Physical Therapy Essays - 1422 Words

Physical Therapy Physical therapists are members of a health care team, specially trained to improve movement and flinction, relieve pain, and expand movement potential. Through evaluation and individualized treatment programs, physical therapists can both treat existing problems and provide preventive health care for people with a variety of needs (Physical Therapy-Improving 1). Physical therapists are very knowledgeable and skillful concerning the human body. Physical therapy is a complex, but rewarding field to pursue as a career. Specialization, working conditions, job outlook, salaries, and education requirements need to be taken into consideration when contemplating a career as a physical therapist. Physical therapists can†¦show more content†¦Physical therapists develop specific programs for each patients needs. They may apply therapeutic exercise, ultrasound, massage, and applications of heat and cold to alleviate pain and restore normal function to the body. The physical therapist is able to evaluate a patients joint motion, muscle strength, endurance, functional abflity, muscle tone, reflexes, and stability of walking. The physical therapist also assesses the need and use of braces and artificial limbs, function of the heart and lungs, integrity of sensation and perception, and performance of activities required in daily living. (A Future 18). Another important part of the job of a physical therapist is to maintain careful documentation. The documentation is mainly used to keep a record of rehab used, to reflect back on improvement, and to provide legal records. The working conditions for physical therapists are fairly attractive, mainly because of the wide range of choices. Physical therapists can choose the setting they want to work in. Though a large number of physical therapists work in hospitals, now more than 70 percent of them can be found in private physical therapy offices, community health centers, corporate or industrial health centers, sports facilities, research institutions, rehabilitation centers, nursing homes, home health agencies, schools, pediatric centers, colleges, and universities (A Future 9). Most physicalShow MoreRelatedPhysical Therapy : A Physical Therapist1194 Words   |  5 PagesOn the other hand, to just become a physical therapy assistant, all that is required is graduation from a physical therapist program and passing a national or state exam. When it comes to physical therapists’ salaries, it depends on a lot on of factors, like their job location, how much experience they have and their employer. â €Å"A Physical Therapist evaluates, diagnoses, and treats patients with disorders that limit their abilities to move or function normally in daily life. This career may be a goodRead MorePhysical Therapists And Physical Therapy Essay2350 Words   |  10 PagesPhysical therapists have become a highly respected and necessary part of the healthcare team, yet the process of becoming a physical therapist has become increasingly challenging. Physical therapy students must maintain a high GPA in order to remain in highly competitive doctoral programs and must also successfully complete several clinical experiences over the course of, on average, three years. For many students, their first clinical experience can be very intimidating because it will be the firstRead MorePhysical And Treatment Of Physical Therapy1342 Words   |  6 PagesPhysical Therapy is one of the most important medical health related fields out there. Physical Therapists play a crucial role in their patient’s overall health. However, the main goals of a Physical Therapist is to aid in recovery, rehab, increase range of motion, and reduce pain for their patients. During a normal work day, they will typically see a variety of patients whose age can range from an eight-year-old to an 85-year-old, and each one with a challenging and unique health issue. These issuesRead MorePhysical Therapy And Mental Therapy1603 Words   |  7 Pagesstiff joints, sore muscles, and injured limbs keep you from enjoying life. Physical therapy can be the answer to cure those problems. Physical Therapists, â€Å"are trained in movement and movement disorders and are considered specialists in musculoskeletal function† (Adams). Physical therapists examine patients to diagnosis possible injuries where pain is occurring and create plans to get them returning to activity. Physical therapy will help improve mobility, balance, and is a way to avoid surgery. It isRead MorePhysical Therapy And Massage Therapy At Icon Medical Centers899 Words   |  4 PagesIndividuals with sports-related injuries as well as those who have been injured in an automobile accident frequently find relief through chiropractic care, physical therapy and massage therapy. At Icon Medical Centers in Miami, near Doral we offer these services, and more. Our Licensed Chiropractors Can Address Numerous Painful Issues, Naturally The licensed chiropractors at Icon Medical Centers near Doral can address misalignment issues related to the neck, back and extremities. In addition, ourRead MoreWhat Is Physical Therapy?1509 Words   |  7 PagesWhat is Physical Therapy? Physical Therapy is the treatment a person needs to assist in problems with the body. Physical Therapy is a broad medical field that specializes in providing help to heal a person. Physical therapy is the type of treatment a person may need when there are injuries to the body, or when physical harm has occurred. When it is hard for a person to move around due to diseases to the body they should seek into physical therapy for their body. Physical therapy helps a person toRead MoreA Doctor Of Physical Therapy Essay2004 Words   |  9 Pages Physical Therapist â€Å"Yeah, it hurts whenever I twist my leg,† Barbara says, squelching up her face, as she turns over on her side. Holding Barbara’s left leg, Dr. Moore places both hands on the outer side and instructs Barbara to push as hard as she can, adding, â€Å"Don’t let me push in.† TMPG, where Dr. Chelsea Moore, a Doctor of Physical Therapy, works, is located on the first floor of a ten-story building in Newport News, Virginia. Barbara pushes so hard that it causes Dr. Moore to stumble backRead MoreMy Journey To Physical Therapy. Physical Therapy Is A Growing1089 Words   |  5 PagesJourney to Physical Therapy Physical Therapy is a growing profession in the healthcare field. There is a continuous flow of patients who need assistance with recovery and the motivation to finish the task. As with any healthcare profession, physical therapy can be very demanding. Therapists can successfully meet those demands by creating a positive environment, continuously learning and educating others. In addition to possessing these characteristics, my interest in physical therapy comes from myRead MorePhysical Treatment Of Physical Therapy966 Words   |  4 PagesPhysical therapy is defined as the treatment of disease, injury, or deformity by physical method. To me, physical therapy is more complex than just the physical treatment. Physical therapy means that someone is able to live more freely and independently without being bound by my physical ailments. Physical therapy can not only help someone live an active and healthy lifestyle, but it can also give someone back their freedom to continue to live the way they want to live their life. A team of physicalRead MorePhysical Therapy And Traditional Physical Therapists1710 Words   |  7 PagesPhysical therapy was invented in the 1920’s during the polio epidemic (â€Å"Physical,† 2014). Therefore allowing physical therapists are needed all over. They help people with their injuries and helps them cope with any pain they may have. Pediatric physical therapy and tradition physical therapy only differ in the age that they work with. Pediatric physical therapists work with children under the age of eighteen, while tradition physical therapists work with people over the age of eighteen. Some factors

Their Eyes Were Watching God Critical Lens - 1355 Words

Critical Lens Essay According to Bernadette Devlin, â€Å"To gain which is worth having, it may be necessary to lose everything else.† In simpler terms,if one wants to acheive something that means a lot to them, they might just have to lose everything else they have. In Their Eyes Were Watching God, by Zora Neale Hurston, this quote rings true. Hurston shows that by using symbolism and a bit of irony throughout the story. As a young woman, Janie wanted love, true love. In the beginning of the novel and Janie s journey, she is under a blossoming pear tree where she spends most of her days. She is watching the bees fly to the blossoms, when she has an epiphany. â€Å"So this was a marriage! She had been summoned to behold a revelation. Then†¦show more content†¦We been tuhgether round two years. If you kin see de light at daybreak, you don’t keer if you die at dusk. It’s so many people never seen de light at all. Ah wuz fumblin’ round and God opened de door (159).â €  This shows, Janie does not regret giving up her easy life in Eatonville to face obstacles and hardships with the one she truly loves. She also believes that Tea Cake was heaven sent. In fact, the hurricane symbolizes obstacle, so essentially it was a test it was a test on the strength of Janie and Tea Cake’s love. Unfortunately, they couldn’t stay in the house for long so they took to hiking to Palm Beach for safety. During their progression to Palm Beach, Tea Cake gets attacked by a vicious dog while trying to save Janie. They get to Palm Beach, but don’t stay long and end up going back the Everglades. When they get home Tea Cake becomes sick, and when they go to the doctor it turns out that Tea Cake has a serious case of rabies. The disease is making him delirious and irrational. He even tries to kill Janie, but Janie kills him first. â€Å"It was the meanest moment of eternity. A minute before she was just a scared human being fighting for its life. No w she was her sacrificing self with Tea Cakes head in her lap. She had wanted him to life so much and he was dead (184).† Here Janie has experienced her greatest loss. The one that given her that feeling of love, the oneShow MoreRelatedMy Faith And Science Concepts Essay1267 Words   |  6 Pagesexplain what I believe and why; and ended with a solid factual framework that can be both understood and shared. The various topics and ideas presented by Dr. Tackett not only pricked my spirit but enriched my mind as well. His teachings sharpened my eyes and cleared my lenses so that I might see Christ in everything. Now, more than ever, I realize how important it is to be able to reference your beliefs with God’s word. I believe that faith is the foundation to everything I am and everything I am aRead MoreWhat Does The Bible Say About Entertainment?2159 Words   |  9 Pageswe realize it or not. Entertainment grabs our attention, whether it’s in the form of television , video games or social media. And human beings, being the suckers for wanting to be entertained, are easily drawn to whatever catches their eyes. Sometimes what our eyes see can be totally harmless, but other times what we intake can have really drastic effects to our souls and minds whether we realize it or not. Entertainment and the atrocity that it can have, is like a bed bug infestation taking overRead MoreSummary : Nfls Success2176 Words   |  9 Pagesvariety of assortments, depending on who is the target audience and who is the individual trying to be the leader. Authors and coaches may say that they know the precise answer to be best leader in the NFL. From researching books and articles to watching famous quotes in movies from famous celebrities can help players, coaches, and administration become motivated to being a fantastic leader. Furthermore, we looked at a famous leadership book created by Tony Dungy called The Mentor Leader to giveRead MoreCity of God (2002) Repr esents Violence and Poverty as Spectacle.3961 Words   |  16 PagesDeus / City of God (2002) on the grounds that the film represents violence and poverty as a ‘spectacle’ and fails to relate these issues to the wider socio-political context of contemporary Brazil. Is this criticism justified? ‘There are†¦two kinds of film makers: one invents an imaginary reality; the other confronts an existing reality and attempts to understand it, criticise it†¦and finally, translate it into film’ Fernando Biri, 1979[1] Fernando Meirelles’s City of God (2002) has provokedRead MoreLevel of Awareness on Philippine Independent Films3186 Words   |  13 Pagesthe Study The result of this study will be beneficial to the following: AB Communication students. The study would greatly affect them since this is much related to the topics that will be discussed in their course. The study would help them to be critical in thinking and be a good observant on what is happening around them most especially to the industry that they will be engaged to in the future. This would furthermore explain things that should be taken consideration of.    Film Industry. ThisRead MoreMary and Max9879 Words   |  40 Pagesshe is teased by children at her school due to an unfortunate birthmark on her forehead. Her father is distant and her alcoholic, kleptomaniac mother provides no support. The closest thing she has to a friend is the man for whom Mary collects mail, Len Hislop, a World War II veteran who lost his legs as a prisoner of war and has developed agoraphobia. One day, she decides to write a letter to someone living in New York City: by pure chance she chooses Max Jerry Horowitz (Philip Seymour Hoffman) fromRead MoreA Public Hero Promoted Before The Public Stage8678 Words   |  35 Pagesconcept of doubt or the question of intentions brought up. Rather the stories were presented as facts for the public to learn from. Charlie sat still for another hour watching the sequence of stories retell the events of the night, letting him relive what he had previously seen. He experienced them as another person though. He came away from that hour with an entirely different perception of the previous night. The teams were doing a good job. Each of those victims did deserve what happened to themRead More Feminism Essays3962 Words   |  16 Pagesextensively in terms of cognition and brain activity. An MRI can back these claims, showing male and female brains lighting up in different locations based upon different stimuli. Anyone with a close relationship to a child can attest to the fact that they were born with certain traits. Perhaps their nephew is very shy, while their niece has never met a stranger. In other words, some difference among individuals is innate, fundamental. This notion has been applied to studies in the animal world. Susan AllportRead More Comparing the Myth in Ovid’s Echo and Narcissus and Wilde’s Dorian Gray3137 Words   |  13 Pagesboy because of his beauty and youth. Although Basil’s portrait is the instrument of revelation that allows Dorian to become aware of himself, it is Lord Henry’s influence that is the immediate cause of Dori an’s looking at his own likeness with new eyes (Shewan 120). As a result, the youth sets out on a path of hedonism and decadence and is never able to reject the evil that Lord Henry’s influence generated. It should be noted, however, that while Lord Henry urges one set of pleasurable experiencesRead MoreRomanticism and Modernism as Strange Bedfellows: A Fresh Look at Jack Kerouacs On the Road12240 Words   |  49 PagesJapanese drawing paper into his typewriter, and for the next 20 days or so, began typing up his â€Å"road† notes from a series of notebooks that documented his travels across the United States and Mexico. These notes were compiled and fictionalized into a bildungsroman tale of two young men who were searching the back roads, tiny hamlets and big cities of post-World War II America. This became the critically acclaimed novel, On the Road. At the center are two young men, Sal Paradise (Kerouac), a college

