The Impact Of The Internet On Communication Essay -- Networks Telecomm

The Impact of the Internet on Communication The internet has revolutionized all forms of parley since the beginning of its existence. The world has now become smaller or more like a global village, so to speak. The internet was first used by the U.S forces for communications purposes. The internet, from the communication point of view, has brought on new developments and techniques to keep in touch not only for individuals, but for businesses as well. An example of how the internet has wedge communication would be an example of doctors now communicating through live video feeds via the internet with patients or other doctors to diagnose patients or to even bunk and advise surgeons through complicated procedures.Email Email (electronic mail) was ane of the biggest breakthroughs in communication when the internet was commercialized. With email, it became practical to send messages and letters across the world in a matter of seconds to the recipients address. Email was use d as an alternative to conventional mail or snail mail, as the term was introduced to describe its speed. As technology improved, it became possible to attach documents, photographs and even sound clips or songs to emails which made mail by post redundant. Emails used packet switching software whereby the email was broken down into packets and send via the internet to the recipient.VoIP (Voice over Internet Protocol) Internet Voice, also known as Voice over Internet Protocol (VoIP), is a technology that allows you to make constant telephone calls using a dial up or broadband internet connection instead of a regular phone line. Some go using VoIP may only allow you to call other people using the same service, bu... ...ely in real-time. When logged into a chat session, you converse by write messages that are instantly sent to other chat participants. One of the most popular IRC programs is mIRC. P2P technically stands for peer-to-peer. A peer-to-peer architecture allows ha rdware or software to post on a network without the need for central servers. The person connects directly to his or her peer through a dedicated connection where no one else can interfere. An example of P2P chat clients are MSN Messenger and Yahoo Messenger. These P2P clients make chatting user-friendly and interesting as there are options for a web cam or an audio conversation, and options to transfer files from one peer to another. The use of emoticons makes the conversation either more real or more fun.Bibliographywww.google.comwww.fcc.govwww.askjeeves.comwww.about.comwww.mirc.com

Russo Japanese War Essay -- Russian Defeat, Distance

Is place an insurmountable problem, judging from the Russian Experience in this conflict and the British experience in the War of American Independence?In order to clearly understand the points presented, insurmountable must first be clearly defined and understood in relation to the case. For this essay insurmountable means that Russia and the British were unable to overcome distance. Distance was the single factor that led to their inability to successfully wage state of war and defeat their opponents baring all other difficult matters were achievable.In the Russo-Japanese War, distance from theater and within theater was not an insurmountable problem for the Russians. In contrast, distance from and within theater proved an insurmountable problem for the British during the War of American Independence. The Russians defeat was a combination of a free value of the object (government & people), inadequate leadership (government & forces), and a poorly trained and equipped forc e that could not t unite their land and sea forces (government & forces). However, the British were severely handicapped by vast area of operations this impacted their ability to receive supplies, guidance, and reinforcements, as well as project its sea motive effectively.By the late 1800s Russia had infiltrated the Far East, with two naval stations, Port Arthur and Vladivostok, forces based in Manchuria as well as the construction of the Trans-Siberian Railroad. Russia military desires in Asia were not of national security importance but that of imperialism and wealth, the former was most important to Nicholas II and the latter of Witte. The Far East expansion would allow Russia to ab initio capitalize on Manchuria and Koreas resourc... ... the war (Fuller, pg. 406). The trading capacity of Russia was also in shambles. Domestic trading and trading with Siberia was halted to support the sole use of Trans-Siberian railroad track for military transport (Warner and Warner, p. 317). Revenue was down and the hatred for Nicholas II had increased. Nicholas II was warned that an object so remote and out of touch with the national spirit would only fan the flames of revolution (Koda, p.397). The Revolution was fully blown and the political and economic reform was being demanded. Boycotts and attacks on public officials were common. Nichols II content to lead a nation without the interest of his people, led Russia into war with itself. Russia was losing face value with the world. Matters on the home front needed immediate attention and the war was a confusion that could no longer be afforded or tolerated.

Compare and Contrast Tragedy and Comedy :: comparison compare contrast essays

Compare and Contrast Tragedy and Comedy A tragedy is defined as beginning with a riddle that affects every maven, i.e. the whole town or all the characters involved, the tragic hero must solve this problem and this results in his banishment or death run-on sentence. A japery is defined as also beginning with a problem, but one of less significant importance. The characters try to solve the problem and the story ends with all the characters mating in either a marriage of a party. Although these two genres are seen as being complete opposites of each other, through further analysis one can gather that though they are different certain similarities can also be seen. One aspect of these genres that can be compared and contrasted is the narrative or plot. A comparison can be analyzed in that both begin with a problem. In Oedipus Rex, the play begins with a plague devastating the urban center of Thebes. In A Midsummer Nights Dream there is also a plague that is upon the la nd. However, a difference between these two beginnings is that in Oedipus Rex the citizen are complete by it to the point that they look towards Oedipus for a solution to their suffering while in A Midsummer Nights Dream, the effects of the plague are never shown to the interview and it seems a minor detail. Another difference is the cause of the plague in the two plays. In the tragedy, Oedipus Rex, the hero ends up being the cause because he bump off the king while in A Midsummer Nights Dream the cause is a fight between Titania and Oberon. Another point that can be compared and contrasted is the search for a solution in the plots. In Hamlet, Hamlet is searching for the truth to discover if his father was really murdered by his uncle and if this is true he must correct the situation by killing his uncle. Also, in Oedipus Rex this plot is seen in that Oedipus is searching for the truth about the murder of the old king, Laios, and the situation go out be resolved by th e murder being banished from Thebes. In contrast A Midsummer Nights Dream is more centered around the lovers trying to get the better of the forces that separate them and Oberon seeking revenge on Titania.

