple, front of pack nutrition labelling on our products plays a very important role as it allows customer to see at a glance, that which nutrients are found in a serving of the foods customer choose as well as the contribution the portion make to customer Guideline Daily Amounts(GDAs). On the back of the majority Nestle packs, full nutrition labelling is found. Where we have space, showing in detail the amount nutrients in the product. The pre serve information shows what customer get in each suggested portion and customer can use the per 100g information to compare the nutrients in two different foods. All Nestle products features help a lot to the customer understands more about the product. In addition to the nutrition information and GDA information, our many packs include messages about the products in Good to Know boxes as well as helpful tips or good habits to adopt in Goods to remember boxes. The Good to Know and Good to Remember boxes give customer more detailed and helpful information about main nutrition and also hints and tips on including the products in a healthier balanced diet.

Sex and Relationships Essay -- Literary Analysis, Brave New World

Both Brave New World and 1984 incorporate the themes of sex and relationships. However, the way they are perceived in both novels is quite different. The main dichotomies occur in the function of sex for reproduction, in relationships, and in the concept of a family. However, what is surprising that although the two books can be considered diametrically opposite to each other, they seem to agree on the aversion to the human emotions that develop in a relationship and those that develop from sexual intercourse respectively. In Brave New World, sex is completely separate from reproduction. Babies are mass-produced in Hatcheries such as the Central London Hatchery and Conditioning Centre and most are made â€Å"freemartins†; consequently, it is not physically possible to conventionally reproduce. The females who are not rendered sterile are obliged to wear â€Å"Malthusian belts† to avoid any pregnancies. In fact, giving birth is considered exceptionally humiliating and degrading, not to mention blasphemous. This is best seen in Linda’s extreme reluctance to return to the World State (specifically London) after giving birth to John. Instead, sex is considered as more of a social activity than as a means of reproduction. In contrast, sex in 1984 is used only for reproduction. The Party fears that the sex instinct (which is born out of mutual love between two people) will have a deleterious effect on the energy and zeal required to support Big Brother and the Party’s propaganda. Thus, it is diligently bottled up and converted into love for the Party and Big Brother. Also, â€Å"sexual intercourse [is] looked on as a slightly disgusting operation, like an enema† (Orwell 57) because the Party views it as a hindranc... ...’re happy inside yourself, why should you get excited about Big Brother and the Three Year Plans and the Two Minutes Hate and all the rest of their bloody rot?† (Orwell 111). This could potentially lead to a rebellion and thus the Party could be overthrown. This is exactly what it wants to prevent, so it takes great pains to repress the emotions that could develop by having sex by abolishing sex altogether. Therefore, the themes of sex and relationships have been twisted and marred to such a degree that their meanings have fundamentally changed. For both Brave New World and 1984 respectively, the function of sex has been altered to suit the needs of the totalitarian government, relationships have become a mere shadow of what they were in the past, and the idea of a family has been tarnished. Consequently, they are quite significant themes in both books.

Case Study: Organisational Development Essay

As a means of accurately comprehending the issues in this case it is essential that analysis takes place using a range of managerial perspectives in relation to the implementation of change in order to understand the deficiencies in BA management’s implementation of change. A classical Organisational Development (OD) approach is focuses on changing attitudes and behaviour whereas in this case focus was solely upon improving effectiveness of organisation. According to this perspective BA disregarded several key steps in implementing this change as no feedback was gathered from staff. The OD practitioners in this case have ineffective intrapersonal and interpersonal skills as management have failed to gain the trust of its employees and do not display personal integrity. In relation to a sense making perspective BA did not understand that the change they intended to implement needed to have plausibility in the eyes of employees. Hence management’s approach to abandon talks over the introduction of smart cards and announce their forced implementation at just five days notice [ (Palmer, Dunford and Akin 2009) ]. BA did not effectively convey to positive plausible aspects of this change as employees still thought that the system would be used to make staff alter their working hours at little notice [ (Palmer, Dunford and Akin 2009) ]. Common to various change management approaches are that they highlight the need for communication to be not just about passing on information but allowing different voices to be heard. BA by abandoning talks with unions and employees and also in the lack of provision of appropriate information to their American customers during the strike demonstrates an inherent incapability of BA management to convey information effectively [ (Palmer, Dunford and Akin 2009) ]. Also apparent in this case is the lacking of one strong leader of multiple leaders not one person in BA’s management structure took control of the situation and it seems that BA management participated in groupthink to the detriment of the organisation namely its loss of 40 million pounds. According to this perspective it is argued that the style of change will depend on the scale of change and the receptivity of organisational members [ (Palmer, Dunford and Akin 2009) ]. In the case of BA the style of change was not matched to the needs of the organisation. The situation called for a collaborative style of change drawing upon input from a range of sources including employees, unions and management but instead drew upon a coercive approach thus adding further fuel to an already flamed situation, the layoff of 13000 employees. Viewing this case from a processual perspective this approach highlights a number of stages in engaging in the management of change. The third stage of this approach involves gaining acknowledgement and understanding of the importance of the problem. In relation to the BA case study example BA management fail to effectively understand the problem at hand, instead they made the choice to ignore underlying cultural issues within the organisation and proceed ahead with what they considered as the best course of action from an efficiency perspective. Evidence is found through CEO Rod Eddington’s comment that he was unaware that there was even a respect deficit to be plugged [ (Palmer, Dunford and Akin 2009) ]. In order to address the issues relating to the implementation of change in this case analysis of why BA has failed should take place. In doing this BA management should attempt to understand why their method of implementing change failed from a range of perspectives. From this BA can develop new strategies for implementing change for example using a particular change management perspective and moulding it to fit the needs of the organisation. A solution to the problem encountered by BA in this case would be to be more proactive in their change management strategies. If BA are continuously working toward change making use of employee opinions and feedback within the organisation, large scale changes such as the implementation of smart card technologies in this circumstance would encounter less resistance to change as BA would gain the trust and support of its employees due to their participation in the design and implementation of change within the organisation. In conclusion it can be identified that BA in this case have managed their implementation of change very poorly from analysis of a range of approaches relating to implementation of change and it is proposed that BA being more proactive and making use of a participative approach would be beneficial to the continued organisational development of this business. Bibliography Palmer, Ian, Richard Dunford, and Gib Akin. Managing Organizational Change: A Multiple Perspectives Approach. New York: McGraw-Hill, 2009.

