LOVE Probation or Parole Policy Evaluation Research Paper

LOVE Probation or Parole Policy Evaluation - Research Paper Example The paper outlines the reason why a person should fund this review and its importance for policy makers. There is also a budget for the review and conclutory statements. In criminal justice, parole is the supervision that occurs when the government authorizes release of criminals to the community after serving a certain period of prison term (Eseinberg, 1999). Their release has certain conditions. In immigration law, parole refers to granting of visa to a person who does not meet the requirements to enter United States of America. The government gives the visa basing on humanitarian grounds (Purves, 1992). The policy for review is the humanitarian parole policy. This policy allows entry into the United States of America to a person who is ineligible to get US visa. The purpose behind humanitarian parole policy is to provide humanitarian services to an individual on a temporary basis and once the US government confirms the safety of the individual, they can leave the country at the expiry of their visas. The review of humanitarian parole policy is important because it is an extraordinary measure that brings an inadmissible alien into the United States of America for a period of time due to a compelling emergency condition (Wasem, 2010). For instance, On January 18th 2010, the Secretary of homeland security, Janet Napolitano, allowed orphaned children from Haiti passage into United States of America on a temporary and individual basis in order for these vulnerable children to receive the attention and care they could not get in Haiti. This was part of the humanitarian programme and policies of the American government in aiding Haiti. The issues that emerge from this policy include laws governing the humanitarian parole policy, conditions of an alien for obtaining parole under this policy and personal information of the parolee. Additional issues that emerge from this policy are information of the person

