Cost-Benefit and Cost-Effective Evaluation Methods Useful for Evaluating Effective Training Essay Example for Free

Cost-Benefit and Cost-Effective Evaluation Methods Useful for Evaluating Effective Training Essay For over a hundred years the concept of both cost-benefit evaluation and cost-effective evaluation methods has been used for numerous fields and industries to see the positive and negative sides of undertaking a project. These methods has been used to analyze public health; transportation; and etc. Each and every company would rather see more of profits than losses. Employers see that their employees and the trainings are investments to their business. Hence, employers need to have assurances that the trainings that they give out to their employees would be both beneficial to the employers in terms of profit and as well as return of investment (ROI). In order to gain much profit, the employers need to have their employees be up to par with industry standards with avant-garde skills through effective training. Employers do take note that in order to have highly qualified employees they need to give effective and quality training. Using the above mentioned evaluation methods would let the employers know: how much it would cost them to train their employees; the duration of the training – would determine the effectiveness and implementation of the skills. Then again these methodologies are not full-proof as there are numerous factors to be taken note of, to guarantee one hundred percent success rate of these trainings such as: the capabilities of their employees, the willingness of their employees to learn these trainings; and finally applying them during operation. The use of these evaluation methods can be a rough guide to corporations and institutions, to name a few, to see the quality and assess projected costs of trainings and steps to be taken. With such projections yielded by these methods one may be on track with their project management and asset management.

My Philosophy of Teaching :: Philosophy of Education

Philosophy I have for several years played with the idea of becoming a teacher. I started my college education over twenty years ago and within this period of time, I have had the pleasure of raising my own children and being involved with hundreds of other children at the elementary school level, as a little league coach of basketball and softball. And the most important lesson I learned was that at this stage of a child’s life their self worth and self esteem, are so very important in the building blocks for adolescence and young adulthood. I feel that for a child with good education foundation, the sky is the limit in what they can accomplish in their lifetime. I feel that we lose so many children within our educational system by the sixth grade, because the foundation blocks are not solidly laid. We as teachers must start to rethink the material and content we are using to build these students educational foundation and make sure it is the very best we as educators can give our stude nts. As a pre-service teacher I feel that I would contribute to the education, self-esteem, and self worth of all children that would pass through my classroom. This fact alone is one of the greatest influences on me to enter the teaching profession. This makes me want to give something back. My classroom would be set up in a traditional style, desk in linear rows facing front of classroom, my desk would in a corner position so that I could observe all my students. My bulletin boards would show several different cultures of people and many different lands. Computer and Internet access would be part of my classroom supplement materials, alone with audio/visual equipment. My teaching styles would be a blending of two philosophies, I would use an eclectic style of teaching. Traditional to facilitating, essentialism to progressive, idealism and pragmatism. For I feel is the job of the teacher to create a learning environment for each an every student to make them want to learn.

