Relationships With The Mandans By Thomas Jefferson

Relationships with the Mandans Thomas Jefferson had just expanded the United States territory immensely. This purchase was known as the Louisiana Purchase, which is arguably the best decision in US history. All the new land resulted in several unknown questions. Some of them were, â€Å"what does this land provide, what animals are out there, who can be found on this land?† To answer some of these mysterious questions Jefferson sent Meriwether Lewis and William Clark to explore the Louisiana Purchase. They also were sent to form learn and form relationships with the people all ready on the land they are about to explore. One of their stops on their journey was at what now is known as Fort Mandan, in Bismarck, North Dakota. Here is where Lewis and Clark’s relationship with the Mandan tribe was crucial because their next steps have never been explored by whites. Only the Indians knew what the land looked like from North Dakota to the Pacific Ocean. The Mandan tribe was able to show the explorers areas of the land that was just bought by the United States of America. Between both the white explorers and the Mandan tribe they both benefited from their relationships they formed over the winter months of 1804 because Lewis and Clark did not anticipate spending the winter in North Dakota. Seasons have changed and the Missouri river was starting to freeze over; this caused Lewis and Clarks exploration to halt for the winter. The explorers were able to find a camping site on the NorthShow MoreRelatedThe Lewis ( 1774 ) And William Clark1735 Words   |  7 Pagesacross the Continental Divide, and to the Pacific Ocean. In 1803, President Thomas Jefferson sent the Cords of Discovery to the land never traveled before by any American to explore. They traveled over 8000 miles and discovered over 300 unknown species, 50 tribes of Indians, and the Rocky Mountains (â€Å"National Geographic: Lewis Clark†¦Ã¢â‚¬ ). It began May 1804 and ended September 1806. Before the expedition, Lewis was Jefferson s private presidential secretary. He also served in the military, where heRead MoreReview Of Elizabeth A. Fenn1563 Words   |  7 Pagesparticularly, the Mandan people groups of present-day North Dakota where everything from the names of the seasons to the spaces the Mandan p ossessed or adored are remade from the Mandan point of view. Some of the most important things the Mandan did are influence the people around them, which customs would be beneficial to my life, and applying Mandan way to my life. Fenn s scrupulousness with regards to the spots that the Mandans occupied is very amazing, as the account of the Mandan individuals unfurlsRead MoreRelationships With The Mandan s2357 Words   |  10 PagesRelationships with the Mandan’s Thomas Jefferson has just expanded the United States territory immensely. This purchase is known as the Louisiana Purchase, which is arguably the best decision in US history. All the new land resulted in several unknown questions. Some of them were, â€Å"what does this land provide, what animals are out there, who can be found on this land?† To answer some of these mysterious questions Jefferson sent Meriwether Lewis and William Clark to explore the Louisiana PurchaseRead MoreLouisiana Purchase Essay1253 Words   |  6 Pageseconomically stable country, and it also played a very pivotal role in the relationship with African Americans, which still is remembered and prevalent in todays society. With the Louisiana Purchase (1803), the United States more than doubled its size. Now that the U.S. was in control of all of the new territory, Americans were free to roam and explore the newly acquired lands. Not to long after the purchase, President Thomas Jefferson had the U.S. Congress provide $2500, to send intelligent officersRead MoreThe Corps Of Discovery And The Native Americans1750 Words   |  7 PagesOn February 28, 1803, President Thomas Jefferson, with the approval of congress, created the Corps of Discovery. Their mission was to map the newly acquired western lands of the Louisianna Purchase, almost 1803—828,000 square miles of unexplored territory, as well as find a route to the Pacific Ocean. This expedition was led by Meriwether Lewis and William Clark. During their adventure, the group encountered many hostile Native American groups, and if not for Sacagawea, these tribes would have surelyRead MoreExploring The Wild West : Lewis And Clark Expedition3542 W ords   |  15 PagesClark Expedition Kenzie Cvar 2nd period 11-20-2014 Romero DUAL Within the time period of 1801- 1809 Thomas Jefferson was President and participated in the Louisiana Purchase. America bought 820,000 square miles from France. (All land that stretched from the Mississippi river, in total 15 states were bought from the purchase.) With this amount of un-known land, Jefferson called for an exploration and hired Meriwether Lewis, Jefferson’s