Impact of training on employee motivation

Impact of training on employee motivation The Impact of Training and Development on Employee Motivation and its impact on Customer satisfaction at Chiswick Mcdonalds Abstract My research will investigate the impact of training and development on employee motivation. It will further examine the mediating effect on custoemr satisfaction. A sample of 25 employees will be selected to test the reliability of the model. The significance of the study, its delimitations and limitations are discussed. INTRODUCTION PROPOSED RESEARCH TITLE The impact of Training and Development on employee Motivation and its impact on Customer satisfaction at Chiswick Mcdonalds. Background of the Study The role The role of employee (the performance of employees) in attaining and maintaining the quality of output motivation is above any question. Too much budget is being spent on the administrative, marketing and other side of development (management development, re-structuring, etc.), less attention is given to the underlying dimensions of the employee Performance. The ability of an employee is often thought to be the sole criterion for his/her performance. This oversimplification of the phenomenon results in an oversimplified solution of the problem. The most often exercised solution is the conduction of professional training programs, usually in the relevant areas. This tendency of considering performance being outcome of only ability, leads to many undesirable consequences. Firstly the selection of employees is not on the bases of the nature of job, or hes not shown or doesnt knows the JDs of what he has to perform, or no proper training is given to them, while ignoring the impo rtance of on-the-work-motivation which may affect the performance of the individual. In fact, the Performance of employees is a construct with a variety of underlying dimensions. With all these issues in mind the aim of this research is to develop and test a model for Employee Performance. The model will analyze The Role of Training Development, and motivation on the performance of employee 3. Studys Relation to Theory and Literature Literature Review 3.7 Summary 3.1 Introduction 3.2 3.3 Training equipments and Performance 3.6 Environment and Performance 3.5 Training methodology and Performance 3.4 Employee commitment performance 3.2 Training analysis performance Figure 2.1 INTRODUCTION A study was conducted by ann stes, mieke clement on the topic of The effectiveness of a faculty training program: influencing factors in this article it was said that, in view of the investments made, one should not be surprised that, in times of growing attention for accountability, questions with regard to the impact of faculty development initiatives are raised. Consequently, the impact of the training program for novice faculty was evaluated with a written survey shortly after the training was completed (see also stes, clement nelissen, 2002). In todays research literature, a lot of attention is devoted to the impact of faculty development initiatives (Gibbs Coffey, 2000; McAlpine, 2003). However, before questioning the effect of the training program, one should seriously think about the underlying framework and the accompanying outcomes one wishes to achieve (Gilbert Gibbs, 1998). A Study was conducted named Driving simulator fidelity and training effectiveness. By the follow ing J.C.F. de Winter1, P.A. Wieringa1, J. Dankelman1, M. Mulder2, M.M. van Paassen2, S. de Groot1The existing organizational culture (the change environment) will undoubtedly constrain or promote this development (Clarke Hollingsworth, 2002; Trowler Cooper, 2002). The main reasons for pursuing higher levels of fidelity appear to be based on the assumption that higher fidelity improves validity of performance and improves transfer to real car driving. The downside is that, generally, higher fidelity increases costs (e.g.,AGARD, 1980; Roza, 2004). Stereo presentations have been reported to improve task performance in simulated environments (e.g., mollenhauer, 2004; kim et al (2005)). Several studies yield mixed results (mollenhauer et al, 2004; nash et al, 2000) or indicate that a stereo presentation may reduce performance when display artefacts are present (pfautz, 2003) The training application was designed based on the framework espoused by the constructivist view of learning. Dalgarno (2001) outlined three broad principles of this view based on studies by Kant (1946) and Dewey (1938) for the first principle, Piaget (1969) for the second principle, and Vygotsky (1978) for the third principle. The first principle informs that individuals formed their own representation of knowledge and there was no particular correct representation of knowledge. The second principle prescribes that learning occurred when learners uncovered a deficiency in their knowledge representation or an inconsistency between their current knowledge representation and their experience during active exploration. Learning that takes place within a social context is the third principle of this constructivist view. These three broad principles have been adopted in formulating approaches to the teaching and learning process. A research conducted on How military research can improve team training Effectiveness in other high-risk industries by Jeffrey M. Beaubien, Ph.D., David P. Baker, Ph.D., Amy K. Holtzman, M.A. American Institutes for ResearchOser and colleagues define scenario-based training is a systematic process of linking all aspects of scenario design, development, implementation, and analysis (Oser, Cannon-Bowers, Salas, Dwyer, 1999) . Similar to simulator-based training, TCT has been widely applied in aviation and has recently been introduce in healthcare. In aviation, TCT is referred to as Crew Resource Management (CRM) training (Salas, Fowlkes, Stout, Milanovich, Prince, 1999). so, this shows the relationship of performance with all other factors are given below Summary I suggest that perception of supportive managerial activities affect moderating on training effectiveness through effects on performance. Supportive managerial practices are positively related to the positive performance, which mediate effects on motivation. I intend to replicate this model by altering the theme and thus testing the training effectiveness- moderating relationship of supportive managerial practices with motivation and performance. 4. The Study The Significance of Study The study will broaden our understanding of employee performance by including the role of management in the proposed model. Since the traditional view of employee performance is very narrow, current study will add to existing body of knowledge by signifying: The role of training on employee performance The role which of employee commitment and motivation with performance. It will further strengthen the research finding regarding the antecedents of training effectiveness. By looking into the motivational aspect of Employee Performance, the study will Signify the importance of antecedents of motivation for performance It will greatly facilitate the policy making bodies to evolve a comprehensive view Of employee Performance and thus undertake necessary administrative Adjustments accordingly. A concomitant aim of this study is to test the discussed western theories and model in an eastern advancing country (Pakistan) The Theoretical Framework This research will be utilizing the following theories to build its conceptual framework: Expectancy Theory of Motivation (Vroom, 1964) (Context for this Research: Higher Perceived Organizational Support will result in high organizational commitment and job satisfaction, (high instrumentality) and this will result in high work-motivation. Conceptual Framework Based on stated review of literature and theories, following conceptual framework is devised to conduct this study: Employees perception of supportive organizational practices and training effectiveness contribute to motivation, which in turn mediates the impact of these practices on performance Research Questions Main Question: Does training mediate the relationship between managerial Practices and Performance through mediating the Motivation of Employees performance? Sub Questions: Does training builds employee commitment? Does environment effects employee performance? Does training methodology training equipments build motivation? Key Terms of the Study Defined Organizational Commitment The affective commitment of employees to the organization is termed as organizational commitment. Job Satisfaction Job satisfaction is a work-related attitude, which indicates that employee is not dissatisfied with the job. But this in itself does not motivate employee. (Herzberg, Mausner Snyderman, 1959). Motivation Simply stating motivation is the force behind any action. In the model under consideration motivation is force to perform. Performance The work-related output or outcome of organizational employees in his/her performance. The Methodology Research Design In line with the requirements of the research, a longitudinal research design will be used. The data, as indicated in the coming lines, will be collected over a period of almost three months. Sampling Technique and Sample: Stratified-random sampling technique will be used to take care of both public and private sector institutions, appropriate stratification will be undertaken to represent both male and female Teachers. A sample, each of 200 employees, will be used to conduct the study. In this study the data about the attitudinal variables regarding perception of human resource practices will be collected at time 1 while the data concerning personal attitudes (training, employee Commitment, techniques, Motivation Performance) will be collected, at time 2, about 3 months after time 1 to draw a conclusion about the casual nature of relationships. Tools of Data Collection: Data on all the variables will be collected through questionnaire. Measures: Organizational commitment Commitment will be measured with a 9-item version of the organizational Commitment Questionnaire (OCQ; 1 = strongly disagree to 7 = strongly agree; Mowday, Steers Porter, 1979) proposed by Bozeman and Perrewe (2001). They suggested that several items in the OCQ may be confounded with withdrawal intentions and proposed a 9-item version that removes withdrawal-related items. We conducted all analyses using both the full and the 9-item OCQ and found no substantive differences in the results. Various researches reported that results using the 9-item version that removes withdrawal-related items. A sample item is I really care about the fate of this organization. The validity and reliability analysis of the instrument can be found in Allen, D.G., Shore, L.M. Griffeth, R.W. (2003). . Job satisfaction. Job satisfaction will be measured with a 4-item scale (1 = strongly disagree to 7 = strongly agree) developed by Price (1977). A sample item is I feel satisfied with my job.(David G. Allen et al, 2003). Motivation: Motivation will be measure by an instrument, which was adopted by House Dessler (1973). The Responses categorizing seven point Lickert scale ranging from definitely not true to definitely true. Factor analysis will be carried out to reveal two factors. Factor one: Performance and Reward Belief. And Factor two: effort and performance belief. ( Henry P. Sims, J.R, et al, 1976). The validity and reliability analysis of the instrument can be found in Sims, H.P., Szilagyi, A.D., McKemey, D.R. (1976).. Performance: Supervisors will rate employee performance by indicating the extent of their agreement with each statement on a 5-point Likert-type scale (1=Below satisfaction to 5=Excellent) This practice had been adopted by most of the public (University of the Punjab) and private (Superior university) educational institutions in Pakistan. Supervisors will be asked to compare each rated employee with the average of other employees holding similar jobs. Supervisor rated performance evaluation method had been successfully used in different studies like Williams and Anderson (1991) Organ, and Near (1983). And specially with reference to Organizational support theory this method had also been adopted by. Lynch, P.D., Eisenberger, R., Armeil, S. (1999). Ethical Considerations The subjects of study will be briefed about the nature of study before collecting data. The data provided by the respondents will be kept confidential. Further, the data collected from students, peers and immediate-supervisor about the motivation and performance of individuals will also be kept confidential and will only be used for research purposes. Delimitations and Limitations Delimitations: This study is restricted to the Employees: With 02 or more years of experience (02 years are supposed to be minimum Appropriate time period to make a mind about HR practices) Limitations: Motivation is a deeply rooted psychological phenomenon the antecedents of Which may be more complex than organizational commitment and job Satisfaction. The performance is not only the function of motivation but also that of ability. This aspect of proposed model invites further research. Statistical Analysis The exact nature of detailed statistical analysis is not known at this stage of the study, but some major steps are: Use of Factor Analysis for Questionnaire Development. Descriptive Statistics, including demographics will be provided about the subjects of study. Regression Analysis will be applied using SPSS (statistical package). Confirmatory Factory Analysis will be carried to confirm the model. Results and Discussion Results of the study will be discussed to check the significance of proposed model. Further the implications of study for both theoretical and practical purposes will be discussed. Further, scope for future research in this area will be highlighted.