Importance of Line or Staff Departments and Methods of Effecting Change Essay

Which type of department (line or staff) is most important to an organization? Why? Could an organization function without either of them? Why or why not? In every organization, authority is divided in order to make sure the firm is successful. This division ensures that no one department is responsible for everything. As an organization grows, there must be two departments that are given the authority to make decisions to benefit the firm. These are the Line department and the Staff department. While both have management authority, there are certain differences. Line departments â€Å"headed by a line manager, are the departments established to meet the objectives of the business and directly influence the success (profitability) of a business.† (Plunkett, Alan, Attner, 2013, Ch 7) These managers are on the frontline, responsible for producing goods, marketing and distribution. â€Å"Line managers who head such departments exercise line authority† (Plunkett, Alan, Attner, 2013, Ch 7) Staff departments â€Å"headed by a staff manager, provide assistance to the line departments and to each other.† (Plunkett, Alan, Attner, 2013, Ch 7) These managers are there for support, giving advice, service and assistance. Examples of staff departments may include: the I.T. department, legal or Human recourses. While not directly contributing to the firm’s objectives, they are there to lend a helping hand. In my experience, it is the line department that is most important to the success and profitability of the company. While it may be agued that without the staff department one couldn’t market and sell the goods and services produced by the line department. But it is ultimately it is the line department that generates the revenue to sustain the company and there fore is most important. Granted that one cannot function without the other, and it is that synergy that ensures longevity and further success of the organization. Discuss three (3) different methods of effecting change. Why are most organizations and individuals resistant to change? What can managers do to facilitate change? Use practical examples from your experience or knowledge,  and describe your experience in implementing change. Effecting change in one’s environment can be a daunting task. Many individuals are reluctant to change and react differently when it occurs. â€Å"Most will accept the need to learn new skills and update their knowledge, but most resent efforts to change their attitudes† (Plunkett, Alan, Attner, 2013, Ch 8) To solve this problem Kurt Lewin developed a three-step approach that consists of three phases, unfreezing, change, and refreezing. In the first step unfreezing, mangers must identify and discover the source or cause of the deficient behavior. â€Å"They confront the individual with the behavior and the problem it causes; they then begin to convince the him or her to change by suggesting methods and offering incentives.† (Plunkett, Alan, Attner, 2013, Ch 8) This step is the foundation to helping the insubordinate employee open up an discuss why this deficient behavior is occurring. Often time this causes the employee to become emotional and upset. The second step change, the employee discomfort increases. This will cause the employee to question their reasons for their conduct, it is then that the manager has the chance to provide a role model to foster the preferred behavior. â€Å"As the individual adopts that behavior, performance will improve; but the manager must support and reinforce that behavior if it is to last.† (Plunkett, Alan, Attner, 2013, Ch 8) In the third step refreezing, new desired behaviors should be rewarded. Frequent praise at first is important for the continuation of preferred behaviors. Also, if any incentive was promised, then it must be honored. Failure to do so will cause a reversion to old deficient behavior and the manager would have to start again. In my experience, cold calling is a requirement to draw up business. Earlier last year, sales were down. An increase in production was needed to boost our P&L, so management enforced mandatory call nights. Each employee was given a list of clients to set appointments. Many of the veteran  employees saw this as a waste of time, and although they attended, did little or no work. Management sat with each of these employees individually to figure out what the cause of the issue was. Management created a reward system in which the employee with the most booked appointments gets a free lunch the next day and the employee with the most booked business from these appointments gets to take off the next two Mondays. This incentive had everyone dialing clients consistently and business increased dramatically. To reinforce these behaviors, a scoreboard was put up and the leading 5 employees numbers were updated weekly. Giving a competitive twist to this approach really helped motivation for pr oduction, especially in sales. References Plunkett, R. W., Allen, S. G., & Attner, F. R. (2013). Ch 7 Organizing Principles, Ch 8 Organizational Design, Culture and Change . Management: meeting and exceeding customer expectations (10th ed., ). : Mason, OH :. Footnotes 1[Add footnotes, if any, on their own page following references. For APA formatting requirements, it’s easy to just type your own footnote references and notes. To format a footnote reference, select the number and then, on the Home tab, in the Styles gallery, click Footnote Reference. The body of a footnote, such as this example, uses the Normal text style. (Note: If you delete this sample footnote, don’t forget to delete its in-text reference as well. That’s at the end of the sample Heading 2 paragraph on the first page of body content in this template.)

Challenge of Intercultural Communication1 Free Essay Example, 2500 words

In such context, the study has identified 5 responsibilities of each person for sending accurate messages when he or she communicates with someone from another culture. Responsibility 1: it is not humanly possible to translate languages word for word. As a result, using idioms or local jargons might create problem for receiver to understand the meaning of the message. Therefore, sender should avoid using idioms and use phrases that bear most specific denotative meaning for receivers of the message. Responsibility 2: sender of the message should not be distracted by dress, environmental discomforts, appearance of receiver who has different cultural orientation (Thill & Bovà ©e, 2004). Responsibility 3- conducting prior research on rituals, communication manner and value system prioritized in the culture of message receiver. Based on such cultural study, sender of the message should modify the communication approach (using direct straightforward mode or indirect approach). Responsibi lity 4- if the sender is confident about cultural dynamics of message receiver, then, he/she can use informal communication style (Thill & Bovà ©e, 2004). Responsibility 5- when placed in an unfamiliar situation, sender of the message needs to be humble and maintain patience to understand the requirements of receiver who belong to different cultural orientation. We will write a custom essay sample on Challenge of Intercultural Communication1 or any topic specifically for you Only $17.96 $11.86/pageorder now Verbal as well as nonverbal communication of the sender of the message should be clear, informative, consistent and honest so that receiver can decode the communicated messages easily (Thill & Bovà ©e, 2004). Question 2: What is the responsibility of the listener/receiver, when he or she communicates with someone from another culture? Eisenberg, Goodall & Trethewey (2007) and Kinloch & Metge (2014) pointed out that a communication process cannot be completed without the presence of listener/receiver of the message. Without collecting feedback from receiver of the message, sender of the message fails to get the assurance regarding complete understanding of the message for receiver. According to Daft (2009), ‘Noise’ caused by culture misunderstanding may decrease the effectiveness of communication between sender of the message and receiver of the messages. When he or she communicates with someone from another culture, listener/receiver may face three types of noses such as semantic noise, psychological noise, physiological noise and physical noise. In case of intercultural communication, receiver of the message needs to overcome semantic noise and psychological noise.