Critically Asses the Views of Paul Tillich on Religious Language

Critically Asses The Views Of Paul Tillich On Religious Language Paul Tillich was a renowned American Protestant theologian born in Prussia 1886. As a self-proclaimed philosophical theologian, Tillich saw the very nature of Christian faith expressed in religious symbols that demanded constant reinterpretation. He was famous for believing that it is possible to speak meaningfully about metaphysical concepts and therefore came up with the theory that religious language, because it is symbolic in nature, has an overwhelming effect upon humans.Tillich argued that religious language is symbolic. This means that religious symbols communicate the most significant values and beliefs of human beings. In his theory, Tillich firstly establishes the difference between signs and symbols and he does this by saying signs are something that point towards a statement and have no other effect as this therefore means that without understanding that sign, it is meaningless to you. An example would be a road sign indicating that you can now travel at the national speed limit and has no other effect of meaning.On the other hand, symbols possess much more meaning and power according to Tillich as they are actually involved and take part in what they are symbolising thus having an impact on it. For example the Cross that represents Christianity, Not only does it stand as a marker for that religion, but it also makes a powerful statement. It immediately reminds Christians of the sacrifice they believe Jesus to have made on the cross for them; it also reminds them of their beliefs about God and his plan for the salvation of human beings.After the distinction between the two had been made, Tillich claimed that religious language worked as a symbol for those who use it as it has meaning and impact on what it represents. He maintained that religious faith is best expressed through symbolism because a symbol points to a meaning beyond itself and best expresses transcendent religious beliefs . He believed that any statement about God is symbolic and participates in the meaning of a concept.Tillich famously used the example of a national flag to illustrate his point: a flag points to something beyond itself, the country it represents, but also participates in the meaning of the country. He believed that symbols could unite a religious believer with a deeper dimension of himself as well as with a greater reality. He also believed that symbols must emerge out of an individual collective unconsciousness, and can only function when they are accepted by the unconscious.For Tillich symbols cannot be just invented, but instead live and die at the appropriate times. Also Tillich suggests that religious faith, can express itself only in symbolic language, because â€Å"whatever we say about that which concerns us ultimately†¦ has a symbolic meaning† presumably because it is of greater concern and import than the mere language, which can only point towards it. â€Å"T he language of faith is the language of symbols†Tillich then went onto develop his idea of a symbol further by outlining the functions in which a symbol carries out which are Point to something beyond themselves, Participate in that to which they point, Open up reality that otherwise are closed to us and finally They also open up the levels and dimensions of the soul that correspond to those levels of reality. Tillich furthermore argued that symbolic language operates in a similar way that a piece of music, art work or poetry might.This is because they can heave a deep overwhelming effect upon us that we can’t explain or can only explain in a limited way and therefore, the person listening will not understand the effect unless they have felt the same effect of the same piece of art. Also, symbols, like artwork can open up new levels of reality for us and offer a new outlook on life that we would not previously of had, without looking at the symbol/art. Tillich Finally t alked about how religious language acts as a symbolic way of pointing towards the ultimate reality, the vision of God which he called ‘Being-Itself. Being-Itself is that upon which everything else depends for its being and Tillich believed that we came to knowledge of this through symbols which direct us to it. One critique of Tillich is the English philosopher of religion and theologian John Hick who argued that Tillich does not make clear how the symbol participates in that to which it points and claims in failing to do so produces a simplistic theory. Also he claims that there are religious statements which do not appear to â€Å"unlock dimensions and elements of our soul†, which is part of Tillich’s definition of a symbol.

Feasibility Study on Irrigation

The locality of Managopaya, Banate is located at the western part of Visayas and lies at 4th district of the Province of Iloilo. It is bounded in between by the Municipality of Anilao when going to Iloilo City and Municipality of Barotac Viejo when going to Estancia. It has a land area of 667. 5 hectares or roughly 5. 15 percent of the total land area of the Municipality of Banate. As such it is the smallest barangay in the municipal composing of five (6) sitios namely: Proper, Baclayan, Bubog, Lumboy, Pangalatkaton and Tubod.Sitio Proper serves as the center of various economic activities and site of all government owned offices or building. Extensive mountain ranges with uneven distribution of plateaus, swamps, and lowlands characterize the barangay’s topography. In terms of soil types, these ranges from loam, clay, sandy, clay loam, sandy loam, or a mixture of any of these, which are evenly distributed in the six (6) sitios of the barangay. These soil types are suitable to any kind of crop whether annual, perennial, or cash crops. TOPOGRAPIC MAP OF MANAGOPAYASOURCE: NATIONAL IRRIGATION ADMINISTRATION (NIA) Based on the 2011 Census of Population, the Barangay of Managopaya recorded a population level of 1328. This translates to an annual average growth rate of 0. 9 percent for the period 2000-2011. Sitio Proper, being the urban area, registered the most number of people at 363, which is 27. 33 percent of the municipality’s total population. This was followed by Sitio Baclayan having a population of 298 or 22. 2 percent of the total populationl. The percentage share of the remaining four (4) barangays ranged from 11-15 percent.Consequently, in the most densely populated barangay, there were approximately four (4) people in every hectare of land while in the least densely populated area there would be roughly one (1) person in every hectare of land. Basically, the municipal population is young with more than half of its populace within the age ran ge of 1-20 years. Out of the total municipal population, 52 percent or 690 were males while 48 percent or 633 were females. The barangay’s current working population (age 15-64) is pegged at 396. This is relatively low considering the high number of economic dependents totaling 932.The population has a total dependency ratio of 70. Most people in Managopaya are largely Ilonggo. There are approximately 1195 people or about 99 percent who speak the dialect fluently. In terms of religious affiliation, 82 percent of the populations are Roman Catholics. 1. 1. 2 Economic Development Managopaya has an agricultural area of 467 hectares, which is equivalent to 70 percent or more than half of the barangay’s total land area. Farming is the main source of income owing to the barangay’s basic agricultural features.There is only few banking institution in the area that offers to the demands of the business sector, as well as the needs of the farmers and government employees. It provides agricultural loans to farmers but only a few can avail due to stringent lending requirements and high interest rates. Fruits and other farm products of excellent quality are usually sold to Iloilo City or Passi City because of the high price these commodities command. Residents of Managopaya merely contain themselves with products of inferior quality for their daily consumption requirements.Local traders supplement and assume the role of lending institutions by providing cash advance to small farmers and sugarcane folks during emergencies. The â€Å"suki† system is the most prevalent method of conducting business where local trader’s acts as financiers and at the same time control the price of fish, livestock and other farm products. The absence of larger scale establishments further complicate the worsening situation because residents still have to go to Iloilo City to purchase product which are not available in Banate or in Passi City.This means additiona l burden to the poor especially now that the transportation cost is high. 1. 1. 3Social Development There is only one (1) public elementary school. Health services are provided by the Barangay Health Center located in the Proper. It is visited every 2-3 months by a doctor, a nurse, a dentist, a dental aid, and midwife. The barangay’s leading causes of mortality from 2000 to 2011 are cardio-vascular diseases, hypertension, pulmonary tuberculosis, and bronchopneumonia. On the other hand, the leading causes of morbidity are acute respiratory infection, diarrhea, and pulmonary tuberculosis.The barangay’s crude birth rate is 17. 5 per 1,000 populations and its crude death rate is 3. 3 per 1,000 populations. Its infant mortality rate is 7. 22 per 1,000 populations while maternal mortality rate is 1. 8 per 1,000 populations. Based on the 2012 survey on population, there are 285 total of households and 298 total of families. The construction materials used for outer walls of t hese dwelling units are mostly indigenous products like bamboo, sawali, cogon, and nipa.However, there are also some units that make use of sturdy materials like concrete, brick stones, galvanized iron, aluminum, and hard wood. . 2 THE PROPOSED UPLAND IRRIGATION THAT COMES FROM WATERFALLS OF MANAGOPAYA, BANATE, ILOILO Managopaya is largely an upland barangay and majority of its people source their income from their upland agriculture activities. Cognizant of this and the fact that the uplands’ soil fertility is deteriorating due to denudation and prolonged dry spell, the LGU’s priority development agenda is to reverse the situation in the near future. The LGU, at the moment, is fortunate to be part of the foreign-assisted Upland Development Program (UDP).However, due to limited financial resources, upland development activities are also limited. The LGU, thus, would like to harness its potential sources of water to provide farmers the necessary water requirements for t heir high value crops and be lured to expand their production. This would, at the same time, address the problem of low income of farmers which is a result of low production of crops. Thus, this feasibility study is being prepared for the development of two (2) major potential sources of water for irrigation purposes.Among the barangay’s development strategies is to recover the financial investments for it to be able to replicate the same project or to finance other development projects of the municipality. The LGU also recognizes the fact that, in order for this project to succeed, there is a need to put in place support facilities/activities like a nursery for planting materials, a â€Å"bagsakan† center for marketing support, and training to farmers on high-value crops production. In the case of planting materials for high-value crops, the LGU plans to provide these to farmers on a â€Å"plant-now-pay later scheme.

