Hrd Report

DETAILED PROJECT REPORT FOR HUMAN RESOURCE DEVELOPMENT 1. 0 CONTEXT :- 1. HISTORICAL BACKGROUND – 1. DEVELOPMENT IN TECHNICAL EDUCATION- National policy on education 1986 which includes 10 year Technician education investment program for upgrading newly introduced Diploma Programs, with emphasis on rural population as well as continuing education programs aimed at upgrading already employed Technicians.This policy also emphasized on improving the quality of these Diploma Programs by strengthening teacher’s training program, curriculum development, examination & student assessment system and modernizing the Workshops, laboratories and classrooms of the polytechnics. Finally NPE – 86 aimed to improve the efficiency of the TES by strengthening the A. I. C. T. E. , the Four T. T. T. I’s, the D. T. E. , M. S. B. T. E. , granting academic autonomy to selected polytechnics and further strengthening the NTMIS and NATIONAL BOARD of ACCREDITATION . (Ref. A comparati ve study of Technical Education in Germany &India with spl-reference to Maharashtra – Ph. d. dissertation – by Dr. A. R. Thete ) The World Bank assisted Project for strengthening Technician education system in Maharashtra State was implemented by the State Government during 1992 to 1999. (Ref- Policy & Direction report – DIIC (M. S. ) Mumbai) The World Bank assisted Project has been conceived as the means of implementing most of the decisions included in the NPE –1986. The goal of WBAP was to support NPE – 1986 and emphasis was given on capacity expansion, quality improvement and efficiency improvement.As an impact of this project, infrastructure facilities have been provided to all the institutions and there has been some achievements towards improving quality of polytechnic education system. On the similar lines of the World Bank Assisted Project the Canada-India Institute Industry linkage project has been launched in Maharashtra State . It will enhance the efficiency and effectiveness of the TES by means of INDO-AUSTRIA Project is under planning stage and this will provide CNC Machining Technology in the Technical Institutes of Maharashtra State for Training and Educational purposes. (Ref- Policy & Direction report – DIIC (M.S. ) Mumbai) 1. 1. 2 Thrust toward qualitative improvement :- Prior to the emergence of World Bank assisted Project the training was imparted by ISTE, TTTI etc. The experiences gained during training were not fully utilized. Due to World Bank assisted project the State has made effort to improve management and educational process, but these efforts were fragmentary. In the last five decades there has been manifold expansion in polytechnic education systems. The unprecedented expansion notwithstanding, the system design has remained more or less static. Changes in the system if any have been superficial in nature.As a result, the system continues to produce more of the routine kind of output, not adequately responding to the changing needs. (Ref. – Draft policy guidelines for training teachers of polytechnics & engineering colleges – Ministry of H. R. D. , Department of Secondary & Higher Education, May-2000) Technical education is now considered as one of the most crucial inputs for socio – economic development with enormous potential for improving the quality of life of the people. Improvement in Education & Management processes is essentially slow, primarily because educational enterprise as whole is labour intensive and not capital intensive.Improvement of capabilities of system as whole involves acquisition of new knowledge, skills and attitudes. not only by individuals but also at the collective level by teams, departments, institutions and State level organizations. (Ref- Policy & Direction report – DIIC (M. S. ) Mumbai) This requires HRD strategy on the long term basis. It requires capability of Key personnel at each level of operation fo r project management. Human Resource Development is a continuos process. Also in order to sustain the gains of World Bank assisted Project and to make deliberate efforts in improving quality and efficiency of the system.Directorate of Industry Institute Co-ordination has taken initiative to formulate HRD strategy on long term basis and a systematic, scientific Staff Development Planning for Technical Education System for 2000-2005 with co-operation of M. S. B. T. E. and T. T. T. I. , Bhopal. 1. 1. 3 Resource group formation for H. R. D. :- Directorate of Industry – Institute co-ordination has taken initiative to formulate H. R. D. strategy on long term basis and a systematic scientific staff development planning with the co-operation of M. S. B. T. E. & T. T. T. I. , Bhopal. For preparing a detailed project report n Human Resource Development for T. E. S. of Maharashtra, a State Resource Group (S. R. G. ) was formed in May 2000. 1. 1. 4 Master plan for the whole Technical Edu cation system :- A master plan indicating post project status of total T. E. S. , system’s diagram linked to the customer is prepared by S. R. G. as shown in fig. 1. The linkages of various educational processes & enabling processes are shown in fig. 1. HRD is the one of enabling process which is linked to all other educational & enabling processes. See parent document by State Resource Group lead by Shri Makone. 1. 1. 5 Context of H. R. D. ith respect to Technical Education System :- A master plan indicating post-project status of total Technical education System diagram linked to customer (i. e. industry) is drawn to understand the Role of Human Resource development in Technical Education System. (Ref. – fig. 1) It is an system’s diagram which shows – 1) Customer of the system 2) Mission of Technical Education System. 3) Goal of the T. E. S. 4) Output 5) Signal Input 6) Process Educational Enabling 7) Management 8) Resource Input 9) Supra system 9. 1) S uppliers of Input 9. 2) Suppliers of Resources 9. 3) Regulatory Agencies 0) Competitors. The ultimate output of T. E. S. required is manpower having right type of knowledge , skills & attitudes . In order to accomplish this output, Process of transformation of HRD has to be planned. These processes are classified into two categories – i) Educational Processes – which ensure that the students are educated & trained through scientific action by levels of key personnel. ii) Enabling processes – which ensure that this main educational process are supported by ‘ enabling processes ’ which provide frame work within which educational processes take place.The Educational Processes are – 1) State Planning – At State level 2) Institutional Planning – At institute level 3) Curriculum design & development – Department level 4) L. R. D. C. – L. R. U. C. – 5) Instructional design – At Class room 6) Student’s learning – level All these processes interact with each other. The enabling processes which enables the Educational processes to perform in the right direction are – 1) State Project Planning – Ensuring that innovative projects are systematically managed at all levels of project institute. ) Industry Institute Interaction – Ensures that project institutes are linked to industry. 3) Human Resource development – Ensures that all project institutes are equipped with right type of Human resource in right numbers & at right time. 4) Management Information System – Ensures that all projects institutes have access to all types of information ( generic & specific) for decision-making. 5) Organisational development. – Ensures that all project institutes are simultensasly helped to 1) establish the project cells & 2) restructure the parent institute so that project-cell working in close co-operation with the main stream staff.These enabling pr ocesses are each designed & developed & implemented simultensasly at all levels of the system. Process of Human Resource development is linked with all the educational processes and also the Enabling processes quoted above. Trained manpower which is the output of H. R. D. , is required to sustain the Educational & Enabling processes to make the T. E. S. effective & efficient. System diagram for the H. R. D. system indicating Post-Project status is as shown in figure No. 2. The output of H. R. D. is trained manpower required for all the educational & enabling processes.The process of Transformation consists of three stages. ( Article faculty development by Dr. P. J. George, Programme Director, I. S. New Delhi) 1) Initial Training 2) Induction Training 3) In service Training. In Initial Training, theoretical Input in new disciplines in Education & information management is to be given. In Induction Training microskills are to be developed & in Inservice Training consolidation of micro skills into a macro-skills their utilization in the actual institutional context takes place. 6.Developmental model of Human Resource Planning & Development in Industry to serve as model of HRD in TES (Model from E. H. Schein) :- CONTEXT :- Human growth takes place through successive encounters with one’s environment. As the person encounters a new situation, he or she is forced to try new responses to deal with that situation. Learning takes place as a function of those responses work out and the results they achieve. If they are successful in coping with the situation, the person enlarges his repertory of responses, if they are not successful the person must try alternate responses until the situation has been dealt with.If none of the active coping responses work, the person sometimes retreats from the new situation or denies there is a problem to be solved. These responses are defensive and growth limiting. For growth to occur, people need two things : New challenges that are within the range of their coping responses and knowledge of results – information on how their responses to the challenge have worked out. If the tasks & challenges are too easy or too hard, the person will be demotivated and cease to grow.If the information is not available on how well the persons responses are working, the person cannot grow in systematic, valid direction but is forced into guessing or trying to infer information from ambiguous signals. The organizational growth similarly takes place through organizations successful coping with the internal & external environment. But since the organisation is a complex system of human, material, machines, financial & informational resources, we must consider how each of these areas can be properly managed toward organizational effectiveness.In order for the organisation to have the capacity to perform effectively over a period of time it must be able to plan to recruit, manages develop, measure, dispose of and replace human resources as warranted by the tasks be done. A key assumption underlying organizational growth is that the nature of jobs will change overtime, which means that such changes must be continuously monitored in order to ensure that the right kinds of human resources can be recruited and developed to do these jobs.In an ideal Human resource planning & development system we should seek to match organisation’s needs for human resources with the individuals needs for personal career growth and development. A developmental model of Human resource planning & development is depicted in figure 3. It involves both individuals & organizational planning & a series of matching activities designed to satisfy mutual needs. The components of an effective H. R. P. D. System can be derived from this diagram – 1) In the organisation the overall planning component shown at left hand side in fig. . 2) Components that ensure an adequate process of staffing the organisation. 3) Componen t that plan for & monitor growth and development. 4) Component that facilitate the actual process of growth and development of the people who are brought into the organisation. This growth & development must be organized to meet both the needs of the organisation & the needs of the individuals within it. 1. 1. 7 Brief description of components of developmental model :- As said earlier the function of the components mentioned in article No. 1. 1. is to ensure that the organisation has an adequate basis for selecting its human resources & developing them toward the fulfillment of organizational goals. 1. 1. 7. 1 ORGANISATIONAL NEEDS 1) PLANNING FOR STAFFING Strategic Planning – These activities are designed to determine the organisation’s goals, Priorities future directions, products, market growth rate, geographical location & organisation structure & design. 2) Job / role planning :- This activity can be thought of as a dynamic kind of job analysis, where a continual r eview is made of the skills, knowledge, values etc. urrently needed in the organisation & that will be needed in the future . From a planning point of view it is probably most important for the highest level jobs – how the nature of general & functional management will change as the organisation faces new technologies, new social values & new environmental conditions. From these knowledge, skills , attitudes, values job descriptions are to be generated. 3) Manpower Planning & Human resource inventorying – These activities draw on the job/role descriptions generated and assess the capabilities of the present human resources against those plans or recruitments.These activities may be focussed on the number of people in given categories & are often designed to ensures adequate supply of people in those categories. Or the process may focus more on how to ensure that certain scarce skills that will be needed will in fact be available, leading to more sophisticated programme s of recruitment or human resource development. 1. 1. 7. 2 INDIVIDUAL NEEDS :- The three activities mentioned above are all geared to identifying the organizations needs in the human resource area. These three activities should be linked to each other organizationally.If these activities are not linked together, the situation reflects on erroneous assumption about growth & development. 1) Career & job – choice 2) Earlier career issue locating 3) Mid – career issue locating. If there are no major change in job requirements as the organisation grows & develops, the system normally work, But if job themselves change, it is no longer safe to assume that today’s human resources, with development plans based on today’s job requirements, will produce the people needed in some future situation. Therefore more job/role planning must be done, independent of the present in the organisation. . 1. 7. 3 MATCHING PROCESS :- (Linking of organizational need to individual needs) 1) Job Analysis :- If the organizational planning has been done adequately, the next component is to specify what jobs need to be filled & what skills etc. are needed to those jobs. It will help to specify what kind of recruitment to undertake and how to select people from among the recruits. 2) Recruitment & Selection :- This activity involves the actual process of going out to find people to fulfill jobs & developing systems for deciding which of these people to recruit / hire.These components may be very formal including testing, assessment and other aids to the selection process. 