The Leaders Preparation Essay Example | Topics and Well Written Essays - 2000 words

The Leaders Preparation - Essay Example (Zechariah 4:6). A Spiritual leader must remember that he does not operate on his agenda, but God's agenda. The six steps to leadership by Robert Clinton are important for development of effective leaders. This essay will discuss on the main points of "The Leader's Vision" In chapter four. All leaders must have a clear vision. The leader must be able to inspire people and articulate their vision to the followers. However, the most important question one must ask is, where does the vision come from Secular leaders look first to the past history and try to duplicate success. However, God rarely works the same way trice, therefore for a Spiritual leader this model of duplication may prove ineffective. Spiritual leaders should always rely on the Words of God and be sure that their vision is within the will of God. Spiritual leaders should learn to discern to understand God's vision. Christian views of strong leaders are in sharp contrast to world views. In the Gospel Christ demonstrates strength through weakness of people. The world view is one of human strength and human will. Jesus Christ focused on small groups and individuals. The world continues to look at large numbers of people equ ating to success, which stands in contrast to the teaching of Jesus Christ. The primary objective for all Christian Spiritual leaders is it to bring glory to God. The leader must operate as a vessel for the Holy Spirit to operate in, without the leader getting in the way of the will of the Lord. 15. This essay will discuss the main points of Chapter four "Natural and Spiritual Leadership". Li Hung Chang a leader in China said, "There are three kinds of people- those who are immovable, those who are movable, and those who move them." We as Spiritual leaders must realize that there is no such thing as a self-made Spiritual leader." (p28). Christian leaders are made and led by the Holy Spirit. However, people do need to have natural leadership skills. An effective leader does not happen at the moment of conversion. The leader must remember to not major in the minors, and become distracted by minute details. The leader should always have the ability to make clear and decisive decisions. Furthermore, they must be able to focus on priorities and understand his or her weakness. Jesus Christ said, "My grace is sufficient for you, for my power is made perfect in weakness." (2 Corinthians 12:7). Therefore, make decisions based on the strength and power of Jesus Christ. The final objective should be for his glory. 16. This essay will discuss the main points of chapter 5 "Can You Become a Leader" Many leaders in church today look for leaders based on prestige or education. However, Jesus ignored the world view of leaders. Jesus started with individuals who were untrained and without social prestige. For one to be an effective leader he or she must investigate their potential for leadership. A leader must remain calm in crisis and show restraint. A strong leader will be willing to listen to other views and handle criticism. Leaders should always think before speaking. People must have trust in their leaders; one misspoken word can decrease the credibility of the leader.

History Essay Example | Topics and Well Written Essays - 750 words - 1

History - Essay Example 1). The term 'Black Death' can refer to either the pneumonic plague or the bubonic plague. â€Å"The pneumonic plague is the deadlier of the two diseases killing its victims is two to three days† (Spielvogel, 2003, p. 275). It was strongest in the larger cities because of the dense populations that lived there and the less sanitary conditions that could be maintained in these urban areas. â€Å"The plague would visit an area, last for about a year, kill about one-third of the population, and move on. †¦ Most historians believe that between 1347 and 1351, at least one-third of Europe’s total human population (20 to 30 million people) died† (Piccolo, 2004). Deaths alone were not the only by-product of the Plague, though. The way the church handled the crisis and the large number of deaths that took place affected the economic, social and political landscape of this large region of the world. The first outbreak of the plague was strongest in the poorer sections of the city because these people were more likely to live in unsanitary conditions and had limited means by which to protect their health. Modern science is able to confirm the Plague was spread by the rat flea who took the disease from the rat and spread it to the human population, so areas that were infested with rats were among the first to show symptoms (Gottfried, 1983). ... Frightened churchmen shut up their churches and fled to the country as did many people in the secular world (Luftus et al, 1999). Because of their ineffectiveness in the crisis, the church lost a great deal of its authority and leadership and the people began to question whether it should ever have held that position. Many people assumed God was angry with them and much more penitent and harsh religious practices were developed to appease God’s wrath through sacrifice. Economic conditions changed dramatically as competitors from other countries entered the market through the development of the guilds. The guilds changed economic conditions for individual citizens and introduced another means by which cities and towns might be run. â€Å"The effects of regression on rural economy were far-reaching. Labour was scarce and wages rose rapidly. In England and in Castile and elsewhere legislation was attempted to fix wages, but without success† (Nohl, 1926, p. 20). Workers, es pecially peasants who were finally making a decent wage, rebelled violently to suggested pay reductions and though the intent was sound, its affects were disastrous. At the same time that the Plague was decimating the population, the faith in the One Religion and changing the economic base of entire nations, the Catholic Church was engaged in an all-out war on itself. Pope Clement V declined to move to Rome when he was appointed in 1305 and moved the papacy to Avignon supposedly because of civil unrest in Rome, but more likely so he would be closer to the French monarchy he served (Menache, 2002). By 1378, this had become a problem. After struggling against a highly suspicious and