The Birth of Blues, Jazz, and Rock free essay sample

This was important to the slave who were accustomed to dancing and singing to the beat of African drumming which emphasized rhythm over harmony. Drums were outlawed by the plantation owners so slaves often substituted clapping or slapping their bodies to establish a rhythmic pulse. The black churches of the south used music to enhance their worship services. Even today, black church services traditionally extend many hours into the afternoon and sometimes resemble a community talent show with congregation members performing all sorts of energetic music.During WWW many southern A-Ass brought the blues to northern cities specially Chicago. The AAA population grew from 40,000 in 1 910 to 240,000 in 1930. Many left the plantations to flee from discrimination and to seek better paying jobs in the northern factories. From 1940-1950 220,000 southern African-Americans fled from the southern plantations to Chicago with nearly half coming from the Mississippi Delta region. Muddy Waters (McKinley Northfield) Singing in church l was a good Baptist and got all my moaning and trembling going on for me right out of church. First guitar at 13 Sold last family horse for $15 Gave grandmother half and order a Stella guitar from Sears and Roebuck for $2. 0 1943 moved to Chicago to make a start in the music business. Wanted to leave Had older blacks believing that they could not make it away from the plantations. 1944 Bought first electric guitar from Leo Fender. Muddy Waters Im Your Hooch Choice Man Stepparents I Just Want To Make Love To You Howling Wolf (Chester Burnett) Muddy Waters Rival at Chess records of Chicago Willie Dixon songwriter and talent scout. Wrote songs for Waters and Wolf. Lived on plantation in Mississippi.Decided to imitate the widening style of white singer Jimmy Rogers but never quite mastered the technique. Ended up sounding like someone howling and hence the name stuck. Howling Wolf Backdoor Man Killing Floor The Lemon Song Led Zeppelin Bob Diddled (Lass McDaniel) Moved to Chicago with family and started playing music in the streets at 15 Singed with Chess records in 1955 Distinctive vocal sound with fast quivering vibrato. Bob Diddled Im A Man Who Do You Love Sonny Boy Williamson (Rice Miller) Blues harpist took 1 962 hit Booker T and the MGM Green Onions Help Me Rock and Roll was African American euphemism for intercourse. Chuck Berry Brick house, tree lined street in middle-class SST. Louis. Family ivied a block from church and musical roots originated in the church service. Chuck Berry Roll Over Beethoven Rock and Roll Music Johnny B. Goode Back in the USA Decca vs.. Sun Signed Bill Haley and the Comets Shake Rattle and Roll Rock Around the Clock (appeared in 1955 movie Blackboard Jungle) See You Later Alligator Much more restrained style on stage as opposed to Elvis. In a jab at Elvis he said that a lot depends on the entertainer and how he controls the crowd.The music is stimulating enough without creating additional excitement. Its worth mentioning that Elvis was a young handsome hip swivel while Haley as a pudgy, balding and 32 years old. During the same time Decca discovered Charles Holly, a skinny teenager with thick horn rimmed glasses from Lubbock Texas. Buddy Holly was greatly influenced by country music especially bluegrass and western music pulling inspiration from artist such as Hank Snow and Hank Williams. By 16 Buddy had started to consider making a career in country western music.That changed in 1 955 when Elvis arrived in Lubbock for an performance at the Cotton Club. Holly and his friend Bob Montgomery drove Elvis around town and spent that evening with him at the concert Buddy was surprised hat Elvis was normal and said he was really a nice guy. The next day Holly and his group backed Elvis at the grand opening of a Pontiac dealership. After that weekend, Buddy started singing Elvis songs. His friends said his was on an Elvis kick and it started to shape the new rock and roll sound Of Buddy Holly.Buddys big clam to fame releases were: Peggy Sue Thatll be the Day party Doll In a moment of insanity Sam Phillips accepted a 35,000 offer from RCA Victor for the exclusive rights to Elvis contract and all of his recorded materials. Phillips said he need the money to get out of a real bind. He claimed not to e broke but said it was just a real struggle to get buy. By 1956 there were over 600 TV stations and 37 million televisions in American homes. Television was dominated by three networks, BBC, CBS, and NBC which incidentally was owned by RCA Victor. Sing television RCA started mass marketing Elvis. They started capitalizing Elvis good looks with appearances on variety shows such as the Tommy and Jimmy Dorset Stage Show This show came on right before the Honeymooners and competed with another variety show, the Perry Com Hour. Rascals scheduled appearances on The Milton Berne Show and The Steve Allen Show. By the end of that year, De Sullivan, who earlier had condemned Elvis as unfit for a family audience, agreed to pay the popular new star $50. 00 for three appearances on his show. At the time the De Sullivan was one of the two most popular programs in America. Sullivan feared protest from his usual viewers and ordered that Elvis be filmed from the waist up hiding the highly suggestive pelvic gyrations. This is one of the most legendary moments in television history with nearly 54 million viewers, nearly 83 percent of the television audience. Elvis hit the top of the charts during the following weeks tit music performed on the television performances.Charts such as: Love Me Tender Hound Dog Dont be Cruel All Shook LCP last two written by black artist Otis Blackwell who also wrote Great Balls of Fire for Jerry Lee Lewis. His promoter Colonel Thomas Parker turned Elvis into an unbelievable marketing success. REACTIONS TO LAVISHING Some adult quotes 47,48. 49. 50 (2) Colonel Parker responded by having Elvis perform on the Steve Allen show with tuxedo tails and white tie. No guitar, no movement, and a hound dog trained to simply sit and look droopy. The changed Elvis appealed even more and went on to boost record sales.By the end of his career his sold over 250 million records. In the history of recorded music only Being Crosby neared Elviss record with around 200 million. Oddly enough, Elvis started to receive all sorts of awards. QUOTE 50 (3) Dick Clark and the Teen Market 1959 left rock and roll without many of its main stars. Elvis was in the army (and not singing) Buddy Holly killed, Little Richard joined a fundamentalist religious sect and Chuck Berry was in jail. Two young entrepreneurs Dick Clark and Don Kirsches started promoting the Philadelphia sound through photogenic, well groomed Italian teen pop stars.Dick Clark Syracuse University advertising and radio American Band Stand Quote 56 Philadelphia Stars Fabian Frankie Valor Bobby Darwin Johnny Mathis Quotes on: 54 (4) Late 50 Little Richard turned to the church Jerry Lee Lewis gravitated toward country music Chuck Berry Was put in jail Buddy Holly killed in a plane crash Elvis Presley in the army Dick Clark Quotes 55 (5) FOLK MUSIC Dylan Songs of Protest Civil Rights Issues Youths in college wanted music different from the bubble gum Kirsches music. Singers like Pete Seeker and Woody Guthrie traveled the country side singing songs about real people .Woody Guthrie said after writing his song This Land is Your Land, I sing the songs of the people that do all of the little jobs and the mean and dirty work in the world and of their wants and their hopes and their plans for a decent life. Protest singers like Seeker and Guthrie fell in to disrepute when senator Joseph McCarthy of Wisconsin pursued Communist sympathizers. He openly accused public figures of Communist tendencies creating a hysterical atmosphere throughout the nation. The senator criticized politically minded entertainers like Seeker and Guthrie who eventually became blackballed by he networks and recording industry.Most real folk singers like Dylan and Joan Bake focused on the message their music carried rather than the all mighty dollar. The folk band followed with groups like Loving Spoonful, mimicking the sounds of Dylan but these folk bands often concentrated on topics other than protest. Newsweek described it as healthy, cheap, moral folk music is whats happening at this moment in the dissonant echo chamber of pop music. THE BRITISH INVASION February 7 1 964 Kennedy Airport Outside on the covered rooftop. Incidences more teenage girls. Fought screaming girls from the airport to the hotel.Found three in the bathtub. Check in under their parents name. They were all four worried that they would not be accepted in America. De Sullivan witnessed the return of the Beetles to London and said this reminded of the same mass hysteria that characterized the Elvis Presley days. He contacted the manager Brian Epstein and booked the Beetles for three appearances on the De Sullivan show for under 20,000 dollars. 728 teens packed the studio 50,000 battled for tickets 73 million people/60% of the viewing audience. Not always clean cut. War ended with nothing to do but join gangs.Had trouble finishing high school and did not know what to do without the structure of the draft. Dave Clark of the Dave Clark 5 said that if the government had not stopped the draft, there would have been no Beetles. Moods and the Rockers, Beetles were Rockers, tight pants, pointed boots. Hair greased back riding motorcycles. Moods Modernist were nice clothes, short hair, danced and took pills. Liked to ride scooter. They would sometimes spend an entire weeks Of clothing on a single outfit. They were Englands lowest common denominators. Not only were they young, they were lower class young.Most Moods were lower-class scum with enough money to by himself Sunday best. Skiffs Mix of Dixieland jazz and country blues. Beetles emerged from this skiffs style. The Quarrymen, Johnny and the Moods, the Silver Beetles. Poor fame lies, Second coming of the beetles. Seattle Their hotel room was barricaded by barbed wire and sawhorses. The mayhem was so great after the performance that they had to cover the four musicians with blankets, place them on a stretcher and carry them through the crowd to a Red Cross ambulance. By the end Of 1 965 they had made more that 56 million in concert proceedsDuring 1 964 British rock bands sold more than 76 million dollars worth of records in the U. S. Several other groups followed suit and began making stabs at the American market. Gerry and the Pacemakers debuted on the E. S. Show in 1965. The Hollies proved to be a long lasting British band. The group was started by Graham Nash and singer-guitarist Allan Clark. They named their band after Buddy Holly and worshipped Buddys music. Herman s Hermits fronted by Peter None and later added musicians Jimmy Page and John Paul Jones who later performed in Led Zeppelin. Loons Dave Clark Five posed the biggest threat to the dominance of the Beetles. Within five days of their De Sullivan appearance they were household names and had five records on the charts at once. Inspired by Little Richard, fats Domino and Elvis. They like the beetles Hard days Night released a movie entitled Catch us If You Can Monkeys Two American producers created a prefab version of the Beetles Placed add in Hollywood trade papers for four insane boys age 17-21 for acting roles in new IV series.Interviewed nearly 450 applicants including folk rock singer Stephen Stills and mass murderer Charles Manson. They ended up with Robert Michael Enemies, Mackey Dolmen, Peter Thrones and David Jones. Don Kerosene now president of music at Columbia Pictures and Screen Gems TV Stiff and untalented. Song writers like Carol King, Neil Sedans and of the other Kirsches originals teamed up with Neil Diamond and wrote the songs for the monkeys. Carols King and Neil Diamond would also sing background with studio musicians such as Glen Campbell, Leon Russell, and James Burton. 00 million viewers once a week. 5000 letters per day 20 million worth of Monkeys junk. One of the members said, we are selling a product, the monkeys. Poster proclaiming the monkeys are coming. Preview records to 6000 disc jockeys. They even included several no-no-no choruses to substitute for the Beetles Time magazine commented, less than a year ago a Wiley team of promoters ran the Beetles through a Xerox machine and came up with the Monkeys STONES Recalled Keith Richards, I I get on this train one morning and theres Mice and under his arm he has four or five albums.Chuck Berry, Little Walter, Muddy Waters. Mutual passion for R B. Their first efforts was a small skiffs band with no drummer doing Waters, Berry R. Most of their earlier recordings were covers of Chicago R B artist like Chuck Berry, Muddy Waters, Willie Dixon and Bob Diddled. Andrew Lolled became manager of the Stones in May of 1963. Created a raunchy, crude offensive image that contrasted sharply with the Beetles. While on a British television show Lolled cleaned up the group. Put them in suits.. You have to make some compromises sounding like Epstein did with the Beetles.He immediately changed his strategy and manufactured an opposite. Lied about their ages so they would have more appeal to teenagers. Two Quotes. 120 Dean Martin had them on a show and slammed them. First tour of U. S. Motorcade 600 in 15000 hall. Second tour. De was unbelievable Quote 121 122 The WHO They were designed after the Moods. Roger Dallier said if anything, when first discovered we were similar to the Stones. Birth of Mouton Berry Gorky was the father of Mouton Productions. Gorky was a man inspired by the teachings of Martin Luther King.His music empire reflected the progress of the civil rights movement. Based in Detroit, Gorky used techniques used found on the factory assembly lines. Having individuals who could do very specific jobs in training his new talent, they would literally walk in the building as one person and exit the other end in a transformed state. Mouton became the first African-American owned label that consistently and successfully groomed, packaged, marketed, and sold the music of African- American youths to the white American masses.Mouton use sophisticated arrangements and instrumentation. Gorky was a produced and songwriter. In 1 959 Gorky borrowed $800 from his family and rented an eight-room house in Detroit and founded the Mouton Record Company. Friends and colleagues discourage Gorky from attempts to record and distribute records. Suggested he just develop and record artist. In 1960 Gorky co-wrote and distributed Shop Around by Smokey Robinson and the Miracles which toped the charts and established Mouton as an important independent company.Continued to capitalize on the girl-craze. Matadors Primes Perimeters Marvels Four Aims Miracles Temptations Us primes Marionettes Four TOPS Stevenson Morris Steve Wonder Marionettes: Mr. . Postman Martha and the Vandals: Heat Wave Dancing in the Streets Mouton was a very strong backer of Martin Luther Kings total program. Gorky felt that their job in Detroit was to make blacks aware of their culture, of the problems and some of the ways out of the problems. 1964 Hired Maxine Powell who operated a finishing school. Powell claimed the singers were raw.

The Sound of Music Essay Example For Students

The Sound of Music Essay The Sound of Music film and its musical compositions are iconic and thus a necessity to watch for all those who have not been touched by this uplifting musical. The music is originally by Richard Rodgers and lyrics by Oscar Hammerings II and the numbers are sung by Julie Andrews and the rest of The Sound of Music cast. Instrumental underscore passages were adapted by Irwin Costal. Edelweiss, thought by some to be a traditional Austrian song or even the Austrian national anthem was written expressly for the musical by Rodgers ND Hammerings. Originally unknown in Austria, it has been promoted heavily there ever since, especially in Salisbury. The songs How Can Love Survive? , An Ordinary Couple, and No Way to Stop It were not used in the film version. The omission of those songs had to be approved through Richard Rodgers. We will write a custom essay on The Sound of Music specifically for you for only $16.38 $13.9/page Order now There were four extra children singing with the ones onscreen to add more effect to their voices, including Darleen Carr, Chairman Cars younger sister. However, these were unaccredited. Darleen Carr sang Curts high voice, during the reprise and sad versions of the title Eng, as well as the high Bye in the song So Long, Farewell, and later for Greet in its reprise towards the end of the film. 2. Make-up, coiffure, and costumes In the make-up department, there is Margaret Donovan and Ray Forman as the hairstylists; Ben Nee and Willard Blue as the make-up artists. The costumes were designed by Dorothy Jenkins. The make-up department and the costume designer really changed the cast to their characters. 3. Acting and the stars Director Robert Wise and his casting consultants were widely recognized as having done a superb Job in assembling a cast that included so many unknown, but very talented names. After an extensive search and more than two hundred auditions, the children were chosen, not Just for their acting and singing skills, but also for their personality and presence. Many of The Sound of Music actors and actresses formed a strong bond with each other, a camaraderie that still lasts today. Julie Andrews was Hollywood most promising up-and-coming musical star when she was chosen to play

Zone Dieting essays

Zone Dieting essays Protein, protein, protein-thats all I hear at my 24 hours gym. I thought that people in my gym talked about it because protein is what you need to take in order to build muscles. However, people used those proteins to lose weight. I was astonished about this ZONE dieting. This protein can help build peoples muscles or lose their weights. Basically, this ZONE dieting is to take high protein and low carbohydrate instead of not eats at all. Many people choose something called 40-30-30. It means taking 40 % carbohydrate, 30 % protein, and 30 % fat. This plan should help people lose one to one and a half lbs of fat a week, without getting hungry. Successful way to this diet is that we need to stay away from quickly digested carbohydrates at for first two weeks of dieting such as bread, pasta, and potatoes. Later, we can gradually reintroduce these unfavorable carbohydrates into our diet, but in smaller quantities. Another thing that remember is that we have to drink plenty of water. It is recommended to drink eight ounce glass of water before each meal, because it decreases hunger and helps fulfill the requirement. The best part of this diet is that we have to eat. To keep blood sugar levels steady, people never go more than five hours without eating. Also, eating a protein part of the meal first is very imp ortant. It will help to control carbohydrate through the meal. About two years ago, my friend went on this protein diet because he had to get ready for his body building competition. He dropped from 185 lbs to 145 lbs in about two months. The reason I loved this diet so much wasnt just losing weight. He was eating and losing weight at the same time. In conclusion, I really recommend this diet to people who are planning to go on diet. I personally think that this diet is the best diet around us right now. Who would ever ...