Analysis: The American Perspective On Hackers Essay -- social issues

Analysis The American Perspective On HackersThe issue of domain information has always been a controversy in our world. One of our countrys founding arguments was based on the necessity of free speech and free information. Many now believe that our government is being overly restrictive on information, blocking and controlling some aspects of free speech that first amendment advocates feel ar necessary to maintain our American society. These advocates of free information have been employ the nickname hackers for over twenty years, but improper use by the media has stretched the treatment to slanderous levels. Hackers ar now stereotyped as mindless vandals and miscreants, although the word hacker has been used as a term for computer programmers and technicians since the late 1970s. Modern-day hackers refer to themselves as intelligent socio-political activists who want to raise social sentiency of threatening problems. Governments worldwide are trying to persecute hackers when v andals, not hackers, are most practically the ones breaking laws and causing damage. The conflict between hackers and the American public is a deeply rooted standoff, caused by misinformation and sensationalism from the media and the government. To evaluate and analyze this conflict objectively, both points of view must be put into proper perspective. This was a simple task for me, because I am a very technically oriented person who does not get lost in the computer patois used by both the hackers and the political forces. I have worked as a security engineer for three Internet Service Providers. I am presently a security programmer at the second-largest private Internet Service Provider in Tampa. To do my job, I must to understand the thoughts and methods of the cyber-delinquents often misnamed as hackers. This experience has given me a strong perspective of both the intruder and victims side. Firstly, take the view of the American people. This includes people who do and do not h ave computers at home, and do not understand their core functions. This group also makes up the majority of the users on the Internet. Most of them are home users with no intentions of understanding the machine they own. They see hackers as being electronic vandals and information thieves, breaking computer networks and destroying data. They fear anyone with cyber-power, because they do not un... ... This partly of our society has proven that it is unable to accept other individuals and groups who are more intelligent and still believe in our Nations first amendment, prohibited of fear that the rest of the world might evolve around them, without them. Rather than persecute and attack the hackers in our society and in our world, we need to embrace them. They are the people trying their hardest to make a difference in our government and society. They are the ones speaking out as we all should about atrocities, such as the East Timor Massacre in Indonesia seven years ago (http//www. 2600.com/hacked/). True hackers are not out to destroy things. They want to learn and make a difference in our world. Our society should stop limiting their potential as human beings and citizens by slandering them. Our society should stop blindly believing stories about them without audience both sides, as our Government, which is run by We, the People must become educated before creating and enforcing laws. Otherwise, we, as a society, are burying ourselves in unspiritual beliefs, disrupting learning and the growth of knowledge. After all, no one can honestly say that they want to live in an ignorant society.

LINDA TRIPP: I’m you. . . I’m just like you. Really Linda? I don’t think so! :: Essays Papers

LINDA TRIPP Im you. . . Im hardly like you. Really Linda? I applyt think soLinda Tripp, due to her key role in the Impeachment Scandal has become one of the roughly controversial figures in current politics. Is she a villain or is she a hero? Looking at Tripps actions before, during, and after the Impeachment Scandal the question arises were these actions accepted or were they improper? An important gene in answering this question is the interviews reaction to Tripps behavior along with an analyzation and critique of her actions. mental criticism is the method that will be used to evaluate Linda Tripp. This attempts to analyze the effects of the rhetoricians character, intelligence, and sincerity as perceived by the audience. (Campbell, Critiques of modern Rhetoric. 1972, pg. 29) One must look at how Tripp portrays her image to the audience, how Tripp attempts to put herself in a favorable light, how Tripp blames her opponents, how Tripp creates an impression of sincerity, how Tripp identifies herself with the experiences, values and attitudes of his her audience (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 30) and the way in which Tripp discounts personal biases and interests. Based on these questions and the opinions of the audience one can judge Tripps role in the Impeachment Scandal. Tripp portrays her image to the public by identifying herself as the normal, average, American citizen. When speaking with the press on July 29, 1998 Tripp repeats the statement, I am you in four slightly different forms. Tripp speaks about how she prohibited up in her current troth and her response is, Im you. This is direct followed by, Im just like you. . . I never asked to be placed in this position. Because I am just like you. At the end of her statement she says, I am no different than you (Text of Linda Tripps Remarks, July 29, 1998, Washington Post, pg. 1&3) This technique removes Tripp for the spotlight for a moment. It asks the audience to relate her to the girl adjoining door or in her case just your, everyday single mom trying to do the chastise thing. The taping of the phone conversations amongst her Lewinsky can tardily be explained by Tripp. I even thought of it as my patriotic duty. (NBC, Today Show, Linda Tripp Speaks About her Motives in Recording Monica Lewinskys Phone Conversations February 12, 1999) LINDA TRIPP Im you. . . Im just like you. Really Linda? I dont think so Essays PapersLINDA TRIPP Im you. . . Im just like you. Really Linda? I dont think soLinda Tripp, due to her key role in the Impeachment Scandal has become one of the most controversial figures in current politics. Is she a villain or is she a hero? Looking at Tripps actions before, during, and after the Impeachment Scandal the question arises were these actions legitimate or were they improper? An important factor in answering this question is the audiences reaction to Tripps behavior along with an analyzation and critique of her actions. Ps ychological criticism is the method that will be used to evaluate Linda Tripp. This attempts to analyze the effects of the rhetoricians character, intelligence, and sincerity as perceived by the audience. (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 29) One must look at how Tripp portrays her image to the audience, how Tripp attempts to put herself in a favorable light, how Tripp blames her opponents, how Tripp creates an impression of sincerity, how Tripp identifies herself with the experiences, values and attitudes of his her audience (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 30) and the way in which Tripp discounts personal biases and interests. Based on these questions and the opinions of the audience one can judge Tripps role in the Impeachment Scandal. Tripp portrays her image to the public by identifying herself as the normal, average, American citizen. When speaking with the press on July 29, 1998 Tripp repeats the statement, I am you in four sligh tly different forms. Tripp speaks about how she ended up in her current predicament and her response is, Im you. This is immediately followed by, Im just like you. . . I never asked to be placed in this position. Because I am just like you. At the end of her statement she says, I am no different than you (Text of Linda Tripps Remarks, July 29, 1998, Washington Post, pg. 1&3) This technique removes Tripp for the spotlight for a moment. It asks the audience to relate her to the girl next door or in her case just your, everyday single mom trying to do the right thing. The taping of the phone conversations amongst her Lewinsky can easily be explained by Tripp. I even thought of it as my patriotic duty. (NBC, Today Show, Linda Tripp Speaks About her Motives in Recording Monica Lewinskys Phone Conversations February 12, 1999)

LINDA TRIPP: I’m you. . . I’m just like you. Really Linda? I don’t think so! :: Essays Papers