Soft Skills Importance in Organisations

Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol Soft Skills Importance in Organisations Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol

Are All Interpretations Possible? :: Philosophy Essays

Are All Interpretations Possible? ABSTRACT: Two fundamental criticisms made by traditional hermeneutics against philosophical hermeneutics are that the latter deny the possibility of objectively true interpretation, as well as assert that all interpretations are possible on the basis that they cannot be measured. In my paper, I argue that the first criticism is well-founded, while the second is not. I contend that interpretations can be decided according to two relational criteria: (i) which interpretation has a more comprehensive horizon; and (ii) which one is derivable from the other. 1. The birth of the philosophical hermenutics and its hermeneutical novelty. Until now it seems to be the most widespread viewpoint about the philosophical turning of hermeneutics that it was realized by Martin Heidegger in his lectures in the 1920's, and in his work: Being and Time. Let me refer to the manuscript from the 1920's that Thomas Sheehan and Theodore Kisiel found and they published in the Dilthey-Jahrbuch (Phà ¤nomenologische Interpretationen zu Aristoteles /Anzeige der hermeneutischen Situation/) (1) and refer to the volume 61. of Gesamtausgabe (Phà ¤- nomenologische Interpretationen zu Aristoteles. Einfà ¼hrung in die phà ¤nomenologische Forschung) and to the volume 63. (Ontologie /Hermeneutik der Faktizità ¤t/). Although he hardly wrote more than half a page explicitly about hermeneutics (7. §.) in Being and Time, but its work in the book is not questionable. As to the secondary grounding of my statement I refer to two competent authors'opinion. Otto Pà ¶ggeler wrote the following about Being and Time in his 1963 monograph: "Weil der Se inssinn dessen, was Husserl als das transzendentale Ich faBt, von Heidegger als faktische Existenz bestimmt wird, die in sich selbst hermeneutisch ist, wird die transzendentale Phà ¤nomenologie Husserls bei Heidegger zur hermeneutischen Phà ¤nomenologie. Die hermeneutisch vestandene  »transzendentale Erkenntnis « ist ineins Frage nach dem Seinssinn des Daseins und nach dem Sinn von Sein und damit  »ontologisch «, ErschlieBung des Seins." (2) Hans-Georg Gadamer who completed the philosophical hermeneutics that was created by Heidegger, and who is the doyen of it in our age, also stated about Being and Time that "...as a result of the existential futurality of human Dasein, the structure of historical understanding appears with its full ontological background". (3) We can not doubt that Heidegger composed the existential hermeneutics with the fundamental-ontological, philosophical intention of radicalizing Husserl's phenomenology. Let us focus our attention on what are the most important ideas — for my topic — of the young Heidegger's philosophy and its hermeneutical novelty! As we know, Heidegger considered that the fundamental question of philosophy was the question of the meaning of Being.

Labor, Stocks and Bonds

According to the basic law of demand and supply, increases in the real wage rate or the price of labor must decrease the quantity of labor demanded, as employers find it increasingly expensive to hire more people.   Would increases in the real wage rate, therefore, decrease the productivity of the firm, that is, the number of the outputs that it produces? – Not necessarily. This is where the assumption of diminishing marginal product of labor steps in to save the firm from significantly reducing its supply of outputs.   Marginal product of labor refers to the â€Å"increase in output produced from a given capital stock when an additional worker is employed (â€Å"Marginal Product of Labor†).†Ã‚   On the other hand, diminishing marginal product of labor means that â€Å"each additional labor hour results in less and less extra output (â€Å"Costs of Production†).   This assumption is explained by the popular saying, ‘Too many cooks spoil the broth.’   Thus, the firm does not need to increase its demand for labor beyond a certain number in any case. Stocks and Bonds The dissimilarity between stocks and bonds is explained by the difference between â€Å"owning and lending (â€Å"The Difference Between a Stock and a Bond†).†Ã‚   The purchaser of a stock is a part owner of the company whose stock he has bought.   He gets to vote on the way the company should be run, and enjoy dividends in addition to â€Å"capital appreciation† as a participator in its success (â€Å"The Difference Between a Stock and a Bond†). Of course, he gets to participate in the failures of the company to boot, through lower dividends and stock prices.   The purchaser of a bond, on the contrary, will be paid before the stockholders in the case of company failure.   He has lent money to the company after all.   The company, in turn, promises to repay its loan at a fixed time, with interest.   Even so, the purchaser of the bond does not enjoy extra interest when the company performs exceptionally well (â€Å"The Difference Between a Stock and a Bond†). Works Cited â€Å"Costs of Production.† Ohio State University. 8 Oct. 2007. . â€Å"Marginal Product of Labor.† London South East. 8 Oct. 2007. . â€Å"The Difference Between a Stock and a Bond.† Cash +, Issue 1 (Fall 2006). 8 Oct. 2007. .