Biography of Florence Nightingale, Nursing Pioneer

Biography of Florence Nightingale, Nursing Pioneer Florence Nightingale (May 12, 1820–August 13, 1910), a nurse and social reformer, is considered the founder of the modern nursing profession who helped promote medical training and raise hygiene standards. She served as head nurse for the British during the Crimean War, where she was known as The Lady With the Lamp for her selfless service to sick and injured soldiers. Fast Facts: Florence Nightingale Known For: Founder of modern nursingAlso Known As: The Lady With the Lamp, The Angel of the CrimeaBorn: May 12, 1820 in Florence, ItalyParents: William Edward Nightingale, Frances NightingaleDied: August 13, 1910 in London, EnglandPublished Work: Notes on NursingAwards and Honors: British Order of MeritNotable Quotes: â€Å"Rather, 10 times, die in the surf, heralding the way to a new world, than stand idly on the shore.† Early Life   Florence Nightingale was born on May 12, 1820, in Florence, Italy, to a comfortably prosperous family. She was born while her parents, William Edward Nightingale and Frances Nightingale, were on an extended European honeymoon. (Her father changed his name from Shore to Nightingale after inheriting his great-uncle’s estate in 1815.) The family returned to England the next year, dividing their time between a home in Derbyshire in central England and a grander estate in Hampshire in the south-central part of the country. She and her older sister Parthenope were educated by governesses and then by their father. She studied classical Greek and Latin and modern French, German, and Italian. She also studied history, grammar, and philosophy and received tutoring in  mathematics  when she was 20, after overcoming her parents objections. From a young age, Nightingale was active in philanthropy, working with the ill and poor in the nearby village. Then, on Feb. 7, 1837, Nightingale heard the voice of God, she later said, telling her she had a mission, though it took some years for her to identify that mission. Nursing By 1844, Nightingale had chosen a different path from the social life and marriage expected by her parents. Again over their objections, she decided to work in nursing, at the time a less-than-respectable profession for women. In 1849, Nightingale refused a marriage proposal from a suitable gentleman, Richard Monckton Milnes, who had pursued her for years. She told him he stimulated her intellectually and romantically, but her moral†¦active nature called for something beyond a domestic life. Nightingale enrolled as a nursing student in 1850 and 1851 at the Institution of Protestant Deaconesses in Kaiserswerth, Germany. She then worked briefly for a Sisters of Mercy hospital near Paris. Her views began to be respected. In 1853, she returned to England and took a nursing job at Londons Institution for the Care of Sick Gentlewomen. Her performance so impressed her employer that she was promoted to superintendent, an unpaid position. Nightingale also volunteered at a Middlesex hospital, grappling with a cholera outbreak and unsanitary conditions that further spread the disease. She improved hygiene practices, significantly lowering the death rate at the hospital. Crimea October 1853 marked the outbreak of the Crimean War, in which British and French forces fought the Russian Empire for control of Ottoman territory. Thousands of British soldiers were sent to the Black Sea, where supplies quickly dwindled. After the Battle of Alma, England was in an uproar over the lack of medical attention and appallingly unsanitary conditions faced by the ill and injured soldiers. At the urging of a family friend, Secretary of War Sidney Herbert, Nightingale volunteered to take a group of female nurses to Turkey. In 1854, 38 women, including Anglican and Roman Catholic sisters, accompanied her to the front. She reached the military hospital at Scutari, Turkey, on Nov. 5, 1854. Deplorable Conditions They had been warned of horrible conditions, but nothing could have prepared them for what they found. The hospital sat atop a cesspool, which contaminated the water and the  building. Patients lay in their own excrement. Basic supplies such as bandages and soap were scarce. More soldiers were dying from infectious diseases such as typhoid and cholera than from injuries sustained in battle. Nightingale headed nursing efforts, improved sanitation, and ordered supplies using significant funds raised by the London Times, gradually winning over the military doctors. She soon focused more on administration than on actual nursing, but she continued to visit the wards and to send letters home for the injured and ill soldiers. She insisted that she be the only woman in the wards at night, carrying a lamp as she made her rounds and earning the title The Lady With the Lamp. The mortality rate at the hospital dropped from 60% at her arrival to 2% six months later. Nightingale applied her education in mathematics to develop statistical analyses of disease and mortality, in the process popularizing the pie chart. She continued to fight the military bureaucracy and on March 16, 1856, she became general superintendent of the Female Nursing Establishment of the Military Hospitals of the Army. Return to England Nightingale returned home in the summer of 1856, once the Crimean conflict was resolved. She was surprised to find that she was a heroine in England, but she worked against public adulation. The previous year, Queen Victoria had awarded her an engraved brooch that became known as the Nightingale Jewel and a $250,000 grant, which she used in 1860 to fund the establishment of St. Thomas Hospital, which included the Nightingale Training School for Nurses. She wrote a massive  report in 1857 analyzing her Crimean War experience and proposing reforms that sparked a restructuring of the War Offices administrative department, including the establishment of a Royal Commission for the Health of the Army. She also wrote Notes on Nursing, the first textbook for modern  nursing, in 1859. While working in Turkey, Nightingale had contracted brucellosis, a bacterial infection also known as Crimean fever, and would never fully recover. By the time she was 38 years old, she was homebound and routinely bedridden in London for the rest of her long life. Working mostly from home, she founded the Nightingale School and Home for Nurses in London in 1860, using funds contributed by the public for her work in the Crimea. Nightingale collaborated with Elizabeth Blackwell, the first woman granted a medical degree in the United States, on starting the Womans Medical College in their home country of England. The school opened in 1868 and operated for 31 years. Death Nightingale was blind by 1901. In 1907 King Edward VII awarded her the Order of Merit, making her the