Autobiography Example Essay Example for Free

Autobiography Example Essay My name is Gelliza Z. Quiambao, and I am currently in college studying education. I was born on 12th of September year 1996, four o’clock in the afternoon, in Jose Payumo Memorial Hospital. My parents are Gilbert and Josephine and I have two brothers who are Gil Joseph and Gianni. I started studying when I was three. My grandparents are the ones who served as my babysitter since my parents weren’t home for work, so my granddad enrolled me in a Daycare Center. You may not believe this but my grandma told me that I always sleep and cry in school. After that, my parents enrolled me in Kindergarten then to Elementary. I was only five years old when I was on the first grade. Had to say, I was the youngest but I’m subsequent. Â  My elementary days are incredibly awesome. I gained many friends; I achieved honors and awards, academic and sports, specifically chess. It’s been quite jaded studying six years on the same school but it’s totally fine with me because I have friends to laugh with, have fun with, and learn with. In 2008, I graduated from elementary and became a high school freshman in Bataan Peninsula State University. It’s great that I found true friends that same year, and it’s quite funny how I always wanted a sister and God gave me nine super cool and amazing friends that actually treated me like a sister. I had so much fun with them. We went hiking on a mountain. It’s really unforgettable because we took a ride on a horse. It’s my sophomore year in 2009, and the best moment that I remembered back there is when we ditched class. Yeah, I know it’s not a really good thing to do but, best moments come from worst ideas, right? We cleaned the faculty room as our punishment. We did it for three months. In 2010, I fell in love with music. It’s like, my world revolves around music. There’s something about the songs that I can somehow relate myself into the lyrics. I learned so much from it. Also this year is when I fell in love with a boy. Honestly, it wasn’t a pretty story. I fell deeply in love with him then when we broke up; it’s like my worst nightmare ever. But I learned that maybe we’re not really meant to be together. Then, I realized that the fact between ‘boy love’ and ‘boy hate’ is the belief that whatever happens, I’ll be fine. Good friends, competitive teachers and one wonderful family are the ones who mold me for who I am today. Everything good I have inside of me, I get from them. Â  I experienced lots of challenges that test my skills and personality. All those challenges and problems that I’ve been through leaves a wonderful lesson. Good days gave me happiness, bad days gave me experiences, which are both essential to life. Success keeps me growing and failures make me humble. Right now, I’m studying very well so if I finished college, I can have a good job in order for me to help my family and raise the style of living that we have now with Gods grace and guidance. Just always remember that, life is like a roller coaster. It has ups and downs. But it’s your choice to scream or just enjoy the ride.

Reflective Writing And Theories Of Reflection Education Essay

Reflective Writing And Theories Of Reflection Education Essay There are several types of reflection. As mentioned by Taylor, All types of reflection are important and a combination of these may be used to make sense of practise and to bring changes. Technical Reflection is generally used to look at clinical practices and procedures along with the scientific knowledge. However, values play no part in this. Practical Reflection on the other hand judges human experiences and assumptions. It also develops common values in-line with organizational values. Emancipatory (Critical) Reflection involves critiques of the assumptions on which our social, political and cultural beliefs are based with the prospect of changing them. Reflective Practice is concept developed by Donald Schon. There are also several models of reflection used to draw lessons out of experiences. In 1978 Argyris and Schon established the idea of single loop and double loop learning. In the former concept the organization or the individual follows the current techniques or strategies even after corrections are made to the current errors. However, the late concept involves modification of techniques and strategies. Later in 1984 Schon coined the concepts of Reflection in Action (RIA) and Reflection on Action (ROA). RIA is a concept when the practitioner is faced with an issue he makes a decision based on his feeling and prior experiences. On the other hand, Reflection on Action is an idea where the practitioner analyzes the experience after it is over. Personally, I have experienced both the concepts during several situations in life knowingly or unknowingly. Specially, during our ALE1, we were given an opportunity to reflect on ou r performance after every task. This depicted our practical implementation of Reflection on Action. By implementing the learning from previous task in the later task we have also exercised the concept of Reflection in Action. To mention an example, in the first task we were given a sheet of instructions which were tricky. However, we went to perform the task without analysing the rules and we failed to finish the task within the given time. After the reflection session, when we went on to perform the second task, we made it a point to read and understand the rules carefully. Kolbs Experiential Learning Cycle is another great contribution to this concept. This learning cycle has four stages (Concrete Experience, Reflective, Abstract Conceptualization and Active Experimentation Observation) and the reflection takes place after the situation has occurred. In the first stage the practitioner concentrates on something that they have done and later reflects and explores the new ideas to better perform the task. In the third stage he forms new ideas and experiments them in the fourth stage. This loop is continued from one task to another. is another process where the practitioner not only describes the situation but analyses it. Unlike the other models it also has an action plan stage where the reflector mentions the actions that he would like to change if the same situation occurs. Jhons model of Reflection on the other hand involves sharing the experiences with a colleague. It has two stages Looking in on ones thoughts and emotions and Looking Out at the situation experienced. Reflection on my Personal Development : Initially, when we were given learning logs for our ALE, I didnt know the importance and advantages of it unless we started writing the reflective log after every task. After learning that this is one of the best and easy ways to change oneself, I have stated using the reflective writing tool every time I wanted to develop the way I work and think. During our ALE we have used several tools to better understand ourselves. During our feedback session, we were asked to use Johari Window to know our intern-personal relationships and communication. Though I was happy about the adjectives mentioned in the public session, the adjectives mentioned in the Blind Spots section were quite surprising to me. The blind spots for me were complex and proud. When I tried to find the reasons from my colleagues for the same, I was told that though I am a friendly, work-oriented person, I sometimes get too much into detail in a group task or assignment and its difficult for them to understand me. This may be because though I am clear about the topic, I sometimes find it difficult to explain which confuses the other people. Also, the feedback I generally receive from most of the people after few days of being with me is that I thought that you are a very proud person when I initially met you. The reason for this is, when I meet new people or enter a new environment, I take some time to get acquainted and unless I know them, I dont initiate a conversation with people. Though this perception of them changes at a later stage, it gives a negative vibe to people in the initial stage. Also, according to Belbin Self-Perception Inventory, the team roles I have similarity towards are completer and specialist. These two roles reflect my working style rightly. I always try to learn more and specialize in the subject area of my interest. Also, because I am good at analysing and pay a good attention to details, I am always given the responsibility of doing the last minute polishing and editing in our group assignments. However, there are also negative sides to these team roles which I am aware of and are part of my development plan. As a specialist though I learn in-depth about the subject of my interest, I neglect other subjects which I am not interested in. Also, the blind spot complex that I have mentioned earlier can be related to the weakness of the completer. As a completer thought I try to get the every detail of the report correct, I sometimes take the perfectionism to the extremes. According to Honey and Mumfords Learning Styles, I am a Reflector. As a reflector I like to learn from activities that let me think, watch and review. However, I find is difficult to concentrate on a lecture unless I find it interesting. This can be linked to my weakness as a Specialist. According to the MBTI my personality type is ISFP (Introversion, Sensing, Feeling, and Perceiving). This shows that I am a peoples person who is friendly and dislike conflicts. But, I like to have my own space. The MBTI and IDAP grid show me on the People Caring part of the grid. This is little contradicting. Though I am comfortable working in a team, I prefer to work on my own. I find it difficult to convey a message as I feel that contradicting with others views may create problems personally. As part of the self-development, I would like to develop a skill to converse a message in a soft way and would like to learn to maintain a professional relationship with other