Life, change, and stress. Holmes, T.H., and Rahe, R.H.(1967). The Essay

Life, change, and stress. Holmes, T.H., and Rahe, R.H.(1967). The social readjustment rating scale. Journal of Psychosomatic Research, 11, 213-218 - Essay Example A list of life events commonly viewed as stressful was rated by subject based on the amount of stress they think it produced. Stress was described as a change from one’s stable state, so raters may interpret it as either positive or negative, as long as it produced a degree of adaptation, change or coping. This scale was named Social Readjustment Rating Scale (SRRS). This scale was used by many researches to link life stress with the probability or existence of illness in a person. However, such psychosomatic illnesses were argued to also be caused by other factors such as one’s experience with a stressful event, coping skills, the strength of one’s physiological system, how one deals with an illness when it occurs, Sudden, negative events that an individual has no control of were found out to be more predictive of illness than positive controllable life changes. The SRRS has helped in many researches to determine this finding. However, this common-sensical result has put the SRRS in question as to its reliability and validity in predicting illness from stress. One criticism is that it does not take into account a person’s interpretation of a particular event. An example may be one’s interpretation of retirement. Person A may view it as a loss of a career, or being put ‘on the shelf’, while Person B may view it as the ultimate highlight of a fulfilling career because it spells the end of a lifetime of hard work. To rectify this, some researchers suggest that the SRRS would be more accurate if it would allow an individual to rate the event on some measure of severity in accordance to his own interpretation. Cohen, Kamarck and Mermelstein developed such a scale and call ed it the Perceived Stress Scale. Nevertheless, many studies still rely on the SRRS in studies with stress. The authors claim that the balance of negative and

Electoral Record and Contentious Issues Essay Example | Topics and Well Written Essays - 2000 words

Electoral Record and Contentious Issues - Essay Example Jack Layton, who was considered as universally respected led the NDP to elections in 2011, although he died from cancer in a tragic manner several months before the onset of the elections. The new leader for NDP, Tom Mulcair, as in the case of Layton, was bilingual and came from Quebec. However, the political career for Layton was based in Ontario, which was an English-speaking region, where Mulcair used to serve as a Minister for the provincial administration of Quebec. The Liberty Party was unsuccessful during the 2008 elections, while under the leadership of Stephane Dion as well as in the 2011 elections when Michael Ignatieff, a previous professor from Harvard led the party (Michaels, 2015). After the loss of the two academics, the party has decided to select a new leader, John Trodeau, whose name was popular as he is the son of Pierre Trudeau, who served as the previous Prime Minister (Michaels, 2015). At the birth of John Trudeau, his father served as the Prime Minister, meaning that in case the Liberal Party succeeded, then Trudeau would manage to step to the house, the Prime Ministerial dwelling situated at 24 Sussex Drive, Ottawa, since that was where he was raised (Brewster, 2015). Unfolding Count Canada is usually spread in times zones of about 4 hours, although the close times gap for the polls are compressed to approximately three hours. With the announcing of the results, bans have been put in place in the recent years with regard to reporting results for those provinces whereby voting is still taking place.

Windows 7 Workgroup Consultation for Sally Chu Assignment

Windows 7 Workgroup Consultation for Sally Chu - Assignment Example Keywords: UAC, user access controls, administrative users, users, Windows 7, workgroup, network Windows 7 Workgroup Consultation for Sally Chu In order for Sally to grant all six of her administrative staff members the same computer-access privileges, to allow them to run applications and use network printers, but not be able to make any accidental changes that can adversely affect their computers, the most effective and efficient way to create user accounts for these employees would be as follows. The first step would be to setup the profile for Sally’s administrators. In order to ensure that the administrators cannot make any changes that would adversely affect the computers themselves, the best bet is to setup the administrators on a standard user profile, instead of an administrator profile, as the administrator profile would have complete access to make any and all changes, while the standard use can use most software and change system settings that do not affect other us ers or the security of the computer itself. Once the standard user is setup, the next step is to setup the parental controls for that standard user, allowing for the use of games to be filtered out, and blocking any specific programs that she does not want the administrators to have access to, by setting the profile to only be able to use the programs from an allowed list, as specified by herself. Once the account is setup, and the parental controls are put in place, the settings in UAC, or User Account Controls, would need to be set, providing notification when programs try to make changes to the computer. This must be done for each profile that needs to be created, for a total of six (Microsoft, 2013). As Sally would like to provide a high level of authentication for her network’s users, she would like a dual authentication process. Two of the different methods that she could use in conjunction with requiring a password for network access are the option to use EAP (Extensib le Authentication Protocol), and setting to allow certain protocols. Selecting â€Å"Use Extensible Authentication Protocol† allows the selection of using one of three protocols for authenticating the VPN connection: Protected EAP (PEAP), EAP-MSCHAPv2, or Smart Card or Other Certificate; all three options will ensure the security and data integrity of the EAP conversation through the use of encryption. The default setting is EAP-MSCHAPv2, which is also known as Secure Password. By selecting the properties for EAP-MSCHAPv2, the ability to configure the connection to use the Windows login credentials in order to authenticate the connection. Selecting â€Å"Allow These Protocols† instead as the other alternative for providing the second level of security to the network connection will allow for the choice between three different connection types, all of which can be set to configure the Windows login credentials to be used; the three different authentication protocols tha t can be used by the connection are PAP, CHAP, or MS-CHAPv2. â€Å"The choice of these three types of authentication methods will only apply to PPTP, L2TP/IPsec, or SSTP tunnels; IKEv2 tunnels can only use EAP-MSCHAPv2 or certificates as their authentication methods† (Sourcedaddy.com, 2008). While there is an advantage into having the user’s use their Windows login credentials, namely that they will not have to remember a third set of login credentials, the disadvantage is that if an unauthorized user obtains that information, that will give them that much more access to the network itself. The user access controls set for the profiles themselves will ensure that the web based applications will run in protected mode, and by allowing the particular programs on the intranet in the

19th art history, urban Term Paper Example | Topics and Well Written Essays - 250 words

19th art history, urban - Term Paper Example After the Second World War, the buildings put up were nothing but cheap, which were certain to go down in thirty to fifty years. The bumbling constructions represent a rejection of the past and the future. They do not communicate to any of their own age, hence; we are unwilling to invest in them. Nor do we worry about conventional solutions to the tribulations of climate and lighting since we boast expertise to solve these tribulations (Howard 43). Chronological connectivity gives value and pride to ones living. It puts us in contact with the eternities and ages, thus with the sacred. The course of indifference from the past and the future and from the cycles of climate and light ends up withdrawing us morally and impoverishing us communally (Howard 44). The principles of modern urbanism are the core element of development is the neighborhood which is diverse, restricted in the physical dimension with a focused hub and clear boundaries. The resultant units are districts and corridors. The buildings are restricted to distinguish public space. The street blueprint is a network to form substitute routes among neighborhoods. Public buildings are symbolic and serve as landmarks. An architectural policy may be devised in nonexistence of an accord (Howard

Security Policy for McBride Financial Services Essay

Security Policy for McBride Financial Services - Essay Example We can access the information only when you click the Submit Application button on the Mortgage Application page (http://finishcollege.tripod.com/id4.html) of our web-site. You can use our mortgage service only when you submit the application form; however, you can continue to browse our web-site and find out about our services without submitting any personal information. Security policy applies differently to our customers, potential customers and non-customers. A customer is a person who has gone through the procedure of furnishing personal information, either online or in person, to acquire a loan from McBride Financial Services. A potential customer is someone who has submitted personal information and is in process of acquiring a loan from McBride Financial Services. A person who does not want to use our services is a non-customer. Of the three above-mentioned categories of people, we have the authority to access the information relating to customers and potential customers. Both customers and potential customer, at the time of applying for loan, can choose the information that they intend to provide. Certain fields in the application form are marked with an asterisk '*' sign and are mandatory.