3) Induction, Socialization & Initial Training :- Once the employee is recruited / hired, these ensures & period during which he or she learns the ropes, learns how to get along in the organisation, how to work, how to fit in, how to master the particulars of the job and so on. The goal should be to facilitate the employee’s becoming a productive & useful member of the organisation both in short run and in terms of long range potential. ) Job design & Job Assignment :- One of the most crucial components of staffing is the actual design of the job given to the new employee & the manner in which assignment is made. The issue is how to provide optimal challenge, a set of activities neither too hard nor too easy for the new employee and neither too meaningless nor too risky from the point of view of the organisation If the job is too easy or too meaningless, the employee may become demotivated, if the job is too hard and involves too much responsibility & risk, the employee may become too anxious, frustrated or angry to perform at an optimal level.The four components 1) Job analysis,2) Recruitment & selection, 3) Induction, Socialization & Initial Training, 4) Job design and Job assignment are the matching processing geared to ensuring that the work of the organisation will be performed. These processes are to be performed by line managers, personnel staff specialists to gether. Line managers have the basic information about jobs & skills requirements. Personnel specialists have the interviewing, recruiting & assessment skills to aid in the selection process. In optimal System these functions shall be closely co-ordinated. Recruiters shall provide to the employee, accurate information bout the nature of the organisation & actual work he / she will be doing in it. Recruiters also need good information on the long range human resource plans so that these can be taken into account in selection of new employee. Development Planning: – Same planning activities are essential so as to make the employee remain motivated, productive & maintain a reasonable level of job satisfaction. i) Inventorying of development plans: – The planning component will consist of pulling together the information into a centralized inventory that will permit co-ordination & evaluation of the development activities. i) Follow up & evaluation of development activitie s: – Development plan for individual employees will be written down, implemented & evaluated either in relation to the individuals own needs for growth or in relation to the organizations needs for new skills. Career Development Processes: – These processes must match the organisation’s needs for work with the individual needs for a productive & satisfying work career. It must provide some kind of forms and movements for the employee through some succession of jobs, whether these involve promotion, lateral movement to new functions or simply new assignments within a given area.Training (Initial, Induction, Inservice) :- Training will be in three phases – i) Initial – To provide opportunities to acquire generic/ abstract knowledge in new field of studies ii) Induction – To develop microskills. The chaining of which leads to acquisition of macro skills. iii) Inservice – Using macro-skills chains in the actual job context. Performance Ev aluation & Judgement of Potential: – The process of performance appraisal will be standardized & formalized. Such standardized & formalized performance appraisal will help to justify promotions to give recognition.Organisation Rewards: – Line managers must actively work with compensation expert to develop a joint philosophy and set of goals based on an understanding of what the organisation is trying to reward & what employee needs actually are ( people at different career stages many different things. ) Promotion & other job changes: – If the promotions opportunities are limited because the pyramid narrows at the top, an effective H. R. P. D. System shall concentrate on developing career paths, system of job rotation, changing assignments, temporary assignments,& lateral job moves that ensure continuing growth of all human resources.One of the key characteristics of an optimally challenging job is that it both draws on the persons abilities & skills. Source â⠂¬â€œ E. H. SCHEIN – The Art of Human Resource Management. Training and Development opportunities :- Formal training and other development programmes and education activities are necessary in the total process of human growth and development. These should be carefully linked both to the needs of the individuals and to the needs of organisation. The individual should want to go to the programme because he or she can see how the educational activities fits in to the total career.As much as possible training and educational activities should be tied to job/role planning. Career Counseling : – Growth and development only come from within the individual himself or herself, its important that the organisation provide some means for individual employees at all levels to become more pro-active about their careers and some mechanisms for joint dialogue, counseling and career planning. this process should ideally be linked to performance appraisal. Because it is that context tha t the boss can review with the sub-ordinate the future potential development needs, strength weakness, career options etc.Joint Career Planning :- The boss is often not trained in counseling but he possess some of the key information. The employee needs to initiate career planning. Also the sharing of information is properly done is not the same as making commitments or setting up of false expectations. Whatever is decided about training, next steps, special assignment, rotation should be jointly decided by the individual and appropriate organizational resource. Each step must fit in to the employees life plan and must be tied in to organizational needs.Follow – up and Evaluation :- Whatever decided should not merely be written down but executed. If there are implementation problems, the development plans should be re-negotiated . Whatever developmental actions were taken it is essential that they be followed up and evaluated both by the persons and by the organisation to det ermine what, if anything, was achieved. The organisation should make plans to talk to the individual before or after the programmes that what will be the appropriate next assignment for him or her following the programme.Planning for and Managing disengagements :- The planning and managing process reviewed below are counter parts of ones that have already discussed but are focused on different problems like late career loss of motivation, obsolescence and ultimately retirement. Organizations must recognize that there are various options available to deal with this range of problems. Beyond the obvious ones of either terminating the employee or engaging in elaborate measures to re-motivate people who may have lost work involvement.Continuing Education & Re-training :- These activities have their greatest potential, if the employee is motivated and if there is some clear connection between what is to be learned and what the employees current or future job assignment required in the wa y of skills. More and more organizations are finding out that it is better to provide challenging work first and only then the training to perform that work ones the employee sees the need for it obviously for this linkage to work well continuous dialogue is needed between employees and their managers.Job Redesign :- Job changes or job re-design is required in general applied to the particular problems of levelled – off employees. Job Enrichment :- Job enrichment and other efforts are required to re-design work to increase motivation and performance. Job Rotation :- When the employee becomes unresponsive to the job characteristics themselves and pays more attention to surrounding factors such as the nature of supervision, relationships with co-workers, pay and other extrinsic characteristic in otherwords before organisation attempt to cure levelled of employees by Re-motivating them through job re-design or job relation.They should examine whether those employees are still in responsive mode or not. 2. 0 POST PROJECT STATUS OF H. R. D. SYSTEMS FOR T. E. FOR QUALITY IMPROVEMENT :- The developmental model of Human Resource Planning & Development in Industry is to be adopted for HRPD system of TES for quality improvement. 1. System’s Diagram for post project status of H. R. D. system :- It is depicted in fig. 2. 2. 2 GENERAL :- The old concept of staff development was confirmed to imparting knowledge & skill to teachers that are needed for class room teacher.This consist of developing the requisite subject competence & pedagogical skills. This focuses on improving the teaching & related abilities & is job embedded which means that it undertakes the development of the staff for performing job activities. The new concept of professional development on the other hand focuses also on improvement on job performance & is mostly job related. Fig. 2 and Fig. 4 depicts post project status of HRD for TES. In fig. 2 processes are shown while in fig. 4 developm ental model indicating processes with activities is shown.The process activities in fig. 4 are as follows . 2. 3 Organisational Needs :- Customer and their training needs – Needs of TES primarily can be categorized in two ways – it needs two types of manpower to manage quality improvement of the T. E. S. 1) Line Functionary – Staff at regional and institutional level, Principal, teachers, students. 2) Staff Functionary – To manage functions in CDC, instructional design, students learning as well as III, HRD, IS & OD. 2. 4 INDIVIDUAL NEEDS :-Above three activities can be interconnected for identifying the system needs in Human Resource area. Individual staff development is not a one time process & will be distributed throughout working period of on individuals. It consist of three stages – 1) Initial training 2) Induction training 3) Inservice training. 2. 5 MATCHING PROCESS :- Job analysis :- It is necessary to specify job needs to be fulfilled & a bout required skills needed to their jobs. It is necessary to do the job analysis for each post involved in the system at state level, Inst. evel, dept. level & individual level. This will helps in understanding to a individual about job profile also to know his function in the system. It helps in deriving the roles & responsibility of posts. HRD will work in this area & will do job analysis & as said above. Recruitment & Selection :- While recruiting a person for the system through MPSC or at Directorate level certain types of norms (e. g. recruitment rules) will be developed by HRD. These norms will be helpful to get the suitable person for the system. Induction & Socialization :-When the employee will be recruited he will learn the ropes, learns how to get along in the organisation, how to work, how to fit in, how to master the particular job, how to see viable future in the career. The goal will be to facilitate the employee’s becoming productive & useful member of the or ganisation both in short term & long term. Job design / Assignment The job assignment to the new employee will be made to be carefully. The issue is how to provide optimal challenge, a set of activities neither too hard nor too easy & neither too meaningless nor too risky from the point of view of the organisation.Job design & job assignment are the matching processes geared to ensure that the work of organisation will be performed. Line managers will have the basic information about jobs & skills requirement. Training (Initial, Induction, Inservice ):- Initial Training – This training will be organized to impart the knowledge & basic operational skills to newly recruited staffs for better T. L. process. It includes modern Tl processes, technologies & hands on practice etc. This also includes awareness about roles & responsibilities of employee & information regarding organisation.Induction Training – This training programme will be arrange for locating one’s ea rly career issues. He can locate his area of contribution in learning how to fit himself in organisation & becoming productivity seeing a noble future for oneself in the career. This phase insist on development, microskills in his area of interest. There liking areas includes LRD’s , instructional design, curriculum development, TL processes, instructional processes & institutional process as well as he can develop himself in III, IS, OD, etc. This will help him in vertical & horizontal mobility in the system.HRD system will identify system need in above areas as well as individual need in the same area and will develop & arrange requisite training programme in these areas. Inservice Training – These training will facilitate to individual in his career development process. This training must provide some kinds of norms & regulations for employee through some successions of job by promotion or by lateral movement or by giving simply new assignment. this training will fo cus on new emerging technologies in the related area enhancing profession & tech. ompetence among employees. This inservice training programme will provide persons for higher level working like state planning, state management, Instt. Planning, etc. Performance evaluation :- HRD will develop reliable evaluation system to get the necessary feed back to accomplish the goals successfully. Under HRD the process of performance appraisal will be standardized which will help in providing opportunities to individual for vertical & horizontal mobility. Organisational Rewards :- HRD will conceive result oriented reward system.This will motivate employees working in TES & help to achieve the goal of TES effectively & effeciently. Similarly promotion facilities & lateral movements will also be made available. HRD will give guidelines in this matter. Promotion ;- The promotion opportunity are limited because the pyramid narrows at the top. The promotions will be done timely also HRPD system will concentrate on developing career paths, systems of job rotation, changing assignments, temporary assignments to ensure continuous growth of Human resources.Optimally challenging jobs draws persons abilities & skills. Career Counseling :- For growth & development of the individual the organisation will provide some means for individual employees at all levels to become more pro-active about their careers and some mechanisms for joint dialogue counseling and career planning. This process will ideally be linked to performance appraisal. Because the boss can review with the sub-ordinates the future potential development needs, strength weaknesses, career options etc. Planning for levelled – off employee :-The planning & managing process are counter parts of individuals that have already discussed but are focussed on different problems like late career, lack of motivation obsolescence and ultimately retirement. Organisation will recognize that there are various options available to deal with this range of problems, beyond obvious ones of either terminating the employee or engaging in elaborate measures to re-motivate people who may have lost work involvement. Job design / Job Rotation :- Job changes or job re-design is suggested which will be applied to the particular problems of levelled – off employees.When the employees become un-responsive to the job characteristic themselves and pays more attention to surrounding factors such as the nature of supervision, relationship with co-workers, pay & other extrinsic characteristic, they should examine whether those employees are still in responsive mode or not. 2. 