2017 Redesigned PSAT Registration

2017 Redesigned PSAT Registration Sophomores and juniors across the country always get a little bit nervous when October rolls around because they know its PSAT test time. And if they dont know, their parents are probably going to remind them. If youre one of those students biting your nails to the quick, dont sweat it. Although, the Redesigned PSAT takes place for the third time ever in October of 2017, you really dont have to do too much to complete your PSAT registration. Heres what you need to know to secure your registration and make sure you take the test that could qualify you for a National Merit Scholarship. Important Redesigned PSAT Registration details: The 2016  PSAT Test dates are Wednesday, October 11, 2017, Saturday, October 14, 2017, or Wednesday, October 25, 2017.The PSAT registration fee is $16 in 2017, although you may not pay anything at all because some schools cover the cost of the entire test for their students. Some schools, however may charge you an additional fee to cover administrative costs, so check with your school counselors before you pony up the money.  When are PSAT scores released?You can get a fee waiver if youre in 11th grade, from a low-income family, and cant afford the testing fee. You will need to meet certain requirements in order to establish your familys income, however, so be sure to read the fee waiver link before testing.  You do not need to register by yourself. Your guidance counselors will set up the registration for you. If PSAT registration is not brought to your attention in school, simply go to your counselor and request to be regtstered for the PSAT.  If you miss the test for some reason and still want to know how youll fare on the SAT, you can ask your counselor for copies of the Official Student Guide to the PSAT/NMSQT or the SAT Preparation Bookletâ„ ¢. If youre home-schooled and would like to take the test, just contact your local public high school to make arrangements - its your right to take it, so theyll get you the appropriate registration information.If you have a disability and require accommodations, they are available to you, but they can take weeks to be accepted. Its important that you start the request early so there is enough time for the College Board to complete your request. You can submit the requests online or with your schools help. Heres the info to do that.   Before You Take the PSAT Before you decide to complete your PSAT registration, you should do a few things. First,  learn the Redesigned PSAT basics. This test is completely different than the old PSAT that your older brothers and sisters have taken. The  PSAT Math Section,  PSAT Reading Section  and  PSAT Writing and Language Section  are all brand new. So what did you miss? If you have no idea what any of these changes are, take a peek at this chart:  Old PSAT vs. Redesigned PSAT.   You can prepare for the PSAT easily with Khan Academy. They provide free PSAT prep to anyone who signs up to ensure that anyone who is interested has equal access to test prep and can score his or her personal bests.

Data description Essay Example | Topics and Well Written Essays - 500 words

Data description - Essay Example population and more than seven million are unaware of the fact that they are suffering from this disease. In the year 2010, 1.9 million of people who had ages of 20 and even older were detected to be Diabetic patients. It is projected that about 79 million adults who are aged either twenty years or older have pre-diabetes; it is a situation in which the levels of blood glucose are higher as compared to normal range but not too high to be labeled as diabetes. In order to fight against Diabetes, people will have to take precautionary measures such as living a healthy life, developing and following a well-balanced and nutritious meal plan, increasing physical activity so that weight remains under control and following the doctor’s advice appropriately. Hence, Diabetes is a curable disease that can be managed properly if self-care techniques are implemented effectively. Centers for Disease Control and Prevention. â€Å"National diabetes fact sheet: National estimates and general information on diabetes and pre-diabetes in the United States, 2011.† CDC.gov. CDC, February 2011. Web. 10 January

Decrease childhood obesity Research Paper Example | Topics and Well Written Essays - 3000 words

Decrease childhood obesity - Research Paper Example Unfortunately, the study has it that child obesity can lead to depression and poor self-esteem. Statistically, according to US’s department of health, there is a dramatic increase in number of children suffering from obesity. Considerably, it is noted that almost ten percent of children aged four and five are overweight, and the above number is double to that of twenty years ago. The research argues that obesity is a gender related disorder where, girls are the ones who suffer obesity more compared to boys. It is agreed that childhood obesity is an alarming disorder that needs immediate action. Therefore, to decrease childhood obesity, it is pertinent for all schools in the US to incorporate salad bars into the children’s lunch program. In so doing, those children will be able to access fresh vegetables and fruits, which in turn will develop healthier life from long eating habits (Linsley, Kane, & Owen, 2011.p.81). This essay tactically illustrates the policy recommendations for obesity in children, obesity regulations program and the US federal laws, assumptions and pertinent secondary recommendations to mention but a few, all converging to the childhood obesity issue. ... Although the shift may seem small, the size of the sample collected for the study makes it significant. Notably it is unbelievable to realize that each percent stated above points for almost 26,700 in the population study, which are either extremely obese or no longer obese. Forcibly, the Obama’s administration involving in the fight for obesity in children shows the severity of the disease among the US children who live in poverty. First lady Obama Michele has tirelessly fought the eradication of poverty through her message involving not only healthier diet but also physical activities. According to recent research, it is pertinent to note that the new trends in obesity levels indicate a modest progress of prevention of obesity in young children. The above study is pertinent for the implications of health risks for extreme obesity and obesity in young children. Therefore, the above passage outlines the importance of tackling obesity in children by the US government. It is evi dent that obesity can to some extent affect the young US generation undesired diseases that were supposedly to be for adults. Policy Recommendations for childhood obesity Controlling and preventing childhood obesity requires a multifaceted and wide programs staged by the communities as well as formulation of policies where parent will play a vital or critical roles. Pertinently one of the important elements that can regulate obesity involves the parents. Here, the children’s behaviors are affected by the eating habits of the parents, level of education as well as physical education. According to the study, it is noted that parents are role models and they influence to some extend the physical

To Kill a Mockingbird Evil Triumphs When Good Men Do Nothing Essay Example for Free

To Kill a Mockingbird Evil Triumphs When Good Men Do Nothing Essay In many battles between good and evil, the victory doesn’t always go to the side that has the biggest numbers. There are multiple examples in the Bible and in history where the side that was fighting for God’s way would win even though the odds were stacked against them. Many times the only reason evil wins is because good men are not willing to stand up and fight for what is right because when good men do nothing, nothing good gets done. Like if a person is in a jury of the court, and they don’t speak up. The convict goes free, and now out to commit more crimes. Or if a person is running away from something with another person, the other one falls and they don’t go back and get him/her and leave him/her behind, and something bad happens to the other person,(i. e. Death. Broken arm, leg, etc ) If a person is part of the defense of the court, and they don’t speak up, the convict goes free, and now out to commit more crimes, I could not think of any examples from the book besides if Tom got convicted not guilty and he went and raped another girl, but since Mayella was not really raped, but instead beaten by her father, so that was not true. So instead of a book example, since I could not think of one, I thought of a real life example. I thought of the Casey Anthony trial. Since no one spoke up about the crime. She was convicted not guilty. Someone had to have known something, either to prove her innocence or to prove her guilty. Or it could be k=like this, no one spoke up to prove tom’s innocence so evil triumphed and won by convicting tom If a person is running away from something with another person, the other one falls and they don’t go back and get him/her and leave him/her behind, and something bad happens to the other person. For this I thought of two examples, when Jem and scout are going through the Radley’s fence and Jem’s pants get hung on the fence. Luckily nothing too bad happened, as the pants were returned. Something could have gone wrong and Jem would have been severely hurt. The other example that I thought of was toward the end of the book when Jem and Scout are walking home from the play and Jem gets attacked by Mr. Ewell. Since scout falls and cannot get up (Life Alert!). Jem is attacked and thrown on the ground in result, breaking his arm. In conclusion, There are multiple examples in history where the side that was fighting for the right way would win even though the odds were stacked against them. Many times the only reason evil wins is because good men are not willing to stand up and fight for what is right because when good men do nothing, nothing good gets done -Robert Tucker.

Death Of A Salesman Essay example -- essays research papers

Tragedy was a very controversial issue in literature until recent years. Recent figures in literature have set a clear definition for tragedy. Author Miller is one of these figures. Plays and novels have distinguished the definition of tragedy. According to the Merriam-Webster Dictionary tragedy is a serious piece of literature typically describing a conflict between the protagonist and a superior force and having a sorrowful or disastrous conclusion that excites pity or terror. Miller’s explains that a tragic hero does not always have to be a monarch or a man of a higher status. A tragic hero can be a common person. A tragedy does not always have to end pessimistically; it could have an optimistic ending. The play Death of a Salesman, by Arthur Miller, is a tragedy because it’s hero, Willy Loman, is a tragic figure that faces a superior source, being the American dream and the struggle for success. Loman also excites pity in the reader because of his defeat and his in ability to become a success or teach his children how to make their lives successful. Miller defines a flaw as â€Å"an inherent unwillingness to remain passive in the face of what one conceives to be a challenge to one’s dignity†¦Ã¢â‚¬  Loman fulfills many of the requirements of being a tragic hero. Willy is not â€Å"flawless† in his actions, which by Miller’s standards make him a tragic hero. It is not wrong for Willy to have flaws and it does not make him a weaker man but a tragic figure. Miller designed the play so that Willy could be a tragic hero and for this he needs to have a flaw. Willy’s flaw is that he is unable to see things in a more realistic perspective. Charley says something in the play that sums up Willy’s whole life. He asks him, "When the hell are you going to grow up?" Willy’s spends his entire life in an illusion. He sees himself as a great man that is popular and successful. Willy exhibits many childlike qualities. Many of these qualities have an impact on his family. His two sons Biff and Happy pick up this behavior from their father. He is idealistic, stubborn, and he has a false sense of his importance in the world. The extreme to which he followed the dream brought him to disillusionment and a loose sense of reality. Willy created a reality for himself where he "knocked 'em cold in Providence," and "slaughtered 'em in Boston."(p.33) â€Å"Five hundred gr... ...nderstands. Willy could have still been successful if he was able to see the flaws in his ways and teach Biff the right way to be a success, which is in hard work. If Willy had not killed himself and taught Biff that working hard at anything would make his successful then Biff may have reached success for himself and make Willy a successful father as well. The reader must look at Willy’s suicide through Willy’s eyes. He killed himself in order to give Biff a better shot at being a success. Willy doesn’t understand that killing himself is wrong and he is not looking for any pity. Willy has sacrificed his own life so that Biff could have a better life. This truly does make him a tragic hero. Willy Loman is a tragic figure in the play Death of a Salesman. Willy faces a superior source in the play and puts his life on the line for his beliefs and the beliefs of others. He meets the requirements of Miller’s article for a tragic hero. Death of a Salesman also meets Miller’s requirements for a tragic play because of Willy’s role in the novel along with the other standards that Miller sets for a tragedy. The exploration of tragedy by people such as Miller helps to define it more clearly.

The Ten Plagues of Egypt

TAKE HOME SHEET After hearing the full version of this song in class your challenge is to memorize and/or remix it!!!! First God sent, Plague number one, Turned the Nile into blood. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number two, Jumping frogs all over you. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number three, Swarms of gnats from head to knee. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! â€Å"Then God sent, Plague number four, Filthy ? ies need we say more? All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number ? ve, All the livestock up and died. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number six, Boils and sores to make you sick. All the p eople in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number seven, Hail and lighting down from heaven. All the people in Egypt were feeling pretty low,They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number eight, Locust came and they sure ate. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number nine, Total darkness all the time. All the people in Egypt were feeling pretty low, They told Pharaoh â€Å"Let them Go! † Then God sent, Plague number ten, Pharaoh's son died so he gave in. All the people in Egypt were feeling pretty low, Finally Pharaoh let them go. *Parents the original song is to the melody of â€Å"This Old Man†

Are Energy Drinks Bad for You or Good

When people ask you, â€Å"What are energy drinks? † Everybody say drinks that give you energy. They are wrong. Energy drinks are beverages that claim to give an extra boost of energy from caffeine. Energy drinks such as Red Bull or Rock star are good and bad for your bodies. Red Bull (Energy Drink) Good qualities that energy drinks have are that there non-alcoholic. This means that the more teens that buy this, the less chance of accidents and situations to do with the law the teens have to go through. Sometimes Energy Drinks keep you awake from times you can’t/don’t want to be asleep. There are many bad qualities when it comes to Energy drinks. If a person of some kind consumed to many energy drinks, it can lead to heart problems or possibly death, as the caffeine rates in these drinks are jaw-droopingly gigantic. Caffeine can also cause Tremor / shaking, chest pains, and lots of headaches. Some teenagers mix alcohol with energy drinks at parties, which is a deathly and dangerous mixture. Questions you can ask yourself is: 1. Do I want to have a body with a lot of caffeine? 2. Do I want to ruin my life? 3. Alcohol or Non-alcoholic? 4. Do I need to suffer? Overall energy drinks are bad and not good for athletes. There are times to use energy drinks and times not too. But before you make your decision, think of the questions I asked you. And see if you want a good body or bad body. Make your mind up ?