Capturing and Delivering Value Term Paper Example | Topics and Well Written Essays - 3000 words

Capturing and Delivering Value - Term Paper Example The aim of the paper present the analysis of lean construction principle to management of a design, taking into account the various design views. The design views include the conversion design, flow design, and value generation design. The discussion revolves the empirical data collected from the two case studies that were conducted in Brazil. Both case studies involve developing model to manage the design process for a building company. The fundamental causes for dismal performance of building design process have been researched by various authors (Salkind, 2010). The design management main problems include poor communication, inadequate documentation, deficient input information, erratic decision making, inadequate coordination between disciplines, and unbalanced resource allocation. Additionally, the process of design normally lacks the adequate control and planning, to reduce the impact of uncertainty and complexity, to make sure that the available information for completing the design activities are efficient and sufficient, and to minimize the inconsistencies with the documents of constructions (Welch, 2011). Some of the researchers came up with a conceptual benchmark that manages the design process in three different perspectives; design for converting the input to output, design for flowing information and materials, and design for generating value for the clients. Considering the various framework, the a de sign project was conducted in Brazil. The aim of the research was to develop a protocol that manages the design process in a building and construction industry (Salkind, 2010). The paper therefore, discusses implementation of the lean construction principle for designing a design project, bearing in mind the three design views. The analysis revolves around the two case studies, where the principle reflection on the principle was conducted. The design process protocol has been generated through the case studies, conducted in four building

The Use of the Many Names of God Research Proposal

The Use of the Many Names of God - Research Proposal Example â€Å"Master†, â€Å"King of Kings†, â€Å"Holy One†, â€Å"Heavenly Father†, â€Å"Creator†, â€Å"Allah†, â€Å"Savior†, and even the â€Å"man upstairs†. The names of God, however, have a rich and lengthy history with multicultural influences. In looking at the Bible, particularly the Old Testament, one will derive more than just a few names for God. In fact, the names used in reference to God in the Old Testament will often serve as a euphemism pertinent to His interpreted accomplishments and personalities at the time of the name being used. The first is Elohim which is used 7500 times throughout the Old Testament and translates to mean Creator, Preserver, mighty, strong and transcendent. El Shaddai is also a common Old Testament name for God which translates to â€Å"God all-sufficient†. The name Ikanos translates to â€Å"all-sufficient† and is also seen in the Old Testament. Adonai is a word of God which mea ns Master or Lord. One particular Hebrew name which is quite common for God in the Bible is the name Jehovah. This particular name is often paired with another word which explains characters of God as Jehovah merely means God or Lord. The following are examples of the different names for God which begin with the word Jehovah: Jehovah Jireh - â€Å"the Lord will provide†, Jehovah Rophe - â€Å"Lord who heals†, Jehovah Nissi - â€Å"The Lord our barrier†, Jehovah -Mkaddesh - â€Å"†the Lord who sanctifies†, Jehovah-Shalom â€Å"the Lord our peace†, Jehovah- Elohim -â€Å"Lord God†Ã¢â‚¬Å" Jehovah -Tsidkenu â€Å"the Lord our righteousness† Jehova- Rohi â€Å"Lord our shepherd†, Jehovah- Shammah â€Å"the Lord is there† and Jehovah -Saboath â€Å"The Lord of hosts†. Other names of God are also found in the Bible such as El -Elyon which means most high. Abhir translates to â€Å"the mighty one† and Kedosh means â€Å"the Holy One†.

A post-secondary institution Essay Example for Free

A post-secondary institution Essay If I was not able to make it in any of my post-secondary institution this year, It will disappointment for me. Every endeavor that a man wishes in life comes at the right time and with a great purpose. Failing to make it to any of my desired field will pave way for me to pursue other fields non academically. Doing things that I have knowledge or have never thought about but have interest in. I might discover something in the field outside of post-secondary institution that will help me grow as an individual. I believe that my disappointment will only be short-lived, because I will shift my attention to doing more relevant things like community services. In order to learn, continuously there is a need for socialization and active participation in doing services. This will benefit not only the community but the individuals growth as well. Making a difference out of this fast changing world is by simply being me. Dedicating myself to community service without anything in return is my way of making a difference. Doing activities through service in the community allows me to grow as an individual and help other people as well.