secretary, due to his penmanship and frontiersmanRead MoreMajor Turning Points in U.S. History (1492-1820)1366 Words   |  6 Pagesmassive amounts of land and vastly strengthened its hold on the continent. The war, however, also had indirect results. It severely eroded the relationship between England and Native Americans; and, though the war seemed to strengthen England s hold on the colonies, the effects of the French and Indian War played a key role in the deteriorating relationship between England and its colonies that ultimately led into the Revolutionary War. As you proceed onward with the history of our country you reachRead MoreThe Great Lewis And Clark Expedition1967 Words   |  8 Pagesabout. Not only their spirit, the journals they kept and the maps they made were also precious gifts for the explorers after them. Lewis and Clark’s Corps of Discovery took place from 1803 to 1806, which are the years during the presidency of Thomas Jefferson. They described and drew down the wide lands in the west, beautiful natural wonders, and the people of Native Americans. Just like what Walter Kim wrote in the Time Magazine, â€Å"When they launched their wooden boats up the Missouri and into theRead MoreThomas Jefferson And The American West1772 Words   |  8 Pagesexploration and the pursuit of knowledge captivated the imagination of Thomas Jefferson. His father, an experienced cartographer and explorer, is often cited as the inspiration for Jefferson’s fixation on the West. As he grew older, Jefferson realized that the American West was not an empty wilderness, but a land crowded by conflicting nations and claims of sovereignty that only a few fur traders had experienced. Once Jefferson acquired the Louisiana territory from Napoleon in 1803, he sent an expeditionRead MoreThe Lewis and Clark Expedition:Mapping a Water Route to the West Coast 1911 Words   |  8 PagesPresident Thomas Jefferson had long considered a western expedition and the Louisiana Purchase increased the need for such an exploration and survey of the west . The main body of explorers, known as the Corps of Discoverers, was led by Captain Meriwether Lewis and his associate in command William Clark. Assembling the individuals to make up the Corps of Discoverers would prove to be less daunting than the hardships and challenges they would endure on their westward journey. Captain Lewis

Living with Multiple Personalities - 1443 Words

Living with Multiple Personalities Most Americans have not heard of Multiple Personality Disorder, mostly because it only â€Å"affects about 1% of the U.S. population† (Falco 3). MPD is a dissociative disorder that is considered the most dangerous in its class. Dissociation is the disturbance of multiple cerebral functions that constitute the thought of consciousness. The first reported case of MPD dates back to 1646. There was a steady rise in reports during the 19th century, but concern about the disorder slowly faded during the early 20th century because of patients faking their symptoms and the affairs between therapists and patients. Reports also declined for a short period of time after a new disease called Schizophrenia was†¦show more content†¦Free association is a technique used by therapists to help a patient face their fears in order to get rid of their alters (Mayer 8). Multiple Personality Disorder is a diverse disorder that has many negative effects on the patient. All of the actions performed by the patient are generally performed or influenced by the alters. These alters can become a problem during therapy because after therapy sessions, new alters appear. Some of these alters are responsible for denying that the patient has any disorders, which can make the disorder significantly harder to cure or diagnose. Other alters impersonate each other in order to trick the therapist even though there is an amnestic barrier in the mind at prevents alters from knowing about each other. Polyfragmenting, the splitting of alters, occurs after the patient seeks medical attention. During therapy sessions, doctors have also witnessed superalters, which are combined personalities. Patients are known to commit violent crimes while they are in an unconscious state. The blackouts that are experienced limit the patient’s lifestyle significantly. They are not allowed to drive, maintain a job, or have close relationships with other people. People to avoid victims of MPD bec ause of how obvious it is when they they Rocha 4 switch alters. Patients also tend to have destructive alters that damage the patient and those that get in theShow MoreRelatedThe Theory Of Multiple Personality Disorder1486 Words   |  6 Pagesusually personal information, location, name, age, or their entire identity (Residential). This could be multiple personality disorder- or MPD for short. Multiple personality disorder was first thought to be nonexistent, or extremely rare, but now after thousands of diagnoses (Carter), multiple personality seems to be in the in the spotlight of psychological disorders. Though multiple personality disorder only became a legitimate psychiatric disorder in 1980, there had been cases reported before thenRead MoreA Split Personality: The Cause and Effects of Multiple Personality Disorder 1285 Words   |  6 Pages A Split Personality: The Cause and Effects of Multiple Personality Disorder Multiple Personality Disorder, (also called Dissociative Identity Disorder) is an abnormal psychological phenomenon which has baffled psychologists and psychiatrists for years. It is a syndrome marked by the clear existence of two or more â€Å"personalities† (or identities) in a single person, each personality having separate memories, behaviors, physicalRead MoreHow Personality Disorders Affect the Homeless Essay1272 Words   |  6 Pages Those who are homeless, living in poverty with no work, food, or shelter, have to go through many obstacles in their lifestyle. They are more susceptible to suffer from many mental disorders, from Bipolar to Obsessive Compulsive Disorder, which are often due to the personal experiences of not only their childhood, but their lifestyle of homelessness. While many choose to live in their own distinctive ways, others are bound to it. Being isolated, with no real love and care from other people, mostRead MoreDissociative Identity Disorder Essay632 Words   |  3 Pageshorrible happenings are believed to be linked to a condition known as Multiple personality disorder (MPD). Multiple personality disorder, also known as dissociative identity disorder, is a mental illness in which a person has two or more identities or personalities. Single personalities randomly take control of the individuals b ehavior. Usually, the sufferer gives the personalities their own names. These multiple personalities almost always have characteristics that greatly differ from the personsRead MoreSymptoms And Symptoms Of An Traumatic Stress Disorder971 Words   |  4 Pagesare multiple types of amnesias, I will be focusing on psychogenic amnesia. â€Å"Psychogenic amnesias are usually caused by some sort of emotional trauma. Emotional trauma is the common thread that runs through the amnesia associated with the following disorders: dissociative amnesia (the inability to recall significant personal information); fugue (memory loss accompanied by sudden, unexpected travel from home); dissociative identity disorder (the presence of two or more distinct personalities, withRead More Robert Wrhinghim in James Hoggs Novel, The Private Memoirs and Confessions of a Justified Sinner1217 Words   |  5 Pagesannihilating sinners not chosen to be saved. I believe that a combination of factors involving both nurture and nature shape Wringhim into the suffering creature that he becomes. The greatest of these factors include Paranoia Schizophrenia, Multiple Personality Disorder, and the rejection of society.   Ã‚  Ã‚  Ã‚  Ã‚  To my limited medical knowledge, I understand Wringhim to suffer from a severe case of Paranoia Schizophrenia among other forms of mental illnesses. There is evidence for this theory in the novelRead MoreThe Three Faces Of Eve Essay1188 Words   |  5 Pagesis intended to inform its reader about Multiple Personality Disorder and whether it is fact or fiction. This paper was intended to be contrived after watching the film â€Å"The Three Faces of Eve†, directed by Nunnally Johnson in 1957. The star of the film, Joanne Woodard, portrays the title character Eve White, who acts through the separate personalities of Eve White, Eve Black, and Jane. Despite the doctors in the film being able to explain Multiple Personality Disorder, the question still arises todayRead MoreDissociative Identity Disorder ( Multiple Personality )1397 Words   |  6 Pagescorrelations supporting the scale’s validity. Thus, The Dissociative Experiences Scale was able to disti nguish between individuals with a dissociative identity, such as Multiple Personalities, and individuals without a dissociative identity (Bernstein Putnam, 1986). Dissociative Identity Disorder (Multiple Personality Disorder) has been portrayed in various types of media throughout the world. Many characters in popular works of media including: movies, television series, books, videoRead MoreDissociative Identity Disorder And Psychological Abuse Essay964 Words   |  4 PagesJust think, how would it feel growing up and having to share your own body with yourself. People that have been in extreme traumatizing situations in their early childhood conjure up this second personality. Only in extreme cases of brain trauma or psychological abuse to an individual. For example, when a child is shy and terrified of society because they were taught that they were never going to be good enough, they will create a better version of them. This shy and terrified child would createRead MoreDissociative Identity Disorder ( Mpd )1170 Words   |  5 PagesDissociative Identity Disorder, commonly referred to as Multiple Personality Disorder, has been one of the more controversial diagnoses in psychology and psychiatry. On one side of the debate, many psychologists and psychiatrists believe the disorder to be an actual phenomenon that occurs in individuals that have suffered through some traumatic experience. On the other side of the debate, however, are the many psychologists and psychiatrists that believe the disorder is simply the result of a therapist’s