people in team as most of the work in organization is team based. Also, would like to develop my networking skills. Reflection on my managerial skills: According to Reynolds Reflection is a management tool for problem solving. Also, the following quote depicts the importance of management in an organization. Make your top managers rich and they will make you rich. Robert H. Johnson A question that many people ask is why we should we study management theories? Personal traits, values, beliefs and attitudes are the core personal competencies which may enhance or weaken ones ability to manage others. Also, it is the behaviour and talent of the individual that has major influence on the performance of the company. Hence, an understanding of managerial theories is very helpful for someone who aspires to be a manager as most rational decisions are based on theories. An extensive study of the theories available is also very helpful for a manager in order to better manage their team as theories provide info about how to behave and help change the behaviour. Theories also provide a common framework and idea about practices. Over a period of time the purpose of work and the way the work is conducted is changing in the organization. The management styles have to be changed accordingly. Minor says that the more that is known about organization and their methods of operation, the better the chances of dealing effectively with them. Understanding may be more advanced than prediction, but both provide the opportunity to influence or to manage the future. Theory provides a sound basis for action. Hence, an understanding of management theories and knowledge about organization are important for a manager to better perform their tasks. Mullin in his book, Management and Organisational Behaviour has followed a frame work of four main approaches to explain the Management Theory. The Classical Approach which emphasises on the purpose and formal hierarchy of management. The classical writers concentrated on improving the operational efficient in an organization. Brench, a classical writer also provided a concept of practical approach to organization structure based on tried general principles as opposed to the concentration on specific cases. Evaluation: The classical writers are criticised for not taking the personality factors into consideration and for creating an organisation structure in which people exercise a limited control. Also, providing a set of principles to perform management duties has been subjected to criticism. Two Major sub-groups of classical approach are : Scientific Management: This concept was developed by Taylor who was a believer in the Rational-economic needs concept of motivation. The emphasis of this was on obtaining increased productivity from individual workers through the technical structuring of the work and providing monetary incentives as a motivator for higher levels of output. Though this concept has given a way to management thinking and the development of organizational behaviour, it was widely criticised by workers. Bureaucracy: This concept was defined by Weber. He didnt define the concept of Bureaucracy. However, he attempted to identify the characteristics of this type of organizations. He emphasised on the importance of administration based on expertise and discipline. In this concept, the tasks of the organization are allocated as official duties among the various positions. There is an implied clear cut division of labour and a high level of specialization. Evaluation: Over-emphasis on rules and procedures becomes more important in its own right than as a means to the end. Argyris says that bureaucracies restrict the psychological growth of the individual and cause feeling of failure. The growth of bureaucracy has evolved through the increasing size and complexity of organisations and associated demand for effective administration. This theory is founded on a formal, clearly defined and hierarchical structure. However, with rapid changes in the external environment, empowerment and greater attention to meeting the needs of customers, there is an increasing need to organise for flexibility. The Human Relations Approach: While the main emphasis of classic writers was on structure and formal organisation, the emphasis was shifted to social factors at work and the behaviour of employees at work i.e. human relations during the 1920s. The turning point in the development of the human relations movement came with the famous Hawthorne experiment at the Western Electric Company in America. During the experiment a better work environment and a concern for workers complaints has increased the productivity. Evaluation: This theory was also subjected to severe criticism. One of the criticisms is the lack of scientific approach. The Hawthorne experiment was criticised on methodology and on failure of the investigators to take sufficient account of environmental factors. After all the criticisms, the experiment did generate new ideas concerning the importance of work groups and leadership, communications, output restrictions, motivation and job design. Systems Approach: With this theory attention has been focused on the organization as systems with a number of interrelated sub-systems. This approach tries to bring together both classical and human approaches. Attention is focused on the total work organization; inter relationships of structure and range of variables within the organization. This encourages the managers to view the organization as separate parts and as a whole company as part of the large environment. The Contingency Approach: In contrast to both classical and human relations approach, this approach showed renewed concern with the importance of structure as a significant influence on organizational performance. The Contingency Approach that can be seen as the extension of system approach highlights possible means of differentiating among alternative forms of organizational structures and systems of management. This approach implies that organisation theory should not seek to suggest one best way to structure or manage organisations but should provide insights into the situational and contextual factors which influence the management decisions. DUCAMUS Leadership Development was set up by Chris Rigby in June 2007 to plug gaps identified in many leadership development programmes during his research. As part of this Leadership Intervention, they use Downstream 9+1 model to support the critical reflection skills. John adairs action-centred leadership model Generally represented by three overlapping cycles, Adairs three circle model is about balancing and managing Team, Task and Individual. Three core responsibilities in this model are: Achieving the task, Managing the team and Managing individuals. It helps to improve the quality of work, morale and productivity. Theory U is another change management method targeting leadership as process of inner knowing and social innovation developed by Otto Scharmer and originally based on a process known as the U-Process. It offers both theoretical perspective and Practical technology. As a theoretical view, it suggests that the way in which we attend to a situation determines how a situation unfolds. Practically, it provides a set of principles and practices for collectively creating the future that wants to emerge. It involves sensing and presence. There are seven stages in this theory and they are Suspending, Redirecting, Letting Go, Letting Come, Crystallizing, Prototyping and Institutionalizing. Moving down the left-hand side of the U is about opening up and dealing with the resistance of thought, emotion, and will; moving up the right-hand side is about intentionally reintegrating the intelligence of the head, the heart, and the hand in the context of practical applications. An understanding of these theories not only helped me learn how the management theory is formed and changed over a period of time, it also helped me understand the effects of these changes on organizational working styles. Also, an understanding what happened in the past prepares me for changes that may occur in the future. It also gave me an idea about the skills that I need to develop to better manage others. I lack skills like creativity and inter-personal effectiveness which are very important to manage others. Career Development Model Career management involves the matching of individual career plans with organization needs and the implementation of activities to accomplish these joint objectives. Individual Career Development is another constructive model that helps in planning the career through self-analysis. It has several stages such as Life Planning, Career Interests, Goal Planning and Development of abilities and skills. Though I always knew which field I want to get into and what I want to do in future, I never had a logical reason for my selection. This tool has helped me to analyze my interests, strengths and weaknesses and chose a career plan for myself. This development plan consists of several questionnaires about my Career Planning Values, My interests, skills, knowledge and a Priority Grid to prioritize my choices. After analyzing my inputs, I have decided a career of my interest. I always aspired to be a HR practitioner. After analysing my skills, I realized that I like Strategic Orientation and Team Orientation skills that are required to be a HR Practitioner. I will mention a development plan at a later stage along with the action plan that I am going to follow these skills. In a team environment, I can also use this model to know more about my team members career choices. Conclusion: I would like to conclude it by saying that this whole experience of reflective writing was very pleasant and helpful in knowing me with a logical reasoning and my skills. It provided me with a tool that I can use life-long to develop myself. Few of my key learnings from this exercise are : * A better