6 Management of the post project status :- All institutions signing the project will be simultaneously engaged in conducting routine activities & at the same time managing project activities. HRD Cells will be installed at D. T. E. , D. I. I. C. , M. S. B. T. E. , R. O. s, R. B. T. E. & polytechnics devoted for managing the project. Their functi ons will be liasion, R & D, design, policy making, development, implementation, evaluation, 2. 7 Resources at the post project status :- The content of this section is based on the system’s diagram in fig. 2 in which item No. 5 i. e. resource inputs are shown. They are the resources needed to install management & management processes. Resource planning is intended to ensure that the existing & additional resources are strengthened, developed & kept ready for project implementation. 1) Physical Resources :- Every institute of TES will have adequate physical resources. ) Human Resources :- System will have trained Human resources capable of managing change in educational processes & enabling processes. 3) Information Resources :- HRD components will have a stock of generic information & specific information required & it will flow from one institute to another. 4) Time Resources :- HRD will have long term policy and a time bound action-plan geared to vision, mission , goals, ob jectives & activities. 5) Financial Resources :- HRD component will have financial management to carry out The change process over a long term project period.Provision will be made for internal revenue generation. ******************************************************************************************* 3. 0 PRE-PROJECT STATUS :- 3. 1 Context of W. B. A. P. under which staff development cells were instituted and Role & Function of S. D. C. 3. 1. 1 CONTEXT :- PreWBAP status of HRD – In 1965 TTTC was established at Karad. It was shifted to Pune in 1970. TTTC conducted long term programmes of diploma & degree in Technical Teachers Training. In 1980 TTTC was handed over to TTTI Bhopal and extension centre of TTTI was established in Pune in 1980.Prior to WBAP, TTTI & other organisation like CII, IIT & ISTE were announcing the training programmes through their calendar & the state (DTE) deputed the staff for the programmes but it was not in the planned way. WBAP was implemented in the state of Maharashtra for improving quality & efficiency of Technician Education in the state. Developmental activities like Staff development, Curriculum development, Learning resource development, Industry Institute Interaction were started in various polytechnics under various subcomponents of this WBAP.Primarily Government Polytechnics situated at six Regional Headquarters were considered to initiate all these activities. These centres being Autonomous institutes were expected to develop these activities for their own needs & further percolate concepts & benefits related to these activities in the region. In order to implement sustained S. D. activity for faculty & supporting staff Government, Government Aided & Unaided polytechnics of state S. D. cells had been established under WBAP at the six lead centres i. e. Government Polytechnic, Mumbai, Pune, Nashik, Aurangabad, Amaravati & Nagpur. Ref. :- Staff development activity under S. D. Cell at lead centre polytechnics Progr amme calendar Jan. 99 – June99 ) By DIIC, Mumbai. 3. 1. 2 ROLE OF S. D. C. :- Training programme calendars were sent to principals of all polytechnics by SPIU/DIIC, Mumbai. They had to prepare staff development plan of their institutes by identifying the teachers / ministerial / supporting staff for the programmes listed in the calender taking into consideration academic planning of their institute. Such staff development plans prepared were submitted to SDC’s.All SDC’s were to compile the information received from different polytechnics and pass on the same to DIIC for further execution. This was the practice adopted during WBAP. 3. 2 STATUS OF THE PROGRAMMES :- The programmes planned were categorized as follows :- 1. State level programmes – These were the programmes for which staff member from any polytechnic of state was a participant. 2. Regional Programmes – Some programmes were planned for the specific region. 3. 3 TYPES OF PROGRAMMES IN THE PREVIOUS CALENDERS. :- 3. 3. 1 Long Term Programmes – †¢ Induction Phase I, †¢ Induction Phase II, Industrial Training of Teachers †¢ Induction programme for office staff (ministerial staff ), †¢ Industrial training of workshop staff. Short Term Programmes – 1) Management development programmes for Principals & HODs, Librarians & storekeeper. 2) Content updating programmes for teachers. 3) Skill updating programmes for supporting staff. 3. System’s diagram for Pre-project status :- System’s diagram for Pre-project status is as shown in figure 5. 3. 5 Present status of Clients:- There is no client focussed HRD. 3. 6 Present status of output :- (Trained manpower)Currently the staff development programmes are not designed as per the needs of the organizations. Also the individual training need is not assessed. In short, there exist no systematic & scientific staff development planning. In certain area like Learning Resource Development , Curriculum Development, some manpower is trained but strategy for HRD does not exist as explained in post project status also manpower required for State planning, Institutional planning, LRUC, Instructional design, Student’s learning, III, MIS, Organisational development, Staff development, the manpower is not trained to the satisfactory level. . 7Current status of input:- (Current status of knowledge / skills / attitudes of line and staff functionaries) The teachers should have the knowledge & skills of instructional design, LRDC, LRUC . The HODs should have the knowledge & skills of Curriculum design, development, implementation & evaluation. The principals should have the knowledge & skills of institutional planning. State level / regional level officials should have knowledge & skills of planning & management. The line workers required for enabling processes are staff development officers, training & placement officers, project officers.They should have knowledge & skil ls of understanding enabling processes, planning & implementation of these processes. But existing faculty is lacking in professionalism required to undertake / perform such processes. (i. e. knowledge in ID, CD, IP, CDC etc. ) 3. 8 Current status of process of transformation :- (Strategies & activities to convert current level of competence of line and staff functions into those described in post project status) The process of transformation includes a process chain depicted in fig. 5. i) Job analysis for the all the post is not in existence.The roles & responsibilities of SDO, TPO, Project officers, Deputy secretary, Assistant secretary, System Analyst are not clearly mentioned. ii) It is observed that modification in recruitment rules are necessary. Recruitment rules for certain post like Deputy Secretary, Assistant Secretary etc. are not prepared yet. Most important is the gap which still focusses todays job function & not future design of job function. iii) Induction & Socializ ation – Presently there is no effort for a newly recruited employee to convert him in productive & useful member of the organization both in short run & long run.Induction phase I & phase II program are currently in operation. iv) Job design & assignment – It is observed that currently there is no job description done in professional way also the work allotment in the institution are not as per the ability & skills of the employee. Presently allocation of the work to the subordinates is done by priority of the work. Staff shortage is one of the main reasons for improper allocation of work. v) Training need assessment – Assessment of individual training needs, organizational needs & their matching to accomplish a certain goal is not done systematically & scientifically. i) Training – Presently training is imparted on the basis of felt needs & not on the basis of needs assessed scientifically & systematically. Also needs of the individuals for his / her ver tical & horizontal mobility have not been considered. Except for few innovative project like LRDC there is no concept of induction & inservice training as such. vii) Performance Evaluation – Presently there is no professional way of obtaining feedback mechanism for performance evaluation. It is observed that there is vast gap in performance measurement & reality.Performance appraisal reports are not fact oriented towards the activities of the individual. The current stress is on the confidential reports which makes performance appraisal difficult. viii) Organisational reward – There is no reward system to motivate employees at institutional level to engaging attempt to enhance quality of his work. Only state level Best Teacher awards are awarded by the State Government, but these are not in sufficient numbers. ix) Promotion – There are no timely promotions. Many of the key posts are vacant. The work of key posts is allotted to another faculty member in the syste m for longer time. ) Career counseling – There is no career counseling for employees in TES. xi) Planning for levelled-off employees – There is no mechanism for utilizing levelled-off employees which reduces the efficiency of the system. xii) Job Rotation – There is no alternative job rotation system by design in existence. 3. 9 Current status of management :- At state level there is no full-fledged management structure for HRD. At institute level there are staff development cell at lead centres only. At department level & class room level, the roles of HOD & roles of Sr. teachers in HRD are not clearly defined. ****************************************************************************************** 4. 0 PROJECT JUSTIFICATION :- Firstly though the design of the world bank assisted project was based on system thinking ( implicitly of course ), the actual implementation was carried out in a fragmented way, treating each sub-component independent of another sub-c omponents without relating their output to the major goals of â€Å" Strengthening Technician Education system † There are gaps found by comparing post project status & pre-project status. The gaps are mentioned below – . 1 Gaps in customer identification :- Line and Staff functionaries are not identified except for LRDC, specifically for HRD, because there is no such HRD strategy in existence. 4. 2 Gaps in output specification :- The line workers and staff functionaries must have their desirable inventory of knowledge, skills & attitude required to do their functions for quality improvement. 4. 3 Gaps in input :- It is the need of system to have better record of competencies possessed by the functionaries to enable HRD system to design HRD program. 4. 4 Gaps in process :- ) Job Analysis – Job analysis is not done for the posts – SDO,TPO,PO,Dy. Secretary, Assistant Secretary, System Analyst etc ii) Recruitment – Revision / modification of recruitme nt rules is required by focusing on future design of job function. iii) Induction & Socialization – Absence of mechanism of induction & socialization for a newly recruited employee. iv) Job design & Assignment – There is a staff shortage and hence cannot assign the work as per the ability & skills of the employee. v) Training need assessment – No systematic & scientific assessment of training needs. i) Training – Training is not divided in three parts –1) Initial, 2) Induction & 3)Inservice . There is no need assessment for the individuals for his vertical & horizontal mobility . vii) Performance Evaluation – There is no mechanism for feedback from performance evaluation . There are no seprate performance appraisal reports for the different post like Joint Director, Deputy Secretary, Assistant Secretary, SDO, TPO, PO, etc, on the basis of their job functions. viii) Organization reward – To motivate employees at different levels there are no financial rewards in sufficient numbers. x) Promotions – Many of the key posts are vacant. There are no timely promotions. x) Career counseling – There is no career counseling for employees in TES. xi) Planning for levelled-off employees – There is no mechanism to utilizing levelled-off employees. xii) Job rotation – There is no alternative job rotation system. 4. 5 Gaps in management of HRD :- At state level there is no full-fledged management structure for HRD for qualitative improvement needs to be designed. At institute level there are staff development cell at lead centres only for qualitative improvement needs to be designed.At department level & class room level, the roles of HOD & roles of Sr. teachers in HRD are not clearly defined. 4. 6 Gaps in resources :- i) Human Resources – There is no trained Human Resource capable of managing change in educational Processes & Enabling Processes. ii) Information Resources – There is no stock of generic information & specific information required for HRD in the form of MIS. iii) Time Resources – Presently there is no time bound action plan of HRD geared towards vision of TES. iv) Financial Resources – Presently there is no finance available for HRD. 4. Integrated view of Gaps & project justification :- The gaps in post project status and pre-project status are found and these are with respect to customer identification, output, input, process, management, resources. There are gaps in each component of the system and hence mission of TES cannot be accomplished successfully to the full extent. For integration purposes there is a need to consider HRD at systemic level as described in systems diagram in fig. 2. In the last five decades there has been manifold expansion in engineering college and polytechnic education systems.The unprecedented expansion not withstanding , the system design has remained more or less static. Changes in the system if any have been superficial in nature. Meanwhile there have been major changes in the economic and industrial policies of the country where by the protection from international competition here –to –for enjoyed by the indigenous industry is no longer available. Indian industry is today facing fierce but healthy competition from multi-national corporations and has to improve significantly the quality of his products and services, if it is to survive in the highly competitive environment.A high level of upgradation in skills is called for if the Indian industry is to be competitive in the world market. The type of technical manpower required by the industry in the present scenario is quite different from the kind of output presently available from the technical institutions. The knowledge competencies & skill profile of future technical manpower will have to be correspondingly enhance by changes in the technical education systems at all levels. The existing technical manpower will also need extensive re-orientation to meet these requirements. (Ref. Draft policy guidelines for training teachers of polytechnics & engineering colleges – Ministry of H. R. D. , Department of Secondary & Higher Education, May-2000) Also the massive investment of the World Bank Assisted Project during 1992-99 has given momentum to both the quantitative expansion & qualitative improvement of the technical education system. It also provided basic infra-structural facilities and hence to sustain the gains of WBAP & to accomplish the mission successfully, the gaps in the system must be removed for enhancing the qualitative improvement.Hence , all efforts are to be made to develop systematic and scientific Human Resource Development schemes at various levels. ****************************************************************************************** 5. 