Marketing Strategies of Agrani Bank free essay sample

Traditionally, small firm owners did not give as much importance to marketing as to other functions such as accountancy, production and selling. Training programmes, enterprise development and the current thrust for competitiveness have now given high priority to promoting marketing awareness among small business owners, and marketing is now assuming its rightful place along with other business functions. Since early 1990s there has been a change in the thinking of businessman from product orientation to consumer orientation. Modern business concerns lay emphasis on ‘selling 238 satisfaction’ and not merely on selling products. That means marketing includes all those activities carried on to transfer the goods from the manufacturers or producers to the consumers. We shall be learning later in the lesson that marketing is more than a mere physical process of distributing goods and services. It is the process of discovering and translating consumer wants into products and services. It begins with the customer (by finding their needs) and ends with the customer (by satisfying their needs). We will write a custom essay sample on Marketing Strategies of Agrani Bank or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The scope of marketing can be understood in terms of functions that an entrepreneur has to perform. These include the following: a. Functions of exchange: which include buying and assembling and selling? b. Functions of physical supply: include transportation, storage and warehousing c. Functions of facilitation: Product Planning and Development, Marketing Research, Standardisation, Grading, Packaging, Branding, Sales Promotion

Learning Art Essay Example For Students

Learning Art Essay I am working on the structure of the human anatomy. Our teacher wants us to feel the structure through gestures and get the proportions correct. We have just finished working on the Human skull, have worked with the whole figure, and now we are moving on towards the hands and feet. The fine detail, of course, can not be captured exactly as is, but the objective of our assignment is to make the figure appear as human like as possible. I have a technique that has made me improve my work. I draw as if I have never seen what I am drawing and I have to present the work I do before a queen or someone of a high rank. It also helps to get total determination before you start your assignment to think you will do well. Be clam and relaxed to a point where you are comfy yet still alert for your work. Your drawings should have a guesture that is almost equivalent to the movement of your subject that you are drawing. I found out the easiest materials to work with are the most simple. Instead of newsprint paper, which is more oft, and harder to work with, I use sketch paper. The sketch paper is more rugged. I use a pencil instead of charcoal. The pencil gives you the advantage to get a more fine point as well to make your lines lighter if necessary. It is also easier to erase. In class, we usually either have a model to draw, or work with each others figure. I feel it is better to work with our classmates rather than the model because we have gotten use to each others appearances which makes it easier to draw. For our homework this week, we are assigned to raw the foot three or four times on the same sheet of paper, life size. I feel that my class and myself has an easier time doing the hands and feet than the human skull because if you slightly are incorrect on your drawing it doesnt make the drawing unrecognizable. With the face, you can be off in the slightest of ways and everything else will be thrown out of proportion. It is a well concentrated assignment. Before I came to Montserrat I had no experience whatsoever in drawing, so when I started in on this, it was a real challenge. I felt that I have been able to keep up and have learned more quicker than I thought I would. I adapted fast to what she was teaching to our class, and I must say I am proud of myself for that. The only experience I have had was art class in junior high, and even then it wasnt drawing the human figure, it was more like painting and ceramics. The previous summer, my grandfather who is an artist, brushed me up on some work that he knew I would be doing that has also helped. I have still a lot to learn, but I am patient about it.