understanding of myself * Understanding of several tools to know myself and people around me * A simple but effective Career Planning Model that I can use to know me and people around me Development Plan Skill | Action Plan | Effective communication | I have already started a lot articles about effective communication skills and started self practicing when I am along. However, in future Il try to speak in public whenever I get a chance. | Adaptability | I will try to be little open and go introduce myself to other people without thinking about what they might think as that is the thought that stops me from talking with strangers. | Inter-personal effectiveness | I have already improved a lot on this skill. However, I am not perfect yet. In future I am planning to take advice from tutors on how to develop this skill as it is very important for me in my desired profession. | Team Orientation | Though I prefer to work alone, these days I have started participating actively in the team activities and have already received positive feedback about the same from my friends. However, I am still putting in efforts to better perform. | Strategic Orientation | I am using the technique of writing an idea on a sheet of paper and think of several strategies to about it to develop my strategic skills. However, I am not being quite successful on this task. However, my efforts are still on to develop this skill | Creativity | This is one skill I lack completely. I can think logically and make appropriate decisions. However, lack of creativity is still my negative and I am quite not sure about developing this skill. |

Different approaches to HRM

Different approaches to HRM (Business strategy, p-3)The meaning and nature of HRM has aggravated much debate (for an overview see Legge, 1995).Sisson (1990) Distinguished HRM by explaining four distinguishing features, that is the assimilation of personnel policies with business planning; responsibility From specialists to line managers responsibility has to be shifted; uniqueness in the management of employee relations and an emphasis on securing employee dedication and initiative. Guest (1992, p.42) argues that HRM is designed to produce, Strategic integration, high commitment, high quality and flexibility and that, Strategic integration refers to the ability of the organisation to integrate HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere and for line managers to fit in an HRM perspective into their decision-making. Hendry and Pettigrew (1986) contrast that strategic HRM is featured by four fundamentals: the use of planning; the design by a coherent approach and management of workforce systems underpinned by some philosophy; business approach is coordinated with the HRM actions and policy; and considering the people of the organisation as strategic resources in the accomplishment of competitive strategy. Human resource requires in an organisation will vary at different stages in the business life cycle and so HR policy choices need to be personalized to the appropriate stage (Kochan and Barocci,1985; Lengnick-Hall and Lengnick-Hall, 1988). Sisson (1994) suggests that it was the pursuit of competitive advantage in the.There is a number of different approaches in HRM to aid the development of business strategy. It can be professed as social ethics, reminding the senior management about their social responsibilities.HRM department spent most of time functioning on personal welfare problems. The main concern of HRM is the control of personnel as well as reduces the absent rate of employee, work force budgeting and headcount. In other way of HRM helps to develop the business, likewise, to adapt the company with the change and strives to have positive influences by using social science applications to man agreement problems by via job redesign, job satisfaction scheme and techniques of communication. Sometimes HRM deals with job recruitment, transfer and termination by the request from manager. Moreover, human resource management concerned strategic business planning, developing long-term human resources plan and industrial relation strategy. HR planning and acquisition Organisation design structure Organisations strategy Training development Compensation Management Organisation Performance Management Management of employee relations HR mobility management HR toolbox management Figure: Human Resource Management system The key success of any business organisation is human resource. So HRM use these human resources effectively to meet the strategic business objectives of the organisation. 2. Necessity of alignment between organisations corporate strategy and objectives and its human resource strategy: P-133,134.In perfect world, the business and strategic organisational plan are the translated form of organisational mission and goals. According to the principle of alignment, to achieve corporate goals in every aspects of an organisations activities have to be incorporated and pull together. The performance of the people within the organisation depends on the achievement of strategy and vision which in turn calls for high level of motivation and dedication among employees. The organisational mission, goals and values is reflected by the performance of the employees and their excellent performance relies on the opportunities how much they are getting from the business. P-75.In an organisation different functional area like: marketing, manufacturing and human resource, after formulating corporate and business level strategy managers need to translate strategic precedence into these areas. This contains all the different aspects of business but predominantly have to be comprehensible between the requirements of organisations strategy and HR policy. There are two types of fit that HR policy and practices require to attain: a) Internal alignment b) External alignment Internal Alignment: In internal alignment managers must have to make sure that their HR practices are all associated with one another within the organisations to set up a formation that is reinforced mutually. From organisations point of view the whole variety of HR practices-job design, training, staffing, performance appraisal and compensation must have to be focused on the same personnel objectives. External Alignment: The link between business strategies and key initiatives in human resource are mainly focused by external alignment. 3. The processes required in order to assess the effectiveness of human resource strategy and its impact on overall corporate strategy: Diagram: Typical strategic recruitment process Dynamic Environment Recruitment requisition Position analysis Vision Position description Strategic business plan Human resource strategy Human resource plans and policy Recruitment process Position evaluation Key stakeholders Budget check sourcing Dynamic Environment Pool of applicants Selection process Source: Nankervis A, Compton, R, Braid, M, 2005, Strategic Human Resource Management (6th edition), Cengage, South Melbourne. Recruitment: A major concern is a recruitment and retention of staff; especially where the pool of availability of workforce is limited. However, due to the requirement of high skill personnel, a shortage of prospective recruits exists in an organisation. [Business .s 2.ref].The decision of staffing has been formalised by the HRM department at head office. Organisation [Managing people: fresh perspectives By Bates Bronwynne, p-214] provide work for people in different position to achieve their own goals. Most of the organisations have vacancy at different time around the year and they need to be filled them on time to continue their work effectively. For recruit and select the best person for the vacancy organisations have to follow certain processes. The personnel decision process helps the organisation to make a decision about the person to who is going to appoint. It makes sure that it will be fairly treated with all the individuals who are going to apply for the post. All the candidates are evaluated on the basis of related skills and behaviours. The outputs of every decision affect the working lives of employees, whose requirements must be met. The organisational productivity increasingly depends on these employees because of hiring right person for the job. The human resources decisions based on the following seven steps: 1. Getting job oriented information through job analysis. The process of identifying tasks, duties and responsibilities is job analysis. Once it has been completed, job analysis leads to identify the knowledge, abilities and skills required to do the job that is job description. After that, organisations will continue through job specification. 2. Identify the measures of job success: There is way of measuring job success called criteria and that is measured through organisational psychologist. 