Factors Affecting Marketing Strategy

Factors Affecting Marketing Strategy Introduction Marketing strategy is basically incorporation of strategic way of thinking in the field of marketing. It is the process that enables an organization to focus its resources to greater opportunities to enhance sales and attain competitive advantage (Cravens Piercy, 2006, p. 6).Advertising We will write a custom assessment sample on Factors Affecting Marketing Strategy specifically for you for only $16.05 $11/page Learn More Marketing strategies are normally based on the concept of consumer satisfaction. Marketing strategy is most effective when it is integrated into the business strategy. In such case, it defines how the organization engages with its customers, makes plans and handles its competitors (Cravens Piercy, 2006, p. 8). Given the fact that customers are the major source of the company’s income, marketing strategy is highly linked to sales. The main aim of marketing strategy is to align marketing with business goals and objective s (Kriemadis Terzoudis, 2007, p. 30). Marketing strategy also acts as a foundation for the marketing plan and vice versa. Marketing strategy entails a set of action that enhances marketing plan. For that reason, marketing strategy is the foundation of marketing plan intended to satisfy market needs and accomplish marketing goals (McDonald, 2002, p. 13). In most cases the marketing strategy combines business goals, policies and activities into one. Marketing strategy thus acts as the reference point for all the marketing activities within an organization (Cravens Piercy, 2006, p. 10). The aim of this paper is to develop a marketing checklist for Adidas Company that would focus on corporate or organizational capability, competition, target markets and business environment. Marketing checklist is meant to provide direction for the business managers on factors to consider when formulating and implementing marketing strategy.Advertising Looking for assessment on business econo mics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The marketing checklist also helps to enhance the current marketing activities and to establish prospective opportunities. The checklist is also meant to help the company to effectively service the requirements of the target market. Market Analysis Global Sporting Apparel and Footwear Market The competitors of Adidas company are spread all over the world. The price margin between these companies is small and consumers can switch to different products with ease (Kriemadis Terzoudis 2007, p. 32). Athletic footwear being the most premium products, these companies focus more on the quality and durability of sports shoes since consumers are also looking for good quality and value for their money. In addition to large multinational companies dealing with similar products, for instance, Puma and Nike, competition also come from local companies found in different market segments. Three quarters of the world athletic apparel market and about 20% of the global shoe market belongs to localized companies (Pulendran, Speed Widing 2003, p. 478). The massive economies of scale are a major barrier for new entrants into the industry. Entering this market calls for enormous capital investment for developing and promoting a highly innovative product (McDonald 2002, p. 3). In addition, most consumers are looking to buy high quality products from reputable companies with already strong brand names.Advertising We will write a custom assessment sample on Factors Affecting Marketing Strategy specifically for you for only $16.05 $11/page Learn More Creation of a company with highly innovative products and strong brand name in the global market takes a very long period of time, thus makes it very hard for new entrants to survive in this industry (Kriemadis Terzoudis 2007, p. 29). Consumers possess the bargaining power and can always switch to rival products when forced to. As a result, the global sports apparel and footwear market is characterized by low price margins and highly innovative products of both small and big manufacturers. Consumers have numerous brand names to choose from, with large price variations. The market also lacks complements and as a consequence consumers have higher bargaining power because they are not tied to specific products (Claycomb, Germain Droge 2000, p. 221). Competitive Environment Competitive business environment refers to the number and type of competitors within the industry (Salicru, 2010, p. 5). Competition varies from one market segment to another and therefore it is the responsibility of the marketing managers to formulate suitable marketing strategies for each segment (Keegan, 2002, p. 70). In addition to other factors, high competition in the market complicates the matters in the business environment. Businesses under such conditions normally face high uncertainty and advanced marketing strategies (Salicru, 2010, p. 5). The biggest rival of Adidas is Nike, which controls a third of the global market in sportswear, considerably higher than Adidas. In addition, there are other smaller competitors found in different corners of the world. In Asia we have Li Ning which is China’s largest sports shoe company. All these companies hoping to conquer Adidas Market share but with more advanced marketing strategy Adidas has been able to counter all of its rivals (Kriemadis Terzoudis 2007, p. 30). The Adidas group uses numerous marketing strategies to place its products into the global market.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Its target market includes big events such as the Olympic Games, EUFA Champions Leagues and FIFA World Cups. One of the strategy used by the company to reach its target market include acquisition of right of sponsorship. In addition, the group has entered into sponsorship deals with big clubs and famous sports icons worldwide (Andreasen Kotler 2003, p. 4; Kriemadis Terzoudis 2007, p. 32). The Marketing Environment Successful businesses are those that have adapted to their surrounding environment. Organizational contact with the environment squarely lies within the marketing domain and the development of suitable marketing strategies (Kotler Armstrong, 2001, p. 25). Over the past twenty years, most business literatures have paid a lot of attention in the area of marketing strategy. The reason behind the growing interest is mainly attributed to the remarkable transformation in the business environment (both internal and external environments). Nonetheless, literatures in strategic management and strategic marketing focus on the external business environment (Cravens Piercy, 2006, p. 8). Social Environment Social environment encompasses the trends and demographic factors in the target market, for instance, societal attitudes or demographic shifts that can either have a negative or positive impact on the marketing strategy. An example of demographic shifts is the education levels in the Asian Market which have forced the company to spend more money on staff training and promotional activities. The high population in China and Indian has led to more focus in the Asian market (Kriemadis Terzoudis 2007, p. 33). The increasing passion for sports has led to re-branding of Adidas products. Adidas has benefited massively from its efforts to re-brand its products to the highly fashionable line of products for multi-use and active lifestyle. The group is working hand in hand with the leading fashion designers to develop products that are highly fashionable for active and casual use. Re-branding has made Adidas gain immense inroad with the female consumers. The majority of the female consumers desire products that powerfully incorporate fashion, comfort and functionality. Female consumers have always remained untapped market segment (Claycomb, Germain Droge, 2000, p. 22). Economic and Political Environment Economic environment refers to the overall economic state and condition of a given state or region. The general state and condition of the economy normally have considerable impact on the company’s decision making process (Salicru, 2010, p. 12). Countries/ regions with the sound economic condition and high consumer purchasing power generally attract a high number of investors. This does not mean that companies do not venture into areas which are unhealthy economic-wise and have lower consumer purchasing power. Adidas group has been able to develop products that suits different market segments (Salicru, 2010, p. 14). Understanding the pol itical environment of the targeted market is very important especially for companies venturing into foreign markets. Political environment encompasses government policies and regulations that could have a positive and negative impact on the marketing strategies (Chaneta, 2002, p. 23). Being a multinational company, Adidas has also entered into agreements and negotiations with different governments in matters related to laws and regulations (Dibb, Farhangmehr Simkin, 2001. P. 409). Technological Environment Technological environment comprises of computers and computer systems used to manage businesses today and the infrastructure that supports these systems and processes (De Mooij, 2005, p. 101). Changes in technology enhance the vibrancy and intricacy of the business environment (Cravens Piercy, 2006, p. 33), which increases the complexity of marketing strategy developed by businesses (Chaneta, 2002, p. 24). Adidas Company has a strong reputation for incorporating technology on it s product line. The company is planning to build on this reputation by introducing new product lines that incorporate advanced technology to improve the performance of athletes. For instance, introducing athlete shoes with embedded microprocessor to monitor, measure and provide data on the athlete’s body, terrain and body impact. The issue of cost will be very insignificant since Adidas has already developed Adidas 1 which incorporates a microprocessor. The innovative nature of Adidas products has helped the Adidas brand maintain its technological prowess in the global market (Kriemadis Terzoudis, 2007, p. 33; Dibb Farhangmehr Simkin, 2001. P. 411). Internal Environment Internal business environment refers to internal conditions that have considerable impact on the decision-making process and general well-being of the business (Salicru, 2010, p. 6). Internal environment includes organization culture, staff commitment and competence, and internal control and evaluation mecha nism (Chaneta, 2002, p. 28). Organizational culture could positively or negatively impact the formulation and implementation of the marketing strategy. This depends on the compatibility of the organizational culture with the environment. Innovative culture in Adidas Company has facilitated the formulation of credible strategies and smooth implementation of marketing strategies (Keegan, 2002, p. 77; Kriemadis Terzoudis 2007, p. 32). The company is well endowed with analytically competent staff. These employees are capable of analysing problems and opportunities and coming up with remedies and strategies for the same (Pulendran, Speed, Widing, 2003, p. 479). They are also able to use a number of analytical and marketing tools such as SWOT analysis, Ansoff matrix and product Lifecycle analysis among others. Analytical competency not only enhances the role of staff in strategic marketing but also increases the company’s autonomy (Salicru, 2010, p. 9). The company’s emplo yees are also loyal and highly committed and always put more effort during the formulation and implementation of the marketing strategies. Increased staff commitment ensures effective assessment and management of the marketing strategy (Huczynski Buchanan, 2007, p. 7). Strategy evaluation and monitoring process is very important because of the constant changes in the market and consumer preferences. Hence, efficient evaluation and monitoring process put in place by the company positively impacts marketing strategy (Keegan, 2002, p. 19). Corporate Capability Numerous studies have been carried out regarding the development of core competencies to improve the performance and competitive advantage of organizations. The resource-based theory of the firm emphasizes on both the tangible and intangible capabilities (Hall, 1993, p. 608). Therefore, the main responsibility of any organization is to establish those capabilities that give its competitive advantage over its rivals. These capabi lities are normally rare, intricate and implicit. They are rare because they are not easy to copy, intricate because they are related to a number of factors that are linked to greater consumer value and implicit because they are permanently entrenched in the company (Johnson Scholes, 1999, p. 5). According to Hall (1993, p. 611), the main building block for any form of business strategy is a core competency. However, according to him, core competency is different from capability. He defines core competence as the blend of technological entities and production expertise that forms the basis for all the products of any given company, for instance, the incorporation of technology (GPS tracking devise) in sportswear by Adidas company (Dibb, Farhangmehr Simkin, 2001. P. 411). Consider a company like Adidas which has moved from sporting footwear to global sporting apparel and footwear. Experts attribute the success of this company to its core competency in sportswear. However, they argu e that even though its core competency has significantly contributed to its success in the global sporting apparel and footwear industry, the success cannot be attributed to the underlying competence alone. After all there are other well known companies, for instance, Nike and Puma which are successful designers and producers of sporting apparel and footwear. Hence, what gives the company a competitive edge over the competitors is its focus on capabilities (Stalk, Evans, Shulman, 1992, p. 65; Dibb, Farhangmehr Simkin, 2001. P. 411). Some of the company’s capabilities include incorporation of technology in its products and product realization which entails studying the needs of the market and providing products that meet those needs (Stalk, Evans, Shulman, 1992, p. 66). From the above example it is apparent that core competencies and capabilities are two different but complementary features of corporate strategy. They highlight the behavioural aspect of marketing strategy a s opposed to the traditional structural dimension of marketing. Therefore, both core competency and capabilities represent the universal model of corporate strategy (Vorhies Harker, 2000, p. 155). Targeted Market Target market refers to the prospective customers of the company’s goods and services. In other words, target market is the group of individuals and businesses that are targeted for sales and marketing (McDonald, 2002, p. 33; Lauren, 1999, p. 3). Effective identification of the potential client base generally helps to identify marketing strategies that can be incorporated into the business plan. Once this group is identified the four P’s of marketing (that is price, product, place, and promotion) are applied to determine the best product or service that fits a particular market segment (De Mooij, 2005, p. 4). Adidas is also putting a lot of emphasis on the emerging new markets in Asia and Latin America. Adidas has already beaten Nike in some of the Asian mark ets such as Japan and India and are divided over the Chinese market. The group has also seen the rise in its sales volume in Latin America. Adidas group has achieved this by collaborating with the local apparel manufacturers, sports clubs and sports personalities. These collaborations have enabled them to easily acquire vital information of different market segments. For instance, in China most of the commercials and advertisements include the Chinese-American Basketball icon Yao Ming which has enabled the Adidas to gain inroad among the Chinese Youths. Adidas is also collaborating with the local sports fraternity to increase interest in sports. Initially, such gestures do not create a lot of buyers, but in the long-run it generates interest in sports and markets Adidas brands (Kriemadis Terzoudis 2007, p. 34; McDonald 2002, p. 6). Conclusion Marketing strategy is a process through which companies can make best use of opportunities to enhance sales and attain sustainable competitiv e advantage using the available scarce resources. Marketing strategies are normally based on consumer satisfaction models and are more effective when integrated into the business strategy. However, there are a number of factors that have significant impact on the formulation and implementation of marketing strategy. They include internal and external environment, corporate capabilities, targeted marketing, and the level of competition among others. Corporate capabilities dictate the behavioural aspect of marketing strategies. Environmental factors and competition can either represent opportunities or a threat to the existing market strategies. References Andreasen, A.R., Kotler, P. (2003). Strategic Marketing for Nonprofit Organizations. 6th ed. Englewood Cliffs, New Jersey: Prentice Hall Chaneta, I. (2002). Environments That Affect Marketing Management. Journal of Comprehensive Research, 7, 20-28. Claycomb, C., Germain, R., Droge, C. (2000). The effects of formal strategic market ing planning on the industrial firm’s configuration, structure, exchange patterns and performance. Industrial Marketing Management, 29, 219-234. Cravens, D.W., Piercy, N.F. (2006) Strategic marketing (8th ed.). Boston: McGraw Hill. De Mooij, M. (2005). Global Marketing and Advertising: Understanding Cultural  Paradoxes. Thousand Oaks: Sage Publications. Dibb, S., Farhangmehr, M. Simkin, L. (2001). The marketing planning experience: UK and Portuguese comparison. Marketing Intelligence and Planning, 19 (6), 409-417. Hall, R. (1993). A framework linking intangible resources and capabilities to sustainable competitive advantage. Strategic Management Journal, 14 (8), 607–18. Huczynski, A., Buchanan, D. (2007). Organizational Behaviour: an introductory text (6th ed). Harlow: Pearson/Prentice Hall. Johnson, G. Scholes, K. (1999). Exploring Corporate Strategy. Hemel, Hempstead: Prentice Hall Europe. Keegan, W.J. ( 2002). Global marketing management (7th ed.). New Jersey : Prentice Hall. Kotler, P., Armstrong, G. (1991). Principles of marketing. Englewood Cliffs, New Jersey: Prentice-Hall. Kotler, P., Armstrong, G. (2001). Principles of marketing (9th ed.). Eaglewood Cliffs, New Jersey :Printice Hall. Kotler, P., Armstrong, G. (2001). Principles of marketing (9th ed.) Eaglewood Cliffs, New Jersey: Printice Hall. Kriemadis, T., Terzoudis, C. (2007). Strategic Marketing Planning in the Sport Sector. Sport Management International Journal, 3(1), 27-45. Lauren, L. (1999). Why is a target Market Analysis Important. Georgia: Georgia Southern University. McDonald, M. H. B. (2002). Marketing Plans: How to Prepare them; How to  Use Them (5th ed.). London: Prentice Hall. Pulendran, S., Speed, R., Widing, RE. (2003). Marketing planning, market orientation and business performance. European Journal of Marketing, 37(3), 476-497. Salicru, S. (2010). The Process of Formulating and Implementing Market Strategy. San Francisco: Innovation Centre. Stalk, G., Eva ns, P., Shulman, L.E. (1992). Competing on Capabilities: The New Rules of Corporate Strategy. Harvard Business Review, 92209, 59-68. Vorhies, D.W., Harker, M. (2000). The capabilities and Performance Advantages of Market-Driven Firms: An Empirical Investigation. Australian Journal of Management, 25(2), 154-173.