0 DEVELOPMENTAL STRATEGY OF HRD :- HRD project will ensure Human Resources required by the TES properly educated & trained to enab le to transform pre-project status of TES to post project status of TES i. e. making available right type of manpower at professional & para professional level. Both educational processes & enabling processes to be upgraded to better level of functioning. ***************************************************************************************** 6. 0 PROJECT IMPLEMENTATION STRATEGY :- 1) HRD Project Strategy :- †¢ Educational processes are – a) Students learning, b) Instructional design, c) Learning resource development, d) Learning resource utilization centres, e) Curriculum design & development, f) Institutional Planning, g) State Planning. These processes will be governed by MSBTE. M. S. B. T. E. will be project office. †¢ Enabling processes are – a) HRD, b) III, c) O. D. , d) M. I. S, e) Project Management. These processes will be governed by DIIC.DIIC will be the project office. Project structure is indicated in fig. No. 6 Liaison, R/D, design, Policy, dev elopment Implementation evaluation are the activities in the process. 2) Implementation Strategy :- |At State level |State Management Group – DTE (M. S. ) Mumbai will be the Chairman of State Management Group. | | | | | |DIIC will be the overall incharge of enabling projects. III, HRD, IS & OD.There will be a project| | |manager (PM) at DIIC project office. HRD Cell will be under the control of PM. | | | | | |MSBTE will be the overall incharge of educational projects. There will be a project manager at | | |MSBTE project office. The Secretary will be the Project Manager. Members from design centers will | | |be assisting the PM for educational projects. | | | | |Identified design centers will assist to develop general models for educational & enabling projects| | |& apply the same for particular discipline through experimentation & then disseminating the tested| | |knowledge to other polytechnics. | |At Regional Level |Regional Management Group will co-ordinate the activiti es at regional polytechnics. | |Six regional polytechnics will responsible for regional co-ordination of implementation, | | |monitoring, evaluation of tested educational and enabling projects. | |At Institution Level |Project Cell at identified polytechnic & other polytechnics will access all developed models from | | |design centers & integrate those into their existing programs. | 6. 1 General system diagram for project implementation :- System diagram for project implementation is as shown fig. 7. 6. 2 Goal structure :- . 2. 1 MISSION OF THE HRD PROJECT IS :- To provide Trained manpower for Line process, Educational processes and Enabling processes. Personnel required for SP, IP, CP, SL also HRD, III, MIS, OD, PM. 6. 2. 2 GOALS OF THE HRD PROJECT ARE :- Mission is broken down into three major goals. 6. 2. 2. 1 To develop right type of Line functionaries from DTE, DIIC, SBTE, RO’S, RBTE’s & Polytechnics (Principals, HOD’s & Teachers) 6. 2. 2. 2 To develop rig ht type of staff functionaries required for Educational processes like students learning, Instructional design, LRDC, LRUC, CD, Institutional planning. . 2. 2. 3 To develop right type of staff functionaries required for Enabling processes like MIS, HRD, III, OD & Project management. 6. 2. 3 Objectives of the HRD project :- These are component objectives aimed to achieving each goal mentioned above. Goal No. 1 To develop right type of Line functionaries from DTE, DIIC, SBTE, RO’S, RBTE’s & Polytechnics (Principals, HOD’s & Teachers) Objectives for Goal No. 1 01. Job analyzed for line workers, (students, teachers, HOD etc). 02. Recruitment rules/norms revised / modified /prepared. 03. Selection procedures for line workers prescribed. 4. Mechanism developed. for assignment of job based on knowledge & skills possessed by the line workers . 05. The training needs of line workers assessed by considering individual needs & organizational needs. 06. Need based training provided for line workers 07. Reliable & valid evaluation system developed for line workers to get the necessary feedback to accomplish the goal successfully. 08. Standardized the performance appraisal formats for line workers. 09. Devised result oriented reward system for line workers. 0. Provided guide lines for promotion and lateral movements of the line workers. 11. Developed a mechanism linked to performance a appraisal for joint dialogue counseling & career planning of the line worker. Goal No. 2 To develop right type of staff functionaries required for Educational processes like students learning, Instructional design, LRDC, LRUC, CD, Institutional planning. Objectives for Goal No. 2 1. Devised a mechanism for identification of curriculum designers, learning resource developers, instructional designers i. . staff functionaries from TES. 2. Identified the staff functionaries. 3. Assessed the training needs of staff functionaries. 4. Provided initial, induction, inservice train ing by arranging need based training programme for staff functionaries. 5. Developed a valid & reliable evaluation sys5tem to get necessary feedback to accomplish the goal successfully. 6. Devised result oriented reward system for staff functionaries. 7. Developed a mechanism for joint dialogue counseling & career planning of staff functionaries. Goal No. 3To develop right type of staff functionaries required for Enabling processes like MIS, HRD, III, OD & Project management. Objectives for Goal No. 3 1. Identified the staff required for project management in each area MIS,HRD, III, OD, Project planning. 2. Assessed the training needs of staff required for project management. 3. Provided need based training to the staff required for project management. 4. Developed a valid & reliable evaluation system to get the necessary feedback to accomplish the goal successfully. 5. Devised result oriented reward system for executives of the project. 6. Project management structure :- 6. 3. 1 Ro les & functions of each component of management structure (OD,III,MIS,PM,HRD) :- Roles & Functions of Line Functionaries :- 1) Students Learning :- Role is an self directed learner. Functions – Management of the self. Management of others Management of information Management of task. 2) Role of Instructional Designers :- Functions – To organize T/L experiences so that the students not only gets generic skills but also acquired vocations specific competencies. 3) Role of L. R. D. C. :- Role of L. R. D. C. is learning resource development & utilisation.Functions are to design appropriate message suitable to the student & teachers requirement & make it available both in print & non print media. 4) C. Design & Develop :- The role is curriculum designers & developers. Functions – To design curriculum to enable teachers & students to co-ordinate their T/L experiences by co-ordinating the teachers in activities in Basic sciences, Engg. Sciences & Tech. Subjects for eac h branch of Engineering. 5) Institutional planning :- The role is planning. Institutional activities, curriculum development in various branches of engg.As well as short term programmes for continuing. education are carried out with optimum use of physical, information, human & financial resources. 6) State planning :- The role is planning at the state level to facilitate co-ordinated actions of institutional planning both administration units & academic institutions & bring team within the state level policy framework. All these are interconnected so that the framework at the state level provides framework for institutional planning which in turn provides framework for curriculum planning etc. Enabling Processes :- ) The III is to link education system at the state, institution, department, teachers & student level with the industrial systems so that both work together for providing both economic & social development of the country. 2) The O. D. provides supporting conceptual frame work within which the administration & academic institutions can plan & organise systematic transformation of the organisations to be able to adapt themselves to the ever changing environmental conditions. 3) I. S. – Provides conceptual framework to (1) generating, acquisition, torage, retrieval & dissemination of information just in time for the front line workers & supporting staff can organise their liasoning work , R & D, design, develop, implementation & evaluation tasks both for plan & non plan activities. 4) PM – The role is to provide & conception framework for all those who work to design, develop, implementation & evaluation the projects aimed at innovations in the education system. 6. 3. 2 Roles & functions of project structure of specific HRD project :- Roles & functions expected to be performed by different units shown in the project structure are given below. )SMG (State Management Group) The chairman is DTE (M. S. ) Mumbai. Functions – 1) To co-or dinate the work of project cells in DIIC & MSBTE for the purpose of integrating their project management so that the educational projects are properly complemented by enabling projects. 2) Make recommendations for policy making by DIIC & MSBTE to assist their respective project cells to carry out their work. 2) DIIC Role – Major roles of DIIC is to frame a policy for implementation of the project & to administer & allocate resources in the recommendation of state management group.. Functions – ) To identify policies for project structure required for planning / implementing HRD project. ii) To issue state level policy guidelines for R&D, design, development, implement & evaluation of state level project. iii) To issue policy guidelines to resources allocation iv) To send policy guidelines to concerned officers . v) To appoint officers by name in various cells vi) To obtain the regular feedback from SMG for HRD to review the progress & solve the problems of the project cells. vii) To take administrative & remedial actions on receiving feedback. 3) MSBTEThe major role is to co-ordinate the activities of educational projects, OD & collaborate with PM of MSBTE. Function : I) To communicate the policies regarding educational projects for the institutes. II) To identify the staff functionaries at design centers. III) To assist in developing the general models for HRD for different levels of hierarchy ( staff functionaries) for educational projects. IV) To obtain regular feedback from SMG for HRD project(Educational Projects) to review the progress & solve the problems of the design centers. 4) PM at DIIC Co-ordination cells of HRD project will work under the project manager at DIIC.The Joint Director will be the project manager. PM will be responsible for designing, implementing & evaluating the projects. 5) HRD Co-ordination Cell CHAIRMAN – 1) HRD Co-ordinator – Deputy Director in DIIC SECRETARY – 2) Project Assistant – Ass istant Director in DIIC 3) Member – Programmer 4) Member – Educational Consultant The selected members from design centers will constitute task groups at DIIC. These task group will work with HRD Co-ordination cell to develop general models for all enabling projects for different levels of hierarchy. The supra – system will consist of – 1) DIIC & MSBTE i. e.Top Management. 2) Project cells of other enabling projects & MSBTE project cells. Major role of HRD co-ordination cell is to co-ordinate the activities of HRD project in reference with enabling & educational projects Liaison, R&D, Design, Policy Development, Implementation & Evaluation of project at state level. Functions – 1) To preside meetings of the cell. 2) To manage all the following activities of HRD with the assistance of Task Group – a) Designing the general models / mechanisms for HRD for different levels of hierarchy. b) Pilot testing of the instruments developed through Task Groups. c) Validation of the instruments. ) Application of the instruments at Design Centres e) Sending the input formats to the Information service co-ordination cell. f) Sending the output formats to the Information service co-ordination cell. g) Receive the output from Information service cell for different purpose. h) Disseminate the output to the concerned (higher ups, Task Groups, design centres. ) i) To assess the training needs of line-functionaries / staff functionaries. j) To prepare action plans for HRD. k) To prepare staff development plans. l) To implement the plans through Task Groups. m) To ensure the output from training programs. ) To ensure supply of resources. o) To take remedial actions whenever necessary. p) To collect & communicate the feedback to state management group. q) To generate ideas for effective / cost effective HRD r) To keep / maintain the update record of all relevant activities. s) To guide the cells / design centres with the help of educational c onsultants. t) To keep the continuous liaison with educational & other enabling projects co-ordination. u) To identify the training needs of line functionaries / staff functionaries pertaining to the education for implementation / evaluation of the HRD project. ) Design Centres The members selected from design centres to work as task groups in co-ordination with HRD cell at DIIC will also be working directly with PM at MSBTE. The design centres will apply the models developed by PM for particular discipline through experimentation and will then disseminate the tested knowledge to other polytechnics through six regional polytechnics. 7) Regional management Group Joint Director of the region will be the chairman of this group & will the responsible for observing the effective implementation monitoring and evaluation of tested educational and enabling projects. ) Six Regional Polytechnics These will be responsible for regional co-ordination of implementation , monitoring, evaluation of tested educational & enabling projects received from design centres. 9) Project Cell at Institution Level (identified polytechnic/other poly. ) Project cell will access all developed and tested models from designing centres through regional polytechnics and will integrate those into their existing programmes. 7. BUDGET 1. Budget Heads The budget is normally prepared under two heads i. e. non-recurring and recurring expenses for any kind of project. . Non recurring expenses Non recurring expenses are usually considered as one time expenses at the initial stage of the project. These are incurred mostly pertaining to the infrastructural development required for the project including expenses for building, equipment, furniture, vehicle, books, consultancy, fellowship etc. 7. 3 Recurring expenses Recurring expenses are the regular expenses frequently required for the project period. The recurring expenses includes salary of project staff, consumables, O. & M. charges etc. 4.