LINDA TRIPP Im you. . . Im just like you. Really Linda? I dont think soLinda Tripp, due to her key role in the Impeachment S after partdal has become one of the most controversial figures in live politics. Is she a villain or is she a hero? Looking at Tripps actions before, during, and after the Impeachment Scandal the inquire arises were these actions legitimate or were they improper? An of import factor in answering this question is the audiences reaction to Tripps behavior along with an analyzation and brushup of her actions. Psychological criticism is the method that pull up stakes be used to evaluate Linda Tripp. This attempts to analyze the effects of the rhetoricians character, intelligence, and sincerity as perceived by the audience. (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 29) One must construction at how Tripp portrays her image to the audience, how Tripp attempts to put herself in a favorable light, how Tripp blames her opponents, how Tripp creates an impression of sincerity, how Tripp identifies herself with the experiences, values and attitudes of his her audience (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 30) and the route in which Tripp discounts personal biases and interests. Based on these questions and the opinions of the audience one can judge Tripps role in the Impeachment Scandal. Tripp portrays her image to the public by identifying herself as the normal, average, American citizen. When speaking with the press on July 29, 1998 Tripp repeats the statement, I am you in four slightly different forms. Tripp speaks about how she ended up in her topical predicament and her response is, Im you. This is immediately followed by, Im just like you. . . I never asked to be placed in this position. Because I am just like you. At the end of her statement she says, I am no different than you (Text of Linda Tripps Remarks, July 29, 1998, Washington Post, pg. 1&3) This technique removes Tripp for the stain for a moment . It asks the audience to relate her to the miss next door or in her case just your, everyday single mom trying to do the right thing. The taping of the phone conversations amongst her Lewinsky can easily be explained by Tripp. I even thought of it as my patriotic duty. (NBC, Today Show, Linda Tripp Speaks About her Motives in transcription Monica Lewinskys Phone Conversations February 12, 1999) LINDA TRIPP Im you. . . Im just like you. Really Linda? I dont think so Essays PapersLINDA TRIPP Im you. . . Im just like you. Really Linda? I dont think soLinda Tripp, due to her key role in the Impeachment Scandal has become one of the most controversial figures in current politics. Is she a villain or is she a hero? Looking at Tripps actions before, during, and after the Impeachment Scandal the question arises were these actions legitimate or were they improper? An important factor in answering this question is the audiences reaction to Tripps behavior along with an analyzation and cr itique of her actions. Psychological criticism is the method that will be used to evaluate Linda Tripp. This attempts to analyze the effects of the rhetoricians character, intelligence, and sincerity as perceived by the audience. (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 29) One must look at how Tripp portrays her image to the audience, how Tripp attempts to put herself in a favorable light, how Tripp blames her opponents, how Tripp creates an impression of sincerity, how Tripp identifies herself with the experiences, values and attitudes of his her audience (Campbell, Critiques of Contemporary Rhetoric. 1972, pg. 30) and the way in which Tripp discounts personal biases and interests. Based on these questions and the opinions of the audience one can judge Tripps role in the Impeachment Scandal. Tripp portrays her image to the public by identifying herself as the normal, average, American citizen. When speaking with the press on July 29, 1998 Tripp repeats the statemen t, I am you in four slightly different forms. Tripp speaks about how she ended up in her current predicament and her response is, Im you. This is immediately followed by, Im just like you. . . I never asked to be placed in this position. Because I am just like you. At the end of her statement she says, I am no different than you (Text of Linda Tripps Remarks, July 29, 1998, Washington Post, pg. 1&3) This technique removes Tripp for the spotlight for a moment. It asks the audience to relate her to the girl next door or in her case just your, everyday single mom trying to do the right thing. The taping of the phone conversations amongst her Lewinsky can easily be explained by Tripp. I even thought of it as my patriotic duty. (NBC, Today Show, Linda Tripp Speaks About her Motives in Recording Monica Lewinskys Phone Conversations February 12, 1999)

