Life Easier Today Than It Was 50 Years Ago Essay

When you write a paper, you use some information that you have read in books, journals, on the Internet, etc. Your teacher might have told you, â€Å"Use your own words.† In other words, even when you use someone else’s information, you are not allowed to use the words they wrote. You have to use your own. You have to say the same thing in a different way. This is called paraphrasing. For example, if the book you are reading from says, â€Å"John Adams, who was involved in winning independence for the United States, was the second President.† You cannot write those words in your paper. You cannot even write, â€Å"John Adams, a man involved in winning independence for the United States, was its second President.† One way that you could re-write it is to say, â€Å"The second American President, John Adams, was also influential in gaining freedom for the country.† However, in spite of being told to use your own words, you might not know how to do it. There are a variety of techniques you can use. You can change the words for words of similar meaning; you can change the grammar; you can change the grammar or grammatical forms. In this reading, you will learn about ways that you can paraphrase. Methods of Paraphrasing Before you even begin to paraphrase, you need to make certain that you understand what you are reading. If you do not understand what you read, you cannot paraphrase it. There are six ways that you can change sentences to paraphrase the information. You will probably not use all of them in the same sentence, but you can use ones that are appropriate. (In each of the examples, only one change is made. This is not enough if you are actually paraphrasing.) Read about each type of change, and look at the examples. Then make that type of change in the sample sentences that follow. Changing Word Order One way you can change a sentence for paraphrasing is to change the word order. For example, you might change â€Å"Because I slept too late, I missed my first class† to â€Å"I missed my first class because I slept too late,† or â€Å"In order to pass that class, I had to study very hard† to â€Å"I had to study very hard in order to pass that class.† It is sometimes necessary to change the wording of the parts of the sentences. For example, â€Å"Terry wanted more books, but he couldn’t afford them,† can be changed to â€Å"Terry couldn’t afford more books, even though he wanted them.† 1. If you’re going to New York for Christmas, be sure to take warm clothes. __Be sure to take warm clothes, if you’re going to New York for Christmas.___________ ________________________________________________________________________________ 2. Even though the weather was good, Joan was in a bad mood. ___Joan was in a bad mood, even though the weather was good._____________________ ________________________________________________________________________________ 3. I had no money, so I borrowed some. __I borrowed some money, because I had none._____________________________________ ________________________________________________________________________________ Changing Parts of Speech You can also change parts of speech. If the sentence uses a noun, you can rewrite the sentence to use the verb or adjective form of the word, for example. You can change â€Å"Fifty-four men signed the Declaration of Independence† to â€Å"Fifty-four men put their signatures on the Declaration of Independence.† 1. The company needs to find a solution for this problem. __The company needs to solve this problem.______________________________________ ________________________________________________________________________________ 2. The poor economy has been the cause of high unemployment. ___The poor economy has caused high unemployment.______________________________ ________________________________________________________________________________ 3. If you eat rabbit, you will find its taste like chicken. __If you eat rabbit, you will find it tastes like chicken.______________________________ ________________________________________________________________________________ Using Synonyms English has many synonyms — words that have the same or similar meanings — so another way you can paraphrase is to change one word for a synonym. For example, you could change â€Å"Movies can be divided into three categories† to â€Å"Movies can be divided into three types.† 1. The way a person dresses affects the impression that other people have. __ The way a person dresses influences the image that other people have.___ ________________________________________________________________________________ 2. That phrase means â€Å"in a happy way.† ___That expression means â€Å"in a cheerful way.†_____________________________________ ________________________________________________________________________________ 3. There is little chance that the situation will improve. ___There is little possibility that the circumstances will get better.__________________ ________________________________________________________________________________ Using Negatives or Opposite Expressions Another way to paraphrase is to change a positive expression into a negative expression, or a negative expression into a positive expression. You could change â€Å"Rather than building a traditional memorial, the city built a park† to â€Å"The city did not build a traditional memorial; instead it built a park.† 1. Shaun was disappointed, because the movie wasn’t very good. ___Shaun wasn’t satisfied, because the movie wasn’t very good.______________________ ________________________________________________________________________________ 2. Japan is not a small country, compared to European countries. __Japan is a large country, compared to European countries.________________________ ________________________________________________________________________________ 3. Geri wanted some candy, but there wasn’t any in the bowl. __Geri wanted some candy, but the bowl was empty.________________________________ ________________________________________________________________________________ Combining or Separating Sentences Long sentences can be divided, and short sentences can be combined with other short sentences. You can change â€Å"Ireland is a wonderful country, which has beautiful scenery, friendly people, and an interesting history† to â€Å"Ireland is a wonderful country. It has beautiful scenery, friendly people, and an interesting history.† You can also change â€Å"Ireland is a wonderful country. It has beautiful scenery, friendly people, and an interesting history† to â€Å"Ireland, which is a wonderful country, has beautiful scenery, friendly people, and an interesting history.† 1. Elizabeth I was the daughter of Henry VIII. She is one of England’s most famous queens. __Elizabeth I, who was the daughter of Henry VIII, was one of England’s most________ __famous queens.________________________________________________________________ 2. This book is about a woman who pretended to be a man to join the army in World War II. It is one of Lynn’s favorite books. ___This book, which is one of Lynn’s favorites, is about a woman who pretended to___ ___be a man to join the army in World War II.______________________________________ 3. If you go to London, you should be sure to visit Westminster Abbey, where many of the kings and queens of England, as well as other famous people, are buried. __If you go to London, you should be sure to visit Westminster Abbey. Many kings and_ __queens of England are buried there. Other famous people are buried there, too.______ Using Different Grammar – Structure, Voice You can paraphrase by changing the grammar of a sentence, for example, but changing from active voice (â€Å"The dog bit the man†) to passive voice (â€Å"The man was bitten by the dog†) or by making other changes in the grammar. You can change â€Å"It is not unusual for June to be a rainy month here† to â€Å"June is often a rainy month here,† or â€Å"It is thought that this new plan will save money† to â€Å"Many people think that this new plan will save money.† 1. Various languages are spoken in this country. __The people of this country speak various languages._______________________________ ________________________________________________________________________________ 2. Frank studied French, and, as a result, he translated for our visitors from France. __Frank could translate for our visitors from France, because he had studied French.__ ________________________________________________________________________________ 3. Tom McGovern got married three times and had five children. ___Tom McGovern had three wives and was the father of five._______________________ ________________________________________________________________________________ Exercise Read the following sentences and paraphrase them, combining the techniques that you learned in this article. 1. Gone with the Wind, which was published in 1936, covered 12 years of the life of a woman named Scarlett O’Hara during and after the Civil War. It began when she was 16 year old and tells the story of her love for two men. ___Published in 1936, Gone with the Wind was the story of Scarlett O’Hara and the___ ___two men she loved. It covers Scarlett’s life from the time she was 16 until she was__ ___28, during the Civil War and the years that followed.____________________________