How Does Shakespeare Present Aspects of Folly in Twelfth Night?

All or most of Shakespeare's plays contain playfulness and foolishness and within ‘Twelfth Night' there are many examples of this. All these examples of folly add to the overall humour of the play. Throughout ‘Twelfth Night' the theme of foolishness links the plot, characters and scenes in the play. In Shakespeare's day, people wanted to go to the theatre and be able to laugh. They loved all plays with an element of comedy, even Shakepeare's tragedies have elements of comedy in them. In Romeo and Juliet there are characters seen as crazy or foolish such as Mercutio. First of all there's Malvolio, one of the main characters. Proud and pompous, he is easily ridiculed as he is lead into dreadful humiliation at the hands of Fabian, Maria, Sir Toby, Feste and Sir Andrew. All the formentioned people make Malvolio look foolish when Maria writes a letter to Malvolio expressing her love for him and signing it from Olivia. Malvolio falls into the trap and begins to believe that Olivia is madly in love with him. The letter says: ‘Remember who commanded thy yellow stockings and wished to see thee ever cross gartered.' This causes Malvolio to dress in yellow stockings and cross garters to impress and try to woo his lady. On stage this is a very amusing scene to watch as Malvolio comes on wearing this ridiculous outfit — very memorable. The letter also says: ‘If thou entertain'st my love, let it appear in thy smiling thy smiles become thee well. Therefore in my presence still smile, dear my sweet I prithee.' This causes Malvolio to keep a smile on his face constantly. Not only has Malvolio a rather unattractive smile but since Olivia's brother had recently died, Olivia wants everyone to act mournful around her. She insists on wearing black with a veil over her face. When Malvolio appears with yellow clothing and a huge smile on his face he inevitably looks foolish. Olivia supposes that Malvolio is mad, subject to the heat affecting the brain – ‘Midsummer Madness.' Malvolio would not have looked so foolish if he had not had certain qualities. His over sensitive nature, pretentiousness, self-centred character and self importance make it simple for the servants and the others involved in the trick to take advantage of these faults and cut Malvolio down to size. The difference in class between Olivia and Malvolio also adds to the humour and the foolery because in Shakepeare's day there would be no possibility of any sort of romance between Malvolio and Olivia, Malvolio being a mere steward and Olivia being a wealthy countess, the status contrast is simply too immense. When Malvolio reads the letter, Malvolio begins to fall in love with the idea of being in love . Another character within Twelfth Night who adds to the theme of foolishness is obviously the fool – a professional jester. Feste has a very important role. He is constantly acting foolishly as his job is to solace and entertain his fellowmates. Although he acts like a clown through most of the play, he is probably one of the most sensible and wise characters in the play. In Act 3, Viola says: ‘This fellow is wise enough to play the fool and to do that well, craves a kind of wit.' This is an accurate depiction on Feste. He often outsmarts the other characters in the play using his quickwits most of all Malvolio and Olivia. Many other characters are the ‘real fools' such as Sir Toby Belch — an ironic surname due to his tendency to drink heavily, Sebastian for marrying Olivia when he barely knew her. Overall, Viola is quite sensible. Although dressed like a man, in those days there would be no way that she would be able to obtain service with Orsino as a woman, so her disguise was quite an ingenious idea. When talking to higher status characters, especially Olivia, Feste almost reverses the roles talking down to Olivia as shown in a conversation on page 17. Other characters cannot talk to Olivia in the same way as Feste, as everyone must look up to her and respect her. Olivia tells Malvolio to ‘Take the fool away' and Feste answers ‘Do you not hear fellows? Take away the lady.' Feste also often mocks Olivia as he is the only character who can do so. The first example of this is Feste telling Olivia she is being foolish, her brother has died and she is in mourning this is the first mention of foolishness in the play: Feste: Good Madonna, why mourn'st thou? Olivia: Good Fool, for my brother's death Feste: I think his soul is in hell, Madonna. Olivia: I know his soul is in heaven, fool Feste: The more fool, Madonna, to mourn for your brother's soul, being in heaven. There are many other times during the play when aspects of folly come into the characters' speeches. Feste in Act 1 says: ‘Better a witty fool than a foolish wit.' There are many other examples of role swapping and disguises that also add to the humour of the play. It also makes characters look foolish and humiliates them. The prime example of role swapping is Viola dressing as a man and changing her identity to become a man called Caesario. This causes much confusion leading to characters being foiled and being made to look foolish. Not only did everyone believe that Viola was in fact a man but Olivia actually falls in love with her and not surprisingly feels humiliated and foolish when she discovers that Caesario is actually a woman. Olivia does look foolish although no-one can mock her due to her high status and most people look up to her with respect. The language used in the play is not strictly foolish although many of the names are ‘fooled with' as Viola, Olivia and Malvolio, the main characters, all have names containing the same letters (v,o,l,a and i). Malvolio means ‘ill wishing' very fitting to his character. There are other character's names which are amusing such as Sir Toby Belch – ironic as he is a heavy drinker. Aguecheek is a ridiculous name†¦. And Orsino is named so because Don Virgino Orsino – an Italian Nobleman was the guest of honour at the opening night of Twelfth Night so Shakespeare named the Duke in his play after him. Twelfth Night was once a day of great merrymaking to mark the end of the Christmas festivities. It was the feast of fools and even now, the Christmas season is a time where we all seek entertainment in the form of amusement and folly. Although written all those years ago, Twelfth Night is still relevant today. A twentieth century audience still enjoy this play today as people still love to laugh and have a good time some of the jokes, although obscure are still found amusing today. Even now we love to see people make fools of themselves and the characters we don't like to be served with just retribution.