Human resource training and development Essay

1.0 INTRODUCTIONEmployees play a vital role in organization achievement. Effective culture and breeding ar very important because it clear military service an organization to improve on its performance as easy as on its productivity. Gilmore and Williams (2009) pointed give external(predicate) that solitary(prenominal) the trained workforce can effectively respond to the vernal challenges as well as to the existing ones in their jobs .Basically, skills argon capacities and expertise in particular occupation. Gilmore and Williams (2009) stretch out saying that higher productivity is increasingly driven by skills. Besides, the degree of belligerent advantage of a firm depends increasingly on its skilled labor1.1 Definition of preparationTraining is the modification of behavior through attainment (Kisire, 2010). The main aim of reading further is to help employees to do things differently for better performance and to increase their level of job satisfaction. Basicall y, schooling touches on knowledge, skills and abilities. Thus raising should be make strategically in monastic order to march the large term using of the peck and touch organizational goals. In fact, it is only when employees understand very well the right way to do their jobs that the employer can hope for excellent results.1.2 Justification for Training by (Armstrong 2011)The knowledge or skills can non be acquired satisfactorily in the work put in or by self order culture.Different skills are required by a number of raft which take away to be developed speedily to meet new demands and cannot be gained by relying on experience.The taxs to be carried out are so specificized or complex that people are unconvincing to master them on their feature initiative at a reasonable speed.When a learning need to be common to a number of people, has to meet that which can readily be dealt with in a preparation event or programme e.g. induction, essential IT skills, and commu nication skills.Training helps the organization to gain competitive advantage. That is, the tuition practices pee to help the business to grow and improve customer service by providing employees with the knowledge and skills they need to be successful.Training prepares employees to use newtechnologies, function in new work systems such as virtual teams, and communicate and cooperate with peers or customers who whitethorn be from different cultural backgrounds.Training helps organizations set aside high quality service for cause through quick responds to clients needs.1.3 ontogenyBernardin (2010) describes discipline as learning opportunities designed to help employees grow. Developing people in organizational con text edition is to help them to progress within their careers. One primeval factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career by enhancing their skills level of performance and productivity .G ary Dessler (2011) describes educate as a process with 4 steps that an employer uses to repay new or present employees the skills required for effective performance. Training and development process emphasize on what employees want in training and development opportunities. Providing training to employees benefits twain organization and employees themselves.2.0 DIFFERENCE BETWEEN develop AND DEVELOPMENTTraining raises knowledge and skills required for efficient performance of a particular job, plot development is a continuous general and dynamic expansion of skills and knowledge, and is aimed at long term career growth rather than immediate performance.Training focuses on condensed term (basing on the current job) dapple development focuses on the long term (the future careers) e.g. finding a mentor within your organization to go into you to the structure and culture at ripened levels in your organization and give you more exposure to senior management.3.0 DIFFERENCE BETWEE N TRAINING AND EDUCATION settle of learning In training the employee acquire new skills and knowledge while in education the procedure is to acquire or deepen mindset or profession. Thus education is general and wider in general purpose than training.Length of the learning process in education it takes one to four years while in training it takes one to five days or several calendar weeks. Place of delivery Training is generally imparted at the work place while education is imparted in schools or colleges.Training effect Traininghas immediate effect as compared to education.Change In education, change program requires one to be skillful at thinking, transformational, deeper and more radical while in training needs to be skillful at doing shallower and more superficial programs4.0 NEED FOR TRAININGIncreases organizational commitmentDevelops the cognitive, physical and spiritual dimensions of the employeeImproves job performanceContri onlyes to flexibility to adapt to changing inter nal and external factorsDevelops interpersonal skillsCreates an interesting and challenging milieuFosters greater organizational stability less employee turnover and conflictsHelps reduce costs in the secretariatHeightens employee moraleIncreases knowledge and awareness of the total milieuHelps achieve overall organizational objectivesHelps retain a competent and efficient workforceDevelops creativity and problem solving skillsHelps improve and acquire technical skills.4.1 Aligning strategy and Training. To be effective, training must play a strategic role in supporting business. Employers today want to make sure their training programs are supporting their firms strategic goals.4.2 Planning and delivering learning events and programsTraining Needs AnalysisIt involves the mark of the types and specific training necessary to improve current knowledge, abilities and skills of the workforce. This can be dupee through personal, task and organizational level of analysis. The data can come from target participant supervisors management, and even from customers, using treble data gathering methods like survey, interview, observation at work, and performance appraisal results. Other possible sources of training needs are the long-range human alternative plans of the company, practices of other organizations, requests for training of affiliate/subsidiary companies, and legislation requirements. The Training Needs Analysis (TNA) results serve as important inputs in designing thetraining program. TNA should be done regularly to guarantee that training would respond to the needs of trainees.Training DesignThis pertains to the planning of the entire training program. It starts with the identification of the goals and objectives that should be achieved. The topics or content to be intered and the appropriate training methodologies for adult learning are then determined. The corresponding visual aids and learning materials are in addition specified. The training design and the TNA are commonly done by the training stave of the organization and some epochs by outside consultants. The services of training consultants are commonly availed of the large companies for this purpose. A typical training design pull up stakes contain these move Training Title Venue Date Goal Specific Objectives Sequences of Topics cartridge holder Allocation Per Topic Methodology imaginativenesss Needed Evaluation The training objectives of the training design are a critical element that should be written savely to be able to decide on the contents, methodology, and the duration of tackling the topics.The preset objectives also become the basis for evaluating the success of the program. The standard criteria for objective formulation is SMART. Whether the training forget facilitate the learning of cognitive, affective, or psychomotor skills, it is important that the objectives are specific, measurable/observable, attainable, relevant to training goals, and time-bound. On the other hand, the choices of any or a crew of the following training methodologies will largely depend on the objectives, type of participants, and the duration of the training.Training ImplementationImplementation covers the logistical aspects like venue, food, budget,equipment, preference persons, transportation, and participants. These should be properly attended to during the actual conduct of the training. in that locationfore, training programs are done within the company or outside depending on the nature of the program and the financial capability of the organization. In cases where the organization has earmarked a sufficient budget for major(ip) training program oddly for managers, these are done outside of the company with external consultants as trainers.Companies like Fortune Medicare Inc. and Nestle Philippines have this kind of practice. Based on the above-mentioned importance of training, specific training conducted by the organizations may be cl assified as technical or behavioural training. The skills/technical type focuses on facilitating the learning of competencies related to the employees knowledge and skills. The behavioral type, on the other hand, pertains to ensuring the learning of competencies related to the workforce attitudes and habits.Training EvaluationThis last phase of the training process requires the assessment of the conduct of the training activity. The evaluation is concerned with the cardment of the training success or effectiveness to establish whether an investment in a particular training has paid off. The training effectiveness is usually determined base on the achievement of the previously set objectives and results, dispenseing the needs, methods, and other areas of training administration. According to Kirkpatrick (1998), there are four levels of evaluating training programs. These are the (1) reaction (2) learning (3) behavioral change and (4) impact to organization. The reaction level meas ures the participants feedback right after the conduct of the training. Feedback are taken related to attainment of objectives, processes, methodologies, time, reading materials, resource persons/facilitators, and other logistics of the training.On the other hand, participants learning level determines what specific skills, knowledge or even what they learned is commonly asked at the end of the training period. There are many another(prenominal) another(prenominal) ways by which the training evaluation can be done. The use of the questionnaire form administered at the end of the training is very often done to measure the reaction level. However, it should be noted that using a questionnaire form is only one of the methods to evaluate training. Other ways to assess training according to Hargrauesand Jarius (2000) are (1) formal or informal interviews (2) feedback from line managers (3) feedback from the Training Unit (4) meet a cross-section of suppliers or customers (5) discuss wi th staff who attended (6) wander into offices and chew up to people (7) number of requests to attend other events (8) academic or practical standards reached (9) formal certification and (10) a cost- benefit analysis.While the paper & pencil or practical test is used to assess knowledge learning of the participants. A good example of this is the pre-test and post-test method using different designs. The learning is usually also undertaken simultaneously within the reaction level. The behavioural change level assesses the changes on the attitude and/or habits of the trainees after the training that is usually observable at the workplace. This will involve a follow up of the trainees in coordination with the immediate supervisor. Examples of behavioural indicators are attendance, promptness, courtesy, cooperation, and level of participation. The impact to organization level measures the effect of the training on the unit where the trainees belong and on the entire organization. This level can focus on productivity sales profits, and customer satisfaction.4.3 Identification of Training Needs judgment SystemsMany