Team Importance Week 3 Hcs 325

Introduction No management position is easy these days. There are many rules and regulations to follow, as well as many responsibilities that grow more over time. One of the responsibilities as a manager is to improve efficiency of the company and extend customer satisfaction. Not only does this take money, but time, skill, and teamwork. As the manager of a busy call center, the call volume has increased so much that there is an extra $20,000 to spend on improving customer satisfaction and efficiency. How can this be spent wisely to reach these goals? Teamwork is top on the list of importance because without a team, there is no business.Teams provide many things to a health care facility, as well as any other successful business. Teams are used in many different ways in other industries, such as the military, for example. This sets examples for the health care industry as to how teams might be used similarly there compared to somewhere like the government jobs. However, nothing is ea sy like saying the alphabet. In any industry, conflict does arise, and having the knowledge of problem solving is very good to have in order to make an educated decision for the health care organization. GoalsIn the call center, there is an extensive amount of money to be used for improving the quality of care, and customer’s satisfaction. Goals need to be set in order for the $20,000 to be used wisely. Teamwork is the answer to this. To improve quality of the product, and to increase customer satisfaction, everyone has to be able to work together very well to reach the goals of the company. So far because of this teamwork, the call volume has increased immensely. Managers in the call center have a process they follow, called the Five Step Planning process, which enables them to improve teamwork, which solely improves quality and satisfaction.Five Step Planning Process â€Å"At its most basic, planning is decision making†. (Donald J. Lombardi, John R. Schermerhorn, Bri an Kramer; 2007, John Wiley & Sons Inc. ). The five step planning process is used in order to make the best decisions possible when making decisions within an organization, as well as help out with any conflicts that may arise during the process. It is a support system for problem solving and breaks down how to do it with as little conflict as possible. Step one of the process is to identify and define the problem.This is where information is gathered, evaluated, and is deliberated. Doing so defines any problems correctly and can be taken care of efficiently without complications along the way. Step two of the process is to generate and evaluate possible courses of action. In this step, managers â€Å"can begin formulating one or several potential solutions†. (Donald J. Lombardi, John R. Schermerhorn, Brian Kramer; 2007, John Wiley & Sons Inc. ). More information may need to be gathered and analyzed before going to the third step of the process, which is choosing a preferred plan of action.In the third step, a decision is made with selecting a specific course of action. In the fourth step, implement the planned course of action, actions are established and implemented to meet the final goal. Nothing new is able to happen unless action is taken. Managers should have the ability to be able to have the determination and be creative in order to implement the planned course of action. Finally, the fifth and final step of the process is evaluating the results. What happens is the accomplishments with the original objectives are compared to what has been come up with.Both the positive and negative sides should be kept in an open mind, before a final decision is made to stick. Look Outside the box Looking at how other businesses are ran and how the make teamwork better is a way to improve customer satisfaction. Teamwork is used in different ways in other industries, such as the military, for example. They use teamwork to the full extent because in their world, it may mean life or death. Jane Dyer, a veteran, states â€Å"Teamwork is a fundamental lesson in the military. At basic training, you learn about being the member of a unit†.She also states that after you leave that basic training, you are still responsible for your unit and whether or not you like a team member, you will still honor and protect each other. The military is so tightly compact, they are like a family. This sets examples for teamwork in the health care organizations because whether or not you like a team member, that does not mean you cannot help the company you work for succeed along with yourselves. The military’s company is the United States. Should they not work together well, they could die and others lives would then be at stake.It is the same concept with businesses. Should the team not work together well and improve, then one, the company ends up dying, then everyone working loses their jobs. Just because one industry is different than the other, they could very well learn important lessons about team work from each other. Conclusion Industries around the world are very different but also alike in so many ways. The military is a great industry to look at for things like team work, because the health care industries can learn how to improve their quality of care and customer (patient) satisfaction.Having that extra money can benefit the companies when they focus on improving team work alone. Lessons are learned all around. References: Donald J. Lombardi, John R. Schermerhorn, Brian Kramer; 2007, John Wiley & Sons Inc, â€Å"Managerial and Supervisory Planning: Preparing for the Road Ahead†; retrieved from https://ecampus. phoenix. edu/content/eBookLibrary2/content/eReader. aspx Jane Dyer, 2010, â€Å"The military shows the importance of teamwork†; retrieved from http://www. mydd. com/users/jane-dyer/posts/the-military-shows-us-the-importance-of-teamwork

Economics Essay Example | Topics and Well Written Essays - 2000 words - 8

Economics - Essay Example Basically, the Irish Government and European Central Bank are fixing a problem that has struck worldwide. In the end, the Irish economy will bounce back. As around the world, Ireland had a massive amount of bad bank debt. This bad bank debt has created a crisis within the Irish economy. This phenomenon has been worldwide. Banks have been making irresponsible loans, Irish banks were no exception. Kirby (2010: 4) reports â€Å"Government subsidies fuelled a frenzy of building around the country and banks lent recklessly to developers to buy land at grossly inflated prices and to customers to buy the houses and apartments built on this land at equally high prices.† When the economy was better, mortgage interest and collateral were seen as a win/win situation. However when the economy started taking a downward turn the banks began having too much collateral. Bankers do not want collateral, they want mortgage payments. Once these mortgage payments started to decrease, Irish banks started to fail. The banks were not tightly regulated before the recessions. Loans could be given on inflated prices. McCormick (2009) explains, â€Å"Overreliance on construction, cheap credit and securitization of housing loans exposed Ireland to a sharp reversal of economic activity. Irish housing prices collapsed and the banking sector faced losses and liquidity pressures.† The more given, the more the banks expected to receive. If regulations had been in place on how much could be loaned, property assessed correctly, and other common sense rules, the Irish economy might not be in a recession. McDonald and Moya (2010) reports: Hard-pressed Irish taxpayers are now rescuing the banks from the consequences of their greed and folly. In return, we must now insist that they go back to basic business, and that means keeping every fundamentally profitable company in business. As a result of the failing banks, the Irish Government and

EA Sports Games Competitors Overview Essay Example | Topics and Well Written Essays - 750 words

EA Sports Games Competitors Overview - Essay Example It is the third fastest growing industry in the entertainment and media market field, and the key companies in the industry are Sony, EA Sports, Microsoft and Nintendo. The Electronic Arts Company competes with other companies in this dynamic video and highly competitive games industry. There are very many companies worldwide engaging in the business of distribution, publishing, marketing and the development of video games – the business that EA engages on. The direct competitors of the company are Activision Blizzard incorporated, the Nintendo Company, Konami, Ubisoft, Vivendi, Take-Two and in the online games its competitors include Gameloft and Glu Mobile. Competition in this unique industry takes different forms and strategies and the rivals adopt their own unique strategy of increasing their market share, their revenue and image. Since this an interactive industry the company that adopts the most finesse products ends up with these benefits as they have been mentioned abo ve. In order to cushion themselves from the intense competition companies in this industry have resulted to mergers and acquisition to enhance their economic status in the industry and market. Comparison among these three industry key competitors reveals that revenue comparison, EA sports made$ 3.9 billion while Activision Blizzard Company and Nintendo Company 4.86 billion and 8.06 billion respectively. However, despite these huge profits with the entry of many entrants in the market, these profits will dwindle as they have cheaper., more technologically advanced, and better games as compared to these main players in the games industry. Currently the EA(sports) company is the largest independent publisher by sales volume, the company control a worldwide market share of 19.9% compared to other companies such as Japanese Konami which controls 19.7% . The others are Activision Blizzard which controls 9.7%, Vivendi controls 6.9%, Take-Two controlling 6.3%, Ubisoft controlling 5.8%, the rest control the remaining 31.5%.Video games appeal to two

Verbal Communication (Communication) Research Paper

Verbal Communication (Communication) - Research Paper Example My friend got agitated by the description of my present status. He thought it was a deliberate attempt from my part to become a superior in front of him. Immediately, he started to tell more about his job at Dubai. He told me that he was getting around $ 20000 as salary alone per month in Dubai along with company vehicle of an E class Benz and a Porsche Villa near to a beach in Dubai. Even though he was an aluminium fabricator, he told me that he is working as an Estimation manager and only because of his efforts his company got projects worth millions of dollars on every week. I have double checked the information provided by him about his job, with another friend who is working at present in Dubai. He told me that the other fellow is still an aluminium fabricator working for $ 1000 per month as salary. In my opinion, my friend thought that I was deliberately trying to ridicule him by giving false data about my present status. Moreover the salary which I am getting at present in my home country was unimaginable and intolerable for him. The misinterpretation was not caused by any language barrier or another language issue. This misunderstanding has occurred merely out of the misinterpretation of my intentions by my