The Police and Corruption essays

The Police and Corruption essays The police. Twenty-four hours a day, three hundred sixty-five days a year, this division of our government has a mandate to enforce the criminal law and preserve public peace. Understood in this mandate is an obligation to police everyday life matters that originate in the daily lives and activities of citizens within their community. Police interact in some form with the average citizen more often than any other government official. In society today the police play a key role in maintaining a civil society. This role assumes a substantial amount of power and authority over the general public. With power comes corruption and/or misuse of power. The question that is presented is, how and why do the police exceed the parameters of their power and authority? This is an issue that is predominant in urban settings, but not exclusive to these settings. This is an important issue because it effects all people. The police is a government service to all people, but all people do not feel they are being serviced. Not everyone is satisfied with the conduct of the police. Why do people feel that police are crossing boundaries that they should not be? This will be observed from four different aspects in which police are capable of exceeding the parameters of their power and authority: police and use of discretionary enforcement, Police justice, police harassment, and the unwarranted use of police authority. Police are allowed to and must use personal discretion in their determination of law enforcement. Unlike a judge or lawyer a police officer can not gather information and take time to make a prognosis to make a decision affecting the fate of a person. He must make a quick decision based on his discretion to determine the fate of a person.. ...a quick decision is required to protect the interests of the public and to satisfy requirements of operating efficiency (Reiss, p.130) Now ...