Health Inequalities In Mental Illness Health And Social Care Essay

Health Inequalities In Mental Illness Health And Social Care Essay In this assignment the author will critically analyse the health inequalities that are evident for people with a diagnosis of a severe mental illness. He will particularly focus on the inequalities that exist in relation to the prevalence, identification and management of the physical health aspects for this set of complex conditions. In the course of the assignment he will critically evaluate these health inequalities from an international, a national United Kingdom and a more local Scottish perspective. In doing so he will critically examine a selection of health promotion approaches which underpin the physical healthcare of people with severe mental illness. He will also systematically evaluate the effectiveness of some of the differing approaches which contribute to the management of these conditions and the enhancement of the health and social wellbeing of mental illness sufferers across the world. Definitions In order to analyse the health inequalities the author will first define some of the key terms that he will refer to throughout the assignment. Health was defined by the World Health Organisation (WHO) (1948) as a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.Though this is a useful and accurate definition, some would consider it idealistic and non-realistic. Using the WHO definition classifies 70-95% of people as unhealthy. However Davis (2009) declared the added importance of the wider definition of health stating There is a biomedical component to health, but it exists in a setting that includes biological, personal, relational, social, and political factors Looking at health in a little more detail the determinants of health are defined by the WHO (2010) as Many factors combine together to affect the health of individuals and communities. Whether people are healthy or not, is determined by their circumstances and environment. To a large extent, factors such as where we live, the state of our environment, genetics, our income and education level, and our relationships with friends and family all have considerable impacts on health, whereas the more commonly considered factors such as access and use of health care services often have less of an impact. The determinants of health include: the social and economic environment, the physical environment, and The persons individual characteristics and behaviours. Alternatively European Union public health information system (2009) define determinants of health as Many, often interacting factors that determine a persons health or disease state. These include Socio-economic factors: education, occupation, employment, poverty and income distribution; Environment: social support, airborne particulate matter and working conditions; Health behaviours: smoking, alcohol use, drug use, food consumption, physical activity and breastfeeding; and Biological and personal factors: overweight and blood pressure. WHO (2010) declared that Health inequalities can be defined as differences in health status or in the distribution of health determinants between different population groups. For example, differences in mobility between elderly people and younger populations or differences in mortality rates between people from different social classes. It is important to distinguish between inequality in health and inequity. Some health inequalities are attributable to biological variations or free choice and others are attributable to the external environment and conditions mainly outside the control of the individuals concerned. Whereas Samuel (2000) describes health inequalities in a more simple fashion as unjust or unfair differences in health determinants or outcomes within or between defined populations. Severe Mental Illness The Rethink operational definition of severe mental illness (2008) is when people: Are diagnosed as suffering primarily from a mental illness, typically schizophrenia or a severe affective (mood) disorder. Suffer substantial disability as a result of their illness, such as inability to care for themselves independently, sustain relationships or work Are currently displaying florid symptoms or are suffering from a chronic enduring condition. Have suffered recurring crises leading to frequent hospital admissions or interventions and/or place a significant burden on their informal carers. Occasion significant risk to their own health or safety or to that of others. The Ottawa charter for health promotion WHO(1986) defines Health promotion as the process of enabling people to increase control over and improve their health They describe it as not just the responsibility of the health sector and that it goes beyond healthy lifestyles to well being. Health promotion has been defined by the World Health Organizations (2005) Bangkok Charter for Health Promotion in a Globalized World as the process of enabling people to increase control over their health and its determinants, and thereby improve their health The United Nations Convention on the Rights of Persons with Disabilities (2006) claim that persons with disabilities have the right to the enjoyment of the highest attainable standard of health without discrimination. States should take all appropriate measures to ensure access to health services with the same range, quality and standard as provided to other persons. A UK based study by the Disability Right Commission (2006) Equal treatment: Closing the gap described an analysis of 8 million health records. It confirmed that people with severe mental illness have rates of cardiovascular and diabetes problems that are 2-3 times more common than would be expected in the general public. Bowel cancer is 90% more common in males with schizophrenia and women are 42% more likely to get breast cancer. The author will now go on to explore the phenomenon where many thousands of people with severe mental illness are at high risk of dying early with physical health problems. He sees this as a significant health inequality across the world and will examine some of the health promotion activities that have been attempted to reduce this inequality. Appendix 1 gives an analysis of the search criteria and the database results that he used in order to critically examine this topic. Evidence of Health Inequalities United States of America Miller et al (2006) in a well conducted and robust clinical study in the USA examined the mortality and medical morbidity of 20,018 patients admitted to psychiatric services with a diagnosis of psychosis in Ohio between 1998 and 2002. It identified that 21 percent of cases died from heart disease and 7 percent from a cancer related disease and 3 percent from diabetes related disorders. They cited the possible causes of these problems as medication induced weight gain, poor personal hygiene, reduced physical activity, and increased prevalence of smoking, increased substance misuse and a reduced social support network. In the study they were also able to report that deaths in this client group were three times higher than expected in the general USA population (with Heart disease being the main cause) and the average age of death at 47.7 years was 32 years younger than the general population figures. They acknowledged in their report the need to better integrate the delivery of both me ntal and physical healthcare by collaborating with all stakeholders to improve the quality of life outcomes for this population. They do not however go on to explain how they would take this agenda forward. Australia These international findings are also supported by statements from the Australian National Mental Health consumer and carer forum (2010) who state that the appalling health and early mortality of people with persistent mental illness is unacceptable. These comments from a national user and carer forum are not defined from one particular study but from a body of research and audit from across Australia focussing on outcomes of a series of studies. The national voice and recommendations from a major player in Australian healthcare with a focus on the needs of the patient rather than services is as significant in the authors eyes as a single robust study. They add that these issues are having a significant impact on the persons wellbeing and is also contributing to their social exclusion. They add to the argument by stating that these causes are iatrogenic (occurring as a result of the disorder or its treatment ) They go on to add the other areas that are common in this group and that can add to the impact being poverty, neglect, discrimination, smoking, substance misuse and poor dietary habits. They add that the screening for these conditions occurs less often in patients with mental illness hence they are less likely to be treated. The Australian report adds that the life expectancy of this client group is 25 years less than the general population. An interesting fact that they add though is that their evidence suggests that the client group do not have higher than average rates of disease like cancer and heart disease but they die from the disease 2 to 3 times more often than the general public. They suggest again like the USA repo rt that this is due to patients not receiving appropriate preventative screening and treatment for these illnesses. They go on to state that psychiatrists, GPs and other prescribers of psychotropic medication have a responsibility to monitor the effects of medication on a persons physical state as well as its impact on their mental wellbeing. They go on to recommend a series of actions for the future which include State and territory governments undertake to educate all stakeholders on Physical Health Impacts of Mental Health Problems and Disorders They enable appropriate screening, assessment and physical health checks for all persons with identified mental illness, including attention to dental health The Australian Government takes leadership on these issues by requiring all identified mental health funding to be accountable for physical health maintenance All mental health programs and policy areas report on physical health screening, assessment and monitoring for all mental health consumers in receipt of services Given the nature of mental illness, service providers need to innovate and respond creatively to address the physical health impacts of mental health disorders and their treatment Doctors take responsibility, when prescribing medications for people with mental health issues, to treat them holistically and monitor their physical health changes and needs. United Kingdom Likewise in the United Kingdom Cormac (2009) in a Royal College of Psychiatrists paper cites several papers which indicate a higher incidence of physical health problems in people with severe mental illness. Phelen et al (2001) stated that people with mental disorder have a higher risk of poor health and premature mortality and a meta-analysis of 27 studies almost 10 years ago by Harris and Barraclough (1998) showed a standardised mortality ratio of at least 1.5 for this group of patients however it varied with the severity and type of disorder. Patients with schizophrenia had increased mortality ratios of almost 3-4 times that of the general public with deaths mainly caused by cardiovascular and endocrine type disorders. These findings were reported by Brown et al (2000), Osby et al (2000 and Enger et al (2004). More recent findings in the UK has been the high escalation of the risk of developing metabolic syndrome for schizophrenics which has been found to be 2-4 times higher than the general public, finding borne out in the study by Saari et al(2005) and Thakore (2005). Joukamaa et al (2006) added some additional evidence to suggest that the risk of sudden death in patients with schizophrenia increases with the addition of each different psychotropic medication that is prescribed. Likewise the Department of Health (2010) in the Our health and Wellbeing report suggest that looking beyond neighborhoods and deprivation, certain groups have poorer health and some are uniquely disadvantaged because of a combination of their circumstances. For example: People with schizophrenia: A total of 0.4% of the population experience psychosis each year. A recent UK study found that, of those living with schizophrenia in the community, men experienced 20.5 years lower life expectancy and women 16.4 years lower life expectancy than the general population. The largest single cause of this inequality is an increased rate of smoking, more than three times that of the general population. Scotland Moreover the NHS in Scotland (2008) in their report Improving the physical health and wellbeing of those experiencing mental illness again cite evidence from studies across the world that the physical health of patients with severe mental illness is compromised. They state that research in Europe and the USA has shown that mortality rates from physical illness for those with mental illness is significantly higher than the general population. Schizophrenia is generally acknowledged as a life shortening illness with sufferers dying on average 10 years earlier than the general population. Two thirds of this excess mortality is due to poor physical health. They also identified that this group are developing these illnesses at a younger age and are dying from them earlier with 5 year survival rates reduced by up to 16%. NHS Scotland (2008) also refers to the aspects of stigma and discrimination. They state that Legislation requires that all Agencies dealing with the public remove discrimination and promote equality, yet a See Me(2006) survey reports that some people with mental health problems still feel stigmatised. The Highland Users Group ( 2008) have found that when it comes to their physical health needs they can be subject to unequal access to services and can feel stigmatised and discriminated against when they try to access general health care services. They feel their physical health concerns are too often put down to their mental health problem, especially if their symptoms are medically unexplained. Frayne et al (2005) suggest that research has confirmed that they do not always receive the same medical treatments as the rest of the public and consequently their health outcomes can be worse. Additionally the Scottish Government (2008) in the equally well report highlights Mental Illness and Mental wellbeing as important factors in the argument. They state that Mental illness and mental wellbeing are specific priorities for the Task Force. People with mental illness are more likely to die earlier from suicide, or illnesses such as cardiovascular disease (CVD) and tend to have generally poorer health through conditions such as diabetes. Mental wellbeing is associated with good mental health, but is not necessarily the same as absence of mental illness. Much of the Task Forces work is based on the importance of factors such as resilience, hopefulness and optimism that create mental wellbeing and quality of life. These allow people to deal effectively with lifes problems and normal stresses, to make the most of their abilities and the opportunities available and to play a positive part in their community. People whose wellbeing is good are more likely to look after their own health. However, depression is closely associated with poor physical health, for example increasing significantly the risks of CVD. The author concludes from the overriding evidence across the world that those suffering from a severe mental illness have much poorer physical health which causes them to have a shorter life expectancy. These conditions are identified as mostly cardiovascular and metabolic type problems. There is evidence that this client group has unequal access to health services and feel stigmatised and discriminated against. Health Promotion Models and Interventions Naidoo and Wills (2000) identify 5 approaches to health promotion. Medical or preventative approaches which target the whole population and are aimed at reducing premature deaths and avoidable diseases. Behavioural Change approaches view health as the property of the individual and encourages them to adopt healthy behaviours that are regarded as key to improving health. Educational approaches are strongly linked to heath education and seek to provide knowledge, information and develop skills so that people can make informed choices about their health behaviour. Empowerment approaches are bottom up approaches which encourage communities to identify their needs, develop skills and make appropriate life changes. Social change approaches is a top down approach which targets specific groups and populations and defined by a belief that socio-economic circumstances determine health status in individuals. Its focus is usually at policy or environmental levels. The author will now explore some of the interventions used across the world within the models/approaches above. In the United Kingdom Phelan et al (2004) introduced a physical health check tool to support the monitoring and management of physical health issues with patients with severe mental illness. This would be seen in the above model as a medical or preventative approach which aims to assess need in a target population and then develop an agreed action plan with the patient on how they are going to address the defined health needs. The assessment is completed on a 12 monthly basis and is designed to supplement normal medical care and review. The results showed that 50% of clients had a diagnosed physical illness with 78.3% saying they had one or more physical symptoms. 