Western traditions Essay Example | Topics and Well Written Essays - 1500 words

Western traditions - Essay Example Religious literature has contributed much in the beliefs and practices of various religions in the world. For one, scriptures and other religious text help document the occurrences and events and the rituals we continue to practice today.Its historical allusion is towards the beginning of how religion has emerged and developed in which areas of the world as well as its impact on society and culture of the countries where religion is practiced, which therefore contributed to the present way of life of its citizens. Without religious text to support the faith, there will be no continuity of practices that will be handed down from generation to generation. Second, it has engaged individuals, even heretics to first interpret certain notable events and figures as we see them in each religion, or relate life events to these same religious indoctrinations and help people see beyond suffering. Next is learning to question long time traditions and beliefs in religion that either belie or unde rmine others which naturally mock the purpose of imparting goodwill to mankind through religion.The center of Jewish intellectual life after the Babylonian destruction of the Jewish temple is completely debatable. Some would say it is in the central plains of Sahara, where the fruits of genetically altered plant species were cultivated to benefit early Byzantine human civilization. Some would say it would have shifted along with the axial tilt of the planet, to an estimated forty three degrees where old Mesopotamia was. Unfortunately, it cannot be determined with enough accuracy so as to be rendered fully ascertained. Still we can consider the events that transpired in order to determine when it actually occurred. For one, the Jews have been particularly ostracized and persecuted since the olden times, from the start middle ages where they have been considerably ridiculed in Christian Europe, especially with the reign of Christianity through Constantine's prodding. The enlightenment of Jews from around the world began when their full emancipation from such restrictive laws that govern their social existence regardless of their beliefs and traditions were encouraged and slowly emerged. The golden age of Jewish culture in Spain has particularly contributed to where Jews were placed in society until the Nazi terrorism against Jews. Page 339 #2: Over what issue or issues did Latin and Greek Christianity separate, and what are the principal continuing differences between these two branches of Christianity in worship, organization, and theology Latin Christianity strictly adheres to the liturgies of Latin rites, including the absolute celibacy of priests, appointment of bishops directly by the Pope, and other traditional standard rules enforced by this part of the Catholic church that originated from western Europe where Latin was the primary language. As opposed to the beliefs and traditions that are implemented by that of Greek Christianity, where priests and pastors can marry, and have separate liturgical rites from that of Latin Christianity, though they continue to respect the usual policies originating in Rome. The Great Schism between the Eastern and the Western Church based on the issues faced by Constantinople apart from language barriers and political events have contributed greatly to this separation. Whereas Latin Christianity considers Rome as the ultimate highest single entity to govern the Church's policies, Greek Christianity believes no lone authority should be notable but the

Virginia and New Jersey plans presented at the Constitutional Essay

Virginia and New Jersey plans presented at the Constitutional Convention - Essay Example Within the two houses of the legislative branch, one branch would consist of people who were to be elected by the citizens for a term of three years while the other branch called for a group of older leaders that state legislatures elected for a term of seven years of service. Under the New Jersey Plan, the proposal was to have a unicameral legislative branch and each state, no matter what the size of its population, would have one vote. This proposal was written as a response to the Virginia Plan to help give smaller states just as strong or equal power to the larger states. The New Jersey Plan gave Congress the power to set and collect taxes. All federal laws trumped state laws. For the Congress, there would be an executive council which could be subjected to a recall by governors of each state. These members would serve a four-year term. In the judicial branch, the executive branch would appoint the members and these members would serve for a life term. There are significant differences in the congressional representation in the plans. The Virginia Plan gave more power to larger states and would base representation of the people on the population of the states. Both houses of the legislature would have representation based on population proportions. The New Jersey Plan called for a representation that was more equal so that each state was on a more even scale. Population would not be the determination of the state’s members and each would have equal representation under this plan because these people thought that this gave the larger states too much power. There would only be one house of legislature and there would be one vote per state. Congress, under the Virginia Plan, had terms of offices that were not specified though they would be made up the three different branches of the government. The legislative branch could deny any state laws if they did not follow suit with

Q1) Discuss why the events of September 11 had such a global impact Essay

Q1) Discuss why the events of September 11 had such a global impact and did it justify the war in Afghanistan - Essay Example The discussion as to whether the events of that day justified the war on Afghanistan has been avoided extensively. Several issues should be look at when finding out the justifications of the war. Firstly, it is the legality of the war. The United Nation is an international body that was formed in the year 1945. In the UN charter, there are international laws that govern war; the war with Afghanistan was illegal. This is so since for any war to be authorized by the UN the dispute has to be presented to the council for discussion. Without authorization by this body, any military action against another country is termed as being illegal (Köchler,2008 p57). The only exception from this rule is when a nation has been subjected to armed attacks from another country, and as a result, then a country may declare an act of war through self-defense. This condition was not fulfilled by the United States because they were not carried out by another nation, but by an organization called al-Qaida (Köchler, 2008 p75). The second fact that can result in war is when a country feels threatened by military actions instigated by another country. The threatened country has the option of approaching the UN Security Council, to ask for authorization in order to act out of self-defense where the means on how to defend is not fixed. However, the government of the US at that time claimed that the attacks on Afghanistan were intended to protect the United States from any other attacks. However, this was not the case as the pentagon took its time to launch the attacks, and again this proved that the matter was not urgent, as the UN requires it. The United Nations did not authorize the attacks on Afghanistan thus the war was deemed as being illegal, and this has even been confirmed by some politicians who were government officials at the time (Buckley, 2003 p95). The third

Depression in mothers Essay Example | Topics and Well Written Essays - 1250 words

Depression in mothers - Essay Example Depression among women has been known to be caused by a myriad of issues that affect the world globally and in the local communities. This is especially in the third world, where poverty is one of the leading causes of depression among mothers and women in general, unlike other factors that affect the first world and other well to do women that have all their basic needs. Poverty has led to depression amongst many women following the lack of basic needs to sustain a comfortable life, even at the lowest level of just being alive and having a meal on the table, as well as clean water to drink. This is in addition to having access, to health and medical facilities in order to cater for the overall wellbeing of women and communities in question. However, due to the sensitivity of the issue, we shall dwell more on the depression of women as they tend to shoulder the burden of poverty, especially in Africa. Studies show that African women are more likely to contract type 2 diabetes than wo men with greater economic resources or wealth only serves to show the impact of poverty on depression in African women (De Groot et al 172). The above studies approach depression in poor African women from the perspective of coming from a poor environment, where their depression is a reaction to the said environment. In addition, poverty is considered to be the strongest factor leading to depression amongst mothers with young children, especially considering their inability to provide for their young (Grant et al 1). This also includes the lack of suitable facilities, in which to live, which, in turn, leads to insecurity. The whole situation of depression revolves around the concept of poverty, especially in the third world, which covers most of the globe and Africa is a major concern followed by parts of Asia. Oxfam as an international organization works towards the wellbeing of the global society by working to eliminate overtly across the globe. As a result, it can be taken to mea n to be an institution that works towards bettering the lives of women and lowering the risks of depression among women and mothers. The Oxfam website can be considered to be substantially user friendly with the ease of use and navigation along the lines of the information it provides. With this in mind, the institution’s website provides bulk of information on its role on an international scale to improve the lives of those caught up in poverty. Considering this, Oxfam labels poverty as a condition that can be eradicated off the face of the earth and have all members of society living comfortably. The above is because; Oxfam works with vulnerable people in the face of poverty to overcome their difficulties in making ends meet in relation to food, education, development and citizens’ rights, as well as climate change, where those affected receive assistance from the organization to improve their lives substantially. The website provides information on how one can work together with Oxfam to alleviate poverty by donating to the organization for the good of the society, a means that can be viewed as a one that caters for the depressed women. This is through the collection of financial and other forms of resources that are used to put up facilities to improve their livelihoods considering their vulnerability to poverty (â€Å"Oxfam†). In the third world, especially Africa, this translates to fewer depressed women following the delivery of

Is Wind Power Really Green Essay Example | Topics and Well Written Essays - 1750 words

Is Wind Power Really Green - Essay Example Search for sustainable alternative sources of energy for development on a commercial scale has thrown up several options like the wind power, solar power, geothermal, tidal wave etc. and among these, wind power (and solar power) is coming to the forefront in view of its long history of development and scalability. However, there are distracters, mainly from the traditional fuel suppliers, who find fault with the environmental credentials of windmills. These misgivings are ill-founded and it is quite clear from its growing popularity and rapid technological strides of the industry, that wind power is a sustainable and commercially viable option, which has minimal adverse impact on the environment in comparison with nuclear or fossil fuel power. The current total global energy demand per year, put at 400 x 1015 British Thermal Units (400 quadrillion BTU or approximately 117.2 million GWh), of which 41%, 24% and 22% are the respective shares of oil, coal and natural gas; the share of hydropower and other non-conventional energy sources is just about 13% (US Department of Energy, as quoted by McLamb, 2010). According to the International Energy Agency (IEA), electricity production has risen by about 250% over a 30 year period and this growth has far outstripped the growth of production of coal and natural gas, and was facilitated by vast investments in nuclear power plants, especially in the 1970s and 1980s (World Energy Statistics Manual, IEA, 2005, p.46). IEA points out that during this period, the ‘share of oil decreased from 25 to 8% while the share of nuclear increased from 3 to 17%’ (ibid). Thus while the total energy demand has been rapidly rising and would continue to do so in the foreseeable future, dependence on nuclear power is also increasing. The reasons for increased dependence on nuclear power are not far to seek – firstly, a realization that fossil fuels are not an inexhaustible