Motivational and Cognitive Sources of Prejudice

Motivational and Cognitive Sources of Prejudice Asian female celebrities and Caucasian men, has become one of the most common interracial pairing in America. The trend is attributed to motivational and cognitive prejudice that a particular person has towards his or her counterpart. Prejudice emanates from a special preference for a particular individual due to race, nationality, social status, or sexual orientation. Such factors have soothed Asian women to prefer Caucasian men to their Asian male counterparts.Advertising We will write a custom essay sample on Motivational and Cognitive Sources of Prejudice specifically for you for only $16.05 $11/page Learn More On the other hand, Caucasian men prefer Asian females due to their highly rated smartness, good body physic and social interactivity. In addition, Asian females are said to be submissive in nature. Anyone who finds himself a target of the cross-cultural frustrations will definitely defend himself as pursuing his tastes rather than guided by the et hnic stereotypes. This growing trend creates an imbalance in interracial pairing and both the Asian and Caucasian men have expressed their disappointment. The Asian female and Caucasian male interracial pairing phenomenon is attributed to the motivational sources of prejudice that exist among the parties involved. This fact is clearly elaborated in the frustration and aggression, and the social identity theories. Furthermore, frustration and aggression is further categorized into the realistic group conflict theory and the scapegoat theory. The realistic group theory is manifested in the fact that Caucasian men are striking back at the modern feminism portrayed by the Caucasian females. Most Caucasian men believe that their counterparts articulate for modern feminism, whose main agenda is equal rights for women, and in the process end up discrediting the males. Initiating and sustaining of relationships with the Caucasian females becomes complex and uncomfortable forcing the Caucasi an males to resort to Asian females who are more idealistic (Myers, 2010). Furthermore, the Caucasian men who cannot contain the masculine role that the Caucasian women play in relationships turn to women from other cultural backgrounds. They mainly prefer the Asian females. In this regard, Asian females obtain preference because of their supposed submissive nature attributed to the male dominance in relationships from their cultures. Notably, such characteristics promoted by tradition and culture are considered to be socially backward and lack value in the American standards. The scapegoat theory explains some of the reasons that coerce Caucasian men to prefer Asian females to the Caucasian females. Most Caucasian men with certain weaknesses in their character prefer dominance in relationship. Therefore, individuals with such personalities resort to Asian females whose culture advocates for submissiveness in a relationship. With this option, the Caucasian men can avoid the blame ga mes that are prevalent in relationship with women who advocate for the gender role equality.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Asian women indeed become the ultimate alternative in which Caucasian men can exercise their aggression. No matter how the Asian females get exposed to the American society, their culture still pervades unlike other individuals from different backgrounds. This has therefore substantially contributed to the rapid increase in the Caucasian men’s’ preference to the Asian women. The social identity theories propose that individuals have social groups and categories that form an important part in their self-concept. The individual personalities portrayed by both the Caucasians and the Asians reflect the need for groups, association with the in-groups and comparison with the out-groups. Most of the young people who belong to both the Caucasian and Asian background are influenced by their counterparts to follow the same path, contributing significantly to the trend. Although numerous accusations may arise that Caucasian men are taking advantage of the Asian women, their preference is attributed by the fact that Asian women are more lady-like. On the other hand, Asian women’s preference for the Caucasian men is attributed to their need for more tolerant and socially fit men. These women quickly point out that the Asian men are restricted by their stifling culture, which forces them to opt for men who are likely to bestow them more freedom. Considering that most relationships are initiated at school levels, most Asian men are academically focused and limit themselves to the classroom work forcing the Asian women to go for Caucasian men. Despite their brilliance, they do not put much effort on learning essential skills of establishing and maintaining relationships (Gilbert, 1998). In spite of the cultural values that connect people, the Asian men feel discarded when the Asian women prefer the Caucasian men to them. Asian women have developed a notion that their men are nerdy and mostly suitable for the karate-chop actions. These ideologies are mainly promoted by the media, which tend to give more favour to the Caucasian men as representing the American standards. The beauty of men as portrayed by the media is represented in terms of characters such as being smart, athletic and social. Media due to its influence on people has greatly changed the desire for women to go for ordinary men, but opt for men who fit the American standards. Such bias favours the Caucasian men in wooing the Asian women. The confidence exhibited by the Caucasian men makes them more attractive to women. A gradual decline in the number of Asian women dating Asian men creates an imbalance since few Caucasian women go for Asian men. Asian males are disadvantaged in this regard and are generally perceived as unattractive to sui t the women demands. Due to the continuous appearance of Asian women in the spotlight as representing the American beauty, the preconceptions that initially existed concerning them are now being discarded. This has influenced their preference among Caucasian men unlike the Caucasian women who are more independent.Advertising We will write a custom essay sample on Motivational and Cognitive Sources of Prejudice specifically for you for only $16.05 $11/page Learn More Attribution, distinctiveness and categorisation are the cognitive source of prejudice. Categorisation is prevalent and has substantive impact on the Caucasian male and Asian women interracial pairings. With the perception of the Caucasian men as being lenient, appreciative and respectful, they are more favourable to the Asian women compared to their competitors, the Asian men. The rating of the Caucasian men by the Caucasian women as appropriate suitors and partners creates a mentality among wom en that they are the ideal men for relationships. Most Caucasian men find Asian women suitable because of the fact that the independent Caucasian women are usually short of time, preoccupied and not passionate in relationships (Baron, 2000). In this regard, the analysed perception of the desirability of the Caucasian men and Asian women relationship creates a conception that other unions are not effective. To avoid the likely disappointments in other unions most people choose the tested patterns. Homogeneity effect plays a crucial role in the pairing of the Caucasian men and Asian females. In other words the perception held by women that all Asian men are alike creates a discrepancy in the formation of relationship. Attrition refers to the stereotypic ideologies held by people that what takes place is justifiable. For most Caucasian men, there is a notion that Asian women are ideal for them and therefore a majority of them go for these women. Asian women on the other hand view the c haracteristics of the Asian men as void and weak in forming stable and enjoyable relationships. Distinctiveness mentality among the Caucasian men creates attention and forms inappropriate judgement of the realistic partners that they should have. On a large extent, it has facilitated bias in the creation of ideal and appropriate relationships. Furthermore, both the Asian men and Caucasian women have also concurred the trend and expressed disappointments and pity for the parties involved. References Baron, R. A., Byrne, D. E. (2000). Social psychology (9th ed.). Boston: Allyn and Bacon.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Gilbert, D. T., Fiske, S. T., Lindzey, G. (1998). The handbook of social psychology (4th ed.). Boston: McGraw-Hill ; Myers, D. G. (2010). Social psychology (10th ed.). New York: McGraw-Hill.