3. Identify predictors and measures 4. Determining the relationship between and predictors job success 5. Developing a recruitment strategy 6. Implementing the selection process 7. Determining the worth of selection system An organisation basically follows two strategies for recruiting suitable qualified individuals. These are- Internal recruitment An Organisation first tries to fill an open position internally through current employees inside the organisation by advertising. External recruitment There are wide range of strategies for recruiting people from outside the organisation like-giving advertisement at newspaper by providing information about job requirements, job duties and responsibilities. The other way of recruiting is through internet. It will create problems for them who dont have the access the internet. Large organisations visit campuses of universities of technologies to recruit their candidates is known as campus recruitment. Sometimes organisations employ human resources recruitment agencies and their services are to provide the whole recruitment process. These are not on low-cost. The least costly external recruitment technique is employee referrals technique. This is a technique by which ask to someone in current employees about they have someone who is interested for this open position. The main advantages of external recruitment are that helps to get new ideas and skills into the organisation. Sometimes it does create problems for them because they dont have knowledge about the new environment and culture. Employees need to spend more time on that. Selection: The process of choosing appropriate candidates for the organisation when it has received applications for open jobs is known as selection. This is the final steps of recruitment process. It is the combinations of eight basic steps. Recruiting candidates Carrying out application form Screening test Checking of reference Arrangement of psychological test Arrange interview for selection Medical check up Making an offer to successful candidates There are some additional terms which used by the organisational psychologist during the process of selection. This are-job selection ratio, realistic preview of job and cut-off. Retention: It is very important and ongoing issue. Its a serious problem when an organisation will have to face continuously for the estimated future. An organisation always wants to retain employees in short of supply and they want to have alternatives. Organisations always keep going on developing their own plan to retain employees by conveying responsibility. The main base of retention job description, recruitment, selection and orientation. (Keeping your valuable employees: retention strategies for your organizations most important resource, By Suzanne Dibble, p-27, 31).Mainly retention focus on job satisfaction and fit with the organisational culture and the strategies based on this should focus on maximising three types of satisfaction. These are personal, professional and social. If organisation fails to recruit right person for the right track then organisations has to suffer and employees has to suffer as well. For example; hidden cost incurred by the management to fix that problems. F or that reason organisation has to loss their productivity. From the employees point of view-they have to face problems due to not having proper skills in specified job. They have to spent more time and energy on finding new position. Overall they become frustrated. Communication, recognition and future orientation are the key attributes for successful strategies for retention. There are different types of retention strategies based on organisational situations-strategies based on compensation, strategies based on work environment and strategies based on career orientation(Strategies for managing IS/IT personnel,Magid Igbaria, Conrad Shayo,Idea Group Inc (IGI), 2004 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics,p-13). Strategy based on compensation: There are some organisation focuses on compensation such as IT firms. Strategies based on work environment: Most of the organisations focus on internal environment of the organisation or the culture of the organisation. Strategies based on career development: some companies focus on retention strategies through career development. Training, Learning and Development: Training plays an important role for the development of all employees which responds to individuals and helps to achieve organisational requirements by improving performance and understanding (Armstrong, 1992).Considering with the strategic direction, how the organisations core competencies of employees can be identified and advantages taken from environmental factors. From the training and development terms, this can implement the classical training cycle and business planning come close to determining training needs (Mayo and Pickard, 1998). [Human resource development: learning training for individuals organizations By John P. Wilson, p-88] Organisation objective Planning Evaluating Delivering Figure: Business objectives within the training life cycle (Winter, 1995). The training strategy is a system that determines the competencies required for the organization in the future and how it can be achieved. Organisations need these training strategies for different perspectives like- -To increase the productivity through expenditure on capital improvements -To increase the productivity through spending on developing human capital (http://ezinearticles.com/?How-to-Develop-a-Training-Strategyid=1608871; How to Develop a Training Strategy-By Janine Sergay; 18.08; 2.50pm). Different methods of training for people: Generally there are two types of training methods. a) On-site training methods 1) On the job training: In this training method, trainees get training under the direction of someone and encouraging them to gain knowledge and observe more and more from the existing experienced employees. Though its formal training so every employee get some initial knowledge from it. 2) Job rotation: This training method allows people to move in different department of the organisations. Through this job rotation employees develop skills in different section more than they would get from staying in one department. 3) Apprenticeship: Apprenticeship is a particular form on the job training though which a particular level employees used to get information about skilled trade (Goldstein Ford, 2002).For example; different company like:-electrician,plumber,carpenter,pipefitter,sheet metal worker etc. Is used this approach. b) Off-site training methods 1) Classroom lectures: Its one of the common methods of job training. It can provide large number of information at a time and easy to deliver it to the large no of trainees at a time. 2) Instruction in the form written material or forms based on computer. 3) Computer based training (CBT): Its a way training by which trainees can communicate and transfer and get information from instructor through computer, television etc. (Goldstein Ford, 2002).Its distance learning.( Work in the 21st Century: An Introduction to Industrial and Organizational Psychology By Frank J. Landy, Jeffrey M. Conte,p:331-334) Development of HR: Human Resource is the framework for employees can develop their personal and organizational skills, knowledge, abilities. Human resource development include; employee training, employee career, development, performance management and development, coaching, mentoring, succession planning, key employee identification. oclock, 23 March, 2010) Understand the organizational needs and future demand as well as future capability, and know what talent it has available to it. And prove, as far possible, a career challenge to individuals that helps them to meet their aspirations. In developing the organization, personal development also important for the organizational improvement, because a individual persons are the set of organizational power mean resources. In bellow there the method of development: Individual Support- Organizational Interest- Dialogue Accreditation Organizational Mapping Performance Management Career-counselling Succession planning Appraisal discussion Career-planning Secondments Career discussion Personal plans Manpower/skills planning Development centres Mentoring Training prioritisation Vacancy management Learning resource centres Retention Strategies Self-managed learning 360 degree feedback Potential assessment Managerial coaching External coaching High-flyer development Flexible working Training facilities getting to grips with the requirements of a job quickly, and by improving the knowledge and skill of worker it allows the employee better quality, and enhance of skill based on the employee could lead to their job enrichment with benefits to both the individual and the organization. Motivational impact of training in a manifest when staff feel a sense of reorganization when sent on training course, and after been trained they are motivated to acquire new skills, particularly when rewards follow the acquisition and use of skills. Identification with organization could be fostered when a better understanding of mission statements and corporate objectives is achieved through training. (Graham, H T, Bennet, R. (1995). Human resource Management (ME Book).Eight Editions. Singapore: PWD Redmond) Strategies for positive employee relation: (Employee relations: how to build strong relationships with your employees By Laurie Dicker, p-2) Employees are the stake holder of the organisation and cant be compared with task, functions, process or products. Emotional support and personal considerations are required for them to understand them. Its very complicated to draw up employees inventory and arrange them in warehouse in a systematic way. Any decisions regarding this will attempt a negative impact on them and may cause a break down in operations. So it is very important for the organisation to identify and value those differences and always give importance on the achieving positive and fruitful employee relations. The main concern of employee relations strategy: -How to minimise the conflict by maintaining employee relations through building stable and cooperative relationships. -How to achieve employee commitment though involvement of employee involvement and communication processes. -How to develop interest in employees towards the achievement of organisational goals. Strategic direction. ( Strategic human resource management: a guide to action By Michael Armstrong) The approaches of human resource management towards employee relations: -To drive them for commitment: To get all the employees with the organisations by winning their heart and minds and make sure a fruitful return on training and development. -A emphasizing on mutuality: getting the letter across that we are all together in this. -A shifting of collective bargaining in the organisation to individual. -By using of employee involvement techniques. -Through applying total quality management (TQM) -To use human resources more effectively