Determination of the Concentration of Acetic Acid in Vinegar

Determination of the Concentration of Acetic Acid in Vinegar Lab Exercise 4 CHEM 1106 9/19/12 Purpose: Standardize a sodium hydroxide solution using a primary standard acid. Determine the molarity and the percent by mass of acetic acid in vinegar by titration with the standardized sodium hydroxide solution. Introduction: Vinegar is a dilute solution containing acetic acid. Since vinegar has a low pH, it can be titrated with a base.Titration is a method used in order to ascertain the amount of a constituent in a solution by measuring the volume of a known concentration of a reagent required to complete a reaction with it, typically using a burette. The equivalence point of a titration occurs when chemically equivalent amounts of acid and base are present. In this experiment, the equivalence point occurs when the moles of acid in the solution equals the moles of base added in the titration. A rapid change in pH with the small addition of acid or base is the indicator for acid-base equi valency. Accompanying material: Vinegar Battery Statement of the ProblemUsing a pH meter and a graph of pH plotted versus the volume of base added, the equivalence point can be accurately found by finding the point that is in the middle of the vertical part of the curve. Once the equivalence point of the titration is known, the concentration of the sodium hydroxide can be determined. Sodium hydroxide is used to titrate vinegar so that the concentration of the vinegar is determined. The percentage of acetic acid in solution can be determined from the concentration of the vinegar. Procedure: Part A – Standardization of a Sodium Hydroxide Solution 1. Prepare 150 mL of approximately 0. M sodium hydroxide solution from solid NaOH. The solution can be prepared in a beaker, it is not necessary to use a graduated cylinder or a volumetric flask because the NaOH solution will be standardized. 2. Weigh a 150-mL beaker and record the mass to the nearest 0. 001 g. Add approximately 0. 5 grams of po tassium hydrogen phthalate (KHP) to the beaker. Record the mass of the beaker and KHP to the nearest 0. 001 g. Calculate the mass of KHP by difference and record it. Add approximately 50 mL of distilled water to the beaker. Stir the solution until the KHP has dissolved completely. 3.Record a titration curve using the MeasureNet pH probe and drop counter. (See Appendix F) 4. Repeat steps 2 and 3. 5. From the plots, determine the volume of NaOH required to neutralize the KHP solution in each titration. Record the volumes. 6. Calculate the molarity of sodium hydroxide. Part B – Determination of Acetic Acid Concentration in Vinegar 7. Transfer 2. 0 mL of vinegar to a clean, dry 150 mL beaker using a 10-mL volumetric pipet. Add sufficient water, 50 mL, to cover the pH electrode tip during the titration. 8. Record a titration curve using the MeasureNet pH probe and drop counter. See Appendix F) 9. From the plots, determine the volume of NaOH required to neutralize vinegar in each t itration. Record the volumes. 10. Calculate the molarity of acetic acid in vinegar. 11. Calculate the percent by mass of acetic acid in vinegar. Data: Part A – Standardization of a Sodium Hydroxide Solution Mass of beaker97. 47 g Mass of beaker + KHP97. 99 g Mass of KHP0. 52 g Volume of NaOH to neutralize the KHP solution7. 755 mL Molarity of sodium hydroxide 0. 535 M NaOH Part B – Determination of the Concentration of Acetic Acid in Vinegar Volume of NaOH required to neutralize vinegar3. 18 mL Molarity of acetic acid in vinegar0. 8515 M CH3COOH Percent by mass of acetic acid in vinegar5. 115% Equations: (1) Molarity (M) = moles of solute/liter of solution (2) Percent solute= (grams of solute/grams of solution) x 100% (3) NaOH (aq) + CH3COOH (aq) NaCH3CO2 (aq) + H2O (l) (4) pH = -log[H3O+] (5) KHC8H4O4 (aq) + NaOH (aq) KNaC8H4O (aq) + H2O (l) Calculations: Part A – Standardization of a Sodium Hydroxide Solution Calculate the mass of KHP: (Mass of Beaker + KHP) à ¢â‚¬â€œ Mass of Beaker = Mass of KHP 97. 99g – 97. 47g = 0. 52g Calculate the molarity of sodium hydroxide:Moles of KHP = g/MW = 0. 52g/204. 22g = 0. 002546 mol KHP Equation 5 = 1:1 ratio 0. 002546 mol KHP x 1 mol NaOH/1mol KHP = 0. 002546 mol NaOH Equation 1 = 0. 002546 mol/0. 004755 L = 0. 535 M NaOH Part B – Determination of the Concentration of Acetic Acid in Vinegar Calculate the molarity of acetic acid in vinegar: 3. 318 mL/1000 = 0. 00318 L NaOH 0. 00318 L NaOH x 0. 535 mol/1L NaOH = 0. 001703 mol NaOH Equation 3 = 1:1 ratio 0. 001703 mol NaOH x 1 mol CH3COOH/1 mol NaOH = 0. 001703 mol CH3COOH 2. 0 mL CH3COOH/1000 = 0. 0020 L CH3COOH Equation 1 = 0. 01703 mol CH3COOH/0. 0020 L soln. = 0. 8515 M CH3COOH Calculate the percent by mass of acetic acid in vinegar: 0. 0020 L CH3COOH x 0. 8515/1 L soln. = 0. 001703 mol CH3COOH 0. 001703 mol CH3COOH x (60. 06g CH3COOH/1 mol CH3COOH) = 0. 1023g CH3COOH 2. 0 mL CH3COOH x (1g CH3COOH/1 mol CH3COOH) = 2. 0 mL CH3COOH soln. E quation 2 of CH3COOH = (0. 1023 g CH3COOH/2. 0g CH3COOH) x 100% = 5. 115% Final Answer: Molarity of vinegar:0. 8515 M CH3COOH Percent mass:5. 115% CH3COOH From the plots determine the volume of NaOH required to neutralize the KHP solution in each titration.

Questions Research Paper Example | Topics and Well Written Essays - 500 words - 2

Questions - Research Paper Example These good social habits will not only benefit the student but the society as a whole. Moral education will therefore help students know how to interact with the society. In order to curb the growing incidents of depreciation of moral values among students, a moral educational curriculum should be rolled out. Although, moral education is taught under different subjects, it is high time to develop a moral education curriculum that will deal with moral decay among students. A moral education curriculum will among other things, give the teacher a clear way of manipulating their student’s moral values. The moral education will aid in the holistic development of students physical, mental and social aspects. Finally, a moral education curriculum should be rolled out as it is an integral part of the learning process. It will help students become better people in the society. One of the major barriers to curricula is developing teacher assessment tools. There has also been an issue of nurturing leadership at the student level. The universal design for learning is a great tool to assist in student expression, representation and engagement. These form the primary pillars of the universal design for learning. The pillar of representation accepts the fact that different students have different ways of comprehending information. Therefore, information should be presented in different ways to increase learning opportunities. The pillar of expression accepts the fact that students have different ways of expressing themselves. It is therefore important to broaden impact of teaching by accepting this natural diversity. The third pillar accepts the fact that students will give maximum attention to the task at hand. It is therefore important ensure that individual interests of students are incorporated into teaching to broaden the impact of teaching. The three pill ars enhance student engagement, representation and