Effective and Ethical Leadership Essay Example for Free

Effective and Ethical Leadership Essay Page 2. Throughout the evolution of modern business, leaders have strived to be effective and profitable. However, due to unprecedented business scandals throughout the past decade, strict adherence to the principles of business ethics has become more prominent and expansive than ever before. In light of scandalous and unethical business practices, as exuded by Enron and WorldCom for example, business leaders and governing agencies realize the importance of ethical behavior. Although there is not a clear cut or standard set of attributes that constitute an effective and ethical leader, there are several common aspects that can be identified. The most important attributes of an effective and ethical leader are trustworthiness and accountability. Employees must feel that they can trust their managers in any and every situation. Team members must believe that a manager has immaculate intentions for the well-being of the project and the team. Employees will work harder towards the goals of the organization as well as towards the goals of individual assignments if they feel that management is looking out for their best interests. Team members should not look at business management as an entity of oppression. Employees should be able to approach managers without intimidation or prejudice. In other words, workers should feel free to address concerns and express opinions. Experienced front line workers are more privy to minute details regarding the daily operations of the business. A worker that trusts his or her superior is more likely to express opinions and concerns that can enhance business activity or correct errors. Employees that trust the management of the organization will be more willing to work diligently towards the company’s goals. Employees that do not have a trustworthy management team can suffer from a reduction in morale. Overall, a lack of trust leads to a distant and less productive work environment. Page 3. Another equally important attribute of an effective and ethical leader is accountability. Effective managers should not be afraid to admit when they are wrong. Even the best managers make mistakes. In essence, a manager with a strong ethical track record will be able to address tough questions with realistic answers. Transcending departmental and hierarchal barriers, accountability promotes communication throughout the entire organization. For example, after years of slumping car sales coupled with rigid hierarchal divisions, Ford Motors decided to embark in a new direction with Alan Mulally as CEO in 2006. Throughout its century of existence, Ford â€Å"developed a very tall hierarchy, composed of managers whose main goal was to protect their turf and avoid any direct blame for its plunging car sales (Jones 2010). Even the COO Mark Fields stated that â€Å"at Ford you never admit when you don’t know something (Jones 2010). † New CEO, Alan Mulally, diligently worked to demolish the communication barriers between the divisions of production and to develop new ethical norms. For instance, he instituted weekly meetings where department heads were encouraged to openly share problems. Mulally promoted a new culture that was more accepting and open about mistakes. Moreover, sharing all a spects of production information through a universal lens can help to promote decreased production costs on a company-wide level. Organizations will prosper under a management that promotes and radiates accountability and trustworthiness. Employees are more prone to open lines of communication with trusted superiors. Managers that can accept responsibility for errors while co-piloting new plans of attack on pertinent issues can help to eliminate unnecessary depletion of organizational resources. A corporate culture that is built upon these attributes will be poised for future success. Page 4. Works Cited Jones, G. R. (2010). Organizational Theory, Design, and Change (6th ed. , p. 14). Upper Saddle River, NJ: Prentice Hall.

Psychopathy or Antisocial Personality Disorder in Adults

Psychopathy or Antisocial Personality Disorder in Adults Forensic Assessment of Adults II Psychopathy or Antisocial Personality Disorder Explain the relevance of assessing for psychopathy or antisocial personality disorder in an adult forensic population, as well as the reasons for assessing for psychopathy or antisocial personality disorder. According to the FBI, 1% of the general population in male prisons, 1/3% of male offenders are considered having an antisocial personality disorder, and 10-20% of male offenders are psychopaths (Hare, Ph.D. FBI, et al., 2012). It is believed that psychopathy may be the result of genetics and how the person was raised. The Diagnostic and Statistical Manual of Mental Disorders (DSM) has no diagnosis for psychopathy, yet it is one of five items that define an antisocial personality disorder (Hare, Ph.D. FBI, et al., 2012). Dr. Robert Hare and the FBI believe that psychopathy is the â€Å"most dangerous of any personality disorder (Hare, Ph.D. FBI, et al., 2012)†. Not all psychopaths are criminals or commit criminal acts, and are not violent (Hare, Ph.D. FBI, et al., 2012). One of the reasons for the importance of assessing and diagnosing psychopathy are the symptoms. Psychopaths, also known as sociopaths, are charming, manipulative, have a lack of remorse and a lack of empathy towards others, and have no conscience. They are known to commit violent and serious crimes in a callous remorseless manner. They are selfish, self-centered, feel entitled, do not accept responsibility for the actions, and have an inflated sense of self-worth. They are conniving and won’t hesitate to lie for their own benefit, since they are pathological liars to begin with. They are predatory by nature, have an inflated ego and need to have power and control in all situations. Psychopaths that kill usually plan and calculate the crime in order to maintain their sense of power and control, and the killer usually feels no emotion or remorse. When caught, they blame the victim for the reason they were killed. Drs. Porter, ten Brinke, Wilson, and the FBI state that: â€Å"Psychopathic sex offenders are 2.43 times more likely to be released than their non-psychopathic counterparts, while psychopathic offenders charged with other crimes are 2.79 times more likely to be released.Their acting ability can enable them to frequently manipulate and persuade members of a parole board to release them approximately 2.5 times faster than other offenders up for parole, despite their longer list of offenses and elevated risk (Porter, ten Brinke, Wilson FBI)†. Yet the severity of a psychopath’s condition can vary from other psychopaths. Clinical psychologists have found that psychopathology ranges from those with a lot of psychopathic traits (a full cluster of traits) to those who have less psychopathic traits (milder cluster of traits). They base this by looking at the patients behavioral patterns within their lifetime. Another reason for the importance of assessing psychopathy is to gain a better understanding of psychopathy and in gaining that understanding, it allows forensic psychologists to create treatment strategies for psychopaths. Since psychopaths are skilled manipulators and pathological liars, getting true and accurate information from them can be difficult and frustrating, and by better understanding them, forensic psychologists can also create a specific questioning strategy for law enforcement when they are questioning a psychopath. Law enforcement and forensic psychologists must fully understand psychopaths, identify them, understand the harm and damage they do, and what can be done to treat them effectively. Describe when and where in the adjudicative process assessment for psychopathy or antisocial personality disorder may be used, using specific examples. As juveniles, psychopathic traits become visible, especially during an adjudicative assessment. These include poor control of behavior and early behavior problems, juvenile delinquency, committing a variety of different crimes, impulsive actions, irresponsibility, lack of guilt, no remorse, have no realistic goals to accomplish, and a need for more and more stimulating action within their lives. Assessments to diagnose psychopathy in juveniles are commonly used when the juvenile defendants have a history of mental illness. The sooner juveniles are assessed and diagnosed the better mental health services, community services, and long-term treatment programs they can receive. Even with adults, assessment and diagnosis of psychopathy can help to identify their needs and how to treat them, and can help with future screening and intake in prisons. Explain how assessing for psychopathy or antisocial personality disorder may influence a case outcome, using specific examples. Psychopathological patients with a fuller cluster of traits put society at risk due to their ability to skillfully manipulate others, including authorities. Many psychopaths have manipulated the court and have gotten reduced sentences, and if they were unsuccessful in that endeavor, they have skillfully manipulated to have their sentences appealed in high courts of law (Hà ¤kkà ¤nen-Nyholm, H., PhD. Hare, R.D., PhD, 2009). Some famous psychopathic killers are: Theodore â€Å"Ted† Bundy, John Wayne Gacy, Jr., Edward â€Å"Ed† Theodore Gein, Jeffrey Dahmer, Albert Fish, Andrei Chikatilo, Richard Ramirez, Albert DeSalvo, Joel Rifkin, Edmund Kemper, Gary Ridgeway (Green River Killer), Arthur Shawcross, and Robert Pickton. Many of these men appeared normal, but had psychopathic traits that were diagnosed only after they had become killers. For Example, John Wayne Gacy, Jr., had been married and divorced twice, had two children (a boy a girl), had his own business, was a community leader and vice-president of the Springfield, Illinois Jaycees, and often performed as a clown for many community children functions—yet he killed 33 men and boys, burying many under the floors of his home he shared with his mother. Ted Bundy went to law school, studied Chinese, worked for the Republican National Convention, worked on GovernorDaniel J. Evanss reelection campaign, and volunteered on a suicide h otline in Seattle—yet he killed 26-38 (possibly more) women, and was convicted and sentenced to death in Florida for killing 5 women and 1 young girl. As Dr. Martha Stout, PhD., pointed out in her book â€Å"The Sociopath Next Door: The Ruthless Versus the Rest of Us (2005), Sociopaths look like everyone else—they can be your neighbor, family member, friend, or someone famous, and you would never even know it (Stout, 2005). The MacDonald Triad, also known as the Homicidal Triad or the Triad of Sociopathy, are three behavioral traits (arson, bedwetting and cruelty to animals) that together or two of the traits combined are believed to be indicators of potential future violence or a psychopathic personality/antisocial personality disorder. While the MacDonald Triad has not been subsequently validated by psychologists and researchers, it is often used by law enforcement and taught in schools, and remains an influential theory of crime. The Psychopathy Checklist- Revised (PCL-R) was developed using a 20 item list, a 3 point scale and the results rate the full extent of a person’s psychopathic tendencies, and it helps to assess what the risks or harming other people are due to the patients psychopathic PCL-R results. It is often used in court cases to assess the defendants’ mental health. Yet despite everything, there has yet to be found a way to effectively treat those who are psychopaths.