sometimes increase flexibility in working environment, including multi skilling -By giving more importance on team work (Human Resource Management- By Derek Torrington, Laura Hall, Stephen Taylor,p-453)Once organisation has established it is very difficult to change the organisations culture, this means to change the employee relationships culture is also difficult. The organisation will become more successful when senior management think employee relationship strategically in employee perception rather than rival organisations. It can be achieved simply by aiming to recruit and retain more effectively and by developing employee relationship strategies to increase the overall satisfaction of employees though chances (like feeling interest in job, job security, positive completion, and influence them performance) and decrease the dissatisfaction. Performance management: Performance in an organisation cannot be defined but it can be measured. Its measurement of muti-dimentional construct depending on variety of factors (Bates and Holton, 1995). Bernadin el al (1995) concerned that Outcomes of work should be defined as performance because it creates a strong linkage with organisational goals, customer satisfactions and economic contributions. It is about managing of the organisation in the perspective of internal and external environment. There are different stages of performance management showed in figure 2.1: High performance Improved performance Low performance Start year Agreement of performance During year Monitoring and review against agreement End year Review of main performance Figure 2.1: Different stages of performance management Performance management involves continuous review of performance against organisational objectives, requirements and plans and the performance agreement, enhancement by implementation and developments line-up for the next. Business strategy, employee development and total quality management (TQM) are main processes in the business that should be linked with the performance management for achieving business performance (Hartle, 1995). Basically the force for vertical and horizontal integration is performance management. Vertical integration: Vertically It can be achieved in two ways. Firstly, it facilitates the coalition of strategies and plans of the business with individuals and teams. There targeted aims are those that support the success of corporate goals.secondly, the organisational core values and capabilities should take place through vertical integration as well as values adopted and the level of potential achieved by individuals. Horizontal integration: It is the association of performance management and human resource strategies that deals with valuing, paying, relating and developing people. Organisations effectiveness can be increased through the impact of performance management. The effectiveness of the organisations can be improved by adopting with various processes of managing, motivating and developing people through successful integration with performance management (Performance management: key strategies and practical guidelines Michael Armstrong Kogan Page Publishers, 2000 259 pages, P-2-10). It shows in figure 1.3: Figure 1.3: Performance management as a central point for integrated HR activities Reward: Reward management: a handbook of remuneration strategy and practice Michael ArmstrongHelen MurlisHay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages The main purpose of reward is to increase job performance, productivity, meet the customer expectation and to hold recognition. In other way- -To achieve the goal -To accomplish the task on time -To take out boring from work place -To promote the employee to work -To meet the higher and lower order needs Strategies for reward: All employees are in the reward strategy for example: line managers, stake holders. All the employees work hard with skills and effort in return they get salary and other performance bonus from employers. Its also good relationships developed between employees and employers through good working environment and excellent communication. In broader sense strategic aims include: -To introduce a more incorporated approach to reward management and encouraging the employees through continuous personal development. -To develop flexible approach. -To reward people according to employees contribution. -To make a clear specification about what behaviour will be rewarded and why. Reward management: a handbook of remuneration strategy and practice Michael Armstrong, Helen Murlis, Hay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages; p-35, 39 According to Contingency theory applied to reward: -Different reward strategies are required for organisational diversity and cultures. -Different reward strategies and its usefulness vary according the organisations policies and practices. Business strategies may take forward the business strategy inside the organisation. The interrelationship between the employees and managers will influence the strategies at different levels in the organisations. -performance related pay should depends on the way motivation of employees Employee reward Michael Armstrong; CIPD Publishing, 2002 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 528 pages; p-91, 94, 95 Initiatives for specific rewards: It depends on the examination of present circumstances in the organisation and need of evaluation of the business and its employees. Examples of some possible initiatives: 1) The establishment of contribution pay scheme through replacing of present methods of contingent pay 2) The initialisation of new grades and pay structure 3) The substitution job evaluation scheme with more clarified scheme that shows values and needs of the organisation. 4) The improvement of flexible benefit system 5) The arrangement of announcement and training programmes to tell all the employees about the reward policies and practices. Development of Reward strategy: Development of strategy: In todays organisation is facing fast changing economic environment, technological advancement and globalisation. Organisations have to cope up with these changes. The close fit between business strategy and HR strategy actually help to reach their desired target. Aligning human resources and business strategy Linda Holbeche Butterworth-Heinemann, 2009 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 498 pages From the business point of view, it has to take account on trend such as concentration on core business, market segments, get maximum values from reward system, and give more importance on flexibility. They have to change the old system with the best practices to meet these requirements. The design of reward system must need to be fair and need to operate consistently to recognize individuals needs. There are many steps for developing strategies: Determine the main issues for business strategy that affects the reward and policy To find out crucial success factors for the business and need to think implications for human resource and reward strategies. Need to keep in eye on old reward strategies and identify any change require for that to adapt that with new changes of the organisations. To identify the implications for HR plans to establish future needs. Discuss with the consultant about how to develop reward strategies Consider external factors like policies of government, income tax regulations, peoples pay and pressure from local or international.

Cortés :: History

Cortà ©s Cortà ©s, Hernà ¡n or Cortez, Hernando (1485-1547), Spanish explorer and conqueror of the Aztec Empire of Mexico. Cortà ©s was born in Medellà ­n, Extremadura. He studied law at the University of Salamanca, but cut short his university career in 1501 and decided to try his fortune in the New World. He sailed for Santo Domingo in the spring of 1504. In 1511 he joined the Spanish soldier and administrator Diego Velà ¡zquez in the conquest of Cuba, and subsequently became alcalde (mayor) of Santiago de Cuba. In 1518 he persuaded Velà ¡zquez, who had beco1me governor of Cuba, to give him the command of an expedition to Mexico. The mainland had been discovered the year before by the Spanish soldier and explorer Francisco Fernà ¡ndez de Cà ³rdoba and subsequently by Juan de Grijalva, nephew of Velà ¡zquez. On February 19, 1519, Cortà ©s, with a force of some 600 men, fewer than 20 horses, and 10 field pieces, set sail from Cuba, despite the cancellation of his commission by Velà ¡zquez, who had become suspicious that Cortà ©s, once in a position to establish himself independently, would refuse to recognize his authority. Cortà ©s sailed along the coast of Yucatà ¡n and in March 1519 landed in Mexico, subjugating the town of Tabasco; the artillery of the Spaniards, the ships, and particularly the horses filled the natives with awe. From the natives of Tabasco Cortà ©s learned of the Aztec Empire and its ruler, Montezuma II. Cortà ©s took numerous captives, one of whom, Malinche (baptized Marina), became his mistress; out of loyalty to him she acted as the interpreter, guide, and counselor for the Spaniards. Finding a better harbor a little north of San Juan, the Spaniards moved there and established a town, La Villa Rica de la Vera Cruz (now Veracruz). Cortà ©s organized an independent government, and renouncing the authority of Velà ¡zquez, acknowledged only the supreme authority of the Spanish crown. In order to prevent those of his small force who opposed this movement from deserting him and carrying the news to Cuba, Cortà ©s destroyed his fleet. After negotiations with Montezuma, who tried to persuade Cortà ©s not to enter the capital city of Tenochtitlà ¡n, Cortà ©s started his famous march inland. He overcame the native Tlascalans and then formed an alliance with them against the Aztecs, their enemies. From that time until the conquest was achieved, the Tlascalans continued to be the most important of all the native allies of the Spaniards.