The logic of alliance Value Creation model on case study Renault and Assignment

The logic of alliance Value Creation model on case study Renault and Nissan - Assignment Example In this manner the alliance has proved to be a success for both Nissan and Renault. However the two companies are still facing challenges in creating an organizational culture that can maximize cooperation between the human resources from the two companies. In order to create the maximum value from this alliance, Nissan and Renault need to share their core competencies to synergistic effects. This will enable both companies to improve their specifications and standards in a continuous process so that the competitive advantages of both companies are made sustainable. Strengths and weaknesses Nissan’s strength is the worldwide market share while Renault’s strength is in financial management (Glover, 2006). By forming this alliance, both companies will be able to address these structural problems. In order to maintain its financial strength, the French car maker Renault has to access new markets and this objective is met by forming the alliance with the Japanese car maker Nissan. Both companies will be able to implement the practice of benchmarking which is defined as comparing an organization’s performance against the best practices in the industry. This alliance will enable Nissan to compare its financing strategies against those of Renault and thus identify the areas of improvement. Renault will be able to compare its product development practices with those implemented by Nissan. As a result both companies can improve their efficiencies in these operational processes and thus strengthen their competitive advantages. ... The main weakness is the different focus in each organization design. Nissan places strategic focus upon supply chain management while Renault’s strategic focus is upon product development. Therefore there are structural dissimilarities which must be addressed if the alliance is to enable Nissan and Renault to capitalize upon each other’s assets. The challenge in front of the management is to create a decision making process which will enable the human resources from both companies to coordinate their efforts so that there is no duplication. This can address the company-specific weaknesses. Nissan’s financial weakness can be addressed by importing the financial management practices from Renault. Similarly Renault can access additional geographic markets in order to maximize its market reach. However in order to meet the demand from additional markets, Renault has to focus upon supply chain management which is Nissan’s strength. Nissan has embarked upon a c ost-cutting initiative to create greater demand for its products. If Nissan can reduce its cost of operations, then it will be able to price its automobiles more competitively. Because of its financial management practices, Renault has been successful in maintaining demand for its products in the market that the automaker currently operates in. However demand in these markets is shrinking. Therefore Renault needs to access additional markets in those regions which have growing demand. By forming the alliance with Nissan, Renault has been able to meet this objective. By forming this alliance, Renault will be able to access those markets that Nissan operates in. As a result, Renault will be able to sell more cars and enhance scale economies. Because of the high costs of new

The Aesthetics of the Dell Corporate Blog Assignment

The Aesthetics of the Dell Corporate Blog - Assignment Example This is important as the blog contains a lot of information for the viewer. The Dell Corporate also acts as a landing page for all of the company’s other smaller blogs about events, education as well as health care. The dominant colors are white and sky blue keeping in line with the very minimalistic, business-like layout of the page. The page starts out with an excerpt from the latest blog entry on the left hand side with links to new blog posts on the right hand side. As we scroll further down, 80 percent of page space is dominated by latest blog posts on the left hand side, while the left hand side is reserved for miscellaneous links differentiating the Dell blogs by language and location. There is also a search bar on the left hand side. Ample white space on the page lets the design breath nicely and ensures that page looks well put together and clutter free despite the huge amount of information it contains. The text font is an ode to the minimalist approach and is the st andard clean web typography font Arial in 9 point size. The headings are an 11.5 font size in Arial font, colored sky blue. Overall, the blog is clean, readable and very corporate! The Writers of the Blog   Most of the blogs are written by Lionel Menchacha who is the chief blogger for the Dell corporate blog. Other writers include Matt Domsch, Linux Technology Strategist and Bill Gorden, GM smart phones division. These folks have been at Dell from 10 to 25 years and are uniquely knowledgeable about its businesses and processes. Content Included In the Blog The content on the blog mostly includes news about the company. The posts are informative and the blog is regularly updated with new posts. The blog successfully outlines the company’s activities throughout all of its international units. Posts like â€Å"Making the Cloud a Possibility in Government† and â€Å"Why Big Data is a Big Deal for Energy† clearly demonstrate the emphasis on industry knowledge by De ll. The blog also contains informative posts for public, these includes topics such as cyber bullying etc. The Dell corporate blog is basically a landing page. This means the company has a large number of smaller blogs about every one of its interests and this landing page is used to manage and house all these blogs. The corporate blog features content from across the wide range of smaller bogs. Content of the Most Recent Post The most recent post on the blog is titled, â€Å"Our Story: Tracing Dell’s Solutions Heritage with Precision†. The author is Michael Dell, CEO Dell Corporation. This post is marked â€Å"Direct2Dell† specifying that the post was written exclusively for the main corporate blog and not one of other little blogs. In this post, the CEO outlines how the company entered into the workstations market during the mid-90s. It is written in the general interest of employees, shareholders and customers. The post is basically an introduction to an embe dded YouTube video about the same. The Target Audience Dell’s corporate blog serves as a newsletter of sorts for the employees. The posts are frequently based upon the latest developments within the business and products of Dell. According to an introduction the blog, it is intended for the â€Å"millions of Dell customers and employees interested in technical support, learning and conversation about the power to do more with technology.†Ã‚  (Direct2Dell) The Best Features of the Blog The best

Teamwork and Motivation Essay Example | Topics and Well Written Essays - 500 words - 1

Teamwork and Motivation - Essay Example There are the principles that if stressed upon properly would build activities to strengthen health care organization. First of all teams need to work on common grounds and interest which should only be mutual interest of patient and improve facilities for him. An important aspect of success of a good team is the provision and implementation of various team building activities. Keeping in mind the demands of a health care setting, one major activity that can help strengthen the teamwork and quality of care delivery is to organize meetings. Every health care team should meet on regular basis to discuss and manage the aim of that delegation that is to work for providing the highest levels of quality care to the patient. Moving on, considering the successful outcome of such meetings and gatherings, all the pros and cons should be considered. There need to be certain objectives that should be achieved at the end of session and the leadership should not only maintain a strong relationship among working individuals but also resolve all the conflicts in working environment. In a health care setting, time is crucial and so is efficiency because the aim is saving the life or quality of life of an individual. There is absolutely no place for negligence and for this matter all the aspects of a successful teamwork should be focused upon such meetings. Probably the most important of all plans would be a strong and effective communication and sharing of professional knowledge among different disciplines. This would not only enable others to understand the problem in a better way but would also brush up person skills of any professional (WHO Patient Safety Curriculum 2008). Only in this way can meetings of health care team members can bear fruit. Different techniques have been used to improve these skills and to develop better communication and interpersonal relationship among team members. Various techniques have been used and explained by Team STEPPS

Strategy Book and creative book Essay Example | Topics and Well Written Essays - 1750 words

Strategy Book and creative book - Essay Example They also operate a restaurant in Oregon serving mainly vegetarian dishes. Their premises are open all week through from 7 AM to 11 PM. Its herbal department also stocks a variety of medicinal herbs that clients could purchase (Paul 12). One of the main competitors is Whole Foods. It was created in 1980 in Austin. It is more of a grocery store but deals mainly in organic food substances. Its produce is available in several supermarkets across North America. Walmart is another key player in the organic food market. It is a large-scale store with units in over 28 countries worldwide and almost 10000 stores. Their stores stock over 400 different varieties of organic foods. Costo are another competitor in the market. They have over 600 branches spread out over the country. However, even with their many branches and long reach, costo are still not able to exhaust the demand for organic products. However, they have succeeded in creating great customer royalty from their clients. Kroger has retail stores in about 31 states countrywide. They stock several varieties of the common organic food products plus several of their own custom brands. However, these variations in the products they offer can be cause loss of some of their market share. Health experts and increasing awareness of the effects of food products that people consume has led to an increase in demand for organic food products. With rapid increases in the per capita income for consumers, there has increase in demand for fresh food produce. These mainly include fruits and vegetables. People rely on supermarkets and grocery stores for their food produce needs. A survey carried out by the Hartman group on consumer behavior in the USA shows that people purchase organic foods because of superior taste and benefits to their health. Safety concerns especially because of the processes through which the food is produced are another motivating factor

Learning to swim at the age of 15 Essay Example | Topics and Well Written Essays - 500 words