first woman to receive that honor. She declined a national funeral and burial at Westminster Abbey, requesting that her grave be marked simply. Her condition worsened In August 1910, but she seemed to recover and was in good spirits. On August 12, however, she developed a troubling array of symptoms and died around 2 p.m. the following day, August 13, at her home in London. Legacy Its difficult to overstate the contributions that Florence Nightingale made to medicine, including her work on sanitation and hygiene and on organizational structures, and especially to nursing. Her fame encouraged many women to take up nursing, and her success in founding the Nightingale School and Home for Nurses and the Womans Medical College opened the field to women around the world. The Florence Nightingale Museum, at the site of the Nightingale Training School for Nurses, houses more than 2,000 artifacts commemorating the life and career of the Angel of the Crimea and The Lady With the Lamp. Sources Florence Nightingale Biography. Biography.com.Florence Nightingale: British Nurse, Statistician, and Social Reformer. Encyclopedia Britannica.Nightingale, Florence. Notes on Nursing: What It Is, and What It Is Not. Dover Books on Biology, Paperback, 1 edition, Dover Publications, June 1, 1969.

Selection Training of Pran Essays

Selection Training of Pran Essays Selection Training of Pran Essay Selection Training of Pran Essay Executive Summary Selection is a key component in the acquisition of human resources. Without a reliable and effective selection mechanism, a business can never flourish, especially in the present world of market economy, which is fiercely competitive. Big multinational corporate houses try to recruit the best people in order to continue their dominance in the market. In such circumstances, local firms should also be concerned and put their best to select best available persons Training is another component of human resource management, which needs special attention. Selecting the potential candidates will not serve the purpose until they are grouped up appropriately to meet the requirements of the job . At present many sophisticated techniques are Selection Training available for providing training to employees. But unfortunately, in Bangladesh, traditional techniques, whose affectivity is relatively lower, are mostly used . There are ample scopes in most of the local organization to enhance the performance level of employees by adequate and effective training programs. ACKNOWLEDGEMENT It is my pleasure to acknowledge the effort of the report of â€Å"Selection and Training process in PRAN Group† and lecturer’s, students and other personnel for supporting such a nice program, from which I have earned a wonderful experience. I would like to thank my honorable advisor and course coordinator Ms. Farzana Elahi Asian University of Bangladesh , for providing proper guidance and help to complete the research project. I would also like to acknowledge the following personnel and classmates for helping me to make report in several ways. Iqbal Hossain (Manager, HRD PRAN Group) Mamunur Rashid (GM, PRAN Group) 1. OBJECTIVE OF THE STUDY: To study the selection process and selection devices used in PRAN group. To study the training programs and methods used in PRAN Group. To evaluate the selection process and training programs of PRAN Group. To coordinate the theories of selection and training in a real life Situation. To coordinate the scope of improvement in the selection and training of PRAN Group. 2 Methodologies Reviewing the theory of selection and Recruitment Selection of the organization to be studied. Determining the variables required. Developing a questionnaire on the basis of required information. Interviewing the personnel orally and with the questionnaire. Studying the supplied materials by the organization. Analyzing the collected materials and information. Correlating the analyzed information with theory. Assessing the overall selection and training procedures in PRAN Group. 3 Limitations of the study It was often difficult to correlate theory with practice as the selection and training processes of PRAN Group, which is not very well defined and systematic. Due to secrecy of business strategy, the authority of PRAN GROUP did not disclose much in-depth information regarding organization. Corporate executives usually remain very busy. It is difficult to get adequate time from them. More importantly, sometimes they expressed once, which was embarrassing for the authors. 1 History of PRAN PRAN is the brand name of Agricultural Marketing Co. Ltd. (AMCL). It was launched in 1983 as an agricultural business. The company was established to serve diverse purposes like serving small farmers with inputs, marketing farm products, organizing contract growers to grow specific crops and exporting of agricultural products. PRAN stands for 11 â€Å"Program for Rural Advancement Nationally†. The Mission of the company is to generate employment opportunity and to earn dignity and self-respect for their compatriots. The objective of the company is to achieve social values with sustainable pecuniary advantage. The company is very much vertically integrated that starts from the mango cultivation up to the finished products in different forms. The company makes available farm inputs at the farmers doorstep. They go for cultivation and processing of hybrid tomato, baby corn and mango through contract farmers on commercial scale. PRAN has latest technology that can produce pineapple round the year. PRAN also introduced tissue culturing, cultivation, processing, canning and dehydration of the mushrooms on commercial basis. In the factory it has food processing plant and pulping plant, which supply the ingredients for the main plant. Unlike other companies who are importing raw materials from other countries, PRAN is basically trying to help the farmer community of Bangladesh. Country can be proud to have PRAN because it is made from our mango and sugar. AMCL set up its bottling and canning factory on 8 acres of land in May 1991. Over the years the factory has expanded substantially in all spheres of food processing such bottling, canning, pulping, pickling, concentrating, dehydrating as well as installation of Bangladeshs first tetra pack facility for juices and modem extrusion plant for snack food. Machinery for all these lines are being installed, expanded, modified and fabricated continuously. PRAN became very successful competing with strong multinational companies like Coke, Pepsi, and big companies from different parts of the world from very beginning. It has a strong distribution channel, which helped the company to become successful in the beverage industry. One other important factor that is needed to sustain in this business is to have a very strong market. Though Bangladesh is a highly populated country with 120 million people, there are very few people who can afford to have a quality product like PRAN. If market grows and over all macro economic condition improves then companies like PRAN can sell high volumes. For the development of beverage industry three things are needed. One is company like PRAN should come with quality products, good distribution network and important thing is increasing the income level of people to afford quality products. 