organizations see performance appraisal schemes as an integral part of their employee development strategy. Schemes vary considerably from one organization to another, and nowadays may have a variety of names, but al roughly all of them include the identification of training needs as a key component. Most also consider the longer-term career survivals available to employees, and allow them to express their preferences. It follows that anyone with responsibility for training and development should influence the design of the scheme and ensure that notice is taken of the information generated by it. This is not always readily achieved. Sometimes the scheme will focus on short-term performance issues, and line managers may not regard the amity of developmental issues as important.The appraisal may also be considered to be confidential within the departme nt concerned. Sometimes the section covering training and development needs is detachable, so that the training function only gets to see the appropriate information. This approach has its merits, but excludes the underlying performance issueswhich contribute towards identifying the training and development needs. There are many issues to be addressed when designing and implementing an appraisal scheme, and some of the aims of the process may conflict with each other. For example, a scheme linked to the determination of pay increases may inhibit the appraisee from being honest about aspects of the job that he or she finds difficult, whereas it is precisely these aspects that must be discussed to identify training needs. interest is required to minimize these conflicts. Survey MethodsSurveys can be very useful in the gathering of data, including information on attitudes. People usually participate volitionally if the completion of a survey form is not too complex or lengthy and if they think some good will come out of the exercise. When designing a survey you must decide on 1) the size and nature of the sample 2) the format of the questions 3) exactly how the survey is to be conducted.InterviewsInterviewing is a proficiency that can appear to be very simple when used by an experienced practitioner. Although some people are naturally better at interviewing, the key skills of a good investigative interviewer are all capable of being learned. The first two skills are common to all types of interview questioning and listening. These two investigative skills are inseparable one supports and reinforces the other. For trainers these skills are crucial not only at the stage of identifying training needs but also during focusing and evaluation. Many trainers who recognise that the ability to talk well is vital often underestimate the importance of questioning and listening.Hearing, which is an ability that may be difficult to improve, is not the same as listening w hich is a skill that can be significantly enhanced by training. Questioning is something that everyone can do, but which some people learn to do much more effectively than others. In an interview to determine training needs, the interviewer may be delving into very emotive and sensitive areas. To ensure that the interviewee feels comfortable in talking about these issues, the interviewer must appear to be listening. To ensure that full understanding is attained, the interviewer must not only appear to listen, but must actually do so with real concentration.Job and Task AnalysisThere are many reasons for analyzing jobs and tasks. One common reason is to provide a basis for job evaluation another is to be precise about requirements in a selection post. There are also many different systems of analysis. Some seem to generate a multitude of documents others use highly involved and sophisticated methodology. Different types of analysis are Job analysis Task analysis Skills analysis and Fault analysis.5.0 TRANSFER OF TRAININGBe relevant, avoid difficult material. give is more likely if systematic training and just in time training approaches are used.5.1 Systematic TrainingWe have to ensure that training is specifically designed, planned and implemented to meet defined needs. It is provided by people who know to train and the impact of training is evaluated. Systematic training follows five steps ADDIE) model. Effective training uses the systematic approach with an emphasis on skills analysis. The focus of training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose.5.2 Just in Time TrainingIt is delivered as close as possible to the time when the activity is taking place. The training will be ground on an identification of the latest requirements, priorities and plans of the participants.5.3 Types of TrainingArmstrong (2012), indicates that training programs or events can be c oncerned with any of the followingManual skills including apprenticeship study Technology(IT) skillsTeam leader or supervisory trainingManagement trainingInterpersonal skills such as leadership, teambuilding and group dynamicsPersonal skills for example assertiveness, train, communicating and time management.Training in organizational procedures or practices such as induction, health and safety, performance management, equal opportunityor managing diversity policy and practice.6.0 IMPLEMENTING TRAINING PROGRAMS (TRAINING METHODS)6.1 On the Job Trainingon-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business benefits by ensuring that the training is specific to the jo b. It also does not have to meet the additional costs of providing off-the-job training or losing working time. Requirements for effective On the Job Training (OJT) programs by (CIDP 2008a)A policy statement that describes the purpose of OJT and emphasizes the companys support for it.A clear specification of who is accountable for conducting OJT. If managers conduct OJT, this is mentioned in their job verbal descriptions and is part of their performance evaluationA radical review of OJT practices (program content, types of jobs, length of program, cost savings) at other companies in similar industries. Training of managers and peers in the principles of structured OJTAvailability of lesson plans, checklists, procedure manuals, training manuals, learning contracts and progress report forms for use by employees who conduct OJT Evaluation of employees levels of basic skills (reading, computation, and writing) before OJT. The virtual schoolroom This is another training technique as pr esented by Dessler (2011).It uses special collaboration software to enable multiple remote learners, using their PCs or laptops to participate in live audio and visual discussions, communicate via written text and learn via content such as PowerPoint slides. Informal learning Informal learning occurs e.g. through capitalizing on work related discussions, for example, to place tools in strategic areas like cafeteria to take advantage of the work-related discussions taking place. Apprenticeship Training An apprenticeship program combines on-the-job training with academic instruction for those entering the workforce.Also called dual-training programs because of the combined occupational and in-class components, apprenticeships help individuals put their academic skills to practical use in various careers. Whereas internships are oftenshort-term, rarely lasting more than a year, apprenticeships can last as many as four or five years. Apprenticeships also differ from internships in that most apprentices are paid, with salary increasing as the apprentice completes parts of the program.. Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures the trainer is usually an employees supervisor but can be a co-worker. Lectures Dont start out on the wrong foot. For instance, dont open with an irrelevant joke or by saying something like I really dont know why I was asked to speak here today.Give your listeners signals if for example you have a list of items, start by saying something like, There are four reasons why the sales reports are necessary.the first. Again be alert to your audience, maintain eye contact with your audience during your presentation, and break a long talk into a series of 5 minutes talks Programmed learning It is a learning methodology or technique first proposed by the behaviorist B. F. Skinner in 1958. According to Skinner, the purpose of programmed learning is to manage human learning under controlled conditions. The medium can be a textbook, Personal Computer (PC), or mesh. Programmed learning is a step by step, self learning method that consists of three parts presenting questions and facts to the learner, allowing the person to respond, and providing the learner feedback on the accuracy of answers. The advantage is that it reduces training time Computer based training (CBT) A type of education in which the student learns by executing special training programs on a computer.CBT is especially effective for training people to use computer applications because the CBT program can be integrated with the applications so that students can practice using the application as they learn. Training via the internet and learning portals. The training may include posting videos, written lectures or power point slides or sophisticated simulations. This method may be applied in colleges where the employer use internet based learning to training. Companys also convey their employee training through their internal internet portals for example by contracting with service providers such as skill soft (www.skillsoft.com) or for health and safety training, pure safety (www.puresafety.com) to deliver online training courses to the firms employees. Mobile learning This refers to deliveringof learning content on demand via devices like cell phones and i-phones whenever the learner wants to access it.audiovisual aid and traditional distance learning techniques Audiovisual tools including DVDs, films and closed circuit TV e.g. firms use various distance learning methods for training which may include traditional correspondence courses as well as video conferencing and internet based classes. Behavior modeling It involves show trainees the right (or Model) way of doing something, letting each person practice the right way to do it and providing feedback regarding performance. The basic behavior modeling pr ocedure isModeling first trainee watch DVDs, showing model persons behaving effectively in a problem situation.Role performing the trainees are given roles to play in a stimulated situation.Social reinforcement the trainer provides praises and constructive feedback based on the trainee performs in the role play. Transfer of training finally trainees are encouraged to apply their new skills when they are back on their jobs In summary Training and development applies both On-the-job and Off-the-Job training methods On the Job Training Methods On the job training takes various forms including apprenticeships, job rotation, creation of assistant to positions, orientation, delegation, vestibule training, promotion and transfers and self directed training programs Off the Job Training Methods include training by management institutions, lectures, seminars and conference, case study, brainstorming, management games and role playing6.1 Advantages of Off-the-job Training methodNon end produ ct error the employees are trained outside the work environment therefore they are not involved in doing process as in on the job training method.Economy A large group of trainees are trained simultaneously at a time.Free on production when the trainees are not involved in production process, the production activities can be carried without any interruption hence, it runs freely, moreover, costly errors and injurious can be avoided little time of training training will take less time because the trainees are not involved in production.It is free from pressures of working environment jeopardize free of damaging organizations valuable equipment. This is becausethey are not trained using