Learning to swim at the age of 15 - Essay Example It was on a rampage to literally swallow me and end the basis of my life. Terrified, I buried my sharp, long nails into the back of my friend’s neck attempting to hold on, but when we thumped into the wet surface, the vicious coerce tore me away and inundated me into the deep, bleak, blue water. At that instant, a stream spurted rapidly up my nose and I began to dread. In the aspiration of reaching the surface, I hastily kicked my legs like a tantrum-throwing two-year infant. Regrettably, every time my head dashed up, the water immediately hauled me back down. I then had nothing else to do but wait for all I could. Seconds later, I caught a glimpse of my friend pacing towards my course. He withdrew me from the aqueous tank and expressed regret for what had happened by then. Then, I confessed that I was fifteen years old and did not know how to swim. I had made up my mind to learn how to swim. Period. Clock struck two o’clock – it was Thursday afternoon, my swim classes at the YMCA commenced. Pacing towards the building, I swiftly halted when I saw my classmates there. It shocked me in entirety. Neither of the swim class attendees looked more than eight years old nor was their physique disproportional with their age group. I nonchalantly entered the water, whilst attempting to blend in, but within seconds, the seven elf-sized heads turned to look at me. I did not know what to do at that point in time. For all the goodness that could have happened then, the instructor arrived and started the class. We embarked by learning how to cup our hands and rotate our arms. She even described the basis of our arms pretending to be made like the bus’ wheels that go â€Å"round and round.† Afterwards, she demonstrated to us as to how to place our bodies before diving as she held her hands above her head, palms touching, and her arms touched her ears all this while. She also gave us kicking advice in order to move quicker. She told us to do small quick kicks without

Lesson 2 Student 1 DF Essay Example | Topics and Well Written Essays - 500 words

Lesson 2 Student 1 DF - Essay Example It is based on focused areas that have ‘triggered’ questions about practices and requires further research and investigation into whether there are better ways of doing some type of process or providing a solution (Titler, Kleiber, Steelman, Rakel, Budrea, Evertt & Good 2001). Changes are made from such research that shows strong evidence for making changes in clinical practices. This can include innovative approaches, provides cost-reducing measures, and evidence-based solutions which benefit both the medical field and the patients it serves. In using the Iowa Model, some of the improvements it has provided are in enteral tube feeding (ETF), sedation management, bowel sounds assessment after abdominal surgeries, verifying the placement of the nasogastric tube, and double gloving in the surgery room (Melnyk & Fineout-Overholt 2011; Titler et al., 2001). The model also is useful for administration, as you have noted, to encourage an open atmosphere for inquiry as well as providing funding for further testing of medical processes to ensure that the best is made available to both staff and patients. A committee is also formed to oversee the process of discovery and to authorize the change, if deemed essential through supporting data (Melnyk & Fineout-Overholt 2011). A pilot process is created whereby the new policy is implemented and then reviewed as to its success, including the need for adjustments as found during the pilot process. This ensures that a clinic, hospital or organization fits the process to its own particular identity so that it functions at an optimal level. It is well-known that many organizations in the medical field use the Iowa Model as a basis for making change, thus supporting its efficiency. Translating research into practice (TRIP) is also a component of the process in presenting first the pilot process and recording the variables at play which give cause for

Identify and analyse those factors which are used by Pakistani TV Essay

Identify and analyse those factors which are used by Pakistani TV viewers to discriminate against the local TV channelsin favour of the Indian channels - Essay Example Diversity basically displays the respect for the audience, it shows that every member in the audience is equally important and the channel would want to cater to each and every individual. It is also a great tool to retain the viewers to a particular channel as they now have different things to look forward to rather than the monotonous programming (Onah & Anyanwu, 1988). Innovation is the main tool to attract audiences; people always appreciate innovation and hard work. It creates a sense of curiosity among the audience and forces them to keep coming back to the channel; people would stick to one channel if they are offered something out of the ordinary after certain time intervals (Alpert, 1992). The perception of being innovative gives the channel a positive word of mouth among the viewers, this becomes the source of advertisement for the channel, and people would prefer watching a channel that was recommended by their peers rather than some critic’s recommendation or even a conventional advertisement. One of the major factors that channels loose viewers to other channels is the lack of originality; channels in their urge to be recognized as innovative get carried away at times and start copying which is not appreciated by the majority as the ‘me too’ approach appears to be an act of desperation especially in case of T.V. channels. People switch channels and choose to watch one over the other in search for something different hence a perception of not being original can harm the channel’s business as people will not even bother having a look at it thinking there will be nothing different that the other channel is not showing. Hence originality is also a judging and differentiating factor among the audience between the channels (Benesch, Frey, & Stutzer, 2006). In television industry there have been several advancements in the past few years;

How criminals have adapted to technology Essay Example for Free

How criminals have adapted to technology Essay Technology has made our world increasingly open and vulnerable (Goodman, 2012). As companies develop amazing technology for good purposes, criminals can use that same technology to hurt people. It is a bad assumption to believe that crime-stopping technology cannot be used against the system. Lawbreakers can develop and use technology for the sole purpose of committing crimes and new technologies produce the risks of unanticipated, undesirable risks and consequences (Cole, Smith, DeJong, 2014). There are so many different types of new technology that criminals use and that the system uses. Criminals use cyber-crime to break into people’s accounts, and counterfeiting to steal from companies, just to name a couple. Police use computers a lot for their work. New programs, like the Geographic Information System, are useful for mapping problem locations to deal with specific crime. All kinds of information can be collected in law enforcement databases: fingerprints, tattoos, DNA samples, and gun/ballistic records. I think the biggest threat to society from their adaptation is the fact that personal information is so open to the public now. Criminals have grown with the technology and know how to get credit card numbers, addresses, and so much that is very dangerous for them to have and abuse. Reference Cole, G., Smith, C., DeJong, C. (2014). Criminal justice in america (7th ed.). Belmont, CA: Wadsworth. Goodman, M. (2012). How technology makes us vulnerable. CNN Opinion. Retrieved from http://www.cnn.com/2012/07/29/opinion/goodman-ted-crime/.