2 Subsidiary Enterprises PRAN Group is one of the fastest growing corporate houses in the country. It has got quit good number of subsidiary enterprises, which includes: Property Development Ltd. (PDL): This is the oldest enterprise of PRAN Group. The Group was established on the profit made by PDL. This enterprise is one of the pioneers in apartment business in Dhaka. Property Lifts: It is a new enterprise of PRAN Group. It imports elevators and other accessories to meet the growing demand of modern lifts and escalators. Rangpur Foundry Ltd. (RFL): This is an established engineering enterprise, which focuses to meet the demand of rural community of Bangladesh. A tube well made by RFL is most prominent in the country. Agricultural Marketing Co Ltd. (AMCL): AMCL was started as a fruit processing enterprise. Gradually, other sectors of food industry (e. g. Chips, mineral water, Tomato Ketchup etc. ) were also incorporated in the manifold of AMCL. At present, AMCL has become the flagship enterprise of PRAN Group. Most of the resources of PRAN Group are now devoted for the growth and operation of AMCL. In the long run, the group intends to become a global leader in the field of agricultural industry. 3 Products of PRAN The average sales growth of PRAN is more than 70%, which is an extraordinary growth. PRAN is in bottles, tetra packs, and in plastic bottles. RAN currently producing and marketing the following products: ? Mango, Orange and Pineapple juice, ? Pineapple slices, ? Orange, Apple and Litchi drink, ? Mushrooms, gherkin, mango, pineapple, lemon and orange squashes, ? Mango, mixed fruit and Pineapple jams, ? Orange and Apple jelly, ? Tomato ketchup, ? Mango, Olive, Chili, Garlic, Jujube and Satkora pickles ? White and Malted vinegar ? Rose Kewra flavored water, ? Mineral water ? Dehydrated Banana, Jackfruit, Mango and Pineapple. ? Full cream liquid Milk etc. 4) Present Activities of PRAN PRAN exports processed and semi-processed fruits, vegetables and mushroom products to U. S. A. , UK, France, Italy, Australia Germany, India, Nepal, and Bhutan etc. It is focusing heavily on export of their products to many parts of the world. PRAN has a state of the art modern food processing plant, which many other countries do not have today. PRAN has lots of loyal customers. Right now PRAN is producing 7000 to B cases a day. PRAN is setting u p a new machine, which will be able to produce 15000 cases a day and the total production will be 23000 cases a day. The quality control measures of PRAN are much stricter than any other company. PRAN is selling their products to Biman Bangladesh Airlines, Hotel Sonargaon and Sheraton and many other companies. This year PRAN has started production of snakes. They will also introduce confectionery products. They are planning to process aseptic bagging and storage juices for the local market. It is trying to tie up joint ventures with India to make PRAN plant in India and Nepal. PRANs target is to go out of Bangladesh and compete in the global level, which will bring foreign currency to our country. It has also several futures backward forward expansion plans like expansion of bottling, packing and tetra-pack line. It is also planning to set up 3000 MT capacity cold storage, potato cultivation, processing, freezing, pineapple plantation, export of mango, pineapple and tomato juice and paste, production of dairy milk products, set up poultry project, production of potato chips and French fries. (A) Steps in Selection Process 1. Getting Requisition of the Vacant Posts Prior to the selection process a requisition of the vacant posts is obtained from the CEO as per approved by the individual department heads. Then starts actual searching of suitable candidates. Internal search is done first, and if necessary then external search is done. 2. Raising Advertisement In case of internal search an advertisement of specified pattern (attached in the appendix) is circulated over the various department notice board. If no suitable candidates are found in internal search, an option of head hunting comes first. A sample notice of head hunting is also included in appendix. Then the company goes to advertise in the renowned national daily newspaper. Specifically, for mid level and top level management, the company directly goes to newspaper advertisement. The higher the position in the organization the more specialized the skills, or the shorter the supply of that kind in the labor market, the more widely dispersed the advertisement 3. Receiving Application Form Always more than adequate numbers of candidates submit application. These applications usually include the candidates name, letter address and phone numbers. PRAN Group doesnt provide these application forms. Applicants submit their curriculum vitae or comprehensive Personal profile with me application form. So the company gets a synopsis of what the applicants have been doing during their adult life, their skill and accomplishments. It is to note that PRAN Group doesnt bother about initial screening of selection process. 4. Short Listing the Candidates In PRAN Group during short listing, at first, a preliminary review of potentially acceptable candidates is made- Then the selectors are confronted with a number of potential candidates. Based on the curriculum vitae, job description, and job specification some of these respondents are eliminated- Factors that lead to a negative decision include inadequate or inappropriate experience or similarly inadequate or inappropriate education. For an example, how they make the short list of candidates we can mention that recently they seek a production manager having 5 7 years related experience. For this post several application forms were received. Among these one was such that the applicant is currently doing job in a project getting Tk. 50000 salary per month. He did his graduation from a British University having related job experience of 5 years. As the selection committee knows about the range of salary package, and considering other practical aspects they initially rejected that application form. 5. Preparing and Sending Interview Cards On receipt of application forms the short listed candidates are considered to receive interview cards. Specially, for mid4evel and top4evel management posts, interview cards are issued. These interview cards are usually sent in normal national postal service. Applicants are given no TA (transport allowance) or DA (day allowance). The company bears no responsibility of Accidentally missing interview cards. 