65% of patients agreed to one or more of the actions available which included getting advice about smoking cessation, diet and starting regular exercise. The outcomes have seen an increase in the quality of the assessment and recording of the physical needs of the patients as well as a huge jump in the activities being care planned within a structured care programme approach care plan. The study compared the group with a neighbouring community mental health team and demonstrated that the use of the structured assessment and care planning tools significantly improved the quality of information recorded. The failings in the report highlight that although the staff were able to assess and plan care there was as yet no evidence that this approach had improved the health outcomes of patients and the life expectancy of them. When we relate this to the models above we identify that the medical and organisational policy approaches are easier to do and measure compared to the change behaviour that is required by the individuals concerned. The author suggests that further longer term studies are required to evaluate the long term health impact of this approach to the organisation of physical healthcare management. Likewise the Department of health (2006) in their commissioning framework document choosing health give examples of case studies which reflect some of the health promotion interventions across the UK. In one study a selection of clients from across a city were involved in a physical health consultation with a senior nurse. This assessment took place in their own home as there had been a previous reluctance to attend clinics for this purpose. Once the health issues were identified in an assessment patients were selected for inclusion in 2 healthy working groups. One focussed on healthy living and was attended by 15 patients whilst the other had a focus on physical activity, was based in the local sports centre and had an attendance rate of about 20 patients per week. A voluntary walking group was also available. There were very positive outcomes from the study which included the following 57% reduction in alcohol consumption Only a 1% DNA rate at activities 32% reduction in smoking 44%weight loss 50% increase in activity levels 95% improvement in patient self esteem Dietary improvements These significant health improvements for patients can only contribute to improving their life expectancy. The author believes that the above interventions fall into a number of the approaches to health promotion identified by Naidoo and Wills (2000) for the following reasons. Medical and preventative- These interventions are targeted at a particular sector of the population in order to prevent the formation of disease in an identified vulnerable group. The initial screening selects those that go forward for health promotion activity. This is a top down expert led approach to target interventions at a vulnerable client group reducing costs in the long term and improving outcomes. Behaviour change- information, support and improvements in access to health, social, lifestyle and sports facilities has encouraged people to make informed choices to adopt more healthy behaviours. The evidence in the outcomes has shown that people have made real improvements in their health by taking responsibility (even though in some cases it was supported initially by staff) and changing their lifestyle significantly. Health education- the specific classes and education provided by staff supported the individuals to make informed choices about their health and the behaviours that they were adopting to support it. Empowerment in this area the nurses were being seen as catalysts of change or facilitators in order to support individuals. The fact that local sports and leisure facilities was involved was evidence of a social inclusion aspect of the service where it was seen to be normal to engage with local facilities and not in specialist hospitals or clinics. Social change approaches- the targeting of this client group in a top down approach by clinicians in many ways is evidence of this approach across the uk. Likewise in the United Kingdom another approach which identifies this social change approach is the mental health component of the general practitioners contract and the quality and outcomes framework that they work to. British Medical Association (2009) states in their advice on interventions to General practitioners that Patients with serious mental health problems are at considerably increased risk of physical ill-health than the general population. It is therefore good practice for a member of the practice team to review each patients physical health on an annual basis. Health promotion and health prevention advice is particularly important for people with serious mental illness however there is good evidence that they are much less likely than other members of the general population to be offered, for example, blood pressure checks and cholesterol checks if they have concurrent coronary heart disease, and cervical screening. They feel the importance of this by identifying a number of targets in mental health two of which relate to physical health and are detailed below. MH 8. The practice can produce a register of people with schizophrenia, bipolar disorder and other psychoses MH 9. The percentage of patients with schizophrenia, bipolar affective disorder and other psychoses with a review recorded in the preceding 15 months. In the review there should be evidence that the patient has been offered routine health promotion and prevention advice appropriate to their age, gender and health status. They also recommend that a review of physical health will therefore normally include: 1. An enquiry about smoking, alcohol and drug use 2. A blood pressure check 3. A cholesterol check where clinically indicated 4. Measurement of body mass index (BMI) 5. A check for the development of diabetes 6. Cervical screening where appropriate 7. An enquiry about cough, sputum, and wheeze. Reports on the two targets have seen achievements in the high 90% range across the country hence showing evidence of improvement in screening. This approach in primary care is commendable but there are a number of patients who still find it difficult to engage and access services. This client group require additional support to access services and NHS Quality Improvement Scotland (2007) felt it was an important enough matter to include it in their Mental Health Integrated Care Pathway standards. The GP targets which only include the offer of health assessment are enhanced further and include a recording of the completion of an assessment and actions relating to the outcome which include health promotion, communication with interested parties and evidence that action has been taken on the findings. The author agrees with NHS QIS that it was necessary to take this top down social change approach in order to bring about change which will enhance the health promotion of this complex client group. Standard 13: A general physical health assessment and management of the findings are recorded. Criteria 13a The care record shows that physical health needs are assessed at least annually using the following features: à ¢Ã¢â€š ¬Ã‚ ¢ the completion of a physical health assessment à ¢Ã¢â€š ¬Ã‚ ¢ the provision of health promotion advice, and à ¢Ã¢â€š ¬Ã‚ ¢ service users receiving medication should have side-effects and physical health assessed and managed according to the appropriate algorithm for that medication. 13b The care record shows information on the management of physical health needs, including: à ¢Ã¢â€š ¬Ã‚ ¢ information on who is responsible for the physical health assessment (primary care or specialist services) à ¢Ã¢â€š ¬Ã‚ ¢ evidence that results have been shared à ¢Ã¢â€š ¬Ã‚ ¢ evidence that results have been acted upon, and à ¢Ã¢â€š ¬Ã‚ ¢ evidence that information and/or advice on promoting a healthy lifestyle has been provided. Marder et al (2004) make a number of recommendations in their paper in the American journal of psychiatry regarding the monitoring and appropriate prescribing of antipsychotic medications. They suggest that the key is to identify the risk factors for each individual patient and tailor the prescribing according to their presentation and the potential adverse side effects of a number of the medications available. They present evidence of side effects of diabetes and cardiovascular issues and suggest that appropriate prescribing will reduce the risks or developing or exacerbating these conditions in patients with schizophrenia. This is borne out also in the NHS QIS (2007) standards above in Scotland where they recommend that service users receiving medication should have side-effects and physical health assessed and managed according to the appropriate algorithm for that medication NHS boards have been asked to develop prescribing algorithms and audit tools that will guide clinicians in assessing the physical health needs and using this information to make informed choices on the best medications for patients which have reduced risks associated with their physical health. These systems are currently under development across Scotland but can in the future only improve the outcomes in the physical health management of patients with schizophrenia. Conclusion The author in this assignment has demonstrated some of the health inequalities that are evident for people who suffer from severe mental illness from across the world. Some of the inequalities are a product of the diagnosis itself where patients often have symptoms that cause them to have reduced motivation to help themselves in many situations. Often this patient group also comes with a lower socio economic deprivation with a poor employment and education history which again provides barriers to their self management in respect to their physical health. Recent advances in the treatments available for psychoses which have physical health related side effects and the introduction of the disability human rights legislation which stipulates the requirement of equal access for all has further highlighted some of the health inequalities that exist for this complex patient group. The needs identification and health promotion interventions that the author has looked at separate themselves into key areas. This client group requires support to access to services and all of the interventions identified this need and had both support to access, structured recall systems and the facilitation of services close to patients home as their key themes. Assessment of physical health needs and the prescribing of the most appropriate psychotropic medication for their mental illness requires to be structured and coordinated in an improved fashion. Structured physical health assessments frameworks and prescribing guidelines associated with physical health symptoms appeared to be the best way of coordinating this process for this patient group. A mixture of a social change and educational approach is a model that appears to mix well with the review of mental health nursing in Scotland and across the world with mental health services now promoting a more patient inclusive and community involvement role. This allows nurses in particular to facilitate ownership of these health problems and use their teaching skills to teach patients how to change their lifestyles and effectively manage the physical health difficulties that they have. Nurses will engage with local leisure and sports facilities to make support available in a more normal rather than institutional fashion. Reflection The author in completing this assignment has been able to explore different aspects of this problem that exists in Scotland and compare the Scottish approaches with what is happening in other areas. He has found a very similar pattern of difficulties and also some similar solutions although they seem to be at different levels of implementation. He noticed the American studies focussed a lot on the prescribing issues and getting appropriate prescribing correct. He felt this was probably due to the costs and charging policies associated with the American system and possible litigation if there are side effects of prescribed medications which go on to cause disease where risks are known and identified. He felt this is becoming more apparent in the UK now but the study in America was several years ago. The approaches used were similar but there seemed to be a more coordinated approach to the assessment and monitoring of patients in the UK. The author felt that this was due to the NHS role in the coordination of care across the country where the USA has many different health economies and is focussed on a charging and insurance type policy. Recommendations Mental health nurses should continue work in a patient focussed way encouraging patients to take individual ownership of their needs and promote healthy living. The services in Scotland should coordinate themselves to ensure a physical health check is commissioned; takes place and the appropriate actions are followed through. Patients should be supported to access primary care services to enable this screening to take place. Medication algorithms should be developed and audited to ensure that prescribed medications are appropriate to the health profiles of patients and that medication for psychiatric reasons does no harm in relation to the patients physical health.