Music Analogy :: essays research papers

â€Å"The final years of the 1970’s saw the emergence of a new style of pop music that would continue in popularity into the early 1980’s. This music was known, by its fans at that time, as New Wave† (http://www.erols.com/alloyd/adam2.htm). â€Å"New Wave† had a particular style that utilized the synthesizer as a main instrument. The synthesizer was a machine that electronically produced music. It gave a certain artificial and metallic feel to the music. The Cure and Erasure, bands formed during that period of time, were some of the bands that implemented the synthesizer into their music. Though both bands fit into the category of â€Å"New Wave† the feel of their music is somewhat different. To explain the difference I would have to analyze their songs. Two examples of their music that I will analyze are â€Å"Friday I’m in Love† by The Cure and â€Å"Always† by Erasure. The song â€Å"Friday I’m in Love† by The Cure had a 4/4 meter. The song began with a pickup by the guitar and led into a backbeat by the drums. The synthesizer played a continuous riff providing the â€Å"tinging† artificial sound and there’s also bass in the background. There were also sounds towards the end of the song that sounded a lot like the â€Å"theramin.† The beat subdivisions seemed to be triplets because the song seemed to swing and the other subdivisions didn’t match. The correct sequence and lengths of the sections in this particular song can be best labeled as I8+8 A8 B8 C6 B8 Solo8 B8 C6 D8+8 A8 B8 Solo8 Solo8. The labels A and B are to distinguish the two different verses, the label C stands for the chorus and the label D symbolized the new section (the bridge). The vocals within this song have a deeper and a more wailing kind of voice than that of the band Erasure. The song â€Å"Always† from Erasure also had a 4/4 meter, but unlike The Cure the song did not start out with a pickup and instead of the guitar the song began with the synthesizer. There didn’t seem to be any other distinguishable instruments besides the synthesizer and the drum, though I did seem to hear the use of the theramin for the eerie effect. There were also these clicking sounds, but I’m assuming the synthesizer made it. The groove of this song was more harmonized and brings to mind the music of the early Beatles. The subdivisions of this song were 8th notes. The sequence and lengths of the sections for this song can be labeled as I8 V8+8 C8+4 V8+8 C8+4 CFADE. The label V symbolizes the verse of the song and