organizations facilities. Off- the- job development techniques remove individuals from the stresses and on-going demands of the work place, enabling them focus fully on the learning experience. In addition they provide opportunities for meeting people from other departments or organizations. Thus ind ividuals are exposed to useful new ideas and experiences while they make potentially useful contacts.6.2 Disadvantages of Off-the-job training methodLack of feedback there is lack of feedback to employees because they are trained away from the organization work environment. Expensive organization has to prepare extra place for training outside the actual environment.No production employees are kept away from the actual work place, thus the organization bears cost without output.Outside the work station employees are un cognize with actual machines and equipment thus transfer of training is sometimes difficult.Not effective as employees are trained in an artificial classroom they are unfamiliar with actual environment as result of which it requires long time for them to learn.6.3 Advantages of On-the-Job Training MethodOrganization doesnt have to pay a training company or college therefore it is less costly. elderberry bush highly skilled and experienced staff can teach new staff the exact skills needed for a particular jobThe business can acquire an experience in house training team hence no need for trainees to adjust to real work situations and trainersIt builds relationships/bonds between learner/ instructor in the work place.6.4 Disadvantages of On-the-Job Training MethodProductivity can be interruptedSenior highly skilled and experienced staff has to exit their job to teach/train.Skills learned are job specific leaving staff less flexible to changing roles.Working environment can be busy, noisy and not conducive for learning.It may lead to high rate of spoilage of material and damage of valuable equipment7.0 IMPLEMENTING MANAGEMENT DEVELOPMENT PROGRAMSManagement evolution and training is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills. It thus includes in-house programs such as courses, coaching and rotational assignments, professional programs such as management seminars and university prog rams such as executive director MBA programs. The ultimate aim of such development programs is to enhance the future performance of the organization itself. For this reason the overall management development process ideally consists of assessing the companys needs for example to fill the future executive openings, pass judgment the managers performance and then developing managers themselves (CIDP 2008a).The program should make sense in terms of the companys strategy and goals. This means involving top management in formulating the programs aims and in specifying competencies and knowledge outcomes. The most popular development methods include classroom based learning, executive coaching, 360-degree feedback, action learning, mentoring and job rotation.7.1 The Management Development ProcessIt includes assessing the companys strategic needs for example to fill future executive openings or to boost competitiveness, appraising managers current performance and developing the managers and future managers. Development programs aim to fill specific positions, such as chief executive officer, for example, GE Caterpillar Company spent years developing, testing, and watching potential replacements for CEO before finally choosing Jeffrey Immelt (Dessler 2011). In any case, assessment is usually part of development programs.8.0 METHODS OF MANAGEMENT TRAINING PROGRAMS8.1 On-the-Job MethodsOn the job methods are usually preferred in management development programs. Often such training is informal. The supervisor trains the worker as he performs the work. David (2009), says there are four major on-the-job development methodsCoaching/understudy Approach here the trainee works directly with senior manager or with a person he or she is to replace. The training of mangers by his or her immediate supervisors- is by far the most effective management development technique unfortunately, many managers are either ineffectual or unwilling to coach those they supervise. On- the jobc oaching must be tempered with considerable restraint- managers who cannot develop unless they are allowed to work out problems in their own way.Job rotation It involves shifting mangers from position to position so they can broaden their experience and familiarize themselves with various aspects of the firms operations.The trainee can be a new-made college graduate, and spend several months in each department, learning the departments business by actually doing it. Or can be a senior manager being groomed for CEO by being exposed to a range of domestic and foreign challenges.Training positions Trainees are given staff posts immediately under an experienced manager, often with the title of assistant. Such assignments give trainees a chance to work with and model themselves after outstanding managers who might differently have little contact with them.Planned work activities This involves, giving trainees important work assignments to develop their experience and ability. Trainees m ay be asked to head a task force or participate in an important committee meeting. Such experiences help them gain insight into how organizations operate and also improve their human relations.8.2 Off-the-Job MethodsThe most common off the job development methods are in-house classroom instruction and management development programs sponsored by universities and organizations such as American Management association. nigh every management development program includes some form of classroom instruction in which specialists from inside or outside the organization teach trainees a particular subject. Classroom instruction is often supplemented, with case studies, role playing and business games or simulations. For example managers may be asked to play roles on both sides in simulated labor- management dispute. Some organizations send selected employees to university-sponsored management programs. Many major universities have such programs, which range in length from one week to three o r more.Off-the-Job Management Training and Development TechniquesThe case study Method The case study method presents a trainee with a written description of an organizational problem. The trainee then analyses the case, diagnoses the problem and presents his or her findings and solutions in a discussion with other trainees. E.g. crime investigation, ucan write a script showing all the procedures. The scenario aim is to develop specific training skills, such as interviewing witnesses.Management games Management games are effective people learn best by being involved. With computerized management games trainees divide into five or six person groups each of which competes with the others in simulated marketplace. Each group must decide for example how much to spend on advertising, how much to produce, how much inventory and how many of which product to produce. Thus they make computerized decisions.Outside seminars Many universities and companies offer web-based and traditional classr oom management development seminars and conferences. E.g. specialized associations such as Society of valet de chambre Resource Management, provide specialized seminars for their professional members.University related programs Many universities provide executive education and continuing education programs in leadership, supervision etc. these can range 1 to 4 day programs to execute development programs lasting 1 to 4 months. The advanced Management Program of Harvards graduate school of Business administration is a well known example according to (Dessler 2011). Students are experienced managers from around the world. The school uses cases and lectures to provide them with the latest management skills.Role playing The aim of role playing is to create a realistic situation and then have the trainees assume the parts or roles of specific persons in that situation. The role play can trigger the discussions among the role players/trainees. The aim is to develop trainees skills in are as like leadership and delegating.Corporate Universities Many universities particularly the larger ones establish in-house development centers IBM is one of the examples. In-house development centers typically offer a catalogue of courses and programs aimed at supporting the employers, management training and development program providers and web-based education portals to create packages of programs and materials. For example Brain and Company, a management consulting firm, has such a web based virtual university for its employees. It provides a means not only for coordinating all the companys training efforts but also for delivering web based modules and cover topics from strategic management to mentoring.Executive Coaches Firms retain executive coaches to develop their top managers effectiveness. An executive coach is an outside consultant who questions the executive boss, peers,subordinates and sometimes family in order to identify the executives strengths and weaknesses and cou nsel the executive so he or she can capitalize on those strengths and overcome the weaknesses. The Society for Human Resource Management (SHRM) Learning System SHRM, encourages HR professionals to qualify for certification by taking examinations. The society offers several preparatory training programs. The self-study option includes text and DVD. The college/university option provides classroom interaction with instructors and other students.8.3 Other MethodsPanel DiscussionSkill PracticeProblem-Solving actQuestionnaireRole PlayPhysical ContinuumPresentationSynergy ActivityLecturetteObservationProjectFishbowlFull-Group DiscussionExperiential ActivityFeedback ActivityStoryInter-group Discussion or ExchangeInterviewingIndex Card MatchInformation SearAnonymous cardDemonstrationDyadic Discussion or ExchangeGamesGroup InquiryContractingCreative ActivityChecklistClosing encircleBrainstormingCase StudyReferenceTrio Discussion or ExchangeWriting TaskSelf-Assessment and Self-EvaluationSma ll Group DiscussionWhip mates ConsultationPeer TeachingSimulationRead and DiscussRead and Teach GroupMental Imagery9.0 CONCLUSIONOrganizations make arrangement for development of its executives so as to improve efficiency of management. Managers need generalized knowledge in lieu of technical skills on particular job. Therefore, training of executives is often known as development. It is good to focus both on Training and development to ensure that our team members are able to perform to the best of their ability, not only in short term (their current job) but also in the long term (their future careers).REFERENCESBernardin, H. J. (2010). Human Resource Management An Experiential Approach.5th Ed. clean York McGraw-Hill. Dale Carnegie and Associates (2006), Managing Through People, New York, USA David M.(2009), Human Resource Development. UK. Oxford University Press. Dessler G. (2011), Human resource Management. 12Th Ed, USA, Florida International University Prentice Hall. Dessler, G. (2011). A Framework for Human resource Management. sixth Ed. Delhi Dorling Kndersley. Kisire, S. J. (2009). Simple Revision Guide Human Resource Management. Nairobi Bernard Bongo DPW. Noe A.R. (2002), employeetraining and development 2nd ed. New York, McGraw-Hill. Swart Juani et al (2005) Human resource Development Strategy and Tactic UK, Jordan Hill Oxford. Stoner A et al (2009), Management 6th edition, Pearson Education, New Delhi. Williams, S. (2009). Human Resource Management. New York Oxford University. Wright M. P et al, (2003), Human Resource Management,Ggaining a Competitive Advantage. New York, McGraw-Hill Irwin. CIDP (2008a), Developing Senior Managers Fact Sheet (revised in January 2008). CIPD (2008b) Management Development Fact Sheet (revised February 2008)