Vietnam Human Resource Enterprises and Training

Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear Vietnam Human Resource Enterprises and Training Vietnam Human Resource Enterprises and Training 1.1 The importance of the study 1.2 Aim and objectives of the project 1.4 Dissertation structure Chapter 2 Literature review 2.1 Defining the terms: Human Resource and Human Resource Development, Training, Development 2.1.1 Human resource 2.1.2 Human resource development 2.1.3 Training 2.1.4 Development 2.2 Purpose of training and development 2.3 Training and development progress in an enterprise 2.3.1 Methods of Training and development 2.3.2 Process of training and development 2.4 Factors affect training and development 2.4.1 Internal factors 2.4.2 External factors Chapter 1 Introduction The background of the study Vietnam is one of the countries which have the fastest and the most impressive growing economies in recent years. It is a transitional economy and is developing more and more with an open door government policy. In 1986, Doi Moi economic reform was initiated and made a breakthrough for the economy of Vietnam. It transferred Vietnam from socialist-oriented market economy to the free-market economy. On 11 January 2007, Viet Nam became the official 150th member of World Trade Organisation (WTO). The day was considered as a historic day for the country. Joining the WTO, Vietnam seems to accept increased competition, and competition will make the economy more dynamic. Moreover, it creates a dynamic and challenging environment for local organizations to upgrade their operations both technologically and managerially, in order to unlock the immense potential of the countrys natural and human resources. (Mcneil et al, 1999). However, using the national human resource in effectiveness way seem s to be not simple. It could be a challenge for any countries. In fact, Vietnam has the population which is more than eighty million (Vietnam general statistic office, 2010). It supplies a large labor force which seems to be a competitive advantage for a developing country like Vietnam, especially in attracting FDI (T. Le, 2007). However, this advantage is passing off in current situation. When using and development of technology, machinery in enterprises becomes popular, the competitiveness depends on human resource quality. Sadly, Vietnam is losing its competitive capability. In the Global Competitiveness Report 2009-2010, Vietnam is down five positions from 70th to 75th, in which the quality of education system is one of the worst elements. In reality, the poor quality in education and training prevent the country from developing. Vietnam labor force has weaknesses and limitations. Every year, a high percentage of students graduated from universities have difficulties in finding a job because of lacking knowledge and skills. According to a re port by the HCMC Department of Labor, War Invalids, and Social Affairs, only around one third of the enterprises in the countries are satisfied with the qualifications of their new recruits (Saigon Times Weekly, 2002c). It seems that the higher education in Vietnam which is in old equipment and passive method could not satisfy the real market demand of high quality and skilled human resource in the period of development (Kamoche, 2001). Besides, proportion of employees who are trained in working is just 20% (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Duc Vuong (2008) argued that the staff training is required more caring in developing countries. As low labor cost is considered as an absolute advantage of labor-intensive economy but not high- tech or capital-intensive ones (Vietnam Ministry of Labour, Invalid and Social Affair, 2006). Hence, economies and business need to improve the training and development of employees. Similar to Malaysia, vision of becoming a developed nation by 2020 put an emphasis on HRD (). The purpose of becoming a developed country in the future absolutely raises the requirement of training and development human resource in Vietnam. In other words, there are more and more concerns about HRD activities in the country. In national level, Vietnam government considers highly qualified human resource as the important forces to encouraging the industrialization process and as the basic ground for the growth of economy (MPI, 2001). Vietnam government applied polices to encourage the HRD in the country especially in education. The government keeps push forward comprehensive reform enhancing the quality of training and education at all levels. Besides, it focuses on developing high quality human resource to meet the economic development demand (Khang, 2010). The government has also supported a program to improve HR skills in organizations through special training courses (from 2004-20 08). It helps companies and individuals in increasing their competitiveness. T. Tran and L. Le (1996) gave several experiences of the differences countries in HRD. They concentrated on the benefits of government policies of these countries in encouraging HRD and the lessons that Vietnam learnt from. However, it takes time to see what the real benefits from policies are and changes in HRD are. Moreover, applying policies depends on many elements which specific in each country. In Annual business report of VCCI (Vietnam Chamber of Commerce and Industry) in 2007 provided an analysis of key developments include human resource development in Vietnam business environment and their impacts on Vietnam enterprises. It had showed the general impacts of human resources and labor supply in some specific sectors such as tourism, banking, construction. Since then, the specific solutions in HRD for each sector could be suggested. There is another aspect in HRD discussed in Vietnam at the moment. H RD should be accompanied with national economic strategies. In fact, in Vietnam, in planning national economic strategies, the experts focus on economic issues without concerning human resource role which is the vital and essential elements to implement these strategies (D. Phung and D. Do, 2009). The problem appeared here is when these strategies are set up and the quality of human resource could not afford for them. In comparison with some neighbor countries in ASEAN, although HRD activities in Vietnam are concerned more, it is still new and weak. For instance, in the last decade, training consultants in Singapore have mushroomed. The emphasis on training is so much so that some companies have even created a standalone department on training along with the HRM department (). Hence, Singapore ranks very high in the world in its emphasis on training and development. Other example is in Malaysia, the HRD Act since 1992 forced the organizations which have more than 50 employees to support 1 percent of their monthly salaries to a fund to promote training (). Importance of the study Training and development human resource is not only the governments responsibility but the organizations responsibility as well. In recent years, the training and development human resource has been paid more attentions in Vietnam organizations (Kamoche, 2001). There is a strong willingness to learn and to be trained in organization. However, the level of attentions and willingness could be decreased by the reluctance of employees to accept the new things and innovation. Also, there is a distinctive point of views in training and developing human resource within organization. While in foreign invested companies tend to considers training as a vital tool (Saigon Times, 2002), the SOEs sees it as an expense and tend to keep budget as small as possible (Quang and Dung, 1998). The training objectives between The importance of the study SMEs in Vietnam are a dynamic force of the Vietnam economy and have been contributing a lot of successes in the development of economy. In the research of Timothy Bartram et al (2009), he argued that Vietnam is currently providing and creating many opportunities for the growth and development of entrepreneurial businesses, which provides significant opportunities as well as challenges for managers of these enterprises. In human resources aspect, SMEs created around 60% of the total job for labor force (Sakai and Takada, 2000) and until now this number has increased significantly. Besides, private sector plays a big role in increasing GDP annual. Understanding the important role of SMEs clearly, Vietnam government has been developing policies and creating conditions generally for the growth of SMEs, and particularly for the human resource development in SMEs. The private sector grows and competes openly for experienced and skilled staff, HR assume new importance. However, SMEs face particular problems in HR. Certainly, small firms do not have the HRM expertise, infrastructure and general resources commanded by larger organisations (Hill and Stewart, 2000). The requirement of development of human resource is truly necessary because the business environment change day by day and employees need improve their skills and knowledge to maintain their productivity. Enterprises which want to maintain their competitiveness and effectiveness need to consider human resource development as one of the most important parts. Following Adeniyi (1995), he observed that staff training and development is a work activity that can make a very important and remarkable contribution to the overall effectiveness and profitability of an organization. Huang (2001) proved that training program has a close relation to the performance in the enterprises and training pr ograms produce real benefits for small and medium-size enterprises (SMEs) In Vietnam, human resource especially human resource development is still a quite new area. At the moment, there are a few researches around Human Resource Development. Most of them show the essential requirement, challenges and opportunities of HRD in current situation of rapid economic development, the HRM of the nation in macro level. Some others illustrate more deeply in the situation of the HR and Human resource management in enterprises. In reality, a big question that what HRD is and how HRD plays its role in the enterprises still has not an answer. So, the research in this paper focuses on one main area of HRD which is training and developing human resource in the context of SMEs in Vietnam. It would give some contributions to the Vietnamese enterprises in