Salvador de Madariagas La jirafa sagrada (The Sacred Giraffe) Essay

Salvador de Madariaga's La jirafa sagrada (The Sacred Giraffe) Amidst the fight for women’s suffrage in Spain, Salvador de Madariaga wrote The sacred giraffe, being the second volume of the posthumous works of Julio. In 1925, the time the book was published, women in the United States and much of Europe had secured the right to vote while those in Spain still remained in the fight. Madariaga an active politician as well as a writer sets up his novel as a world turned upside down. The humorous account of a make believe world where women have switched places with men depict the seemingly backwards society as a relative utopia based on peoples attitudes, rather than its social structure. The sacred giraffe starts out with a science conference contrasting the people in a mythical land known as Europe to their particular society, the Ebonites. In this land, males were thought to have dominated the public life of the fabled White Race; a humorous concept to the black women, the leaders of Ebonite society. Not only are the gender roles and skin tones different but the strange Race of 5000 years ago, were thought to be cannibalistic because "the Whites stored the remains of their dead instead of burning them"(3). The land of Ebony is a portrayed such that black is white, male is female, up is down, in this twilight-zone style country. The story plays out as a peek through a small window of time and space into the Ebonite society, centered around the doctoress Zama and her family as Zama tries to convince people that Europe did exist while her husband M’Zama, tries to fix up his brother with an eligible young women named Scruta. All the while the reader is given a tour of Ebony, exploring the major sites of the religious hive, ... ... is a long time and you don’t remember, but in those days no rain ever fell on the sea, nor on lakes, nor on rivers and brooks†¦Fish had no bones, so that children could eat them without making their parents choke, and oysters could be opened as if by persuasion"(189). The overall message of Madariaga is that it is the characteristics of each individual that form a functional society. It is neither the gender nor the color nor the exact workings of the government that allow the formation of a Utopia. Even from a seemingly ridiculous culture it is the moral thread that binds the people. The work may have been designed to influence the political swing of Spain, but its instruction holds true in all of humankind. Works Cited Madariaga, Salvador de. The sacred giraffe, being the second volume of the posthumous works of Julio. London: Martin Hopkinson & Co., 1925

Ethics of Designer Babies Essay

I believe that it is unacceptable to reproduce genetically designed babies, unless it is to prevent disease or disability. Genetically designing babies can be used in many different ways. You can choose their hair and eye color, their IQ, and their special talents. People are beginning to predispose their children to be whatever they think they should be. Some want their children to be superstar athletes, while others want the next Beethoven. Others want their children to be just as they are. A deaf lesbian couple wanted to have a deaf child. Their friend donated the sperm and they asked the geneticists if it were possible to create a deaf child. A few months later, the child was born as a fully deaf baby. I believe that it is wrong to intentionally harm a fetus by giving them a disability or disease. It prevents them from living a fully functional life. If a couple were to research or visit a gene therapist, and they determined if the couple were to have a male child, the child would most definitely be born with a heart defect and would only live a few years, but if they had a female child that she would be perfectly healthy, then it is okay to provide the family security by enabling them to have a female child. By doing this, they are preventing a disability or disease. If the couple has four boys and intentionally says â€Å" If I am having a male, I want an abortion. † then that is completely immoral. In one book, Choosing Children, It asks the question: â€Å"People use antenatal or pre-implantation genetic diagnosis to have a child without disability. Is this a form of eugenics? Is it a part of a slide toward what the Nazi’s did? † . I believe that it is a form of eugenics. We are bettering the society by providing fully functional human beings. Nazi’s weren’t trying to prevent a disease or disability, they were worried about the physical features of the Jewish descent. Another book, Disability and Genetic Choice, asked if it were okay to have a Down Syndrome test. I believe that it is okay to have the testing as long as it is not the determining factor in terminating a pregnancy. This gives the parent(s) a chance to prepare themselves and be educated or give them a chance to arrange an adoption. I draw the line of designing babies at preventing disability. It is unnecessary to chose a babies hair or eye color. Just because they have a certain hair or eye color does not mean that they will be treated or act differently in society. Every genetic change has a downside, so while creating a child that is an athlete by making their uscles work harder, it is causing their heart to weaken a lot faster than someone who was not â€Å"designed†. Genetically â€Å"strengthening† babies can provide a family with a piece of mind that they will have a healthy child. Although many people want to chose how their children may look or act, having a healthy, functioning, strong child will triumph over how they may look or act. Before one thought that he could genetically design a child, In Vitro Fertilization (IVF) came about. IVF then paved the way for preimplantation genetic diagnosis (PGD) and preimplantation genetic selection (PGS). PGD is the process in which the doctors screen the embryos to see if any genetic disorders are present. Many of the disorders that are screened are life changing, disabling conditions. PGS is the process in which they â€Å"hand pick† the embryo without any genetic disorders and implant it back into the mother. This is the first red flag many people see in how genetically designed babies came about. This may be the only (mostly) uncontroversial part of genetics and IVF. The only ones who criticize this are those who believe that life starts at contraception. I believe that this is okay to do since it promotes bettering ones life, but this is where the line should be drawn. Another technique that is often used along with this is gender selection. The only reason I believe that it is morally correct to choose a baby’s gender is preventing disease. For example, if all the women in the family die from breast cancer, or cervical cancer by the age of 40, then it is morally acceptable to want to increase the chances of having a male child. If the only reason one wants to have a certain gendered child is for convenience then it is unacceptable. Also along these lines comes having a child to better another child’s life. Like in the book, My Sisters Keeper, the older sister was dying from a rare cancer, and the parents only choice to keep her alive was to have another child to use as â€Å"spare parts†. I believe that this is done with good intention, but it is not ethical. An article, Designer Babies: Eugenics Repackaged or Consumer Options, discusses one child being sick and his brother gave him his red blood cells before he was even born, and the sick brother was cured. They questioned this process: â€Å"Is this the beginning of a slippery slope toward â€Å"designer† or â€Å"spare parts† babies, or is the result that there are now two happy, healthy children instead of one very sick child a justification to pursue and continue procedures such as this one? †. This is the exact question I would expect anyone to ask. Although there are miracles, and high percentage rates that if a child would receive particular â€Å"parts† from a sibling then they can be cured, but there are mistakes and the unfortunate occasions where it does not work. This puts the healthy child at risk and causes them to go through unnecessary pain. I believe that the risks may outweigh the benefits in many cases. The child conceived or â€Å"designed† to better the other child’s life is just as much human as the sick `child, therefore, it is their human right that they shall be treated just as any other human being. The other ethical position would likely believe that it is the parents choice to do as they please, in means, to their children. The article The art of medicine: Designer Babies: choosing our children’s genes, discusses the absurdity of the parents to not want the best for their children. This is shown in the following statement from the article: â€Å" †¦. That is exactly what parents are supposed to do. To get our children to be healthy, well mannered, intellectually curious, and well behaved, we control what they eat, have them vaccinated, teach them manners, read to them, and discipline them when they misbehave. It would be absurd for a parent to say, â€Å"I never attempt to influence my children’s development. I just love them for who they are. † Thus, it is not influencing our children’s traits that is objectionable, but rather the means to accomplish this, that is, choosing their genes. † . This statement is true, in fact, its absolutely correct