6. Employment Tests Usually employment tests are designed for lower-mind and mid level management posts. These tests usually include intelligence, aptitude, ability, and interest tests. However, many of the general intelligence tests have a disparate impact on minorities. But, the company doesnt pay attention to alter the existing test procedure through validity testing. 7. Final Comprehensive Interview After employment tests being held, every individual candidate is taken to face a comprehensive interview. Since, in the PRAN Group, there is no initial screening interview; in this comprehensive interview the management describes the job in enough detail to the candidates so that whether they were really serious about the job. The management also bargains about salary range with the applicants. They check whether the applicant is willing to work at any place in the country where their office is available. In the PRAN Group, the final comprehensive interview the selection department officials, the Officials of the department that has vacant post(s) and an official of legal administration interview applicants. The interviewers try to probe into that hidden area of the applicants that cant be addressed by the application form of tests viz. ssessing ones motivation, ability to work under pressure, and ability to fit in with the organization. 7. 1 Modalities of Interview Process Usually the interview board comprises of 3/4 persons. Before the interview starts, interviewers are supplied with all the information of the candidates. This includes the curriculum vitae and the result of the written test. There are no predetermined criteria of evaluation or questions. Interviewers ask questions according to their indi vidual judgment. Interviewers together usually give a combined grade. That is, after the departure of a candidate from the room; interviewers discuss among themselves regarding the strong and weak points of the candidate and compare the candidate with other candidates. Finally, with the consent of other members of the board, the chairman of the interview board gives a final grade. That grade is considered as the opinion of the whole board. 7. 2 Features of Interview: The following features characterize the interview process, typically carried out in PRAN group. Qualifications evaluated. Through the interview process, it is tried to ascertain whether the applicant is serious to get the appointment. The management of PRAN Group does not want to face a situation where they select the best available person in terms of education, written test score and other qualifications; but who does not feel motivated to do the concern job. Interviewers. Interview board in PRAN Group typically consists of the representatives from HRM Department, representatives of the concerned department for which employee is being selected and sometimes representatives of the CEO. No training for the Interviewers. Interviewers are not given any special training for taking interview. It is assumed that since the persons taking the interview are related with the job (a senior official of the concerned department, for which appointment is being made is always present), so the selection would be flawless. No structured questionnaire: Interviewers ask different questions to different applicants using their discretion and experience. No standard score sheet. After departure of an applicant, chairman of the interview board discusses with other members of the board and they reach a consensus regarding a grade to be provided to the applicant. The chairman thus gives the final grade. 8. Making List of Suitable Candidates After having a comprehensive interview, the selection committee (headed by the responsible department head) makes a list of suitable candidates who may be selected finally. Specially, written test scores are given more weightage. If an applicant perform poorly in the final comprehensive interview, he still has opportunity to be selected depending upon his written test score. However, sometimes the selection committee selects candidate if the candidate perform very well during the interview. 9. Final Employment decision This crucial decision always takes the Chief Executive Officer of the PRAN Group. The CEO takes a list of suitable candidates from the selection committee (headed by the responsible department head) from which he selects the final candidates. The CEO may ignore the suggested candidate without showing any reason. Suppose, the selection committee has selected a candidate looking at her agile and intelligent performance during interview ignoring his poor performance in written test, the CEO can discard that candidate outright. However, the manager in the department that had the position should make the actual final decision open. The applicant will eventually work for this manager not for the chief executive officer and therefore a good fit between the boss and the employee is necessary- Moreover, if the decision of selecting that applicant will appear wrong the concerned department manager will be solely responsible. (2)Elements of Selecting Applicants The following elements are considered in selection process (1) Education of the candidate (2) Age of the candidate (3) Personality (4) Political involvement (5) Profession 6) Social involvement (7) Discipline (8) Work Experience (9) Reasons for changing Job (10) Pattern of the job change (11) Salary requirement (12) Reasons of applying (1) Introductions Every organization needs to have well-trained and experienced. People to perform the activities We have to be done. If current or potential job occupants can meet this requirement, training is not important. When this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees- As jobs have become more complex, the importance of employee training has increased. The PRAN-Group is a conglomerate company and Wishes to be one of the top companies in the country as well as in the world; it needs highly skilled and trained employees. Realizing the importance of training, PRAN has set up a different department for training, named Training Department. (2) The Organogram of Training Department Though the training department is not a big one as other departments, it does a huge task every year. The head of this department is Chief Trainer and a Junior Executive assists him. This department is under direct supervision of Chief Executive Officer (CEO). Thus this department gets very importance within the group. The organogram of this department is shown bellow. (3 ) Training Need Assessment CEO Chief Trainer (PRAN-Group) Junior Executive Fig: Organogram