referring the basic knowledge in training and developing human resource, analyzing the factors which could affect on their training and developing human resource actions in the context of Vietnam. Furthermore, the examples of experiences in HRD from some others countries and organizations will be shown as the lessons help enterprises in finding solution for their situation. Then, the view of HRD in enterprises would be cared wider and deeper. Aim and objective of the project The project focuses on the analyzing the actions of training and developing human resource in enterprises in Vietnam. The company selected in research is Deloitte Vietnam Company. It is the company of which the HRD activities will be analyzed specifically There are three principal objectives: Generalizing and developing of the principles in literature of human resources development and human resources in enterprises Using this literature to analyze and evaluate the activities in HRD in enterprises according to illustrate the advantage factors and disadvantages factors which affect in HRD in the company Suggesting solution and points of views to improve the HRD in the company selected. Methodology Dissertation structure Chapter 2 Literature review Defining the terms: Human Resource and Human Resource Development, Training, Development Development It is the growth or realization of a persons ability, through conscious or unconscious learning. Development programmes usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility (MSC, 1981:15) Development occurs when a gain in experience is effective combined with the conceptual understanding that can illuminate it, giving increased confidence both to act and to perceive how such action relates to it context. (Bolton, 1995:15) From these definitions, the development could show the movement to an improved situation that for the individual means advancing towards the physical and mental potential. There is one common theme that Nadler (1990) provided when he gathered the term of training and development is that both of training and development contain the word learning. He stated that training = learning related to present jobs and development = learning for growth of the individual but not related to a specific present or future job Human resource development About Human Resource Development, it refers to career development, training and development, and organizational development programs offered to employees to develop new or replacement knowledge and skills; improve their performances, potentials, and promotability; enhance to their general growth, and improve group and organizational effectiveness (William R. Tracey, ) There are many strands to HRD such as personal development, development for a job, a situation, or for setting a new works. It could be a development leading to a better life for individuals, organizations or even wider communities as well. (J. Matthews et al ). In Coopey et al 1993:24, it is seen as a capacity to incorporate learning into behavour Furthermore, HRD is an extension of Training and Development, with a specific orientation towards organizational learning interventions which are created to improve skills, knowledge and understanding. Follow Leonard Nadler, HRD is defined as a series of organized activities conducted within a specified time and designed to produce behavioral change of individuals in organizations. (Nadler, 1970). It includes 3 types of vocational learning activity which help individuals to be more effective at work: à ¢Ã¢â€š ¬Ã‚ ¢ Training focusing in immediate changes in jobs performance à ¢Ã¢â€š ¬Ã‚ ¢ Education, geared towards intermediate changes in individual capabilities à ¢Ã¢â€š ¬Ã‚ ¢ Development concerned with long-term improvement in the individual workers ( Nadler, 1970) In Principle of HRD, Jerry W. Gilley et al showed three fundamental component areas of human resource development. They are individual development (personal), career development (professional), and organizational development. Each component has their own importance roles which vary from organization to organization accordant with the operation complexity, the criticality of human resources to efficiency in organization, and the organizations commitment to improved human resources. However, all of three component areas have one focus which is individual performance improvement. The individual performance improvement is the heart of an HRD program, and HRD can be described as the area of congruence among the three components (Gilley, and Eggland 14) (see figure 2.1) (Figure 2.1) It is also importance to distinguish the field of human resources in organization which covers a broad spectrum of human activity. In fact, there is still a misunderstanding in HR sectors in enterprises, especially in developing countries such as Vietnam where the HR sector is still new. Based the human resource wheel (McLagan and Suhadonik, 1989) and the wheel of HRM (Harison, 1997), the human resource compass which indicates an overview of the territory and gives direction to to the various elements in the subject and their interrelationship was built. It is divided in 3 main sectors HRD, HRD and HRM, and HRM. (J. Wilson, 2005) (Figure 2.2) Human resource Human resources are described as the individuals who comprise the workforce of an organization. They are the people that staff and operate an organization- the executives, managers, supervisors, scientists and engineers, technicians and marketing and sales personnel, administrative and clerical personnel, and hourly workers- as contrasted with the financial and material resources of an organization (William R. Tracey, ) It is also the name of the function in an organization which has a responsibility for implementing strategies and policies relating to the management of individuals. In other words, it could be understood as the organizational function that deals with the people who manage, produce, market and sell the products and services of an organization (William R. Tracey, ) In a nation, the economic value of human resources resides not in numbers or physical characteristics such as height, but in the skills, knowledge and attitudes that are the result of norms and education provision. Training Training, according to the Manpower Services Commissions Glossary of training terms, is a planned process to modify attitudes, knowledge or skill behavior through learning experiences to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of individual and to satisfy the current and future needs of the organization. (MSC, 1981:62). In CEDEFOP (1996:52), training is defined as activity or program of activities designed to teach the skills and knowledge required for particular kinds of work. Training takes places, whereas education takes place at educational establishment. In reality, both of definitions illustrate about the application of training to the improve skills and competences to meet the requirement of the organization. In training, the limitation is also indicated to the specific skills and operations. In comparison with education, training normally has an immediate application and is completed in a shorter time than education. (Van Wart et al, 1993) Purposes of Training and Development Training and development (TD) was beginning to receive more attention in Vietnamese organizations (Kamoche, 2001). Training and development actually refers to a planned effort which the organization build to facilitate the learning of job-related behavior (such as knowledge and skill acquired by an employee through practice) on the part of its employees. (Wexley et al,1991). The general purpose of traning and developing involves knowledge and skill acquisition. The employee quality and their development through training are consider as the major factor in determining long-term profitability of enterprises. A good investment in the development of skill for employees will help them increase their productivity in working. In fact, there is a view that training often is considered for the new employees. It is totally incorrect because ongoing training for current employees helps them adjust to rapidly changing job requirements. (Small Business Management) Training and development creates a benefit that the communication abilities of employees can improve, which enhances their adaptability. Better-educated workers can give the flexibility needed to switch production and better accommodate innovation, retraining and relocation (Godfrey, 1997). Traning and Development progress in an enterprise Training and Development has traditionally been a functional division of the personnel or human resource department related to carrying out the identification of training and development needs, planning and designing training and evaluating it. (see figure 2.3) (Figure 2.3) the classic training cycle Winter (1995) did not using the term HRD, he talked about a system approach to developing employees with the starting point the business objectives. So the classic training cycle can be seen to be based on organizational strategy within a company. (Figure 2.4) Business objectives within a training cycle Methods of Training and development In training, there are a numerous techniques available for presenting information and transmitting skills. Each of the techniques has their own advantages and disadvantages. The application of training method depends on the specific situation. In general, training has been widely used by companies in Vietnam. But, they differed in the use of training options (Quang, 2006). On-site training methods The main advantages of on-site training are the problems of transfer of learning and training cost are minimized. The reason is the trainees learn the skills and knowledge in the same physical and social environment. Moreover, with certain of these techniques, the trainees are able to contribute their work while they are learning. This things reduce the training cost. (Wexley et al,1991). On the other hands, on-site training has some limitations. Most of the co-workers and supervisors do have motivation to provide the trainees with worthwhile learning experiences. (figure 2.5) on-site methods classified according to goals and strategies The table shows that a training effort can have one or more of the following goals. These goal boards can be achieved by directing training efforts at the trainees cognition, behavior or environment. From the