The Difficulties of AIDS :: essays research papers

AIDS is a deadly disease that affects people world wide. AIDS is a disease that brings about many social consequences. Many of these consequences result in physical, emotional, and economic problems. AIDS compromises the immune system of the human body, making a person susceptible to many different illnesses and infections. Among these are: unexplained fatigue and weight loss, night sweats and flu-like feelings. These infirmities can interfere with a person’s daily physical tasks. For example, taking a shower, eating, working, excersing, caring for a child, and cooking. Being unable to perform these tasks makes an n individuals life extremely difficult. Individuals with AIDS also experience a number of emotional problems because of the social stigmas attached to AIDS. For instance, a person having to be scared to let others know he or she is infected, and being unable to engage in intimate relations without infecting others. Further emotional problems can be caused with the c ontinuous worry of death, which can inhibit a person’s normal functioning .People who have these issues develop a great deal of emotional problems because one feels that they do not fit into society. AIDS is not only a disease that affects an individual, but it also affects the larger society . This is so because of the financial needs to help fund programs and organizations to help stop the spread of AIDS and help those who suffer from AIDS. Although, the money goes towards helping AIDS victims it is costly for tax payers, when it can go towards helping people and developing educational programs within their communities. Why should the population pay for the bill for the consequences of others? As one can see, AIDS doesn’t only bring about consequences that indirectly affect individuals, but it also brings about consequences for society as well.   Ã‚  Ã‚  Ã‚  Ã‚   Every year, millions of people are infected and die from AIDS. This is because of ignorance, acts of choice, as well as religious beliefs. It is assumed that all people know the causes of AIDS, however, most people don’t know. Some people think that AIDS only afflicts homosexuals and drug abusers. This way of thinking displays that the government is not properly educating people on AIDS and prevention. A person who thinks in this manner feels that if they only have sex with a person that isn’t in an at risk group it is okay to have unprotected sex.

The Cuban Revolution Essay examples -- Cuban History, Fidel Castro,

After year of recruiting, training, plotting, Fidel was ready to launch his revolutionary offensive. â€Å"His rebel ‘army’ consisted of less than 200 men, and two women;† (Huberman 1960: 28) the group consisted of students or graduates, and nearly all of them were young people like himself and his brother, Raà ºl. Most of them were â€Å"politically active, articulate and impatient young men who had been drawn to the radical movements or to the ardently reformist Orthodox Party of Eduardo Chibas.† (Macgaffey 1962: 275) The rebels gathered outside Santiago, in the Fidel’s native Province of Oriente where they could launch an attack on Moncada Barracks, the army’s second largest military installation. (Huberman 1960: 28; Macgaffey 1962: 275) The attack was slated for July 26, 1953, at dawn, during the annual carnival celebration. (McCormick 1998: 67) â€Å"With the carnival in full sway, Castro expected the military to have its guard down.† (Leonard 1999: 9) At dawn of July 26, they divided into small groups to launch the assault, each group with specific objectives. The first intention was to â€Å"take by the surprise and capture the Fort Moncada, and take machine guns, tanks, armored trucks, up-to-date rifles and ammunition.† (Huberman 1960: 28) They could then seize radio stations, (Hampsey 2002: 95) and â€Å"They were to announce a revolution based on ‘Creole values,’ (Goldenberg 1965: 151) led by new men ... free of all obstacles with foreign nations and ... of appetites of politicians. They promised welfare and economic prosperity, social justice, respect for other nations, and respect for the constitution.† (Macgaffey 1962: 275, 276) â€Å"Such publicity was designed to call the people to revolt against the dictator, Batista,† (Hampsey 200... ... arrange a Military Junta.† (Goldenberg 1965: 163) However, before the plan could be put into operation, ‘the battle of Santa’ Clara took place, ending in a total fiasco for government troops.†(Goldenberg 1965: 163; Macgaffey 1962: 293) On the night of December 31, Batista and his collaborators fled to Dominica Republic. (Macgaffey 1962: 293) Immediately, Fidel called for general strike and subsequently, other major cities surrendered and Fidel and his rebels marched to Havana. (Goldenberg 1965: 163; Macgaffey 1962: 293) â€Å"Before the dawn on January 2, Fidel’s army marched into Santiago, and accepted unconditional surrender of Batista’s forces at Moncada.† (Goldenberg 1965: 163) The war was over and Fidel and his victorious army rode in triumph from one end of the island to the other and arrived in Havana on January 8. (Goldenberg 1965: 163; Macgaffey 1962: 293)

A Citizen’s Guide to Democracy Inaction

How far can humor go? This question is often asked regarding ribald, lewd, or obscene humor. In these cases, critics often ask whether humor has gone far enough.Critics and questioners ask whether what the comedian presents as humor has crossed the line into the offensive and revolting. How far has a particular bit humor gone to the bottom of the barrel and how do we know if it has reached the bottom.How far can humor go? That same question may be asked for Jon Stewart’s 2004 humor book America (The Book): A Citizen’s Guide to Democracy Inaction. However, instead of asking how the degenerate the humor is, after reading Stewart’s book, we are forced to ask how enlightening humor can be?Can humor be a tool to scrutinize? To question? To criticize? The likelihood of these possibilities are astonishing, especially when you consider that Stewart’s book is about America and its government and political system.Jon Stewart is the host of the popular comedy program The Daily Show with Jon Stewart. The Daily Show is a satire news program, complete with the familiar news program introduction, faux field reporters and even interviews with current newsmakers. Instead of glorifying news programs, The Daily Show takes pride in crucifying it and the political culture it inculcates.The late-night show is notorious for its no holds barred treatment of politicians and pundits from all sides of the political spectrum. The show prides itself as an equal opportunity offender as it makes fun of all political entities from all sides. This has resulted in great popularity for the show as well as for its host, even generating a spin off show from one of its faux pundits.That said, there are many parallels to be drawn between the Daily Show and America (The Book). While The Daily Show pretends to be a nightly news program, America (The Book) pretends to be a high school social studies textbook. In this regard, America (The Book) is successful as it really does look and feel like a social studies textbook. Its content and outline matches that of common high school textbooks.Its layout is also befitting that of a high school textbook, complete with margin notes, sidebars, interviews with â€Å"noted† individuals and numerous illustrations and figures. It is even complete with end of chapter questions and classroom activities.