for one to think in this manner. But it is the lengths that parents go to ensure that their child will be perfect that is unethical. Although parents should shape their child’s live to be well behaved, healthy, and curious, it is up to the children to decide who they would like to be, and not be predisposed to be something in particular. The topic is so controversial, the same article that believes it is ethical to genetically design babies, The art of medicine: Designer Babies: choosing our children’s genes stated that: â€Å"A more serious objection stems from the idea that people who want to choose, in advance, the traits their child will have, and are willing to spend so much money to get a child with certain traits, demonstrate a kind of desire for perfectionism that seems incompatible with being a good parent. An insistence on having a child of a certain sort, whether a musician or an athlete or a politician, amounts to parental tyranny. †. This is also true, the idea that a parent would spend significant amounts of money to sustain perfection is ridiculous. Parents have the right to want their children to be almost â€Å"perfect† but it is their job to teach them the right way to live. By spending all of their money to ensure perfection, they are almost cheating at being a parent. Another objection to â€Å"designer babies† would be genetically designing perfect children can create a social gap in society. The art of medicine: Designer Babies: choosing our children’s genes stated that: â€Å"†¦this would exacerbate social differences and the gap between rich and poor. I seriously doubt that genetic interventions would have more of an influence than existing causes of inequality, such as rotten neighborhoods and lousy schools. In any event, prebirth genetic enhancement could be used to combat social inequality, by giving children from disadvantaged backgrounds a leg up. †. How would you tell a child the reason they aren’t as smart or as attractive as some of the other children is that they don’t have special enough blood or genes? There is already enough separation in our society. Not only rich and poor, but jocks, musicians, geeks, race, sexuality and many other groups also exist in schools. How would one like to hear of one of the new cliches in school, the â€Å"enhanced children†? I can’t imagine how it would feel to be one of the children whose parents couldn’t afford to have them â€Å"custom made†. Eventually weak and poor individuals would be terminated using this new technology. Weak children would all eventually be used as spare parts to the sick children that have been genetically designed. Parents would have children just to benefit an already existing child, and once the child was cured, the spare parts child would not have any use. Parenting would also be a thing of the past. Parents wouldn’t have to worry about teaching their children the correct ways to function in society, their children would already be predisposed to be perfect and act the correct ways. Instead of moving forward in society and technology, technically we are reverting back to the days of Hitler. Hitler terminated all the individuals that he believed were lesser human beings. The act of Hitler terminating Jewish descent individuals and the act of genetically designing babies is all in the search for perfection -the perfect human being.

Effect of Education on the Development of China Essay

Education has had powerful effects on the development in many aspects during the past centuries. This trend, has begun to manifest that education is playing a significant role in economics, societies and environment around the world. Education can promote economic growth and global movement. It can influence the population in fertility and mortality, stimulate the development of the poor segments and promote peace and stability of the society. As for environment, the development of education can solve environmental problems by raising individual awareness, but could also lead to a threat to the environment. A large amount of researches have shown that the increase of the number of girls benefited from education has led to a country’s per capita economic growth (Smith, 1999). Also, according to Brown (2008), a loss of education will lead to a wider gap between the rich and the poor that may increase instability sources in societies. This essay will analyze how education has influenced countries’ development in economics, societies and environment more specifically. In addition, some suggestions will also be conducted to encourage more progress in the development of countries. As seen in a large amount of researches, education has a prominent positive effect on promoting economic growth. For instance, according to Goujon (2008), tertiary education for younger people can lead to more powerful effects than that on old people. However, an inverse case happens in secondary education. That means government should focus on completing the universal primary education and decide which kind of education can strictly prove country’s economic growth. Although the effects of the productivity are not always positive, education, especially for women, is going to be a vital part in achieving a sustainable development (Goujon, 2008). UNESCO (2006) states that education can have positive effects on agricultural productivity, the status of women and controlling the population. In developing countries, the economic development always depends on the agriculture. Similarity, the productivity of agriculture always depends on the farmers’ education level. In conclusion, education could lead to great improvement in workforce which promotes a country’s economic. Not only in China but in other countries, the development of education plays a significant role in countries’ economic movement. That means a great change of relationship between economy and education is promoted around the world due to the trends of global economic development. According to Goh and Gopinathan (2008), in Singapore, the transformation of education system is a strong fundamental to improve its competitiveness in South Asia. Children can choose different kinds of schools to obtain education in Singapore, such as English-speaking schools and Chinese-speaking schools. Students have the opportunity to study in different cultures and learn different skills. As a result, Singapore has a great increase in economy because of a large number of skilled and high-educated workforces. Similarly, in China, the government has used major tertiary transformation in education (Li, Whalley, Zhan, Zhao, 2008). This change leads to a huge impact on economy and also the education structure all over the world. The Chinese government is aiming at upgrading the quality of skilled labour and pulling up the productive ability. In fact, after China’s higher education transformation, other countries begin to look for an appropriate structure for their local education. This exactly illustrates that a closer relationship between economy and education is promoted by the governments worldwide. However, not all the countries are willing to invest in reforming the local education. Different attitudes towards education have resulted in countries’ economics development becoming depolarized. Some countries do not take notice of their education systems, most of which are developing countries. Their governments have not recognized the significance of education and the effects that education could have on their economic development. For example, Mauritius is a small island which is much smaller than Tanzania. However, the GDP in Mauritius was $ 12,800 while in Tanzania was $ 700 in 2006 (Bloom, Canning, Chan, 2006). The main reason why this great gap exists is that the attitudes to higher education are very different. While Mauritius was focusing on the quality and quantity of higher education, Tanzania was still facing the low student-to-staff ratios because of its needless high costs in higher education. In fact, this was a vicious circle in Tanzania. Bloom (2006) shows that although the government has invested a  lot of money to build universities, such as UDSM, the social economic problems were aggravated. Due to the economic problems, government had to reduce the investment to universities. In that case, fixing the relationship between education and economy is so difficult for Tanzania government. In contrast, Mauritius government has already built an optimum circle and the country’s economy is rapidly growing. Education has also had significant impacts on the development of many countries in population in several ways. On the one hand, it could reduce fertility, that is to say, as levels of female education rise, fertility will fall. Brown (2008) states that for reaching substantial reductions in fertility, the single best lever may be the expansion of women’s secondary education. Education and careers have become important factors for women marrying later and having fewer children because education provides females with more employment prospects and opportunities. A good illustration of this is that many girls have been drawn and benefited by the school lunch program in the US since 1946. On the other hand, it can promote children’s health and reduce mortality due to mothers’ better education. It has been reported by UNICEF (2008) that there is an essential connection between under-5 mortality rates and mothers’ education