Claude Monet Research Paper Essay

Claude Oscar Monet was born on November 14, 1840 in Paris France, His laminitis was a wholesale grocer and ship chandler which is how he provided for the family. Monets father and mother decided to move to Le Harve in 1845(Seitz, Pg 2). By the young age of 15 years old, Monet received a reputation as being a great travesty artist (Biography. com). The year 1857 was a tough period for Monet, because his mother died (Seitz, Pg 5).Two years after his mothers death, Monet moved to Paris against his fathers wished to pursue a career in painting. While in Paris, Monet entered the the Swiss Academy of painting and became inspired by the work of Eugene Delacroix, Camille Corot, and Charles Daubigny (Biography. com). In 1860, Monet gets the honor of conflux Camille Pissarro and Gustave Courbet. It was during this time that Monet decided to take a break from painting and join the army in Algeria from 1860 to 1862.After serving his time in the army, Monet picked up even off where he left o ff and started painting again. In 1865, Monets painting are submitted for the premiere time to the official salon where Camille Dondeux who was Monets lady sponsor at the time was featured in one of Monets paintings to be put on display(giverny. org). Monets first son Jean Monet was born in 1867 while he was in Sainte Adresse. One year after the birth of his son, Monet tried to commit suicide, shortly after his failed attempt at suicide, Monet receive a pension for this painting Mr Grauibert.After the outbreak of the Franco-Prussian War (19 July 1870), Monet and Camille took refuge in England in September 1870. While there, Monet studied the works of John Constable and Joseph Mallord William Turner, both of whose landscapes would serve to inspire Monets innovations in the study of color. In the spring of 1871, Monets works were refused authorization for inclusion in the Royal Academy exhibition. In May 1871, he left London to live in Zaandam, in the Netherlands, where he made twen ty-five paintings. He alike paid a first visit to nearby Amsterdam.In 1871, Monets father died and Monet returned to France. Monet lived in Argenteuil from declination 1871 to 1878, Argenteuil was a village on the right bank of the Seine river near Paris, and a popular Sunday outing destination for Parisians this was the area where Monet painted some of his best known works. In 1874, Monet returned to Holland. It was during this time that Monet became recognized as one of the closely honored and talented artist among the French painters because he was brilliantly successful in achieving the impression of a fresh view of nature (Seitz, Pg 9).This was a spacious honor to Monet, because he himself described his paintings as Metaphysical naturalism in which he states I am simply expending my efforts upon a maximum of appearances in close correlation with unknown realities. When one is on the plane of concordant appearances one cannot be far from reality, or at least what we know of it. Your illusion is to wish to reduce the world to your measure, whereas, by enlarging your knowledge of things, you will find your knowledge of self enlarged. (Seitz, pg 46) In 1874, Monet exhibitsImpressionSunrise at the first impressionist exhibition in the studio of Nadar.Monets second son Michel Monet was born in 1878 and the family settles at vetheuil in the company of the Hoschede family(giverny. org). Monets wife Camille dies in 1879, dickens years after her death Monet and his sons move to Poissy. In 1883, Monet rents a theatre of operations at Giverny which is where he would end up staying for the next 43 years(Arnold, Pg 16) Monet marries Alice Hoschede in 1892 and also paints the Rouen Cathedral series. Monet painted several views of the views of the Japanese bridge, during this time he took several trips to London to work on and paint views of the Thames(Arnold, Pg 20).In 1914, Monet had to suffer finished the termination of another wife this time Alice Hoschede. Heartbreak would continue to follow Monet when his eldest son Jean died three years after Alice in 1914. During the years of 1916 to 1926, Monet worked on the twelve large canvas, The Water Lilies, which he offered to donate to France where the paintings were installed in an architectural space designed for them at the museum of the Orangerie in Paris France. Monet died of lung cancer on December the 5th in 1926 at the age of 86 and was buried in the Giverny church cemetery.Monet had insisted that the occasion be simple thus only about 50 people attended the ceremony(Arnold, Pg 25) His famous home, garden and water lily pond were bequeathed by his son Michel, who was Monets only heir, and to the French Academy of Fine Arts in 1966(Giverny. org). Through the Foundation Claude Monet, the house and gardens were opened for visit in 1980, following restoration. In addition to souvenirs of Monet and other objects of his life, the house contains his collection of Japanese woodcut prints.T he house is one of the two main attractions of Giverny, which hosts tourists from all over the world. In conclusion, Monet was one of the most known and respected French Impressionist artist in the world, who went through several ups and downs in his long career of painting. Monet created many pieces of artwork, but for most people his best painting was the Impression, Sunrise painting which earned Monet the title The father of the movement and also the title and honor of being named the founder of the movement of Impressionist