table, on-site methods were classified in categories. Orientation training and the socialization of new employees It is important to help new employees to get in a right way in order to reduce their anxiety and to increase their job satisfaction and commitment. (Louis et al, 1983). The procedure of this method should begin carefully and in detail. The poor orientation programs could make damage to organization because they reduce the effectiveness for the first few time on the job and may lead to dissatisfaction and turnover. (Gomersall et al, 1966) Smith (1984) showed ten tasks accomplished in the program such as introduction the company; review of policy, benefits, services, employer expectations; benefit plan enrolment; completion of employment documents; setting employer expectations; introduction to fellow workers, to the facilities, and the job. On-the-job training In this training method, the trainees are expected to learn the job by observing the experiences employees and by working with the actual materials, personnel and machinery that will comprise the job when the formal training is completed. On the experienced employees aspect, they is expected to provide not only a favorable role model to whom the trainee can identify but the instruction and the guidance from the job duties as well. (Wexley et al,1991). Apprenticeship training Apprenticeship programs are initiated by a committee composed of representatives for management and labor. The joint of committee works together with the department of Labors Bureau of Apprenticeship and Training (BAT) in developing a set of standards that specify the features of particular program such as number of class hours, workshop instruction, curriculumà ¢Ã¢â€š ¬Ã‚ ¦ Job aids A job aid is a repository for information, processes, or perspectives that is external to the individual and that supports work and activity by directing, guiding, and enlightening performance. (Rossett et al, 1991). The goal of Job aids is to teach job skills and to accomplish this by using a behavioral strategy. Coaching/ Mentoring: Mentoring and coaching have been provocative practices in both the practical and academic organizational development and human resource development literature for almost ten years. (Bokeno, 2003) Coaching the employees through the use of periodic reviews of performance is a difference way of on-site training. Coaching serves a several important function in organization. Firstly, it lets subordinates know what their supervisors think about their work. Then, the supervisors and employees work together on the way that helps improve employees performance. Thirdly, it improves the interaction between supervisors and employees. Finally, it provides a framework for setting up short term and long term personal career goals. Related to the teaching of coaching is mentoring. Mentors are the people who have two or three higher level than trainees and they want to help less experience trainees to learn the ropes in a supportive relationship. (Wilson and Danes, 1988) Computer-based training It is a technique can be used in conjunction with coaching and mentoring. Computer-based training (CBT) refers to as interactive videos and videodisc, provides guidance and instruction by using computer terminal on an employees desks. It is now used as an efficient method to many types of job. (Wexley et al,1991). Guy Sweeten of Information Transfer said that The practical benefits of using computers to deliver training and perform assessment training have been proven. Computer-based training is highly flexible and fits with the demands of everyday work you can work on your own, at your own desk and in your own time Job rotation It relates to giving a series of jobs assignments to trainees in various parts in organization for a specific time. The key of this method is to expose individuals to the changes in working environment in other places. In each department, trainees could put on an observational role, and take responsibility for training specified results. Job rotation is considered as a perfect method for preparing high potential and specialist for future general executive responsibilities. (Farnsworth, 1975) Off-site training methods Off-site training methods are often used in organizational settings. An advantages of this method is that it allows the trainees to learn skills and knowledge away from pressures of day-to-day job. The other benefit is the use of competent outside resources people who are trained trainers such as technicians, consultants. The limitation of it is the transfer of learning from classroom to the job. (figure 2.6) off-site methods classified according to goals and strategies Lecture Lecture method has been frequently criticized as a training and development technique. (Korma, 1977). In fact, it does not bring a high benefit. Firstly, its format emphasizes one way flow communication from trainers to trainees, which make the trainees are passive in learning. Secondly, it fails in transfer job-related skills. The lecturers ignore the differences in trainees abilities, backgrounds and interests. In additionally, individualized and reinforcement of trainees are prevented. Audiovisual techniques This method can be used widely in many training and development programs. Teaching and learning with audiovisual technique has several advantages. First, it helps trainees to illustrate and see clearly the overview image of what trainers want to delivery lively. Then, it helps distance learning effectively when the trainers and trainees are in difference places. Teleconferencing It is a method for simultaneously training individuals at the multiple sites. A teleconferencing network consists of a central broadcasting facility, a satellite service whose signals is delivered and transmitted to television projectors in meeting rooms, ballrooms, or corporate headquarter. Corporate classrooms Corporate classroom aims to tech employees skills and to accomplish this by using cognitive strategy. This method is often in big corporations. They intend to build their own universities and colleges to continue the further education for their employees. Equipment simulators It is excellent way to bring realism to off-site training situation. In this method, simulators of the equipment are designed and set up away from the actual work situation. Advantages from the method are the time pressures for productivity are minimized, individualized feedback is increased and opportunities for repeated practice are provided. Computer-assisted instruction In this method, trainees interact directly with the computers. The training is combined with learners exercises manuals, equipment stimulations, job aidsà ¢Ã¢â€š ¬Ã‚ ¦ The role of computer here involves administratering and the training programs to the trainees and testing their performance after learning. (Patrick et al, 1977). It could assess the progress of trainees and provide a method to fit the trainees needs Each enterprise will use the differences training methods which are suitable to their situation within organization. In Vietnam situation, Webster and Tausig (1999) did a survey which showed that 93 percent of the surveyed SMEs provided in-house training for freshmen and off-the-job training. Most SMEs rely only on informal training due to budget constraints (Tran and Le, 1999). However, the process to have a good training and development program is not simple Process of Training and Developing Analyzing the training and development needs It is considered as the first step in the process of training and development. Boydell (1983) showed three levels of training needs within organizations which are organizational level, occupational level, and individual level. Organisation analysis looks at the organization as a whole. This relates to examining organization interface with the external environment, in which it operates, the acquisition of its state objectives, its human resources, and the inner climate. The purpose of organization analysis is to determine where the training activities should be conducted. Occupational analysis includes five steps in conducting task analysis. The five steps are (1) Obtaining a company job description; (2) Identifying the tasks for which the training is designed; (3) Identifying the knowledge (K), skills (S), and abilities (A); (4) develop course objectives; (5) design the training program. In the individual analysis, organization identifies any shortfall in individuals knowledge, skill and attitudes required to perform their jobs. (Figure 2.7) P. Nick Blanchard, James W. Thacker (1999), Effective training: systems, strategies, and practices In fact, when the results of employees performance do not satisfy and meet the requirement of job analyzed in occupational analysis. That means there are problems. In that case, organization needs to find a solution. In table below, it illustrates the way to approach how to examining performance problem of the employees (Figure 2.8) Robyn Peterson (1998), Training Needs Assessment Analyzing the training and development in this way has advantages and disadvantages. It helps the organization have an accurate overview of training and development needs within organization. Beside, it guarantees the links between the training and requirement of trainees. However, it takes time to analyze. During the process of analyzing, the thing could happen is the number of training needs is larger than can be met through current resources. So, it is necessary to prioritize the needs (J. Wilson, 2005) Training and development plan The result from the process of analyzing an organizations training needs is a training plan. This plan is constructed by the training department and is used to strategically plan what kinds of training will be conducted in the near future. (Wexley et al,1991). Moreover, during the process of analyzing, the thing could happen is the number of training needs are larger than can be met through current resources. So, it is necessary to prioritize the needs. The content of a training plan should includes objects and objectives of training, theme of the training courses, the time of training courses, trainers, and training methods, the place of training class, and the cost of trainingà ¢Ã¢â€š ¬Ã‚ ¦ (HRD in SMEs) When planning a training program, it is essential to establish an evaluating system for the result of program. The plan should be clear