Qu saber antes de pagar una fianza migratoria

Qu saber antes de pagar una fianza migratoria Si un familiar o un amigo que no es ciudadano es detenido podrà ­a quedar en libertad mientras se resuelve su caso mediante el pago de una fianza. Pero,  ¿quà © esperar en estos casos y quà © obligaciones se tienen si se deposita la fianza? En este artà ­culo encontrars toda la informacià ³n necesaria sobre fianzas de inmigracià ³n y su diferencia con las penales. Asà ­Ã‚  sabrs quà © esperar y quà © hacer en el caso de que se fije una fianza y decidas salir de fiador para obtener asà ­ la libertad de tu ser querido. Si una persona extranjera es detenida, qu tipo de fianzas pueden fijarse para que quede libre mientras no se resuelve su caso? Hay dos tipos de fianza que hay que tener en consideracià ³n y que son muy distintas.  Fianzas criminales, que son reguladas por el estado y se dan en los casos en los que una persona -ciudadana o extranjera, legal o indocumentada - es detenida y se le acusa de un delito.Y las fianzas de inmigracià ³n, que son reguladas por la ley federal y son civiles. Esto es, no se ha cometido un delito. Se fijan para lograr la libertad de un indocumentado que ha sido arrestado o detenido  pero no se le acusa de ningà ºn crimen (estar ilegalmente en Estados Unidos no es un delito, es una violacià ³n de las leyes migratorias).Es fundamental  saber de quà © tipo de fianza se trata. Ya que asuntos importantes como por ejemplo la forma de pago son distintos.  ¿Quà © hay que saber sobre  las fianzas criminales?Cualquier persona que comete un delito ser detenida. Dependiendo de la gravedad se fijar o no una fianza.Como regla general, si a la persona a la que se acusa de haber cometido un delito es extranjera y el crimen tiene la calificacià ³n de agravado (aggravated felony en inglà ©s) entonces como regla general no se fijar una fianza. Asà ­ sea una persona con estatus legal, como residente permanente o tenga una visa vlida.En los dems casos en los que el delito no es agravado se fijar o no una fianza atendiendo a factores como: Que la persona detenida no presenta ningà ºn riesgo para la comunidad. Para esto se tiene en cuenta el historial delictivo, si lo tuviera.  O si se ha rehabilitado.  Si hay razones para sospechar de que hay un riesgo de que se desaparezca   y no se presente cuando sea citado por la corte. Aquà ­ se tiene en cuenta por ejemplo si tiene familia en los Estados Unidos. Qu pasa cuando se pide una fianza criminal y hay tambin un hold de Inmigracin? Cuando una persona extranjera comete un delito puede suceder que se le fije una fianza criminal (por el delito).  Pero adems puede suceder que la fianza criminal tenga unida un hold de Inmigracià ³n. Esto generalmente quiere decir que cuando se resuelva el asunto delictivo, el caso pasar al ICE.   Con lo que la persona quedarà ­a detenida.Es por eso que en estos casos en los que se da al mismo tiempo la fianza criminal y el hold de inmigracià ³n es muy importante consultar con un abogado para ver cul es el mejor camino a seguir  antes de pagar la fianza criminal. Se trata de evitar pagar la fianza criminal pero no lograr la puesta en libertad de la persona, debido a que lo retiene Inmigracià ³n. Cundo se da el caso de una fianza de inmigracin? Cuando se detiene o arresta a una persona indocumentada pero que  no se ha cometido ningà ºn delito. Un extranjero que est detenido por ser ilegal pero no ha cometido ningn delito tiene derecho a que se le fije una fianza y tras su pago quedar libre hasta que se resuelva su caso? No, no siempre es posible. Se miran las circunstancias de cada caso, particularmente si tiene alguna posibilidad de arreglar su situacià ³n. Quin puede fijar la fianza de inmigracin? Un oficial del ICE, que es la agencia del gobierno encargada de arrestar o detener a extranjeros. Si el ICE no la fija en ocasiones se puede solicitar un audiencia ante un juez de inmigracià ³n.  Tambià ©n en algunos casos ser posible ir a una audiencia (hearings)  ante un juez para intentar obtener una rebaja en monto de la fianza fijada por el ICE.    ¿Cunto se demora de media el tiempo para presentarse ante Corte de inmigracià ³n? Cuntos tipos de fianzas de inmigracin hay? Una, que se conoce con el nombre de formulario I-352 del ICE. Pero admite cuatro variedades: G(1), que es lo que se conoce como Delivery Bond. Es la ms comà ºn.G(2), que se conoce como Public Safety Bond, para garantizar que si el extranjero es puesto en libertad y causa algà ºn gasto pà ºblico, el gobierno va a recuperar ese dinero.G(3), que se conoce como Voluntary Departure Bond.G(4), que se conoce como Order of Supervision Bond, o por sus siglas en inglà ©s OSUP. Garantiza que una persona extranjera se presenta ante un oficial del ERO cada vez que se le cita. Si se paga una fianza de inmigracin tipo delivery bond, qu es lo que se est garantizando? Este es probablemente el tipo de fianza migratoria ms frecuente. Su objetivo es  que la persona extranjera que ahora est detenida quede libre al pagar la fianza y pueda vivir con su familia y consultar ms libremente con un abogado mientras se decide su caso. La persona que paga este tipo de fianza migratoria se compromete a que el detenido que queda en libertad: Se va a presentar a TODAS las audiencias (hearings) para las que tenga una cita en la Corte de Inmigracià ³n. Si no se presenta, se enviar al obligor (la persona que salià ³ de fiador en la fianza)  un documento conocido como I-340 (Notice to Appear). Eso quiere decir que debe presentar en corte en la fecha que se le indique a la persona extranjera por la que ha dado la fianza. Si no lo hace, no podr recuperar la fianza. Y el extranjero tendr en su contra una orden de deportacià ³n dictada en absentia.Que va a comunicar todos los cambios de domicilio ySobre todo se garantiza que si al final se dicta en su contra una orden de deportacià ³n que va a salir del paà ­s dentro del plazo seà ±alado. Y es que cuando un juez ordena la remocià ³n de una persona esto no quiere decir que se le lleve de la Corte al aeropuerto y se le envà ­e ya a su paà ­s. Se puede apelar la orden de deportacià ³n de un juez. Si no se hace o se pierde la apelacià ³n entonces la persona que firmà ³ la fianza como obligor recibir el formulario I-340. En à ©l se le dir el dà ­a y la hora en la que debe entregar a la persona para la que dio la fianza para que sea deportada. Si no lo hace, perder el dinero de la fianza. Qu se garantiza con una fianza de inmigracin de la variedad voluntary departure? Se le da la opcià ³n de dejar los Estados Unidos dentro de un periodo de tiempo. Si efectivamente se cumple y se abandona el paà ­s dentro de la fecha fijada podr recuperarse la fianza.  Si el ICE o un juez fijan una fianza de inmigracià ³n,  ¿quià ©n la puede pagar? Se puede depositar la fianza de dos formas: Directamente un familiar o amigo del detenido que es ciudadano o residente permanente legal.En este caso hay que pagar la fianza al completo.A travà ©s de un agente (bondsman) o compaà ±Ãƒ ­a autorizados a negociar fianzas de inmigracià ³n.   Cunto cuesta contratar una fianza de inmigracin con un agente? Si se acude a un agente para el depà ³sito de la fianza de inmigracià ³n se est haciendo un contrato de la modalidad que se conoce como surety bond. Es un contrato que funciona de la siguiente manera. El agente (bondsman) garantiza a la Corte que el detenido, si dejado en libertad con fianza, se va a presentar a la corte y en su caso saldr del paà ­s si es ordenada la deportacià ³n. Por su parte,  el familiar o amigo del detenido  garantiza  al bondsman que el detenido asà ­ har.Sà ³lo se puede hacer este tipo de contratos con un agente o una compaà ±Ãƒ ­a que es a su vez agente de una aseguradora que tiene crà ©dito con el gobierno de Estados Unidos y que est autorizada a dar fianzas migratorias.   El costo de las de tipo migratorio puede ser muy diferente de agente a agente. Pero generalmente est entre el 15  y el 20  por ciento el premium inicial (el pago que se hace al principio).Una vez que se paga  el premium, eso no se  recupera. Es el costo del servicio. Por ejemplo, si la fianza es de $5,000 y el premium es de un 20  por ciento, pagas de costo inicial $1,000. Pero puede haber ms costos.  Por eso antes de contratar es importantà ­simo pedir precio a ms de un agente y  de preguntar, entre otras, lo siguiente:  ¿Hay que pagar por aplicar? ¿Existe costo de renovacià ³n anual y si lo hay, cunto es? ¿Existe un mà ­nimo de aà ±os que se est obligado a renovar  aunque el caso se acabe antes? ¿Cà ³mo se fija el costo que hay que pagar? ¿Es un porcentaje del total del monto de la fianza o es una cantidad fija? ¿Hay que  pagar una tarifa por implementacià ³n? Qu pasa si la persona que quiere ser fiador para que dejen en libertad a su ser querido no tienedinero para pagar el premium? Dependiendo de las  circunstancias y del bondsman, en algunos casos es posible financiar. Si se contrata con un bondsman para el pago de una fianza de inmigracin, se tienealguna responsabilidad econmica si la persona detenida al quedar en libertad no cumple con la Corte o con la orden de deportacin si llega a dictarse? Sà ­, si el detenido queda en libertad y a lo largo del proceso no cumple (por ejemplo, se ordena su deportacià ³n y no se va de Estados Unidos) entonces hay  que pagar por la totalidad de la fianza. En el ejemplo anterior la fianza se fijaba en  $5,000, y al contratar con el bondsman se pagaron  en concepto de premium inicial $1,000.   En caso de incumplimiento de la persona garantizada el fiador tendr que pagar  al bondsman los $4,000 restantes. Pero, cmo se garantiza el bondsman que se levaa pagar? Pues porque en el momento de firmar el contrato con el bondsman para que à ©ste procediera al depà ³sito del pago de la fianza se determinà ³ el  colateral. Qu es el colateral? Para pagar una fianza de inmigracià ³n a travà ©s de  un bondsman no sà ³lo se abona el premium inicial sino que hay que dejar  un colateral. Es una garantà ­a que sirve  asegurary  que el bondsman no pierde dinero en el caso de que  la persona para la que se da la fianza no cumple con su obligacià ³n de presentarse a las audiencias en corte o cumplir en su caso con una orden de deportacià ³n. En este caso  el bondsman no podrà ­a  recuperar la fianza, entonces va a cobrar ejecutando sus derechos sobre el colateral. Cunto puede ser el colateral? Pueden pedir que se garantice con el colateral la totalidad del dinero pedido como fianza, de hecho, eso es muy frecuente. O tambià ©n pueden solicitar una cantidad menor, como el 50 por ciento.Sin embargo, particularmente en esos casos de colateral no completo debe examinarse bien el contrato e incluso compararlo con lo que ofrecen otras agencias de fianzas. Hay que leer todo, incluso la letra pequeà ±a.Porque lo que a primera vista puede parecer una buena oferta, puede resultar a la larga que es caro. Por ejemplo, porque se pone como condicià ³n una prima de renovacià ³n anual muy alta o por un nà ºmero de aà ±os mà ­nimo que puede superar a los del caso. Qu puede darse como colateral? En realidad cualquier cosa de valor que acepte el bondsman. Generalmente va a ser una vivienda de la que se tiene tà ­tulo de propiedad, el auto, cualquier tipo de bienes raà ­ces, bonos del tesoro, etc. Algunos agentes incluso admiten el crà ©dito de una o varias tarjetas de crà ©dito, pertenecientes a una o varias personas. Cundo dura el colateral, es decir hasta cundo los bienes dados como colateral estn sujetos a esa obligacin? Hasta que la Corte notifica al bondsman que ya no tiene esa obligacià ³n. Es decir, que el caso se ha cerrado definitivamente y ha acabado de alguna de las siguientes maneras: Permitià ©ndose al inmigrante permanecer en Estados UnidosHa salido del paà ­s deportadoHa salido del paà ­s voluntariamente, en los casos en los que es posibleHa fallecidoLleva 30 dà ­as o ms detenido por un asunto local, estatal o federal. Una vez que se produce la notificacià ³n se har el papeleo para cancelar  el colateral. Cunto tiempo tarda la persona detenida en ser puesta en libertaduna vez que se paga la fianza? Depende del lugar donde està © detenida. Puede ir desde una hora a  a seis u ocho. Si sefirmaun contrato de fianza de inmigracin con un bondsman, cules son lasobligaciones? Pagar el premium inicial.Pagar el premiun de renovacià ³n anual si lo hay.Asegurarse de que el inmigrante acude a todas las citas con la corte y, si finalmente es acordada una deportacià ³n, que realmente se presenta para proceder a la misma.Responder con los bienes seà ±alados como colateral por la totalidad de la fianza de inmigracià ³n si el inmigrante al quedar en libertad no cumple con sus obligaciones de presentarse en corte   y cumplir con las à ³rdenes de un juez de inmigracià ³n, particularmente la de deportacià ³n, si es que llega a dictarse. En qu casos no se va a permitir una fianza? Cuando exista una orden de deportacià ³n previaCuando el detenido haya cumplido una condena por un delito de al menos un aà ±o en prisià ³nCuando se crea que hay un riesgo de no presentarse a las audiencias en corte o a una cita con un oficial de inmigracià ³n.Cuando se considere que es un riesgo  para la comunidad o para la seguridad de los Estados Unidos. Es posible que una persona que acaba de cruzar ilegalmente la frontera y es detenida pueda ser puesta en libertad despus de pagar fianza? Va a depender del caso. En la mayorà ­a ser muy difà ­cil. Pero desde luego que no es imposible. Si ya hay una orden de remocià ³n dictada contra el detenido, se complica la cosa, ya que sà ³lo ser posible si se lograr reabrir el caso, para lo cual hay que contar con un abogado.Si todavà ­a no hay orden de remocià ³n y se cree que puede haber una chance para tener un caso de inmigracià ³n, como por ejemplo tener un caso razonable de asilo, lo mejor es contactar con un abogado de inmigracià ³n de la zona en la que està © el centro de detencià ³n (Esta es la base de datos de abogados, se puede buscar por especializacià ³n y ubicacià ³n).  Si no se tiene dinero se puede checar con la pgina web del Bar Association del Estado y ver si ofrecen servicios pro bono para estos casos o con organizaciones sin fines de lucro como Catholic Charities. Qu sucede si ni el ICE ni el juez de inmigracin sealan una fianza? La persona detenida seguir estndolo, incluso por mucho tiempo hasta que se finalice su caso. O en algunos casos puede aceptar las alegaciones del ICE en su contra y obtener asà ­ una expulsià ³n (remocià ³n) de los Estados Unidos rpida. Antes de tomar una decisià ³n es muy conveniente meditarlo bien y conocer todas las posibles consecuencias, de una decisià ³n o de la otra. Qu es ELMO? Es un monitor electrà ³nico en forma de brazalete que se pone alrededor del tobillo. A veces para ser dejado en libertad es necesario llevar uno. Si la persona que lo lleva se aleja de su casa, sonar una alarma. Puede interesarte Si la persona que queda libre bajo fianza recibe una citacià ³n para presentarse en Corte pero se ha mudado a otro estado, resultndole complicado desplazarse puede entonces solicitar un cambio de corte migratoria. En casos de detenciones es importante contar con una buena asistencia legal. Esto es de promedio lo que cobran los abogados de Inmigracià ³n. Nota En esta pgina hay mucha informacià ³n sobre inmigracià ³n. Se puede utilizar la opcià ³n de search, en la parte superior, para buscar ms informacià ³n. Si no encuentras lo que buscas, infà ³rmate aquà ­ sobre cà ³mo proponer un tema para que se escriba un artà ­culo sobre à ©l. Lo dicho en este artà ­culo tiene sà ³lo carcter informativo. No es asesorà ­a legal. Para asesorarse, por favor contactar con un buen abogado reputado en el lugar en el que se reside.