Life Changing Experience Essay

This essay is a major part of my life, and it means the world to me. So I want to share my experience of me getting married and/or being married. I will be informative with how it came to where I am today of being married and how I have learned from prior mistakes that was made in my life. And I will also tell how our love for each other has grown stronger and how we have become closer in our path of life. This is a hard journey to accomplish and make it last a lifetime. I was young and had lots to learn about being married and becoming a wife, the thought I had in my mind that marriage was supposed to be easier, as they make it look in fairy tale stories. I then realized it was not so easy. I was married to a man that never took marriage seriously and it affected our relationship drastically. Our marriage lasted for only six months. In those six months he refused to work to support our family. After several months of financial struggle, I woke up one day with the realization that my sons and I did not deserve this type of life. I decided to move on and search for someone who valued a marriage the same way I did. When I think back on when I first met my husband, it still gives me butterflies. Our first encounter was while we were doing laundry at a local laundry mat. I was standing there folding clothes and when I looked at him I felt my heart melt, like a hammer to a nail in a board. . A few days had passed and my friend introduced the two of us. I thought for sure it was love at first sight. He was so sincere and respectful to my home. He would ask me questions about my boys and things that I was interested in and what my hobbies were. Our marriage has been one of the biggest blessings in my life. It has taught my husband and I many lessons and values that have brought us closer together and our love stronger. Our marriage began on a warm sunny day. Driving to the courthouse, I could feel my heart pounding so hard as though it was going to beat right out of my chest. It felt like butterflies fluttering over a breezy meadow. The closer the time got for us to say our sacred vows to each other; my heart felt like a rose blooming endlessly. As I turned to him and the judge pronounced us man and wife, I felt like I was on cloud nine. Our marriage is full of surprises and happiness. The blessings of our marriage began when we were blessed with another son. We learned a true lesson on how to be the best parents that we could be to these boys. I could tell he was scared about being a father. He is a wonderful father to the boys; he loves to go out and shoot basketball, and kick around a soccer ball with them in the yard. He tries to be a decent father figure in their lives. Being able to teach the boys right from wrong is another lesson for us to learn as couple. There are times he has to discipline them for things that they do wrong. We always do our best to work as a team to work out our disagreements. I found for us to work as an effective team, we have to listen to each other’s perspectives and find the pros and cons to our disagreement. The present is here, the future is to come with more blessings for our marriage. Every time I look at my husband, he still continues to make my heart race. I am unsure the road that lies ahead of us, but I am sure my husband will hold my hand every step of the way as we continue to grow and learn together. My husband and I have a powerful bond between us, as we have an unbreakable trust. We know each other’s limits, how to make each other laugh, and how to work well as a team. I know deep down in my heart that our marriage will last a lifetime. We have learned much about each other and realized how our marriage is a true blessing to us. I would have never picked any other man to spend the rest of my life with. When I look at him in twenty years, I’ll still see his charming smile; that very smile that took my breath away in the first moments we met. My husband is my present and future. We are two halves that make a whole. With his half, he is the one that truly makes our family complete. He has helped me become a better person, given my sons stability as a father and it has been a true blessing being married to this man.

Related Text For Belonging Essay

Looking for Alibrandi is a good example of expanding on the theme of belonging. Jose is a confused girl who is searching to find where she belongs in her two different cultures and trying to find a balance of both. Jose being a ‘bastard’ reflects how she does not feel she belongs in her family, as her nonna has always blamed Jose’s mother, Christina for her birth. A quote that proves this is â€Å"Nonna says where lucky to be included, because we’re cursed we don’t really belong.† Jose’s father is not in the picture leaving Christina as a single parent which is frowned upon in society. At school she is put down through racist remarks about her culture and about not having a father figure. ‘At St Martha’s it’s all about money, prestige and what your father does for a living.’ These are all reasons why ‘Looking for Alibrandi’ is a good related belonging text. Looking for Alibrandi is a good example of expanding on the theme of belonging. Jose is a confused girl who is searching to find where she belongs in her two different cultures and trying to find a balance of both. Jose being a ‘bastard’ reflects how she does not feel she belongs in her family, as her nonna has always blamed Jose’s mother, Christina for her birth. A quote that proves this is â€Å"Nonna says where lucky to be included, because we’re cursed we don’t really belong.† Jose’s father is not in the picture leaving Christina as a single parent which is frowned upon in society. At school she is put down through racist remarks about her culture and about not having a father figure. ‘At St Martha’s it’s all about money, prestige and what your father does for a living.’ These are all reasons why ‘Looking for Alibrandi’ is a good related belonging text. Looking for Alibrandi is a good example of expanding on the theme of belonging. Jose is a confused girl who is searching to find where she belongs in her two different cultures and trying to find a balance of both. Jose being a ‘bastard’ reflects how she does not feel she belongs in her family, as her nonna has always blamed Jose’s mother, Christina for her birth. A quote that proves this is â€Å"Nonna says where lucky to be included, because we’re cursed we don’t really belong.† Jose’s father is not in the picture leaving Christina as a single parent which is frowned upon in society. At school she is put down through racist remarks about her culture and about not having a father figure. ‘At St Martha’s it’s all about money, prestige and what your father does for a  living.’ These are all reasons why ‘Look ing for Alibrandi’ is a good related belonging text. Looking for Alibrandi is a good example of expanding on the theme of belonging. Jose is a confused girl who is searching to find where she belongs in her two different cultures and trying to find a balance of both. Jose being a ‘bastard’ reflects how she does not feel she belongs in her family, as her nonna has always blamed Jose’s mother, Christina for her birth. A quote that proves this is â€Å"Nonna says where lucky to be included, because we’re cursed we don’t really belong.† Jose’s father is not in the picture leaving Christina as a single parent which is frowned upon in society. At school she is put down through racist remarks about her culture and about not having a father figure. ‘At St Martha’s it’s all about money, prestige and what your father does for a living.’ These are all reasons why ‘Looking for Alibrandi’ is a good rel ated belonging text.

Era of Good Feelings Dbq

During the Era of Good Feelings, Nationalism and Sectionalism were both evident. However, sectionalism was the most important cause of disagreement within the country with the controversy over Missouri’s admission as a slave state, and the different views toward states’ rights throughout various sections of the country. When Missouri applied to become part of the union, they insisted on being a slave state. This upset the north due to their interest in a balance of power.The Missouri Compromise was enacted with the help of Henry Clay in order to come to a conclusion to the political arguments between the North and South. It stated that in order for Missouri to be accepted as a slave state, Maine would come into the union as a free state. Also, slavery wasn’t to be permitted north of latitude 36? 30’. The long retired Thomas Jefferson expressed his alarm to the happenings in American government by comparing the sectional disunity to a â€Å"fire bell in th e night [that] awaked and filled me with terror. (Document G) John Quincy Adams also stated that â€Å"If the union must be dissolved, slavery is precisely the question upon which it ought to break. † (Document F) By simply drawing a line to determine boundaries of slavery, it was inevitable that neither side would be completely satisfied in the long run. Sectionalism was also evident through economical differences between the North and South. The South’s growing agricultural society relied heavily on slavery.Inventions such as Eli Whitney’s cotton gin increased production of cotton vastly, and in return brought more slaves. In the North however, industry was the main priority. Many goods were manufactured in the North and transferred to the South for use in fields. When the Tariff of 1816 which taxed goods manufactured in the North was passed, nearly all southerners voted against it (Document H}. As disagreements arose, the idea of sectionalism continued to exp and. The so called â€Å"Era of Good Feelings† faced problems of factional disagreements.Sectional divisions were merely covered up by the unity of political parties during Monroe’s presidency. Although the parties seemed united, Eastern Republicans disagreed with the idea of internal improvements, which was a big part of Henry Clay’s â€Å"American System. † On the other hand, John C. Calhoun supported the idea of internal improvements (Document D), but later became a leading advocate for state’s rights. Also, the Election of 1824 caused the Democratic Republican Party to splinter.John Quincy Adams and Andrew Jackson were both members f the same party, but ran against each other due to disagreements based on their different sectional interests such as their view on protective tariffs. This destroyed the sense of national unity amongst the government, thus further establishing sectionalism. In closing, although the Era of Good Feelings seemed to be as era of national unity, the opposite was proven true. Examples such as the Missouri disagreements and the separation of the Democratic Republican party prove that sectionalism was evident. The difference of economic beliefs of the North and South ensured further conflict in the future.