attainment. For example, the stimulation of education has brought about considerable variation in Islamic World that Organization of the Islamic Conference countries account for 11 of the 16 highest rates of under-five mortality in the world. Also, attending schools helps children fight back with various diseases, for instance, AIDS. Schools inform and educate students before they are infected with the disease about the lifestyles that accelerate its propagation. All of this explains that education actually affects the development of a country by reducing the mortality of its population. Table 1: Average annual reduction rates in OIC countries on The popularity of basic education is playing a vital part in fostering popularity of the approach to the hardest to-reach segments of society. Universal primary education is available to more children in poor families nowadays via several ways. Firstly, through the efforts of implementing educational plans, some progress has been made, especially to the poorest  segments of society. For example, Education for All plan, has aimed to promote education by providing financial support to countries which have meaningful plans for universal primary education. This plan was developed by the World Bank which is an important source of financial and other kinds of assistance to developing countries around the world. Owing to this plan, the figure of children’s accomplishment of primary school has risen from 78% in 2000 to 83% by 2005. Furthermore, according to Brown (2008), some third world countries have established Girls Advisory Committees, such as Ethiopia, which largely encourages the registration rates rising in the rural areas. These groups sent representatives to persuade parents in impoverishment to keep their children in school and some countries like Bangladesh and Brazil, provide scholarships or stipends to the parents and help the poor obtain a basic education. Therefore, universal education is stimulating the development of the poor segments by both applying educational plans and founding relevant committees. Also, education can promote peace and stability in a country. As the Nobel Prize-winning economist Amartya Sen who encourages education popularity focuses, â€Å"Illiteracy and innumeracy are a greater threat to humanity than terrorism.† That means a loss of education widens the gap between the rich and the poor and then leads to the integrated world staying in an unstable position eventually. Evidence has shown that education contributes to narrowing the gap that helps build a more stable and harmonious society. An example of this is that with fast increasing number of enrolments since 1999 in China, the gap in access between urban and rural areas is gradually diminishing (Li, Whalley. Zhan and Zhao, 2008). The admission rates of universities in rural China have increased a lot and graduates in poor families have the opportunities to attain hopeful prospects. Plan (2008) has reported that education benefits people’s employment and makes more resources available to them. This avoids hunger, illness and other unequal factors increasing the danger of the destruction of world’s structure. Education no doubt reduces the social burden and promotes stability in the development of countries. Education definitely can help solve environmental problems, and this can be  demonstrated in the aspect of improving individual awareness of the environmental affairs. For instance, through being educated, people will know that their surroundings can be dangerous for living if there aren’t enough steps to be done for a better environment and then they will have a sense of responsibility for the health of their common hometown in their own. According to Dobson (2003), education for sustainable development make great effects on the quality, structure and health of environment by teaching and encouraging pupils to take active parts in democratic and other decision-making processes that can be seen as the commitment of the citizens. So by raising individual sense of responsibility, it proves the effects of education on the environment. In addition, education passes on scientific ways to deal with the environmental problems, which can help produce most environmental efficiency of individuals. The macro environmental achievement needs every citizen’s efforts, so emphasizing environmental education, especially the education for sustainable development, can be a key factor for a better prospect of the environment. However, education sometimes can make a threat to environment. Sustainable development, which is defined as â€Å"the development that meets the needs of the present without compromising the ability of future generations to meet their own needs† (World Commission on Environment and Development, 1987), logically, can be promoted by education. From what has been said above, education can cause a lower fertility and a slower population growth and the resistance to the overpopulation can facilitate the progress of sustainability. Therefore, most people believe that education can certainly become an essential tool for sustainable development. Actually, the truth is dramatically the opposite that greater threat to sustainability will be done with the higher education people obtain. It could be caused by the reason: â€Å"Unfortunately, the most educated nations leave the deepest ecological footprints, meaning they have the highest per-capita rates of consumption. This consumption drives resource extraction and manufacturing around the world.† ( McKeown, 2006: pp12) When people receive more education, they may just have the capability to change the nature and not develop the earth appropriately. The United States, known as its high level of education, is also known as the biggest threat to the environment, which is a typical case  that demonstrates the relationship between education and sustainability. This can be a very controversial point and create challenges to make sure that there is no growing demand for goods and resources while raising the level of the education. In conclusion, to analyze how education could affect the development of countries, this essay obtains the key ideas in mainly three aspects. Education can promote the economic growth and movement globally. Then it can help control the population, stimulate the development of the poor segments and promote peace and stability of the society. As for environment, developing education can help solve environmental problems by raising individual awareness, but may also cause a threat to the environment somehow. Furthermore, the essay advocates raising the level of education among the poor segment of the society, because a loss of which may be origin of threats to the stability of societies. It’s also expected for the developing countries to find a suitable structure of the education system instead of the radical one that just for the needs ahead. Another prediction is that countries could increase the public needs for more sustainable production and consumption patterns through a higher-level education. Although we can see that some progress has been made, there’s still a long way to go. Governments should pay more attention both on basic education and tertiary education in order to provide us a necessary study environment. The government ought to develop more powerful policies to ensure more enrolment so that the quality of a country’s development can be improved. Overall, education has had great effects on the development of countries and will continue influence the economics, societies and environment in a long term. Therefore maturer educational steps ought to be taken in order to conduct much more progress. (Words: 2095) Reference Bloom, D. Canning, D. Chan, K. (2006) Higher Education and Economic Development in Africa. Washington D.C. Harvard University. Brown, L. (2008) Plan B 3.0: Mobilizing to Save Civilization. New York: W. W. Norton and Company, Earth Policy Institute. Dobson,A.P.(2003) ‘Citizenship, Education and the Environment’. In Citizenship and the Environment. Oxford University Press:2003+p.174-207 Goh, C.H., Gopinathan, S. (2008) ‘The Development of Education in Singapore since 1965’. In Lee, Sing Kong Goh, Choor Boon Fredrikson, and Birger (ed) Toward a Better Future: Education and Training for Economic Development in Singapore since 1965. The World Bank: 2008. p. 12-38 Li, Y. Whalley, J. Zhan, S, and Zhao, X. (2008) China’s Higher Education Transformation and Its Global Implications NBER Working Paper No. W13849 [online]. Available form: http://www.voxeu.org/index.php?q=node/1066 [06/12/10] Lutz W, Goujon, A & KC S (2008). Education: The Key to Development. Options (Summer 2008): 12 – 15. [online] Available form: www.iiasa.ac.at/Admin/INF/OPT/Summer08/opt-08sum.pdf.[06/12/10] Plan (2008) Paying the Price [online], Available from: http:// www.plan.org.au/mediacentre/publications/ research/ paying_the_price [07/12/2010] UNESCO (2006) Education for Sustainable Development Toolkit. Paris: UNESCO Publishing, pp. 12 – 14 UNICEF (2005) Investing in the Children in the Islamic World, http://www.unicef.org/publications/files/Investing_Children_Islamic_World_full_E.Pdf [07/12/2010] Yu-Shu Peng,Shing-Shiun Lin(2009)’National Culture, Economic Development, Population Growth and Environmental performance: The Mediating Role of education’.Journal of Business Ethics.Dordrecht: Dec 2009.Vol. 90,iss.2:p.203-216