Assessment of a New Emerging Market-Free-Sample for Students

The trade of timber is one of the most important trades in Indonesia. Indonesia’s forest products such timber and other related products comprises 10% of the country’s GDP. Indonesia used to contribute 70% of the plywood industry in the world during the year 1980. But from then there can be seen a declining trend in the exports. The figure came down from $3.6 Billion to $2 billion in the year 2000. The decline is due to some of the aggressive policies that are being taken by the government against exports of timber. Timber or forest product industry is one of the major revenue generators for Indonesia The business market of Indonesia is one amongst the biggest business market in the world. It is projected in accordance to the economic growth that by 2030 it will become 7 th largest economy in the world. The country of Indonesia has a GDP of 932 billion as recorded in the year 2016. It ranks in 8 th position based on the purchase power parity. The economy of Indonesia is growing at a rate of 5% every year since from the last decade. The country has sound macroeconomic policies and a huge population of youth that has a growing domestic demand have promising future ahead. The government has announced a number of reforms or policies in order to push the economic condition of the country. The reforms are expected to improve the business condition of the country. The GDP per capita of the country is $3604 which is more than many of the Asian countries. The country has the world’s fourth largest middle income group people with 17.3 households as in the year 2014. (Larson et al, 2016). The country has developed a plan for the next 20 years. In the next twenty years the country wants to make development and changes. There plan starts from the year 2005 and will last till the year 2025. The main focus of the country is its economy and other reforms. The country is looking forward to strengthen its infrastructure and they also came up with other development programmed to develop its educational and healthcare sector of the country. The reform which are being taken by the country are extremely beneficial for the people who are in the below poverty level (Lustig, N 2016). The country is currently facing the problem of the slower pace of creation of jobs for the people 1.7 million person join jobs each and it is problem for the country to create jobs. The total population of the country is around 253 million out of that 28 million people live under the line of poverty. The government is trying their level best to reduce the poverty level but from the last few days this speed has reduced. The poverty level which was getting reduced by 1% each and every ever is now reduced to 0.3% (Aguiar, Narayanan and McDougall, 2016). The government of the country has come up with reforms regarding the reduction of poverty level and betterment of the public services. The public services include transportation, health, education etc. a huge stress has been given by the government in regard to the health care sector of the country. The health care sector has made many advances so there is an improved and modern health care unit so as to provide health care services. The gap between the poor and the rich is relevant in Indonesia and the government is trying to reduce this gap. The health care in the country suffered a lot. It is said that 103 children in 1, 00,000 die in Indonesia which is a very high alarming number and reforms are being taken to reduce this high maternal death. Out of 3 every 1 child suffers health condition such as problems of growth and brain development. The problem in the youth results in problem of the growth of the country. As it is know that youth is the future of our country and it is through youth that we bring changes and new reforms in the country (Otoo et al 2014). If the youth of the country is not strong enough then it is bad sign for the country. The government of Indonesia is trying to cope up these challenges and they had been pretty successful regarding controlling these problems.   In order to strengthen the economy of the country the government has brought new reforms they have opened up sectors for differ ent kinds of investment and thus this will reduce high logistics that they may had been facing in the past. The economy of Indonesia is rising it is making great progress so the investors around the world seeing this great opportunity. The country has become a great place for foreign direct investment from around the world. After India and china Indonesia is the third major country if consider its economy. As we know that the country is the world’s tenth most populated country and the world’s third largest democratic country. If we look at the export of Indonesia, in that case we will see that the country is one of the largest exporter of thermal coal and also the exporter of palm oil. These are products of high value and they fetch high revenue from the foreign countries. The most important thing about the economy of the country is that it relies on itself. The economy does not rely on other countries. In one word it can be said that the country is self sufficient, it is a great advantage for the country. When a country is self sufficient, in that case the country does not require the help of other countries in case of importing products that means the country produces most of the products (Otoo et al, 2015). Right at the moment Indonesia is standing at a situation where it is a key point of the country where it is making a transition for the betterment for the country. The growing from small economy to a larger economy, the country was a primary producer of the products such as coal and palm oil and now has become one of the largest producers of in the world. The country has opened a window for the investors.    