Nursing Mentoring Program Assignment Example | Topics and Well Written Essays - 1000 words

Nursing Mentoring Program - Assignment Example After evaluation of the career development needs, next objective is to design an evidence-based mentoring program for the career development needs of the nursing staff working at the Jackson VA Medical Center.   3a. Arrange dialogues and meetings with clinical nurses and other employees working for some other mentoring program at the VA Medical Center in order to have their guidance during the development phase of the program.   3b. Take suggestions from the mentor and the colleagues for the development of an appropriate mentoring program.   3c. Review of the evidence-based literature related to the most effective mentoring programs.   3d. Carry out a detailed research on the effective pairing of mentors and mentee.   3e. Set specific criteria and develop the mentoring agreement for anyone who wants to serve as a mentor in order to promote quality mentoring. 3a. The inclusion of information obtained through the meetings and dialogues with the clinical nurses and employees along with minutes of the meetings in the clinical journal.   3b. Making use of relevant information gathered from the mentor and mentoring colleagues in the development of the mentoring program.   3c. The inclusion of the most recent literature and the annotated bibliography in the project’s PowerPoint presentation.   3d. The inclusion of the copy of an evidence-based mentoring program in the mentoring project.   3e. Documentation of results and inclusion of the dates and results of the review of the literature in the clinical journal.   3f. The inclusion of the copy of mentoring agreements and criteria for mentors and mentees in the clinical journal. Another objective is to evaluate the learning effectiveness of the student nurses who participated in the mentoring program at the Jackson VA Medical Center. 4a. In order to analyze the learning perceptions of the nurses, conduct an evidence-based literature review on appropriate questions of an assessment tool.   4b. Review the prepared draft with the mentor and the clinical nurse researcher.   4c. Consult the procedure of developing an assessment tool for the evaluation of the effectiveness of the mentoring program with the mentor and the clinical nurse researcher. 4c.   Develop an assessment tool not only to assess the efficacy of the mentoring program in meeting the academic needs of nurses but also to review the results of the learning process.   4d. Evaluate the results by consulting the assessment report with the mentor and the clinical nurse researcher.   

Strategic Management of Health Care Organizations Essay - 2

Strategic Management of Health Care Organizations - Essay Example o not use adaptive strategies to increase profits; they can use them to insure and increase future funding, program effectiveness, and client satisfaction (McNamara, 2007). However, are formal program evaluations necessary in organizations funded by federal and state resources? According to Milstein and Wetterhall (1999), evaluations are â€Å"essential†, despite that fact they are not preformed a regular basis. McNamara (2007) seems to agree with Milstein and Wetterhall and discusses myths of program evaluation and suggests these myths have caused a reduction in program evaluations. The first myth addresses the thought of too much â€Å"useless data† (McNamara, 2007). Often there uncertainties in what program information is necessary for an effective evaluation and useless information is collected (McNamara, 2007). However, during program planning, evaluation methods can be determined to avoid uncertainties and aid in a continual process of program evaluation by using outcome measures. The information gained using outcomes can assist in determining adaptive strategies for the organization (Ginter et al., 2002 and McNamara, 2007). For example, if an organization provides transportation for clients and outcome measures indicate that many clients are not able to use this program due to space limitation, the organization may consider expanding the scope of their transportation program. The second myth is the success and failure of a program (McNamara, 2007). Many individuals look at program evaluation as black and white, either right or wrong. On the contrary, effective program evaluation methods assist in identifying the strengths and weakness of a program. Evaluations can assist the organization in troubleshooting the weaknesses and strengthening the overall program. Using the previous example, the evaluation allowed the organization to see strengths and weakness in the transportation program. The community took advantage of the transportation program (strength)

Homeland Security Assignment Example | Topics and Well Written Essays - 750 words

Homeland Security - Assignment Example The character of confrontation has been changing ever since the Vietnam War when in the face of overwhelming firepower of the US, the enemy resorted to guerrilla warfare using the support of local population as one of the main strategies to hit and run. This technique has by now metamorphosed into mindless violence, undertaken by persons indoctrinated to the point of committing suicide while carrying out terrorist strikes. Given the innumerable points around the world and the points of entry into the USA, it is almost impossible to have one hundred percent, foolproof systems to detect, restrain or destroy such persons in good time. Such being the enormity of the task, it calls for constant vigilance and ever improving systems and procedures. The security breach that occurred at the Newark International Airport on Sunday, January 3, 2010, brings home the harsh reality of the potential human and systems failure simultaneously (Wilson, FOXNews.com). Or, take the case of the Nigerian who managed to board the flight from Amsterdam to Detroit on Christmas Eve. He evaded detection and almost succeeded in bombing the plane, using the explosives strapped inside his under-garments. It was only by luck that he was apprehended. Prior to the incident, he was on the suspect's list and his father had even warned the authorities of his radicalization; yet he managed to board the flight, confirming a failure of information sharing among the security agencies and airport security checking. That the price of freedom is eternal vigilance is once again proved by this episode.