Beijing bicycle

Juxtaposition is utilise to frame the main(prenominal) ideas in Xiaoshuais Beijing Bicycle meaning the bicycle of a cardinal teen year old, was its original name in Chinese when it was titled Beijing Bicycle later. Juxtaposition is being used by Xiahoshuai to make the earshot recognize the main ideas of this germinate. The main ideas of this film was conflict between Urban and Rural culture, clash of traditional with the contemporary, and how china is beginning to develop into a modern society. Guei and Jian are characters in this film and are used to represent conflicts between rban and rural culture.Background scenes are overly used to contrast modern and old China and how it is being changed. Chinese ancient alley ways are seen in many parts of the movie. Because these alley ways have been there for a dogged time, it is considered as an ancient pathway. The houses which can also be seen are built in the old time and the architecture is old fashioned. Construction sites ca n also be seen at the start of the movie, down below we can see the ancient alley ways and cars passing by. This shows how China is beginning to change into a new artless where everything is developed.Ancient alley ways can also symbolize how China is turning into a developed country, since these designs are starting to disappear. When Guei and Jian are racecourse away they run through these ancient alley ways and meet up each time, this proves how ancient alley ways might be overwhelmed by the modernization of China and disappearing slowly. Guei comes from the country side and Jian is from the city. 2 characters with totally different cultural background are being used to contrast urban and rural life. However they both have one thing in common, which is the importance of the wheel around to them.To Guei the bicycle represents his lively hood and his Job he protects the bike with all his strength. The bicycle symbolizes pride, status to Jian he hides the bike because he may fee l guilt and does not want to show it. Guei as a country boy is amazed at the view of Beijing however he gets bullied by Jians friends and cannot protect himself or the bicycle. His characteristics changed at the last scene where he used the rock to hit the person who was wrecking his bike, like Jian hit his ex-girlfriends new boyfriend. This may symbolize how Guei is slowly adapting to the city.Jian is a dynamic character in this film at the beginning he seems ignorant and when his bicycle was stolen his friends always backed him up. However as the story progresses we can see some change misfortune when he introduces himself go Guei. At the end scene when they were being chased, Jian tells Guei to get away from him and when they both reach at a dead end start out out of here Jian says that to Guei because he doesnt want to get him in trouble. This symbolizes friendship and Jians character development because he is trying to protect Guei and doesnt want him to get beaten.This may portray how China is changing into a different country where it cares about its surroundings, Just like Jians character develops into a person who can fght for himself and cares about Guei. Xiaoshuais main idea of the film was to show how China is beginning to develop into a modern city and becoming more independent. His use of Juxtaposition China and how traditional China is moving towards modern China. As China is becoming developed so as the people in China no matter where that person is from he/she is participating in this huge change.

Peer Pressure Is More Beneficial Than Harmful Essay

Good morning teachers and my fellow students, today my topic of this debate is Peer crush is more beneficial than harmful and I am in favor of it. Peer pressure sensation refers to the influence exerted by a look concourse in encouraging a person to change his or her attitudes, values, or behavior in order to conform to group norms. Social groups affected include social rank groups, when the individual is formally a member (for example, political party, trade union),or a social clique.A person affected by peer pressure may or may non want to belong to these groups. They may also recognize dissociative groups with which they would not wish to associate, and thus they be adopt adversely concerning that groups behaviors. Peer pressure is when heros persuade you to doing some involvement that you do not want to do. But maybe you want to do it, and you just dont have the courage to do it and your friends talk you into it. PositivesPeer pressure is not always bad. It can help you a nalyze yourself and contemplate on your ways of feel. If you are favourable to get a good peer group, your peers can play a vital role in the defining of your personality. Their way of looking at life may influence you to change for betterment. Some of your peers are your close friends, who do not pressurize you to do things but rather inspire you to change yourself. Your peer group may actually persuade you to bring about a constructive change in your personality.Peer pressure can lead you to top the right choices in life. If you are fortunate to get a good peer group, your peers can play a vital role in the shaping of your personality. Their way of looking at life may influence you to change for betterment. It helps define who we are and how we feel about subjects in our lives. It is how we chose to react to peer pressure that defines who we are as an individual. Are we a leader or a follower? Both types of people are needed to make the world go around.Responsible behavior.Not all middle schoolers spend weekends getting into trouble. Many spend time doing things with their families, playing sports, babysitting, engaging in hobbies or reading. A regular(prenominal) weekend for your childs friends will probably become a typical weekend for your child, too. Self-esteem.Many of the things children do because of peer pressure are not harmful. They may all like a certain hairdo or the latest pop band. Being like other kids makes them feel they belongand that is a very master(prenominal) feeling to a middle school child. Connection to school.Children dont always belittle in with the wrong crowd. Very a good deal they fall in with the right crowd one that cares about schoolwork, participates in activities, and tries to succeed. Such friends can motivate your child.Good peer pressure is being pushed into something that you didnt have the courage to do or just didnt cross your mind to do. However, as you think about it, it seems like a good thing to do. Good p eer pressure can also be a situation when your friends convince you not to do something you were going to do because it wasnt in your best interest. Some people say that good peer pressure is when you get pushed into something that you didnt want to do and it turned out well. Well, this may be nice, but ask yourself this question how do you know ahead of time whether what you are doing will turn out good or bad? tush you?Most people cant, but if you can, your problems may be solved When the time comes for you to make these big decisions, it is important to think before deciding. Take as long as you need just to think about whether you want to do it, think about whether you should, and finally think about the consequences. These are the important things that must be done before any big decision is made.Also, knowing who is asking you to do something helps you make the decision. If the person is not your friend, you should really ensure what they want you to do, but if you know, trus t and respect this person then you might seriously consider what they ask. But how do you know? For each person, deciding who is your friend or not, is a difficult decision. It might be of benefit for you to develop some sort of personal grouping system of your friends and depending on what group they fall into will determine how strong an influence you allow them to have in your life.