The country’s economy is one of the fastest in the world and its growing at a rapid speed. This economy brings in great opportunity to investment. There is a huge opportunity for foreign direct investment within the country (Ozawa, T 2014).The analyst have made an assumption that Indonesia will grow as a very large and stable economy in the future though the country is facing some issues such as corruption and bureaucratic issues that is restraining the country from 360 degree modernization but still the country has every possible opportunity to grow. One of the main issues is the poor infrastructure and not qualified human resources which are not contributing towards its growth. The country has all the resources needed to rule the economy of the world in the future but it is to be guided in a way such that it can be made possible (Ikein, A.A 2017). The government of Indonesia is proactive and they have come up with numerous numbers of reforms which will help in foreign direct investment. Although the corruption remains a big issue which needs to be handled for better growth Due to the large population of Indonesia the market is very vast and dynamic and the FDI will help the country to fulfill its need and thereby providing growth for the country by improving its economy. Thanks to a large population and FDI inflow, Brazil’s potential for growth is extremely high. There is a substantial trend of a growing middle-class and the gap between the rich and poor is declining steadily. Additionally, the Central Bank has successfully reduced the risk of currency devaluation and has also brought inflation under control. However, when it comes to the dollar, the currency is considered to be overvalued, which is adversely affecting the exports of the country There are a number of people who live under the line of poverty and with the help of FDI the economic condition of the country will improve. The country has huge number of youth who have demands and wants that can be fulfilled by the FDI by giving them the opportunity for employment and a better standard of living. The country is good at technology. The maximum part of the population of Indonesia is under the age of 30 and they are technologically savvy. So with the flowing of foreign direct investment, the country can utilize its human resource to generate revenue which will help in improving the condition of the country The country of Indonesia is rich in natural resources. The natural resources that are being produced are petroleum, tin, natural gas, nickel, timber, bauxite, copper, fertile soils, coal, gold, silver. The natural resources of the country will attract foreign investment more in comparison to the countries with fewer natural resources. This helps to give a competitive edge over other countries which may have few amounts of natural resources. It also opens the door for multinational companies to exploit the situation and do business in the country which will help the country in economic growth. The natural resources create more option and helps in growth of the economy. In Indonesia the one fourth of the manufacturing production was accounted by FDI during the period of 1990s. The Foreign direct investment created employment and developed the support of the suppliers and transferred technology. It also helped in generating more tax revenue for the government of Indonesia but it had a problem regarding the balance of payment. It impacted negatively on balance payment and it also caused continuous deficit in relation to manufacturing goods. Though FDI can help and bring positive changes in number of sectors and so it is not to be restricted. It can create technological advancement, help in growth of the economy, Improve the infrastructure of the country and thereby helping in overall growth of the company. These policies or reform that is being taken by the country are causing hindrance in its growth. The ban on raw material exports is one of the biggest problems the country is currently facing. The restriction of retail sales of liquor and they have also proposed a ban on sales of liquor in the parliament which is contributing in the decline of the economy. The country is high in natural resources. It is blessed with natural minerals. It is one of the largest thermal coal exporters in the world. The country is blessed mineral resources. They are the largest exporter of tin in the world (Dunning, J.H 2014). The coal that is found in Indonesia is low in sculpture which is good in nature and it can be found very close to the surface which makes it very easy to extract. Thereby the cost of extraction of the coal is very little in comparison to other countries where the coal can be found deep below the soil, where the extraction cost gets very high. Apart from coal Indonesia has great deposits of gold and silver which thereby makes it very rich in minerals (Visor et al, 2015). As there are active volcanoes in the country, the soil of Indonesia is very fertile and has many deposits which is high in natural minerals there by making the country high in natural resources. Apart from this Indonesia is situated in such an area that it helps them t o generate renewable energy. As the soil is extremely fertile in nature it helps to cultivate commodities of high value such as palm oil, coffee and rubber. These products are exported to different parts of the world and they fetch great revenue for the country. The country is trying to be as self-sufficient as possible thereby reducing their