Types and Significance of Evaluation of Training Program free essay sample

Types and significance of evaluation of training program INTRODUCTION Training is vital for any and every organization. With the changing socio-economic and technological relevance of training, the definitions, scope, methods and evaluation of training program have also changed. One of the earlier classic definitions of training is ‘bringing lasting improvement in skills in jobs’. The present day definitions take a multi-dimensional perspective enveloping the needs of individuals, teams, organizations and the society. The steps in the training program development are planning, programme implementation, and programme evaluation and follow-up. The evaluation of any training system helps measure the’ knowledge gap’, what is defined by Riech as ‘the gap between what the trainer teaches and what the trainee learns’. Evaluations help to measure Reich’s gap by determining the value and effectiveness of a learning programme. It uses assessment and validation tools to provide data for the evaluation. Evaluation of training systems, programmes or courses tends to be a demand of a social, institutional or economic nature. We will write a custom essay sample on Types and Significance of Evaluation of Training Program or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A training program is not complete until you have evaluated methods and results. A key to obtaining consistent success with training programs is to have a systematic approach to measurement and evaluation. Training Evaluation Approach Evaluation methods should be determined based on the goals of the training process and should meet the demands of the various stakeholders involved. Every organization has multiple stakeholders and not everyone within the organization has the same information needs. Typically, organizational stakeholder groups include the training department, employees and business units. Their information requirements fall into two categories: whether the competencies have been learned and whether the learning has been applied toward improved performance. DEFINITION * Goldstein (1993) defines evaluation as the â€Å"systematic collection of descriptive and judgmental information necessary to make effective decisions related to selection, adoption, value and modification of various instructional activities†. * Kirkpatrick (1996) defines evaluation as determination of the effectiveness of a training programme. Evaluation of training as any attempt to obtain information on the effects of a training programme, and to assess the value of the training in the light of that information. * According to Van Dyk et al. (1997), definitions of evaluation have several implications: †¢ Evaluation is an ongoing process. It is not done at the end of course only. †¢ The evaluation process is directed towards a specific goal and objectives. †¢ Evaluation requires the use of accurate and appropriate measuring instruments to collect information for decision making. †¢ Evaluation is a form of quality control. Evaluation is not only concerned with the evaluation of students but with the wider training system as a whole. TYPES OF EVALUATION 1) Formation evaluation Formative evaluation Provides ongoing feedback to the curriculum designers and developers to ensure that what is being created really meets the needs of the intended audience. Formative Evaluation may be defined as any combination of measurements obtained and judgments made before or during the implementation of materials, methods, or programs to control, assure or improve the quality of program performance or delivery. * It answers such questions as, Are the goals and objectives suitable for the intended audience? Are the methods and materials appropriate to the event? Can the event be easily replicated? Formative evaluation furnishes information for program developers and implementers. * It helps determine program planning and implementation activities in terms of (1) target population, (2) program organization, and (3) program location and timing. * It provides short-loop feedback about the quality and implementation of program activities and thus becomes critical to establishing, stabilizing, and upgrading programs. ) Process evaluation Process evaluation provides information about what occurs during training. This includes giving and receiving verbal feedback. Process Evaluation answers the question, What did you do? It focuses on procedures and actions being used to produce results. * It monitors the quality of an event or project by various means. Traditionally, working as an onlooker, the evaluator describes this process and measures the results in oral and written reports. * Process evaluation is the most common type of training evaluation. It takes place during training delivery and at the end of the event. Most of you probably have done it in one form or another. The question we try to answer is What did you do? * Following is a sample list of the kinds of information collected to answer this question: * Demographic data (characteristics about participants and their physical location) * What was taught; how long it took * Whether or not the objectives were met * Who did what to