The Issue Of Compulsive Lying Philosophy Essay

The Issue Of Compulsive Lying Philosophy Essay Compulsive lying is a common disorder frequently acquired by low self-esteem and a demand for attention. To begin, it may help to apprehend the difference between pathological and compulsive lying. A pathological liar will lie relentlessly to gain satisfaction of their needs. This person has very little courtesy or consideration for the feelings of others. Pathological lying is generally observed as a way to cope and is usually developed in early childhood. Being manipulative, insidious, and egocentric are all characteristics that come along with pathological liars. On the other hand, compulsive liars are more modest. The trouble with these liars is that they are addicted to being dishonest. Lying is a habit and it is in their nature to lie about things, great and small, regardless of the situation. It is a way of life to consistently bend the truth. To make matters worse, compulsive lying is often just a symptom of an even greater personality disorder, which makes it harder for the problem to be resolved. There are various types of lies that people take to their advantage. The white lie is the polite, well intentioned lie. It is used to exaggerate, or embellish gossip. A common example is the giving of a false compliment, not to hurt the feelings of someone making the request. Another type of lie is the bold-face lie. This is the obvious, far-fetched lie, commonly used in telling stories and tall tales. Lying by omission is also another example. Most criminal frauds or businesses use this technique by leaving out certain information, manipulation of prices, or by taking an advanced fee without delivering services or goods. Whether it is to destroy a persons reputation, to avoid the admission of guilt, to bypass consequences, or to escape rejection, people lie endlessly. Detecting a Lie The cruelest lies are often told in silence. Robert Louis Stevenson Body language is difficult to control, which leads us to believe that nonverbal cues would be easy to conceive. But despite the common belief, there are no rational, nonverbal signals that affiliate with lying. Lying is difficult to conceal because emotions give away a persons identity. It takes much more mental effort to lie, than it does to tell the truth. Lying also causes more anxiety and stress. There are many general behaviors that relate to lying. Physical characteristics will be limited and stiff, noticeable speech errors, shorter responses, fidgeting, and blinking are all examples. Another popular belief tells that a liar will break eye contact. But on the contrary, many liars will try to keep the eye contact, making it seem as if they are not lying. The timing and duration of emotional gestures are off normal pace. When receiving an unwanted gift, for example, a person will tell how much they love the gift and then smile, rather than at the same time the statement was made. Many expressions will be controlled and clearly false. Liars often avoid silence in a conversation; they will add unnecessary details to support their lie. Unfortunately for some people, lying becomes effortless. Research shows that lying is very common in relationships, and many people are talented at it. It is normal for kids to lie at an early age, whether it is to get out of trouble, or to mislead parents. Parents have trouble detecting lies in their children, especially when they are at such young age. Most children have difficulty learning how to protect others feelings by lying. In some cases, the truth can be abhorrent and severe. There is no precise way to tell if someone is being honest or not, which makes it easier for people to lie. Not everyone experiences guilt, and by getting away with lying, they will begin to think it is acceptable. When Lovers Lie Ask me no questions and Ill tell you no lies.Oliver Goldsmith It is not eccentric for lovers to lie to each other. As a matter of a fact, this issue occurs frequently, especially among lovers. Spouses tend to worry and become inquisitive, exceedingly asking questions. Partners may tend to ask many provoking questions, such as; who you with were, what you were doing, the truth of the matter, and why you took so long. After being interrogated, the spouse feels as if their sense of solitude has been revealed. Asking questions is always good, but too much of a good thing can become bothersome. As a form of defense, lying becomes the key in this situation. Another influence in lying to a lover is the beliefs and practices of intimacy. There are several types of attachment styles and deception. First, truth tellers in a relationship are usually very secure. They feel comfortable with themselves and their lover. Second, most individuals who lie to please their partners are often apprehensive. Fear of rejection causes them to be more susceptible to lyi ng. These people are needy, and ask a lot of invasive questions. Ultimately, spouses will try and keep a good distance between one another by lying. A spouse can only get so close if they dont know the truth. There are many topics that lovers lie to each other about. The first topic is relational issues. Past relations, time spent together, feelings, and commitment are all examples of this. For instance, lovers lie about their friendships with other people. They may be on the phone, texting, and e-mailing others of the opposite gender, while their spouse has no idea about it. They often hide the time spent with other friends or co-workers. Another issue deals with their sexuality. Several examples are sexual history, masturbation, and sexual fantasies. Negative thoughts and behaviors are commonly lied about as well. Lovers will lie about liking their spouses appearance, hair, weight, age, or clothing. Finally, financial issues, as far as spending problems, debts, and income can be l ied about. The truth that survives is simply the lie that is pleasantest to believe. H. L. Mencken pros and cons of lying There may be certain reasons to lie, that seem acceptable in some cases. The expression, truth hurts is generally accurate. The truth can be the most painful thing to hear, especially if it is not what you are expecting. Relationships are based up the truth and that occasional lie. I sometimes think about someone else during sex, or I often wonder why we are together are both very hurtful truths that would be told in a relationship. Lovers often hide the truth, because they do not want to hurt their partner. But in opposition, when we really want to hurt somebody, we often say what we think. The truth will come out fierce and impetuously once the relationship is falling apart, and one or the other partners no longer see a future with each other. While telling the truth in a relationship can lead to much pain, lying is almost a necessity. Avoiding conflicts is one way that lying can be an advantage. Lies that built are better than truths that destroy. Senegalese Proverb Couples do not always see eye-to-eye on certain issues, and conflicts will spark up. They argue about many different topics, such as; annoying habits, how to raise kids, how they spend time and money, and household chores. It varies between relationships because many people do not like to argue. An easy way to avoid conflicts is deception. Deception safely divides the lovers negative thoughts toward each other. It also helps share lives with each other while avoiding difficult issues that are not always easily discussed. It can be simpler to tell the partner what they want to hear, rather than arguing over the topic. Deception also helps to protect privacy. People cherish their rights to make decisions for themselves and having freedom without a partner constantly acting as a road block. No one wants to be controlled or taken from their independence. This allows us to control and maintain boundaries. There are also many disadvantages of lying. In a relationship, love and trust are on e in the same. Without trust, it is almost impossible to have a stable relationship. Many couples break up with each other once one gets caught lying or cheating. It is very difficult to regain trust with someone who has already broken it. But if the couples truly want to work it out, they will make an effort to do so. Lying can also be used to limit choice and take away a persons control. Lying is actually a form of stealing. When you lie to someone, you are stealing their right to make a decision based on the reality of the situation. The person does not know the truth of the matter, so they are unable to act for themselves. If a man is sufficiently unimaginative to produce evidence in support of a lie, he might just as well speak the truth at once. Oscar Wilde Once a lie is told, it must be repeated. When people embellish in a story, they often tell it so many times that they start to believe their own lie. To keep accuracy, the lie would have to be continual. Once lies are started, they are difficult to maintain. Whether it is to avoid conflict, exercise freedom, or to protect harsh feelings, lying must have a balance. How to Tell A Lie Lying is a lot easier than people think. Lies often go undetected. It is very important to keep track of the lies being told. People think they can tell when a lover is lying by watching their nonverbal behavior. Again, the truth is much further. People also play close attention on their verbal responses and body language, which does not work. Although partners use the wrong methods of detecting a lie, it is helpful to know what activates a partners suspicion when lying. So, while attempting to lie, make sure to limit all suspicious behavior. First, do no drag out or exaggerate a lie. Keep it short and go straight to the point. Providing too many details will make the lie sound suspicious. For example, while coming home late one night, you decide to lie about where you were. Instead of telling the truth about being at a friends house, you lie about a line of traffic that you were stuck in. You should have seen the traffic delay. People were backed up for miles. Once we finally began to move, we moved at a crawl. It took forever to get out of there! Essentially, your spouse might question why there are so many unnecessary details to that story. To make it much easier and more believable, you could have said, Sorry, traffic was terrible tonight. This sounds much more honest and much less desperate. Second, while trying to lie, do not make up something far-fetched. It is better to keep the lie plausible. Stick with logical and reasonable excuses. Third, always stay calm. Do not show signs of anxiety or stress, considering this will give away the lie. If basic questions are asked, it is a good thing. Make sure to answer them with reasonable thought and be at peace. Finally, realize your partners level of attachment and use it to your advantage. If your partner is comfortable with intimacy and closeness, it helps to demonstrate them while lying. For example, using nicknames, standing closer, or holding them in your arms would all be convincing signs. But on the cont rary, if your partner is uncomfortable with showing intimacy, do not use this technique. This could make it even more suspicious and leave them wondering why you are acting different. Always tell the truth. That way, you dont have to remember what you said Mark Twain Telling the truth Once a lie is told, it is extremely difficult to go back and confess the truth. Sometimes it pays to come clean, but it can also lead to more problems. It can be hard to discuss your opinions with others, which makes confessing such a difficult decision to make. Eventually, in time, the truth will come out. The best way to discover the truth is to hear it from the person who told the lie. Many times, people slip up and hear the truth by other means, for example, third party information, surveillance, or accidental discovery. This will make it more difficult to regain trust. Not only have you done something wrong and lied about it, but you also made that extra effort to hide it. Regardless if you confess before the person hears about what has happened, there will still be many problems. It is critical to have trust when trying to work through problems. Often, people will come clean after a guilt trip plays a toll on them. Once you admit something you have done wrong, it can change the way someone sees you. It may create hostility and resentment. Although having everything out in the open can lead to more conflict in a relationship, lying and being guilty of doing so will lead to more conflicts. Trying to relieve guilt is not the wisest thing to do. People tend to experience the most guilt when they believe that they are going to get caught in their lie. As time goes by, the feelings of guilt will most likely fade away. But being able to trust your instincts will help in deciding whether or not it is a good idea to confess. If you believe that telling the truth will set you free and make your relationship grow through experience, then perhaps it is the best thing to do. Getting even or having the ambition to hurt a partner is often driven by telling the truth. Having good intentions will not always bring an honorable outcome, but negative intentions frequently bring adverse conclusions. Before the truth comes out, make sure you know what you want to accomplish by confessing. There are many factors to consider before telling the truth. First, time and setting will definitely make a huge difference in the reaction of the truth. For better results, look at the situation from your partners point of view. Make sure when confessing, it is at a time when they are able to reach out for support. Do it in a private place, where every thing is tranquil and at ease. The person may need time to cope with the suddenly given information. Second, prepare the person before breaking the news. Let them know that something needs to be talked about, and it may be difficult for them to conceive. Ask them to listen are react calmly to what you have to say. Third, try to be descriptive with your words and explanations. Describe what you have done, and why you chose to make those decisions. Take all responsibility for your actions. Never blame anyone but yourself for the lies you have told. Even when the other person may be partially to blame for the action, do not blame them, for it was your choice to lie about it. Fourth, always expect the worst. You can never be sure of how someone will react, but make sure to prepare for something heavy. Finally, do not fight back or try to defend yourself. The truth can be bearing to hear, and when someone is hurt or in a lot of pain, they tend to take it out on the person they believe responsible for it. The best way to deal with this situation is to avoid contention. Instead, stay calm and understand how they feel in the situation. Be aware of the decisions or changes your partner may want to make after hearing the truth. The truth that survives is simply the lie that is pleasantest to believe. H. L. Mencken Self Deception Often without realizing it, people lie to themselves on a daily basis. It is usually in order to maintain a sense of control. Many issues go on in the world that so many people do not even realize or take the time to understand. Our attention is focused mainly on what we care about or what we believe. Have you ever met someone at a party that you have never seen in your life before that? Then suddenly, after the party, you are seeing them every where you go. This is because we do not notice all of the people around us, unless we know who they are, or are interested in knowing them. But they have always been there; the difference is that we had been seeing them unconsciously. There are several advantages in self-deception. It is very beneficial because it allows people to disregard everyday errors, imperfections, and downfalls. Seeing the best in people, is apparent, even when the best may not be there. People are able to cultivate a positive self-control, cope with many of lifes prob lems, and have healthier romantic relationships. It is plain to see that people who do not engage in self deception will have a difficult time to maintain close relationships. Such individuals will abide in issues and have a hard time focusing on the good things in life. There are also disadvantages when it comes to self-deception. People will have trouble trying to work out hard times and dealing with the serious issues. If they are overlooking all of the bad, it can cause them to have even more emotional, physical, or mental problems. Too much optimism is disastrous, which is why you need a level of balance. Conclusion Compulsive lying goes much deeper than self-esteem issues, and there is more to it that you would even imagine. It is now clear that detecting a lie is not always as simple as it seems. There are many types of lies, and many ways to catch someone in the act of lying. People lie day to day, and sometimes they do not even realize it. Telling the truth is often just as hard as successfully telling a lie. Lying can serve as an advantage or disadvantage, depending on the situation. While trust is an ongoing process to build, it is constantly being broken back down by lies. Compulsive lying can be dealt with through counseling or therapy. But since it is an addictive habit, getting someone to admit the problem is the most difficult part. Resources Compulsive Lying Overview http://www.mental-health-matters.com/articles/article.php?artID=153 Detecting a Lie http://mama.essortment.com/liesdetecting_rarm.htm How to Detect a Lie http://www.blifaloo.com/info/lies.php Truth about Deception http://www.truthaboutdeception.com Deception Detection http://www.sciencenews.org/articles/20040731/bob8.asp How to Read People http://www.lifetrainingonline.com/blog/how-to-detect-lies.htm Foot Notes The cruelest lies are often told in silence. Robert Louis Stevenson Ask me no questions and Ill tell you no lies. Oliver Goldsmith The truth that survives is simply the lie that is pleasantest to believe. H. L. Mencken Lies that built are better than truths that destroy. Senegalese Proverb If a man is sufficiently unimaginative to produce evidence in support of a lie, he might just as well speak the truth at once. Oscar Wilde Always tell the truth. That way, you dont have to remember what you said. Mark Twain The truth that survives is simply the lie that is pleasantest to believe. H. L. Mencken