of Training Department This is the vital part of training. Before designing training program it needs to assess the training It is surprising that there was no formal or planned training need assessment system in PRAN Group though they consider training as the vital part of the organization. Without prior assessment they used to do some pre selected training every years and years. Of course the training that they used to give is nevertheless less important yet it demands appropriate training needs assessment. This year they have realized the needs of assessment and accordingly have launched a training need assessment system. They have designed an assessment form to be filled up by various departments. From that form they will the areas of training needs and will design the training program accordingly- However they used to assess training needs by the following ways. (a) What are the organizations goals? (b) What tasks must be completed to achieve these goals? (c) What are the behaviors necessary to complete the tasks? (d) What are the deficiencies the employees have? (4) Formal Employee-Training Methods There are two types of training methods followed by PRAN. These are on- the-job training and off-the-job training. . 1 On-the-job Training The most widely used methods of training take place on the job. This can be attributed to the simplicity of such methods and the impression that they are less costly to operate. On-the -job training places the employees in an actual work situation and makes them appear to be immediately productive. It is learning by doing. For jobs that either are difficult to simulat e or can be learned quickly by watching and doing, on4heAob training makes sense. One of the drawbacks to on4heAob training can be low productivity while the employees develop their skills. Another drawback can be the errors made by the trainees while they learn. However, when the damage the trainees can do is minimal, where training facilities and personnel are limited or costly, and where it is desirable for the workers to loam the job under normal working conditions, the benefits of on-the-job training frequently offset its drawbacks. Apprenticeship Programs: Employees seeking to enter skilled trades to become, for example, special machine operators are often required to undergo apprenticeship training before they are accepted to journeyman status. Typically, this apprenticeship period is two to five years. In PRAN this period is for only six months. This period is often called Probationary period. During the apprenticeship period, the trainee is paid less than a fully qualified worker is. Job Instruction Training (JIT) This is one of the most systematic approaches to train employees. This program is usually carried out in the factories for those employees, who are in the operative positions. JIT consists of four basic steps: Preparing the trainees by telling them about the job and overcoming their uncertainties. The basic instructions are: o Breaking down the job o Preparing an instruction plan o Putting the learners at ease Presenting the instruction, giving essential information in a clear manner. The instructions are: o Telling o Showing o Demonstration o Explaining Having the trainees try out the job to demonstrate their understanding. The basic instructions are: ? Have the learner talk through the job. ? Have the learner instruct the supervisor on how the job is done. ? Let the learner do the job. Provide feedback both positive and negative. ? Let the learner practice. Placing the workers into the job, on their own, with a designated resource person to call upon should they need assistance. The basic instructions are: ? Checking progress frequently at first. ? Telling the learner whom to go to for help. ? Gradually taper off progress checks. 4. 2 Off-the-job Training Most of the training covered by this company is off-the-job training. Most of these training programs are conducted ar e in the premises of the training department and in the factory of the company. Sometimes the company arranges training outside the company. There are variety techniques that are followed to provide such training. The mostly used technique is classroom lectures. The other techniques are films, demonstrations, case studies and other simulation exercises. Classroom lectures This is well-adapted method to convey specific information-rules, procedures, or methods. Most of the off-the-job training programs are conducted by this method. Sometimes the use of overhead projector (OHP), films and demonstration make the session interesting. The lectures that are given are well structured and formatted. Mainly the chief trainer and junior executive trainer take these lectures. For some training programs the head of different departments also give lectures. These lectures mainly cover the detailed view of the respective departments. The department heads give information about the type of jobs, their internal organizational structure, and areas of responsibilities etc. After each day lecture an exam is taken to get the feedback from the employees. And at the end of the training session a comprehensive exam is taken and the evaluated score is send to the CEO for his consideration. Films PRAN is a large group and it is not an easy task for each employee to get the overall picture of the organizational structure and its activities. There is every possibility that many employees will be in the dark about their organization. Though it is not so much necessary for the employees to know about the whole organization to perform their duties, the vastness of the company may give the employees additional motivation and a sense of security of their jobs. Further more the understanding of the organization will help the employees to understand the organizational goals and their future plans. It will help the employees to be prepared mentally for the forthcoming challenges. With this view the training department arranges films show for the new entries. Demonstration Sometimes during the training session the trainees are asked to demonstrate the behavior on which they are being trained. As for example for sales training, trainees are asked to mockup the behavior that they will exhibit during sales for convincing the clients. This type of training removes the inertia of the employees and helps the employees to be friendly and free with other employees. This is considered as an important part of the training program. Case study Case study programs are usually done for those, who are in the managerial position. But these types of programs are very occasionally done. In fact the training department is not matured and equipped (qualified personnel) enough to arrange such programs. More over the training department concentrates mainly on employee training who will work in the