Best Practice in Staff Training Processes

Best Practice in Staff Training Processes 1. INTRODUCTION People performance is a critical enabling factor that influences the potential of an organisation to achieve its objectives. Successful organisations ensure that they maintain an environment which enables the full potential of their people to be realised. They also ensure that they align their staff management objectives with the organisations objectives. Training is an important activity undertaken to ensure employees at all levels have the necessary skills to carry out their roles effectively and to ensure the achievement of the organisations objectives. Of fundamental importance is the identification of the value that training adds to the performance of the organisation. Specifically this relates to how the organisation decides what training is needed by its staff, how the training is carried out, how the organisation evaluates the effectiveness of its education and training activities and what processes are put in place to improve the delivery and effectiveness of education and training programs. The management of the organisation want to know: what training is required how training should be delivered. how the training improves the performance of the organisation Staff expect: targeted and job related training (for now and the future) to equip them to meet the expectations of the organisation defined outcomes as a result of training quality assurance of training materials and delivery techniques value for time spent in training At the time of the writing of this paper, few organisations in the parks industry: had a quantifiable means of measuring organisational performance outcomes had measured the current competence of employees had agreed arrangements in place to meet all their staff training needs. had a formal strategy for addressing staff training so that maximum cost benefits are attained from training had a quantifiable means of assessing the on-ground outcomes of staff training are innovative with regard to methods of making training delivery more efficient use training systems and expertise available in the wider training industry had accurate costings relating to training (salary, training delivery etc) Over the past 5 years there have been dramatic changes in the training arena. Many companies who once conducted their own training now recognise that training is not their core business and utilize the services of the fast developing training industry. This move is in keeping with the Federal Government Training Reform Agenda, aimed at increasing the competitiveness of Australian industry on the international market. The main outcomes from this agenda have been the development of National competency standards and associated training curriculum for a number of industry groups. Best practice in training staff for park management is required because both Federal and State Governments now require park management agencies to: focus on their core business identify key performance indicators and associated priority outcomes be accountable for the delivery of priority outcomes and direct expenditure accordingly apply sound business planning principles to program planning and budgeting evaluate alternative means of service delivery (such as outsourcing) enhance the sustainable management of the natural and cultural resources of parks provide a high standard of customer service and facilities continually improve performance (both financial performance and service delivery) have competent and effective staff. Park customers require parks agencies to: manage the natural and cultural resources of the park using the best possible techniques provide excellent customer service provide a range of recreational opportunities manage financial resources effectively and efficiently have competent and efficient staff This paper will discuss and explore: Best practice in staff training processes for park agencies The use of benchmarking as a tool in establishing best practice. Relevant terms are defined as: Staff training: the process of developing the skills of employees Competence:the ability to deliver a service to a prescribed minimum standard 2. DETERMINING BEST PRACTICE IN STAFF TRAINING PROCESSES 2.1 Methodology In 1995, ANZECC commenced the National Benchmarking and Best Practice Programs aimed at five key areas. The (then) Department of Conservation and Natural Resources, Victoria took the lead responsibility for determining the best practice framework for staff training. The objective of the project was to determine current best practice in training processes to assist agenices to develop training programs to meet their needs. The project scope covered: an examination of guidelines and procedures to guide workplace performance an examination of standards of performance (competency standards) training and development programs strategic framework for program development industrial context (relationship of training to pay/promotion etc) identification of learning outcomes, assessment criteria and delivery standards delivery arrangements (in-house or external) assessment practices relationship to formal training structures (State or National) monitoring of training outcomes (improved performance, cost-benefit analysis etc. The project was to result in a report which could be used by member agencies of ANZECC to introduce best practice training processes and to facilitate the development of quality standards (and common competencies) for training of staff involved in the management of National Parks and Protected areas. The report was also to contribute to the development of national training standards through NCRMIRG. The methodology used was to: Conduct initial research into training processes to produce an appropriate survey instrument. Communicate with, visit with or arrange joint meetings with member agencies of ANZECC to: apply the survey observe training initiatives and process Communicate with or visit external organisations with a record of innovation in delivering training programs Prepare a best practice report in consultation with participating agencies There were several project limitations. The project brief did not include a comparison of the content of training programs(as this has already been done by the Natural and Cultural Resources Management Industry Reference Group in its Curriculum Review) but rather required the examination of staff training processes from a strategic viewpoint. The project leaders time was limited to approximately one week and the report was limited to key points. Figure 1 Location of interviews Location Organisation Adelaide South Australian Department of Environment and Natural Resources Sydney New South Wales National Parks and Wildlife Service Melbourne Tasmanian Department of Environment and Land Management, Victorian Department of Conservation and Natural Resources (name at the time of interview), Australian Fire Authorities Council Phone survey Queensland Department of Environment and Heritage, ACT Department of Urban Services Parks and Conservation. 2.2 Best Practice in Staff Training Processes Initial research was conducted into findings of previous benchmarking projects on staff training and into current concepts of best practice in staff training. It revealed that most organisations measure and assess training inputs rather than training outputs (or how the training was conducted rather than the benefit gained through training). No park agencies and very few other organisations maintain thorough accounting records of staff training and are able to conduct a comprehensive cost benefit analysis of training effectiveness (although some agencies have conducted a cost-benefit analysis of individual courses. Cost benefit analysis is undertaken in the tertiary education sector but the process used is not valid for measuring staff training in organisations for whom training is not core business. 3.1.1 Organisations vision, mission and key performance indicators. The organisations vision, mission and key performance indicators are determined and programs to meet these objectives are planned. The period over which these apply varies with individual organisations. A common factor is that they are reviewed annually as a part of the business/budget planning process. As the performance of staff is a major influence on organisational performance, it is important that the training process is closely linked with the business planning process. 3.1.2 Identification of required competencies for program delivery The organisations key performance indicators (or critical success factors) set a standard against which the performance of the organisation is measured. Programs to meet these standards are developed. The organisation must have access to specific competencies to effectively deliver the required programs and these are determined. Routine competencies required by individual staff are included. Looking ahead to the long term achievement of the organisations vision and mission, competencies required to deliver anticipated work programs in the future are also identified 3.1.3 Identification of current competence of workforce Having determined the competencies required to meet its objectives, the organisation then determines the competencies that exist within its workforce. These are obtained through two means through an analysis of the current performance of staff (annual performance review) and through the identification of the current skill levels staff. Current performance of staff Most organisations now have a performance review process through which the current performance of staff is assessed. Individual staff and workgroups are now required to deliver defined outcomes. Achievement of satisfactory outcomes usually (but not always) indicates a satisfactory level of competence in the task. The non-achievement of outcomes may be attributed to a number of factors. Lack of competence is one factor (amongst others) which may have caused poor performance. A usual part of the performance review process is the identification (by the staff member or their supervisor) of competencies yet to be attained and a plan for their attainment. Assessment of current competence. For the organisation to effectively manage the deployment of their human resources, it is necessary to assess the current competencies held by staff. Stored on a data base, this information is then readily available for use when assigning tasks. The best means of maintaining this data base is to utilize the type of system recommended through the National Training Reform Agenda, where competencies are defined, staff assessed against these and the information is recorded on a data base Assessment of current competence is only effective if the defined competencies have a standard of performance against which the capabilities of the staff can be assessed. This type of assessment is criterion based where the subjectivity of the assessment process is reduced. The process must be well managed and the data base kept current. The maintenance and use of such a data base has two purposes. If the current competence of staff is ascertained prior to delivery of programs, the likelihood of poor performance in program delivery, as a result of lack of competence, is reduced. In addition, the assigning of staff to tasks for which they are not competent may have legal ramifications (for example, Occupational Health and Safety breaches) at a later stage. 3.1.4 Identification of competency gap. Once the competencies held by the workforce are determined, they are measured against those required by the organisation. A gap is identified between the required competencies of the organisation and the existing competencies of its workforce. Traditionally this was considered to be the organisations training needs. Nowadays a wider range of options for closing this gap are considered. 3.1.5 Plan for bridging competency gap The organisation identifies the means by which it intends to obtain the competencies identified by the gap between the required organisational competencies and those held in the existing workforce. This is usually called a workforce management plan. Options for obtaining the required competencies include outsourcing, job redesign or redistribution, recruitment or the training and development of existing staff. Factors influencing the selection of the appropriate option are the cost-benefit analysis, current management constraints and the current Government direction with regard to workforce management. The organisation also needs to look beyond the current budget/business planning cycle to the long term achievement of its vision and mission. It needs to plan to have the necessary competencies (either within or outside the current workforce) for the delivery of future programs (succession planning). This information is invaluable to staff when making personal development/career choices 3.1.6 Organisations training needs The organisations training needs are derived from the above process. They are the required competencies of the organisation, not held by the current staff, for which the training of current staff has been determined as the best means of obtaining them. Training needs are identified and priorities determined as a part of the organisations normal business planning process and as such are reviewed annually. 3.2 STRATEGY FOR RESOURCING THE TRAINING For the organisations training needs to be met efficiently and effectively, there needs to be a clear strategy which addresses the allocation of resources to provide the training. This strategy indicates the level of commitment of the organisation to meet its training needs. Without this statement and a commitment from senior management, the issue of resourcing often arises to become the major impediment to the organisation satisfactorily meeting its training needs. Training resources can be categorised into financial resources, physical resources and human resources. 3.2.1 Financing the training Determining who pays for the training development and delivery is important and clarification of this issue up-front will reduce the incidence of later issues arising. When preparing business plans/budgets, the responsibility for the delivery of the organisations programs is allocated to a particular part of the organisation. This part of the organisation should also ensure that the required training for the delivery of the organisations program is determined and funding for training allocated appropriately. The continuing debate within a number of the ANZECC agencies relating to corporate versus technical training can be resolved by the application of this model. Where the training need is one identified by an individual or their supervisor, and it relates to a routine part of the persons job, then the funding for training should be built into the budget for that job. Where the training need is identified by management and is one which is aimed to impart a change across the organisation, such as the need to train people following the introduction of new technology or a cultural change, then the funding for training should be built into the budget for introducing the change. Budget issues can arise when corporate change training programs are imposed without making the appropriate funding arrangements. 3.2.2 Physical resources Physical resources required for training include the training materials (curriculum, lesson plans, videos, self paced packages etc) and the physical environment for the delivery of formal training. It must be recognised that training is not the core business of most organisations and substantial investment in the development of training materials and training facilities is not considered a wise investment. Fortunately, in recent years, training has become an established growth industry of its own. In most situations it is now not necessary for the organisation to invest in the development of training material or training facilities as there is a wide range of resources available through organisations for whom training IS core business. These include other like organisations, TAFE colleges, universities, local schools, local community training organisations and the increasing number of registered and non-registered private training providers and consultants. The best way of obtaining the necessary physical resources (materials, facilities etc) for training is to obtain them on a needs basis. By integrating the organisations training requirements with those of the wider training community, training becomes more efficient and duplication of effort is reduced. 3.2.3 Human resources Best practice organisations have a culture of continuous learning and are clear about the level of staff involvement expected in the training process. Rather than being the responsibility of a designated training department, training is everybodys responsibility. A primary motivator for individuals to accept this responsibility is need. Through the competency assessment, the individual has identified a need for training in the routine aspects of their work and is more likely to accept the responsibility for organising or participating in training to meet that need. For corporate change training, the individuals need has not been identified and it should be remembered that that person is therefore less likely to be motivated to organise or participate in the required training. In this case it is unrealistic to expect staff to drive their own involvement. Best practice organisations establish a culture where the individual is responsible to a large extent for identifying their own training needs and organising/enrolling in the appropriate training. Such a culture requires the support of a relevant system. The embodiment of learning organisation culture does not negate the need for training roles and responsibilities to be clearly defined. For the organisations training needs to be accurately identified and the training resources available in the wider training industry to be effectively integrated, an appropriate training specialist or specialist team is required to manage training. The training specialist/team will be able to provide staff with adequate systems and information for them to be able to: integrate training with the organisations business planning/budget development process identify their own training needs and those of their staff access a range of relevant training options develop individual training plans based on identified training needs and career aspirations. 3.3 DEVELOPMENT AND DELIVERY OF THE TRAINING Best practice for the development and delivery of training has been well documented. The model below has widespread use throughout the training industry and is used by the National Training Reform Agenda. 3.3.1 Training needs The identification of training needs was identified in Section 3.1. Training needs are identified in terms that are behavioural (measurable or quantifiable). Cultural change objectives are also quantified so that their achievement can be measured. 3.3.2 Modular training framework For each identified competency there is a training module which will train staff in the necessary skills and knowledge to be able to meet the standard prescribed for that competency. A module specification (the written specification of training outcomes, assessment methods and delivery modes) exists for each module to ensure that it is delivered to a prescribed minimum standard. Module specifications are regularly reviewed to ensure that they match the training requirements of the relevant competency standard. The training is accredited, where possible, by a State or National training authority. Accreditation provides quality assurance for content, delivery and assessment. The employee gains formal recognition and other benefits for the training completed. Training delivery is through appropriate providers. If the training delivery is to be contracted out then the training specification is included as a contract specification. Providers are regularly evaluated for effectiveness and cost efficiency of delivery. 3.3.3 Flexible delivery arrangements The training is located as close to the workplace in order to reduce the amount of time spent in travel and off the job. It is delivered in conditions as close as possible to the normal work situation to ensure relevance of the training to the job. The more flexible modes of delivery, such as distance learning packages (self paced), open learning schemes and computer based training packages are used. The different learning styles and speeds of individuals are catered for. The relevance of the content and delivery standards are monitored against the module specification. Delivery is by instructors who are trained as trainers and are also experienced in the subject matter. 3.3.4 Assessment of learning outcomes Assessment of the individuals achievement of the learning outcomes (as prescribed in the specification) is conducted during and following the learning process. Assessment is criterion based and is applied only by those who are competent in its use and who are authorised by the organisation to conduct assessments. 3.4 APPLICATION AND EVALUATION OF TRAINING The trainee is given the opportunity to practice using the new skills on the job under supervision by the supervisor or an appropriate mentor. The complexity of the work situation where the new skills are to be applied is managed so that the application progresses from the simple to the complex. Problems in the application of the new competencies are addressed at an early stage. A final assessment of the application of the new competencies occurs during the performance review phase of program delivery where the delivery of the required job outcomes, to the required standard, is assessed. Where work does not meet the agreed standards, the reason for this shortfall is sought. If lack of competence is the reason, the extent of training required to become competent is determined and the person either referred to further practice under the guidance of a supervisor or mentor or the workforce management planning process revisited. 5. CHARACTERISTICS OF ORGANISATIONS WHO PRACTICE BEST PRACTICE IN TRAINING PROCESSES Organisations who are leaders in training have the following characteristics: Senior management understanding of and support for the role training plays in the overall business context. A vision, mission and key performance indicators. A formal link between training and the business planning process (priorities, funding and responsibility). A training specialist employed to integrate organisational training requirements with the services provided by the external training industry. Defined competency standards and assessment system. A workforce management strategy which addresses how to bridge the competency gap. Use a modular approach to meet specific training needs (eg National Training Framework). Use flexible delivery methods and measure learning outcomes at the end of the training. Appraise application of competencies on-the-job (performance appraisal system). Evaluate the benefit training provides to both the individual and to the organisation. CASE STUDIES The following are case studies of the application of best practice in training processes and have been selected from a range of suitable case studies. CASE STUDY 1 DEPARTMENT OF ENVIRONMENT AND NATURAL RESOURCES, SOUTH AUSTRALIA PERFORMANCE MANAGEMENT PROGRAM The Department of Environment and Natural Resources, South Australia has introduced a Performance Management Program for all Departmental employees as a part of its overall framework for organisational change. The Performance Management Program aims for continuous corporate performance improvement through the following process: The individuals Performance Management Program is directly linked to the Departments broad strategic goals, the Groups (Division) objectives and the District/Branchs action plans. Performance is assessed at each level on delivery of outcomes. Within the Performance Management Plans, responsibility for delivery of outcomes and for determining and acquiring work skills is clearly defined and documented Line managers are required to: help staff to identify the skill and knowledge required to do their job effectively support staff to establish and meet their individual/team development plan Individuals are responsible for: identifying the skills, knowledge and support they need to do their job effectively work out an individual/team development plan that is linked to performance review the plan regularly. Assessment of training outcomes is based on delivery of required job outcomes. Funding for training is program based. CASE STUDY 2 NATIONAL PARKS SERVICE (DEPARTMENT OF NATURAL RESOURCES AND ENVIRONMENT), VICTORIA COMPETENCY SURVEY AND DETERMINATION OF TRAINING PRIORITIES FOR ROUTINE TRAINING The National Parks Service (Department of Natural Resources and Environment, Victoria) has developed a framework to deal with the routine training of all staff. In the absence of a set of relevant National competency standards, a comprehensive set of in-house competency standards have been developed covering all aspects of work within the Service. The standards were developed from existing Departmental procedural documents which prescribed the standard of most work within the service. They also related to existing relevant National competency standards such as those from the Tourism and Hospitality industry, the Public Administration sector and the Fire industry. The competency standards were aligned with the Departments Performance and Remuneration Management (PaRM) system and with the Australian Standards Framework. Where possible, the standard referred to an existing NPS or NR+E procedure or guideline. All staff were surveyed against the standards selecting those that applied to their job and career aspirations and then, in conjunction with colleagues and supervisor, compared their current performance with that required by the standards. The end result of the process was an individual training plan listing a range of developmental activities the person was required to take responsibility for plus a list of training needs requiring external facilitation (ie courses). The results of the survey were entered on a spreadsheet and, in consultation with management, priorities for training determined for each park, local areas and the State. CASE STUDY 3 AUSTRALIAN FIRE AUTHORITIES COUNCIL NATIONAL FIREFIGHTING COMPETENCY STANDARDS AND TRAINING COURSES The developments of the Australian Fire Authorities Council (AFAC) have, since 1992, been at the forefront of training developments resulting from the National Training Reform Agenda. AFAC has developed a comprehensive set of generic competency standards which apply to all work conducted within the fire agencies of Australia, including metropolitan, rural volunteer and land management agencies such as the member agencies of ANZECC. The competency standards are arranged in six levels ranging from recruit level to executive level and align with levels 2 to 7 of the Australian Standards Framework. Individual agencies determine the selection of competency standards which apply to their personnel, recognising that the needs of individuals within each organisation vary according to their geographic location and job requirements. Aligned with five levels of the competency standards are five Nationally accredited courses ranging from Certificate II to Advanced Diploma levels. The courses can be delivered in their entirety or by individual modules, of which there are over 200. Training can only be delivered by registered providers and each fire agency either gained registration, formed a partnership with a TAFE college or arranged to contract in an appropriate provider. Instructors must have completed an instructor module or equivalent and have met the requirements of the relevant module. Recognising that the outcomes of training, rather than the input, are most important, a comprehensive National assessor program was established to ensure that assessment practices both within and across agencies were comparable. The assessment process includes Recognition of Prior Learning or RPL where a person who can demonstrate current expertise in the content of a module may be granted credit for that module. One of the most significant parts of the program is the development of distance learning packages for a range of modules. These packages mean that the training can be delivered in the workplace without added costs for travel, accommodation and time lost from work. The courses were developed with a substantial consultation process and are regularly reviewed for relevance. The development of the competency standards, accredited courses and the distance packages bring significant benefits to the fire industry. Firefighters from a range of agencies are now closer to using similar language and techniques and their qualifications are portable across agencies. The material is flexible in design and is intended to be used on a needs basis by individual fire agencies. CASE STUDY 4 DEPARTMENT OF PARKS, WILDLIFE AND HERITAGE, TASMANIA PARK RANGER CBT PILOT PROJECT The Department of Parks, Wildlife and Heritage in Tasmania has been involved in the development of a competency-based course of training for park rangers. The project was conducted by the Department of Industrial Relations and Train