Manoeuvre Warfare Applicability In Mountains And Developed Terrain Philosophy Essay

Manoeuvre Warfare Applicability In Mountains And Developed Terrain Philosophy Essay 1. Nothing has decided the fate of nations and people as war has- cultures and civilisations have vanished, the people absorbed by the victorious armies. War fare is thus the ultimate survival of the fittest environment, and the evolution of war fare within the environment has occurred through an almost unconscious, Darwinian, process of natural selection It is therefore imperative that a nations armed forces match this evolution process. In order to achieve this they must embrace the latest technology and constantly endeavour to redefine and upgrade their strategy, doctrines and war fighting philosophy. 2. 2100 years of recorded history of warfare has led to the emergence of two distinct styles of warfare Attrition warfare and Manoeuvre warfare. The simplest comparison between the two is that the former is akin to arm wrestling where the basic reliance is on strength or force on force with limited application on targeting the mind through speed and agility, while the latter is akin to Judo or Taekwondo where the main thrust is on speed and agility to target the opponents mind and limited emphasis is on strength per se. In fact, the strength of the opponent is rendered ineffective and is utilized to defeat him. 3. Indian army executed the most brilliant campaign based on manoeuvre warfare the Bangladesh War 1971 wherein Bangladesh was liberated at a relatively low cost and the Pakistan Army largely intact was defeated and 93.000 prisoners were captured. By manoeuvre in time and space, the enemy mind was paralysed into inaction. The Bangladesh campaign is taught in foreign countries as the most complete campaign based on manoeuvre warfare. Yet it is an irony that our Army is just loosely following manoeuvre, in both theory as well as practice, for decades now. 4. Military theorists state that it normally takes a 50 years cycle in respect of changes in military equipment, force structure and doctrine to stabilise. It is no wonder that the winds of change are sweeping across military thought and several of worlds major armed forces are in a greater or lesser flux. On one hand, technological changes are influencing the warfare, on the other hand, military thought is looking towards better method of war fighting with the aim of switching from attrition warfare to manoeuvre warfare. 5. There is therefore a need to understand, institutionalize and apply the war fighting philosophy of manoeuvre warfare in the present times as it does not permit us a long battle. The study focuses on the vital essentials of manoeuvre warfare and analysis how this approach can be satisfactorily applied in mountains and developed terrain in the Indian context. Definition of Manoeuvre Warfare 6. Manoeuvre is one of the two basic components of combat. The other is fire power. It is some times taken to be simply another word fir the move of forces. More often, it is used to mean relational move, i.e. move relative to an opponents position. Manoeuvre is defined in the Glossary of Military Terms as, move of forces in the field in order to place the fire power of the fighting elements in a favourable position. Combined with surprise, deception and speed, manoeuvre may be used on occasion to offset enemy superiority in the power and increase the offensive of own force. 7. The US Armys Field Manual defines manoeuvre as move of forces in relation to the enemy to secure or retain positional advantage. In this essence, Manoeuvre means an attack on either or both of the enemys flanks. Move into his rear to disrupt his support elements, or encirclement. The essence of manoeuvre in the classic usage of the team is not move per se but the achievement of positional advantage. Because of basic human psychology, a force that is hit where it is weak, where it does not except to be hit, or in such a manner as to have it cut off from its supplies. Reinforcement or line of retreat tends to panic and disintegrate. The principal effect or manoeuvre is the more mental the physical and therefore more powerful than simple physical attrition. In manoeuvre warfare, the objective is the enemys collapse as a cohesive, functioning force, not his incremental destruction through the application of firepower. 8. Manoeuvre Warfare depends upon out manoeuvring the enemy, both in the spatial and the temporal sphere, through a faster tempo The leverage achieved by placing ones own mass in a position of advantage through spatial manoeuvre at a faster tempo than the enemy brings about the dislocation and psychological disruption to paralyze the enemy commanders mind, leading to his defeat. 9. Manoeuvre is a frame of mind and a style that has application at the tactical, operational and strategic level. Mobility is the means to execute a manoeuvre. Only when mobility is applied with the aim of inflicting paralysis on the enemy commands, does it get translated into manoeuvre. Thus, manoeuvre is not a way of movement but a way of thinking. 10. Inherent in the Manoeuvre Warfare is the need for violence, not so much as a source of physical attrition but as a source of physical dislocation. Towards this end, we concentrate strength against critical enemy vulnerabilities, striking quickly and boldly where, when and how it will cause the greatest damage to the enemys ability to fight. Once gained or found, any advantage must be pressed relentlessly and unhesitatingly. 11. Surprise remains an integral weapon in the arsenal of Manoeuvre Warfare. By studying ones enemy we should attempt to appreciate his perceptions. Through deception we should try to shape his expectations. Then we will dislocate them by striking at an unexpected time and place. In order to appear unpredictable, we must avoid set rules and patters which inhibit imagination and initiative. In order to appear ambiguous and threatening, we should operate on axes that offer several courses of action, keeping the enemy unclear as to which we will choose. Manoeuvre and Manoeuvre Warfare 12. It is an accident of language that the word Manoeuvre and Manoeuvre Warfare have been confused and taken to be synonyms. Manoeuvre can be defined as the organised movement of forces during combat in combination with fire or fire potential to achieve a position of advantage relative to the enemy in order to deliver a decisive strike. Elsewhere, the term is also used as synonym for movement as in fire and manoeuvre, in small unit tactics. Since everyone is generally clear about manoeuvre, Manoeuvre Warfare is generally perceived as warfare employing manoeuvre. Consequently the retort, it is just a fancy new name for what we have always done. 13. The fact of the matter is that in Manoeuvre Warfare, manoeuvre means much more. It is not only a question of movement in space to gain positional advantage, but also to gain temporal advantage, through generation of a faster operational tempo. One aspect that stands out clearly on all victorious campaigns based on Manoeuvre Warfare is that one of the proponents, by his actions, brought about a sudden change or a series of changes on the battlefield to which the adversary could not adjust in a timely manner. As a result he was defeated and that too at a small cost to the victor. METHODOLOGY Statement of the Problem 14. The aim of the study is to examine the significance of manoeuvre warfare and to analyse its application in mountains and developed terrain in the Indian context. Hypothesis 15. Manoeuvre warfare is a war fighting philosophy that seeks to shatter the enemys physical and psychological cohesion through a series of rapid and unexpected actions and can be successfully applied in any terrain or scenario from the tactical to the strategic level provided the basic tenets are adhered to. Thus, the concept can be equally and efficiently applied in mountain and developed terrain in the Indian context. Justification of the study 16. The Indian Army Doctrine Section 20: Para 7.14 directs our focus on the intellectual understanding, institutionalisation and implementation of manoeuvre warfare and Directive command. The challenge before the Indian Army is to apply this sub doctrine of war fighting and command. Although this war fighting philosophy was successfully applied by Indian Army in the 1971 war, but no significant gains were made in the western sector. Therefore it is imperative that we give a more detailed look at what can be done to achieve a vital breakthrough and a decisive victory, especially in mountain and developed terrain. 17. Even though manoeuvre warfare is today a much talked about subject in our army, its application and convention to a doctrine or war fighting philosophy in mountains and developed terrain is a long way off. The possible reasons for this are many, which include cynicism that manoeuvre warfare is nothing new, a traditionally attritionist approach, resistance to change, over emphasis on no loss of territory and so on. There is a need for us to analyse how this approach can be satisfactorily applied in the Indian Armys context especially in mountains and developed terrain. 18. In the light of the arguments given above the subject Manoeuvre Warfare and its Applicability in mountains and developed terrain has been chosen for the study. Scope of the Study 19. The research shall seek to study the essentials of manoeuvre warfare and its characteristics and to make it more meaningful the study will narrow down its focus on application of manoeuvre warfare in the developed terrain in Indian context. It will concentrate on the aspects needing attention in our thought process and the organisational and institutional changes necessary to facilitate this approach. The basic premise of the research is that manoeuvre warfare is a war fighting philosophy and can be successfully applied in any terrain or scenario from the tactical to strategic level provided the basic tenets are adhered to. Operational Definitions Methods oF Data Collection Organisation of the Dissertation 20. The dissertation has been divided in following chapters:- (a) Chapter I . Introduction. (b) Chapter II. Essential Elements of Manoeuvre Warfare and Analysis of 1971 Bangladesh Campaign.. (c) Chapter III. Emerging Principles for Application of Manoeuveristic Approach in Developed Terrain. (d) Chapter IV. Characteristics, Challenges and Analysis of Own Concept of Operations in Developed Terrain. (f) Chapter V. Recommendations and Suggested Changes for Application of Manoeuvre Warfare in Developed Terrain. Directive Style of Command. Leadership Doctrine. Changes in Tactics and Equipment. Education and Training. Restructuring Strike Corps. Domination of Electromagnetic Spectrum. (g) Chapter VI. Conclusion.