field and in the factory. Training outside the company Sometimes the company arranges training programs outside of the company. These training programs are mainly for engineers. The engineers are sending to Institution of Engineers Bangladesh (IEB). Some top and mid level personnel are sending to Chambers. Because the personnel of the training department are not capable to provide such technical training. These training programs need fund and the, company is always ready to such funds. In one occasion the company sends an engineer to Japan for advanced special training. (5)Types of Training provided The training department arranges various types of training programs for different purposes and for different levels. There are some basic courses for all and some refresher courses. The detailed classification of the training programs is shown bellow. New employee training program This is the basic orientation program for the new management trainee for the head office. This is a three days program. Here the trainees are given a detailed @ about the total organization and usually conducted by different department heads. Mid management level training program This training is only for mid management level. The purpose of this training is to develop managerial skill and increase their job performance efficiency. Factory management training This is behavior- modification training and given to the factory supervisors. The purpose of this training is to modify the behavior of the supervisors to supervise the employees and to exhibit such behavior that are necessary to with co-workers to attain the desired production level. Sales training This training is for the employees of the sales department. The purpose of this training is to help the sales person to perform their work activities. This includes method of filling the sales form, the sales technique, the company sales policy, distribution channel etc. There is two of this type of training programs. They are: ? Basic sales course for new entries Senior sales management training ? Junior sales management training. Factory training There are two types: Factory union training Distribution loaders Factory union training: PRAN has labor union in its entire factory. To handle the unions the training department gives training to employees and supervisors. Any disruption in the production would hamper its market share. So the department gives employees some behavioral modification training to have an effective and efficient employee union. Distribution loaders: PRAN has a very effective distribution network and skilled work force. To ensure smooth distribution the department frequently gives necessary training to its employees Store management training This training program is for store employees of factory and head office. Office assistant training This training is given to the employees, who work as office assistant. Distribution sales management training This is vital training as sales managers play a vital role for the growth of the company. This program mainly includes the techniques of sales decisions that are taken frequently on the spot by the managers. It also includes the making of future sales forecast for planning purposes. Material management training PRAN procure raw materials from inside the country as well as from outside of the country. It handles raw material which are highly perishable in nature such mango, tomato, orange pineapples etc. To handle such raw materials it requires special training. The training department provides such training to the employees who deal with material management. Supervisors training PRAN has a huge supervising force. It has sales supervisors, distribution and loading supervisors, factory supervisors etc. Depending on the type of works supervisors are given different training . Basic English course In the near future the training department is planning to introduce this course for management level employees. As PRAN is going into joint venture with some international companies, it is considering to preparing the employees to fit in the international business atmosphere. Further more, now English is required in all respects of office works. PRAN follows English in most its official works. But as our present education system doesnt ensure good command on English for the graduates, it is preparing to introduce English Course in training program. (6) Future Plan of Employee Training The training department is planning to need basis training instead of course basis. At present the department is offering different preset training programs for different employees. Sometimes it overlooks the real needs of the appropriate training. So the department has planned for offering need-basis training and for this it is preparing a systematic procedure for assessment of training needs. The idea behind this training is that though existing training programs are doing a lot for the development of the skills and behavior of the employees, it needs a change due to change in corporate culture and competitiveness among the organizations. The vision of this group is to be top organization in all respects. To cope its employees with all these change in the global business atmosphere it requires immediate review of all the present training programs. In this circumstance the company is planning to take a modem approach for its training programs. With this view PRAN is going for following need basis training. (1) Findings about Selection Discreet selection Process PRAN Group follows a discrete selection process that comprises of mainly application form, written tests, and comprehensive interview. Initial screening, physical examination, and background investigation are not in the selection process of PRAN Group. No Structured Interview Interview taken during the selection process is not structured. Interviewers ask questions according to their discretion. All the applicants are not asked the same questions. Final Employment Decision Final Employment Decision in PRAN Group is taken by the CEO. Reliability of Selection Tests There is no proof of reliability of the selection devices used in PRAN Group. Validity of Selection Tests In most cases there is no evaluation of the validity of selection devices in PRAN Group. However, in few cases, such as mid level management positions, content validity exists. Applicants of mid-level management positions are often given tests, which resembles actual job. Emphasis on Written Test The top management emphasizes most on written test. Person with poor performance in interview can expect to be employed if he / she had done well in the written test. But the reverse is not true. Variable cut score Cut scores in the selection tests are frequently changed considering the environmental change. If number of applicants is quite big relative to job openings, then