Best Practice in Staff Training Processes Best Practice in Staff Training Processes 1. INTRODUCTION People performance is a critical enabling factor that influences the potential of an organisation to achieve its objectives. Successful organisations ensure that they maintain an environment which enables the full potential of their people to be realised. They also ensure that they align their staff management objectives with the organisations objectives. Training is an important activity undertaken to ensure employees at all levels have the necessary skills to carry out their roles effectively and to ensure the achievement of the organisations objectives. Of fundamental importance is the identification of the value that training adds to the performance of the organisation. Specifically this relates to how the organisation decides what training is needed by its staff, how the training is carried out, how the organisation evaluates the effectiveness of its education and training activities and what processes are put in place to improve the delivery and effectiveness of education and training programs. The management of the organisation want to know: what training is required how training should be delivered. how the training improves the performance of the organisation Staff expect: targeted and job related training (for now and the future) to equip them to meet the expectations of the organisation defined outcomes as a result of training quality assurance of training materials and delivery techniques value for time spent in training At the time of the writing of this paper, few organisations in the parks industry: had a quantifiable means of measuring organisational performance outcomes had measured the current competence of employees had agreed arrangements in place to meet all their staff training needs. had a formal strategy for addressing staff training so that maximum cost benefits are attained from training had a quantifiable means of assessing the on-ground outcomes of staff training are innovative with regard to methods of making training delivery more efficient use training systems and expertise available in the wider training industry had accurate costings relating to training (salary, training delivery etc) Over the past 5 years there have been dramatic changes in the training arena. Many companies who once conducted their own training now recognise that training is not their core business and utilize the services of the fast developing training industry. This move is in keeping with the Federal Government Training Reform Agenda, aimed at increasing the competitiveness of Australian industry on the international market. The main outcomes from this agenda have been the development of National competency standards and associated training curriculum for a number of industry groups. Best practice in training staff for park management is required because both Federal and State Governments now require park management agencies to: focus on their core business identify key performance indicators and associated priority outcomes be accountable for the delivery of priority outcomes and direct expenditure accordingly apply sound business planning principles to program planning and budgeting evaluate alternative means of service delivery (such as outsourcing) enhance the sustainable management of the natural and cultural resources of parks provide a high standard of customer service and facilities continually improve performance (both financial performance and service delivery) have competent and effective staff. Park customers require parks agencies to: manage the natural and cultural resources of the park using the best possible techniques provide excellent customer service provide a range of recreational opportunities manage financial resources effectively and efficiently have competent and efficient staff This paper will discuss and explore: Best practice in staff training processes for park agencies The use of benchmarking as a tool in establishing best practice. Relevant terms are defined as: Staff training: the process of developing the skills of employees Competence:the ability to deliver a service to a prescribed minimum standard 2. DETERMINING BEST PRACTICE IN STAFF TRAINING PROCESSES 2.1 Methodology In 1995, ANZECC commenced the National Benchmarking and Best Practice Programs aimed at five key areas. The (then) Department of Conservation and Natural Resources, Victoria took the lead responsibility for determining the best practice framework for staff training. The objective of the project was to determine current best practice in training processes to assist agenices to develop training programs to meet their needs. The project scope covered: an examination of guidelines and procedures to guide workplace performance an examination of standards of performance (competency standards) training and development programs strategic framework for program development industrial context (relationship of training to pay/promotion etc) identification of learning outcomes, assessment criteria and delivery standards delivery arrangements (in-house or external) assessment practices relationship to formal training structures (State or National) monitoring of training outcomes (improved performance, cost-benefit analysis etc. The project was to result in a report which could be used by member agencies of ANZECC to introduce best practice training processes and to facilitate the development of quality standards (and common competencies) for training of staff involved in the management of National Parks and Protected areas. The report was also to contribute to the development of national training standards through NCRMIRG. The methodology used was to: Conduct initial research into training processes to produce an appropriate survey instrument. Communicate with, visit with or arrange joint meetings with member agencies of ANZECC to: apply the survey observe training initiatives and process Communicate with or visit external organisations with a record of innovation in delivering training programs Prepare a best practice report in consultation with participating agencies There were several project limitations. The project brief did not include a comparison of the content of training programs(as this has already been done by the Natural and Cultural Resources Management Industry Reference Group in its Curriculum Review) but rather required the examination of staff training processes from a strategic viewpoint. The project leaders time was limited to approximately one week and the report was limited to key points. Figure 1 Location of interviews Location Organisation Adelaide South Australian Department of Environment and Natural Resources Sydney New South Wales National Parks and Wildlife Service Melbourne Tasmanian Department of Environment and Land Management, Victorian Department of Conservation and Natural Resources (name at the time of interview), Australian Fire Authorities Council Phone survey Queensland Department of Environment and Heritage, ACT Department of Urban Services Parks and Conservation. 2.2 Best Practice in Staff Training Processes Initial research was conducted into findings of previous benchmarking projects on staff training and into current concepts of best practice in staff training. It revealed that most organisations measure and assess training inputs rather than training outputs (or how the training was conducted rather than the benefit gained through training). No park agencies and very few other organisations maintain thorough accounting records of staff training and are able to conduct a comprehensive cost benefit analysis of training effectiveness (although some agencies have conducted a cost-benefit analysis of individual courses. Cost benefit analysis is undertaken in the tertiary education sector but the process used is not valid for measuring staff training in organisations for whom training is not core business. 3.1.1 Organisations vision, mission and key performance indicators. The organisations vision, mission and key performance indicators are determined and programs to meet these objectives are planned. The period over which these apply varies with individual organisations. A common factor is that they are reviewed annually as a part of the business/budget planning process. As the performance of staff is a major influence on organisational performance, it is important that the training process is closely linked with the business planning process. 3.1.2 Identification of required competencies for program delivery The organisations key performance indicators (or critical success factors) set a standard against which the performance of the organisation is measured. Programs to meet these standards are developed. The organisation must have access to specific competencies to effectively deliver the required programs and these are determined. Routine competencies required by individual staff are included. Looking ahead to the long term achievement of the organisations vision and mission, competencies required to deliver anticipated work programs in the future are also identified 3.1.3 Identification of current competence of workforce Having determined the competencies required to meet its objectives, the organisation then determines the competencies that exist within its workforce. These are obtained through two means through an analysis of the current performance of staff (annual performance review) and through the identification of the current skill levels staff. Current performance of staff Most organisations now have a performance review process through which the current performance of staff is assessed. Individual staff and workgroups are now required to deliver defined outcomes. Achievement of satisfactory outcomes usually (but not always) indicates a satisfactory level of competence in the task. The non-achievement of outcomes may be attributed to a number of factors. Lack of competence is one factor (amongst others) which may have caused poor performance. A usual part of the performance review process is the identification (by the staff member or their supervisor) of competencies yet to be attained and a plan for their attainment. Assessment of current competence. For the organisation to effectively manage the deployment of their human resources, it is necessary to assess the current competencies held by staff. Stored on a data base, this information is then readily available for use when assigning tasks. The best means of maintaining this data base is to utilize the type of system recommended through the National Training Reform Agenda, where competencies are defined, staff assessed against these and the information is recorded on a data base Assessment of current competence is only effective if the defined competencies have a standard of performance against which the capabilities of the staff can be assessed. This type of assessment is criterion based where the subjectivity of the assessment process is reduced. The process must be well managed and the data base kept current. The maintenance and use of such a data base has two purposes. If the current competence of staff is ascertained prior to delivery of programs, the likelihood of poor performance in program delivery, as a result of lack of competence, is reduced. In addition, the assigning of staff to tasks for which they are not competent may have legal ramifications (for example, Occupational Health and Safety breaches) at a later stage. 3.1.4 Identification of competency gap. Once the competencies held by the workforce are determined, they are measured against those required by the organisation. A gap is identified between the required competencies of the organisation and the existing competencies of its workforce. Traditionally this was considered to be the organisations training needs. Nowadays a wider range of options for closing this gap are considered. 3.1.5 Plan for bridging competency gap The organisation identifies the means by which it intends to obtain the competencies identified by the gap between the required organisational competencies and those held in the existing workforce. This is usually called a workforce management plan. Options for obtaining the required competencies include outsourcing, job redesign or redistribution, recruitment or the training and development of existing staff. Factors influencing the selection of the appropriate option are the cost-benefit analysis, current management constraints and the current Government direction with regard to workforce management. The organisation also needs to look beyond the current budget/business planning cycle to the long term achievement of its vision and mission. It needs to plan to have the necessary competencies (either within or outside the current workforce) for the delivery of future programs (succession planning). This information is invaluable to staff when making personal development/career choices 3.1.6 Organisations training needs The organisations training needs are derived from the above process. They are the required competencies of the organisation, not held by the current staff, for which the training of current staff has been determined as the best means of obtaining them. Training needs are identified and priorities determined as a part of the organisations normal business planning process and as such are reviewed annually. 3.2 STRATEGY FOR RESOURCING THE TRAINING For the organisations training needs to be met efficiently and effectively, there needs to be a clear strategy which addresses the allocation of resources to provide the training. This strategy indicates the level of commitment of the organisation to meet its training needs. Without this statement and a commitment from senior management, the issue of resourcing often arises to become the major impediment to the organisation satisfactorily meeting its training needs. Training resources can be categorised into financial resources, physical resources and human resources. 3.2.1 Financing the training Determining who pays for the training development and delivery is important and clarification of this issue up-front will reduce the incidence of later issues arising. When preparing business plans/budgets, the responsibility for the delivery of the organisations programs is allocated to a particular part of the organisation. This part of the organisation should also ensure that the required training for the delivery of the organisations program is determined and funding for training allocated appropriately. The continuing debate within a number of the ANZECC agencies relating to corporate versus technical training can be resolved by the application of this model. Where the training need is one identified by an individual or their supervisor, and it relates to a routine part of the persons job, then the funding for training should be built into the budget for that job. Where the training need is identified by management and is one which is aimed to impart a change across the organisation, such as the need to train people following the introduction of new technology or a cultural change, then the funding for training should be built into the budget for introducing the change. Budget issues can arise when corporate change training programs are imposed without making the appropriate funding arrangements. 3.2.2 Physical resources Physical resources required for training include the training materials (curriculum, lesson plans, videos, self paced packages etc) and the physical environment for the delivery of formal training. It must be recognised that training is not the core business of most organisations and substantial investment in the development of training materials and training facilities is not considered a wise investment. Fortunately, in recent years, training has become an established growth industry of its own. In most situations it is now not necessary for the organisation to invest in the development of training material or training facilities as there is a wide range of resources available through organisations for whom training IS core business. These include other like organisations, TAFE colleges, universities, local schools, local community training organisations and the increasing number of registered and non-registered private training providers and consultants. The best way of obtaining the necessary physical resources (materials, facilities etc) for training is to obtain them on a needs basis. By integrating the organisations training requirements with those of the wider training community, training becomes more efficient and duplication of effort is reduced. 3.2.3 Human resources Best practice organisations have a culture of continuous learning and are clear about the level of staff involvement expected in the training process. Rather than being the responsibility of a designated training department, training is everybodys responsibility. A primary motivator for individuals to accept this responsibility is need. Through the competency assessment, the individual has identified a need for training in the routine aspects of their work and is more likely to accept the responsibility for organising or participating in training to meet that need. For corporate change training, the individuals need has not been identified and it should be remembered that that person is therefore less likely to be motivated to organise or participate in the required training. In this case it is unrealistic to expect staff to drive their own involvement. Best practice organisations establish a culture where the individual is responsible to a large extent for identifying their own training needs and organising/enrolling in the appropriate training. Such a culture requires the support of a relevant system. The embodiment of learning organisation culture does not negate the need for training roles and responsibilities to be clearly defined. For the organisations training needs to be accurately identified and the training resources available in the wider training industry to be effectively integrated, an appropriate training specialist or specialist team is required to manage training. The training specialist/team will be able to provide staff with adequate systems and information for them to be able to: integrate training with the organisations business planning/budget development process identify their own training needs and those of their staff access a range of relevant training options develop individual training plans based on identified training needs and career aspirations. 3.3 DEVELOPMENT AND DELIVERY OF THE TRAINING Best practice for the development and delivery of training has been well documented. The model below has widespread use throughout the training industry and is used by the National Training Reform Agenda. 3.3.1 Training needs The identification of training needs was identified in Section 3.1. Training needs are identified in terms that are behavioural (measurable or quantifiable). Cultural change objectives are also quantified so that their achievement can be measured. 3.3.2 Modular training framework For each identified competency there is a training module which will train staff in the necessary skills and knowledge to be able to meet the standard prescribed for that competency. A module specification (the written specification of training outcomes, assessment methods and delivery modes) exists for each module to ensure that it is delivered to a prescribed minimum standard. Module specifications are regularly reviewed to ensure that they match the training requirements of the relevant competency standard. The training is accredited, where possible, by a State or National training authority. Accreditation provides quality assurance for content, delivery and assessment. The employee gains formal recognition and other benefits for the training completed. Training delivery is through appropriate providers. If the training delivery is to be contracted out then the training specification is included as a contract specification. Providers are regularly evaluated for effectiveness and cost efficiency of delivery. 3.3.3 Flexible delivery arrangements The training is located as close to the workplace in order to reduce the amount of time spent in travel and off the job. It is delivered in conditions as close as possible to the normal work situation to ensure relevance of the training to the job. The more flexible modes of delivery, such as distance learning packages (self paced), open learning schemes and computer based training packages are used. The different learning styles and speeds of individuals are catered for. The relevance of the content and delivery standards are monitored against the module specification. Delivery is by instructors who are trained as trainers and are also experienced in the subject matter. 3.3.4 Assessment of learning outcomes Assessment of the individuals achievement of the learning outcomes (as prescribed in the specification) is conducted during and following the learning process. Assessment is criterion based and is applied only by those who are competent in its use and who are authorised by the organisation to conduct assessments. 3.4 APPLICATION AND EVALUATION OF TRAINING The trainee is given the opportunity to practice using the new skills on the job under supervision by the supervisor or an appropriate mentor. The complexity of the work situation where the new skills are to be applied is managed so that the application progresses from the simple to the complex. Problems in the application of the new competencies are addressed at an early stage. A final assessment of the application of the new competencies occurs during the performance review phase of program delivery where the delivery of the required job outcomes, to the required standard, is assessed. Where work does not meet the agreed standards, the reason for this shortfall is sought. If lack of competence is the reason, the extent of training required to become competent is determined and the person either referred to further practice under the guidance of a supervisor or mentor or the workforce management planning process revisited. 5. CHARACTERISTICS OF ORGANISATIONS WHO PRACTICE BEST PRACTICE IN TRAINING PROCESSES Organisations who are leaders in training have the following characteristics: Senior management understanding of and support for the role training plays in the overall business context. A vision, mission and key performance indicators. A formal link between training and the business planning process (priorities, funding and responsibility). A training specialist employed to integrate organisational training requirements with the services provided by the external training industry. Defined competency standards and assessment system. A workforce management strategy which addresses how to bridge the competency gap. Use a modular approach to meet specific training needs (eg National Training Framework). Use flexible delivery methods and measure learning outcomes at the end of the training. Appraise application of competencies on-the-job (performance appraisal system). Evaluate the benefit training provides to both the individual and to the organisation. CASE STUDIES The following are case studies of the application of best practice in training processes and have been selected from a range of suitable case studies. CASE STUDY 1 DEPARTMENT OF ENVIRONMENT AND NATURAL RESOURCES, SOUTH AUSTRALIA PERFORMANCE MANAGEMENT PROGRAM The Department of Environment and Natural Resources, South Australia has introduced a Performance Management Program for all Departmental employees as a part of its overall framework for organisational change. The Performance Management Program aims for continuous corporate performance improvement through the following process: The individuals Performance Management Program is directly linked to the Departments broad strategic goals, the Groups (Division) objectives and the District/Branchs action plans. Performance is assessed at each level on delivery of outcomes. Within the Performance Management Plans, responsibility for delivery of outcomes and for determining and acquiring work skills is clearly defined and documented Line managers are required to: help staff to identify the skill and knowledge required to do their job effectively support staff to establish and meet their individual/team development plan Individuals are responsible for: identifying the skills, knowledge and support they need to do their job effectively work out an individual/team development plan that is linked to performance review the plan regularly. Assessment of training outcomes is based on delivery of required job outcomes. Funding for training is program based. CASE STUDY 2 NATIONAL PARKS SERVICE (DEPARTMENT OF NATURAL RESOURCES AND ENVIRONMENT), VICTORIA COMPETENCY SURVEY AND DETERMINATION OF TRAINING PRIORITIES FOR ROUTINE TRAINING The National Parks Service (Department of Natural Resources and Environment, Victoria) has developed a framework to deal with the routine training of all staff. In the absence of a set of relevant National competency standards, a comprehensive set of in-house competency standards have been developed covering all aspects of work within the Service. The standards were developed from existing Departmental procedural documents which prescribed the standard of most work within the service. They also related to existing relevant National competency standards such as those from the Tourism and Hospitality industry, the Public Administration sector and the Fire industry. The competency standards were aligned with the Departments Performance and Remuneration Management (PaRM) system and with the Australian Standards Framework. Where possible, the standard referred to an existing NPS or NR+E procedure or guideline. All staff were surveyed against the standards selecting those that applied to their job and career aspirations and then, in conjunction with colleagues and supervisor, compared their current performance with that required by the standards. The end result of the process was an individual training plan listing a range of developmental activities the person was required to take responsibility for plus a list of training needs requiring external facilitation (ie courses). The results of the survey were entered on a spreadsheet and, in consultation with management, priorities for training determined for each park, local areas and the State. CASE STUDY 3 AUSTRALIAN FIRE AUTHORITIES COUNCIL NATIONAL FIREFIGHTING COMPETENCY STANDARDS AND TRAINING COURSES The developments of the Australian Fire Authorities Council (AFAC) have, since 1992, been at the forefront of training developments resulting from the National Training Reform Agenda. AFAC has developed a comprehensive set of generic competency standards which apply to all work conducted within the fire agencies of Australia, including metropolitan, rural volunteer and land management agencies such as the member agencies of ANZECC. The competency standards are arranged in six levels ranging from recruit level to executive level and align with levels 2 to 7 of the Australian Standards Framework. Individual agencies determine the selection of competency standards which apply to their personnel, recognising that the needs of individuals within each organisation vary according to their geographic location and job requirements. Aligned with five levels of the competency standards are five Nationally accredited courses ranging from Certificate II to Advanced Diploma levels. The courses can be delivered in their entirety or by individual modules, of which there are over 200. Training can only be delivered by registered providers and each fire agency either gained registration, formed a partnership with a TAFE college or arranged to contract in an appropriate provider. Instructors must have completed an instructor module or equivalent and have met the requirements of the relevant module. Recognising that the outcomes of training, rather than the input, are most important, a comprehensive National assessor program was established to ensure that assessment practices both within and across agencies were comparable. The assessment process includes Recognition of Prior Learning or RPL where a person who can demonstrate current expertise in the content of a module may be granted credit for that module. One of the most significant parts of the program is the development of distance learning packages for a range of modules. These packages mean that the training can be delivered in the workplace without added costs for travel, accommodation and time lost from work. The courses were developed with a substantial consultation process and are regularly reviewed for relevance. The development of the competency standards, accredited courses and the distance packages bring significant benefits to the fire industry. Firefighters from a range of agencies are now closer to using similar language and techniques and their qualifications are portable across agencies. The material is flexible in design and is intended to be used on a needs basis by individual fire agencies. CASE STUDY 4 DEPARTMENT OF PARKS, WILDLIFE AND HERITAGE, TASMANIA PARK RANGER CBT PILOT PROJECT The Department of Parks, Wildlife and Heritage in Tasmania has been involved in the development of a competency-based course of training for park rangers. The project was conducted by the Department of Industrial Relations and Train