Audi Swot

Audi began Germany in 1932 , it was formed the merger of four different cartaker, In 1969 Volkswagen acquired the business in 2008 Audi delivered more than one million cars to customer. Today the business goes from strength to strength and manufacturers in many parts of the world including India. This is a manufacturer of very high quality cars tend to be highly engineered robust and priced at a premium level. STRENGTH Audi's reputation is undoubtedly based upon a very strong brand. In fact the four rings of Audi is one of the most identifiable logos and images globally.The brand is very innovative and the range is continually developed and extended. Being a German technology product, obviously Audi has a reputation for operations management and its production approaches. The company manufactures in excess of 1 million autos a year. Interestingly, more than 1000 of these cars are Lamborghinis, Audi's premium supercar brand. The company manufactures cars in the German cities of Ingols tadt and Neckarsulm. Audi is also renowned for technology, creativity and innovation.The business invests almost $3 billion every year in research and development for its new products. Historically, the company's innovations are quite impressive – for example, Audi Quattro’s four-wheel-drive technology. New innovations include light emitting diode headlights (you may have seen them on the highway) and also MultiMedia Interface (MMI), which is a mash up of entertainment technology, navigation technology, and communication technology – including telephones as well as other innovations, which also improve passenger safety. WeaknessesOne interesting problem for the business is that whilst it is a very large vehicle manufacturer, it doesn't operate on the same huge scale as some of its close competitors, including Ford and Toyota. A simple revenue analysis based upon units produced shows that its competitors can make equivalent vehicles more cheaply, simply because o f economies of scale. That is to say relative unit are relatively higher. Audi's are German and its brand is associated with its national identity. Whilst in some ways this is a strength, others might view this as a particular issue.The brand is very dependent upon its European markets. It is relatively small in North America. Some of the sustained sales in Europe have to be due to environmental initiatives and incentives offered by European governments, and this won’t go on forever. The European market might also go into decline, simply because of the debt being experienced by large markets such as the Greece, Ireland and Spain. In common with some of its competitors including Toyota , Audi has also had to endure the embarrassment of product recalls.Especially for a brand which encompasses security and safety, this could potentially be damaging. In North America, there have been problems with gearboxes (transmissions) . Similar problems occurred in the South Korean market. O pportunities Without a doubt the new emerging markets of China and India are huge opportunities for Audi. New car sales are growing in both countries as consumers are getting wealthier and more discerning, they need status brands such as Audi. By 2015, the Indian car market is going to be huge, with estimated sales reaching more than $40 billion.In China figures indicate that sales will be in excess of 250,000 million vehicles in a similar period of time. Audi with its innovative history is obviously investing heavily in vehicles which are low emission and will be targeted at the greener car market. Hybrid electric vehicles (HEVs) will become very popular in the large countries of the United States and China, whereby petrol stations will become slowly replaced by plug-in stations. So obviously the growth of environmentalism and the nature of global warming mean that consumers are calling for low emissions alternatives.Hopefully in the coming years, the global car market will begin t o recover and car sales and production will increase. There are a number of drivers. Government programs which offer incentives to consumers to ditch their old gas guzzler to replace it with a modern hybrid car for example, mean an increase in sales. The problems associated with raising credit in Western nations will hopefully disappear and consumers will begin to take loans to finance their vehicle again. Audi has become a leaner business by increasing its profit per vehicle and reducing its inventory.Threats Like any business which operates in a global economic environment, Audi has to deal with local business environments. For example, regulations by local governments in relation to emissions or safety, or even strategic alliances with local companies in order to enter a market, such as China. All please add to the bottom line and reduce margins potentially. Trading in a global market means that the business is essentially exposed to commodity price fluctuations. Steel prices hav e been on a helter-skelter.Commodity prices vary, and it makes it difficult for Audi to keep costs steady. In the car industry, generally, the largest threat relates to the nature and level of competition in what is a mature industry. There are a number of similar brands including BMW and Mercedes. Car production globally tends to move where the high dependence on labour cannot impact its cost base, so over years to come more manufacturing will move to India and China, where costs of labour are lower. The German worker is comparatively expensive.