import and increasing their export so that they increase their revenue earning and gives away less revenue (Cairns and Slew, 2017). The country has large number of population and youth that can drive the country to a new economic height. The country has around a population of around 250 million and its growing every day. In the year 2009 the country has seen a growth of 4.9 % in gross domestic production, which is a substantial growth. As the country is self sufficient and most of the need of the country is fulfilled by the products of its own, in that case the country is fewer dependants on other. This will help the country in time of economic crisis. In case of any kind of economic cries faced by the world, in that case it won’t affect much on Indonesia (He et al, 2015). As the country achieves new growth each and every day the manufacturer in the country plays a greater role in satisfying the needs of the people. With the increase in gross domestic production and economy of the country the income level of the people of the country will also increase and this is a very positive point for the people who are in the middle income group or people who reside below the poverty level or lower income group (Hill and Kohpaiboon, 2017).The country will need to start production of the products which it is not producing currently at this moment such as smart phones or other technological products. The youth of the country is becoming technologically savvy and the manufacturing industry is also trying to understand the trend within the population of the country and acting accordingly (Nasution,   2014.). It is great news that more than 50% of the total population of the country is youth which is under the age of 30, which is great news for the country. Having a large base of youth for the country is very advantageous, this youth is technologically very upgraded which is a very important for the country. So the future of the country is promising unlike china where the percentage of the youth is very little as most of the population is aged due to their one child policy. The aim of Indonesia is change the economic condition of the country by the year 2030 and they have taken measures accordingly. They are making changes in their technological sectors, there workforce and also in their production. This will help in the transition of the economy of the country. If they will have a better workforce which is skilled and a manufacturing sector which is advanced and can fulfill the needs of the country, in that case they can achieve the economic growth they are looking for (He, 2015). The country has faced many political changes and transformation in the past years. The country is now the rule of Susilo Bambang Yudhoyono, who is the first Indonesian president who is elected by voting. The country has evolved in relation to the politics. They have a new and mature political structure, with the democratic rule the country has become more matured where each and every member of the country has a personal opinion, which that person can keep forward through his or her voting right. The political condition of the country has become much stable in nature. This political stability will help the country towards its economic growth (Bhat, 2017). Foreign direct investment will help the country in utilizing huge human resources which comprises a big number of youth. It will also bring in new technology which will create an advancement and growth in terms of technology. The economic condition of the country will get better. It will create jobs which help the individuals of the country in increasing their standard of living. Indonesia is a very rich country in terms of neural resources may that be coal, petroleum or timber and other resources but still they will need foreign direct investment, which can support the economic condition of the country and develop the economic condition of the people of the country. It will help the number of people living under the line of poverty to lead a life with better standard and economic condition. Aguiar, A., Narayanan, B. and McDougall, R., 2016. An overview of the GTAP 9 data base.  Journal of Global Economic Analysis,  1(1), pp.181-208. Bhat, M.G., 2017. Trade related intellectual property rights for genetic resources: Implications for developing countries. Cairns, G. and Sliwa, M., 2017.  A very short, fairly interesting and reasonably cheap book about international business. Sage. Dunning, J.H., 2014.  The Globalization of Business (Routledge Revivals): The Challenge of the 1990s. Routledge. He, J., 2015. 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Inequality and Fiscal Redistribution in Middle Income Countries: Brazil, Chile, Colombia, Indonesia, Mexico, Peru and South Africa.  Journal of Globalization and Development,  7(1), pp.17-60. Nasution, A. ed., 2014.  Macroeconomic Policies in Indonesia: Indonesia Economy Since the Asian Financial Crisis of 1997. Routledge. Otoo, N., Awittor, E., Marquez, P. and Saleh, K., 2014. Universal Health Coverage for Inclusive and Sustainable Development: Country Summary Report for Ghana. Otoo, N., Awittor, E., Marquez, P. and Saleh, K., 2015. Universal Health Coverage for Boyer, R., 2016. Renewal of the diversity of capitalisms, tipping in international relations.  The Rejuvenation of Political Economy,  207, p.216. Ozawa, T., 2014.  Multinationalism, Japanese style: The political economy of outward dependency. Princeton University Press. Visser, M., Pisa, N.M., Kleynhans, E.P.J. and Wait, R., 2015. Identifying the comparative advantage of products and industries of South Africa’s Mpumalanga province.  Southern African Business Review,  19(2), pp.27-50