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON TRAINING AND DEVOLOPMENT WITH REFERENCE TO â€Å"APCPDCL† The thesis report submitted on the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. Theresa’s college for women, Eluru† has done the Project work titled TRAINING & DEVELOPMENT at APCPDCL, under my guidance during the period of 5th May 2011 to 5th July 2011. She has been sincere, dedicated and her conduct throughout the study during the above period has been excellent. Internal project guide Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner Director of PG Courses Dr. Marietta Pudota DECLARATION I hereby declare that this project report entitled â€Å"TRAINING & DEVELOPMENT† a bonafide work done for â€Å"APCPDCL† located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my pleasure and a bound duty to acknowledge with all my humility, my grateful thanks Project guide Dr. Renuka. I wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special care and interest in my project work in their esteemed organization. I am grateful and thankful to for all the above for their support and kindness they offered during my term of the project. INDEX CHAPTER-I * Importance * Need for the study * Objectives of the study * Sampling and methodology CHAPTER-II * Company profile * Industry Profile CHAPTER-III * Concept of Training and Development * Areas of Training * Training Methods * Models of Training * Benefits of Training * Concept of Development * Importance of Training and Development CHAPTER-IV * Process of Training and Development followed by APCPDCL * Data interpretation and analysis Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an abundant supply of human resource. One of the major impacts on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the targets of the plan and in the achievement of the economic progress generally. Hence it is more the welfare of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, needs for its growth, survival and continuance four improvement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an organization mainly depends upon combination of the above four factors. Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the people. No two persons are similar in their mental abilities, traditions, sentiments and behavior and are subject to many and varied influences, people are responsive, they feel, think and act and therefore they just cannot be operated like a machine or shifted and altered like a template in a room layout. Human beings differ from one another in basic metal abilities, personality, interest, skills, attitudes, aspirations, energy, education, training, experience and behavior. Because of these varied traits human beings are complex in their behavior and in their psychological make-up and when they interact with one another in a group or an organization, this complexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as â€Å"personal management† but it is called as â€Å"human relations or human engineering. † Knowledge of people, their usage’s and behavior is the first step in developing the human relations. NEED FOR THE STUDY * To gain optimum utilization of human resource by measuring their training and development. * As the ultimate desire of every employee is for their hike (wages and salary). * To know the training and development and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the training and development of the employee by the organization affects the moral of the employee and productivity of the organization. In such situation the expectation of the employee, which are described in job Description should not be ignored. OBJECTIVES OF THE STUDY The objectives of the study are: * To study and analysis the philosophy of employee training and development of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee training and development of APCPDCL SAMPLING AND METHODOLOGY: A Survey of 100 respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection: After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources: For the successful completion of the project, the study is in need fo r both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in APCPDCL. In that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å"Training and Development† of APCPDCL. Researches used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations: * It is limited to small sample that is 100 respondents from a large number of populations in company with in a time frame of few days. The duration of project was limited for only two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * Respondents may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central Power Distribution Company of A. P. Limited was formed from the erstwhile Andhra Pradesh State Electricity Board (APSEB) which was a power su pply company to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO It is a Subsidiary of APSEB. It generates Power from different sources such as Water, Coal, etc. the generated Power from the APGENCO will be sold to APTRANSCO which is also Subsidiary of APSEB. APTRANSCO It is also a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the Distribution Companies. There are four Distribution Companies under Andhra Pradesh State Electricity Board which distributes power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited – Warangal. Southern Power Distribution Company of Andhra Pradesh Limited – Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited – Vishakapatnam. These four companies are distributing power to their concerned area for each distribution company there is one Chairman & Managing Director and four or five Directors to control the Operation of Power Distribution Companies. Apart from them a Public Relation Officer and a Company Secretary is also there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent Organization. CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the India’s best Power utilities, satisfying the customer’s needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through: – Make available reliable and quality Power – Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for improved productivity. The core values of the Organization are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to individual customers * Electronic spot billing * Voluntary disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking forward to me et many challenges with promised to deliver quality customer services through innovative programs. The philosophy of APCPDCL is to continuously striving to enhance is performance emerged stronger by the day to offer its customers the best and value for money. The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area Covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer Services: * Apply for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * Spot billing Customer Information: * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * Electrical safety Online Services: * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in rural areas are expected to introduce and encourage competition in the electricity sector. It is expected t hat all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAINING: Training is concerned with imparting and developing specific skills for a particular purpose. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge inculcation of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a learning experience in that it seeks relative permanent change in an individual that will improve his ability to perform the job. It involves change of skills, knowledge, attitudes and social behavior. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. †¢ It’s not what you want in life, but it’s knowing how to reach it. †¢ It’s not where you want to go, but it’s knowing how to get there. †¢ It’s not how high you want to rise, but it’s knowing how to take off | | †¢ It may not be quite the outcome you were aiming for, but it will be an outcome †¢ It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision. †¢ It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. T raining is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. | FEW DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to achieve effective performance in an activity a range of activities. Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their jobs. (Gary Dessler 1985) Training consists of planned programmes designed to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employee for doing a particular job. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING:- In the modern co-operative environment the necessity or training employees may arise for different rea sons as follows: a. To enable existing employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d. To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situation. It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction training, which does not have a very significant development a certain contribution to the job, for instance, sales training and machine skills. 3. Training in human relation:- Training is a broad category embracing many different aspects. Self-learning and inter-personal competence can be included in this category, all concerned with generally the some theme. It stresses a concern for individual relationship for feeling and treating . people as â€Å"Human Beings† rather than a machine. Not only in this concern and awareness in one’s attitude and behavior conductive to better work place relation but also to enhance productivity. This category of training is oriented towards the development of the individual and consequently the organization’s efficiency in terms of better team work. 4. Problem-solving training:- Many companies’ programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory training:- The managerial job combines both techniques and conceptual knowledge. If it were of a specialist, it would emphasize. Some techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice training:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of training is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job method This type of training is also known as job instruction training in the individual is placed on a regular job and taught, the skills necessary to perform that job on the job training has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) Job Rotation:- This type of training involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching:- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedo m or opportunity to express his own ideas. (c) job- instruction:- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule training:- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer, fore – men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method: - This lecture is a traditional and direct method of instructions. The instructor organizes the material and gives it to a group of trainees in the form of a talk to be effective. The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions:- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five pha ses and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. | | Evaluating 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itse lf few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. | | 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. T his phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved profitability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Faster’s authenticity, openness and trust. * Improve the relationship between bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator | | Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. | | | Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company. Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are: * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the following: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop. Job Rotation:- Management –trainers and educationalist, has often preached ‘move the manager around’ when the manager is moved from one department to another, it gives him from a broad exposure to the strength and weakness of the company and much better understanding then he could otherwise possess. Guided conference / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:- Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited. It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions. Team group training:- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants. But T-group training involves creation of stress situation, which go out of control. Importance of Training and Development †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. | | †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL. The Chief General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad. It is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince staff| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes UN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are†¦.. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conduc ted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes. The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are†¦Ã¢â‚¬ ¦. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD. Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT TABLE 5. 1 Respondent’s opinion on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| Good| 75| | 3| Poor| 0| | | | | | Interpretation: The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme useful for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | Highly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | Interpretation: In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 10| 10%| | Very Little Extent| 30| 30%| Interpretation: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | Good| 10| 70%| 3| Satisfactory| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the emplo yee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to what extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 65| 65%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on faculty available for training from inside the organization or from outside the organization? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| Good| 15| 15%| 3| Satisfactory| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizat ions and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization. TABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| Percentage| 1| Company overall development| 10| 10%| 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work load should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondent's| Percentage| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 3 5% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| Only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employee’s personal life. In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING† and â€Å"DEVELOPMENT† a concept of human resource management In â€Å"APCPDCL†, which is located at Hyderabad. The importance of the study of the† Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire. The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things. The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the company’s awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the e mployee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner BIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao – Essentials of Human Resource Management And Industrial Relations V. S. P. Rao – Human Resource Management, text & cases Mizra S Saiyandain – Human Resource Management Keith Devis – Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name : Age : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in yo ur job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work p lace c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b