Behavioral Anchored Rating Scale Essay

Methods of performance appraisal: Traditional method Traditional method of performance appraisal has been used by companies for very long time. A common feature of these methods is they are all relatively simple and involve appraisal by one senior. 1. Check list method In this method the senior, the boss is given a list of questions about the junior. These questions are followed by check boxes. The superior has to put a tick mark in any one of the boxes. This method can be explained with the following ex. Does the employee have leadership qualities Yes No A questioner containing questions is given to the senior. This method is an extremely simple method and does not involve a lot of time. The same set of questioners can be given foe every employee so that there is uniformity in selecting employee. 2. Confidential report This method is very popular in government departments to appraise IAS officers and other high level officials. In this method the senior or the boss writes a report about the junior giving him details about the performance about the employee. The +ve and – ve traits, responsibilities handled on the job and recommendations for future incentives or promotions. The report is kept highly confidential and access to the report is limited. 3. Critical incident method In this method critical or important incidents which have taken place on this job are noted down along with employee’s behavior and reaction in all these situations. Both +ve and –ve incidents are mentioned. This is followed by an analysis of the person, his abilities and talent, recommendations for the future incentives and promotions. 4. Ranking method In this method ranks are given to employees based on their performance. There are different methods of ranking employees. †¢Simple ranking method †¢Alternate ranking method †¢Paired comparison method Simple ranking method Simple ranking method refers to ranks in serial order from the best employee e.g. If we have to rank 10 best employees we start with the first best employee and give him the first rank this is followed by the 2nd best and so on until all 10 have been given ranks. Alternate ranking In this method the serial alternates between the best and the worst employee. The best employee is given rank 1and then we move to the worst employee and give him rank 10 again to 2nd best employee and give him rank 2 and so on. Paired comparison In this method each and every person is the group, department or team is compared with every other person in the team/group/department. The comparison is made on certain criteria and finally ranks are given. This method is superior because it compares each and every person on certain qualities and provides a ranking on that basis. 5. Graphic rating scale Graphic rating scale refers to using specific factors to appraise people. The entire appraisal is presented in the form of a chart. The chart contains certain columns which indicate qualities which are being appraised and other columns which specify the rank to be given. The senior has to put a tick mark for a particular quality along with the ranking. Such charts are prepared for every employee. According to the department in which they work. Sometimes the qualities which are judged may change depending upon the department. 6. Narrated essay In this method the senior or the boss is supposed to write a narrative essay describing the qualities of his junior. He may describe the employees strength and weakness, analytical abilities etc. the narrative essay ends with a recommendation for future promotion or for future incentives. Modern methods Modern methods of appraisal are being increasingly used by companies. Now days one of the striving feature that appraisal involves is, the opinion of many people about the employee and in some cases psychological test are used to analyze the ability of employee. These methods are as follows 1. Assessment centers Assessment centers are places where the employee’s are assessed on certain qualities talents and skills which they possess. This method is used for selection as well as for appraisal. The people who attend assessment centers are given management games, psychological test, puzzles, questioners about different management related situations etc. based on their performance in these test and games appraisal is done. 2. Management by objective This method was given by Petter Druckard in 1974. It was intended to be a method of group decision making. It can be use for performance appraisal also. In this method all members of the department starting from the lowest level employee to the highest level employee together discus, fix target goals to be achieved, plan for achieving these goals and work together to achieve them. The seniors in the department get an opportunity to observe their junior- group efforts, communication skills, knowledge levels, interest levels etc. based on this appraisal is done. 3. Behavioral anchored rating scale In this method the appraisal is done to test the attitude of the employee towards his job. Normally people with +ve approach or attitude view and perform their job differently as compared to people with a –ve approach. 4. Human resource audit/accounting In this method the expenditure on the employee is compared with the income received due to the efforts of the employee. A comparison is made to find out the utility of the employee to the organization. The appraisal informs the employee about his contribution to the company and what is expected in future. 5. 360* appraisal In this method of appraisal and all round approach is adopted. Feedback about the employee is taken from the employee himself, his superiors, his juniors, his colleagues, customers he deals with, financial institutions and other people he deals with etc. Based on all these observations an appraisal is made and feedback is given. This is one of the most popular methods.