a high cut-score is set. On the contrary, if number of qualified applicants is relatively low, then a moderate or law cut-score is fixed. No quota There is no quota system in PRAN Group for selecting an employee. The sole criterion of getting selected is ones qualifications. (2) Findings about Training Absence of Paper Training need Assessment No comprehensive system is there to determine the training need of the employees of PRAN Group. Training programs provided are determined by the traditional view about the training needs (e. g. employees need basic training course to know about the organization). With the changing circumstances, it is not possible for the management to know about the changing pattern of training needs of the employees well in advance. Diversified Training Program Training department of PRAN Group provides variety of training programs to cater the need of the employees. Employees are trained about desired behavior, about the Objective and operation Of the Organization; even they are trained on trade unions. Such diversified array of training programs is a plus point for PRAN Group as various types of training needs can be fulfilled using internal resources. Lack of Management Development programs Though there are ample scope and arrangements of training for employees, but the training opportunity for the managers is relatively low. Special and customized need of managers cannot be fulfilled by the training programs provided by the training department of PRAN Group. Poor Evaluation Of the effectiveness of Training Programs At present, sales volume and Annual Confidential Report are considered as an index to determine the effectiveness of a training program. 13ut there could e many reasons besides training, such as Provision of incentives, need for growth etc. which could have affected the sales volume or ACR of an individual. No mechanism is there to filter the effectiveness of training program alone. Moreover, in many cases the evaluation of the effectiveness is based fully on the subjective perception of individuals. Less Simulation Exercises Training methods employed in PRAN Group are mostly lecture-oriented. There is a dearth of simu lation exercises. Though limited opportunity of simulation exercises. Like mock sales by the sales representative or case study by the line managers are there in PRAN Group, but overall quantity of such training mechanism is low. (1) Recommendations About Selection Increase of Reliability and Validity of the Selection Devices No measure of reliability of the selection devices used in PRAN Group has yet been done. Validity of the devices is also very low. To enhance the possibility of choosing the right candidate, reliability and validity of the selection devices should be taken into consideration. For this purpose, advice of a management expert might be taken. Introduction of Structured Interview Interviews should be structured in order to have n increased reliability. A fixed set of questions should be presented to every applicant. Thus a more consistent and unbiased result might be reached. Avoidance of Prior information before the Interview Placing the curriculum vitae and scores of written test in front of the interview board beforehand causes a possibility of bias. This practice should be stopped in order to have unbiased result. Training of Interviewers Interviewers should know about how to take interview in order to select the suitable employee. Brief training might be provided to the interviewers for this purpose. Introduction of Realistic Job Preview In order to remove undue and inflated ideas of applicants regarding the job or the organization, realistic job preview should be emphasized. At present, there is no way that an aspirant employee can know about the problems and hardship associated with the job. If an employee knows beforehand about the negative points of the job and then join, then the possibility of turnover would decrease significantly. So, realistic job preview should be provided to the applicants. This may be done by providing brochures, or script made up of realistic statements that accurately portray the job. Introduction of Physical Examination Appearance always does not reflect the true health of an individual. So, a basic physical examination should be applicable to all new recruits just to ensure that they have the minimum qualifications needed to bear the stress of the workload. (2) Recommendations about Training Training Need Assessment To develop and implement an effective training program, it is important to know the areas where training is mostly needed. There should be specific mechanism whereby the management can know which type of training is needed by the employees and take action accordingly. The management can adopt any of the following methods to determine training needs: Observation and analysis of job performance, Management and staff conferences, Analysis of job requirements, Consideration of current and projected changes etc. Comprehensive Evaluation of Training Effectiveness No systematic and flawless evaluation method is followed in PRAN Group to evaluate the effectiveness of different training programs. Minimizing subjective perception, the management should try to evaluate the training programs quantitatively. While measuring the effectiveness of a training program, effort should be there to ensure that other factors besides training do not contaminate the final result. Experimental-control group method would be better to evaluate the training programs. Use of Simulation Exercises Simulation techniques are very effective for training, especially for management development. At present, the use of simulation techniques is not sufficient. More simulation techniques like, case study, decision games, and role plays should be used in order to make the training programs more effective. More Personnel for the Training Department At present, only two persons look after the training department. They have the responsibility to determine the training needs of employees, as well as to develop and implement the training programs. Though, experts of other departments often come to training department as instructor and this reduces the workload of the two personnel of training department to a certain extent; but still the departments need more personnel to carry out its operation smoothly. Inclusion of New Training Programs: Training programs provided by the training department of PRAN Group are not adequate enough to meet the changing requirements of the employees. To keep track with the fast moving corporate world and market economy, PRAN Group should introduce new training programs. APPPENDIX Bibliography Gary Dessier –7th Edition John . M. lvancevich- 7th Edition Milcovich5th Edition M. Omar Ali –2nd Edition Ricky W. Griffin –7th Edition