whom, and when 3) Outcome evaluation Outcome evaluation determines whether or not the desired results (e. g. , what participants are doing) of applying new skills were achieved in the short-term. Outcome Evaluation answers the question, What happened to the knowledge, attitudes, and behaviors of the intended population? * Specific and observable changes in behaviors that lead toward healthier or more productive lifestyles and away from problem-causing actions indicate a successful program. * For example, a successful project is one that is successful in causing a higher percentage of students to use condoms when†¦. This project would produce both outcomes and impacts. Outcome evaluation is a long-term undertaking. * Outcome evaluation answers the question, What did the participants do? * Because outcomes refer to changes in behavior, outcome evaluation data is intended to measure what training participants were able to do at the end of training and what they actually did back on the job or in their community as a result of the training. * 4. Impact evaluation Impact evaluation determines how the results of the training affect the strategic goal e. g. health promotion g oal of reducing the incidence and prevalence of HIV/AIDS. Impact Evaluation takes even longer than outcome evaluation and you may never know for sure that your project helped bring about the change. The focus is on changes that have occurred in key social indicators which are used to gauge the levels of problem occurrence. * Examples of impacts are reduction in the incidence of HIV/AIDS; increase in condom use among students * Impacts occur through an accumulation of outcomes. Impact evaluation is meant to answer the question, How what did was taught in the training affect the problem? (Think back on the problem statements you developed. * Impact evaluation tries to measure whether or not training has affected the initial problem you identified. In other words, an impact evaluation is meant to assess the extent to which what was learned is making a difference at the community level, or targeted groups, or beneficiaries of the intervention Though this type of evaluation usually tak es a long time and costs a lot of money, it is the type that really focuses, for instance, on assessing whether or not there has been a reduction in the incidence and prevalence of specific problems in the community. * The idea here is that the impact of training will hopefully be far reaching and make a difference in peoples lives. Need for Evaluation Since evaluation is an integral part of the whole process of training and development the details have to be conceived much before the actual training activity; rather-than its ritualistic tagging at the end of training. The trainer should be fairly clear of: How to evaluate What to evaluate When to evaluate Answers to these questions are dependent on the need for evaluation. Why Should A Training Program Be Evaluated? * To identify the program’s strengths and weaknesses. * To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job. To identify which trainees benefited most or least from the program. * To gather data to assist in marketing training programs. * To determine the financial benefits and costs of the programs. * To compare the costs and benefits of training versus non-training investments. * To compare the costs and benefits of different training programs to choose the best program. P rinciples of Evaluation Schuman, E. A. describes evaluation as an integral part of an operating system meant to aid trainers/ training managers to plan and adjust their training activities in an attempt to increase the probability of achieving the desired action or goals. In order to integrate training practices with business policy and objectives evaluation has to be based on sound principles such as: 1. Trainer/ Evaluator must be clear about the purpose of evaluation to be able to set the standards and criteria of evaluation. 2. For an objective evaluation, the methodology and criteria of evaluation should be based on observable and as far as possible measurable standards of assessment which have been agreed upon by the evaluators and the users of the training system. 3. Evaluation has to be accepted as a process than an end product of training. 4. As a process, it has to be continuous. The ‘one-spot’ assessment cannot guide trainers for improving subsequent programmes, therefore it has to begin before the actual training activity and end much after the conclusion of visible training activity. 5. The training objectives should be an outcome of overall organizational goals to permit tangible evaluation of training results. 6. Evaluation data should be directive rather than conclusive. It must be comprehensive enough to guide trainers in the collection of information that will enable them to comment on current training effectiveness and to improve subsequent training. . A good evaluation system is tailor-made and should provide specific data about its strength and weakness. Generalizations drawn from one training activity may be in-applicable for training across different levels and to meet different standards. Besides, they should refrain from using single instances for conclusions and generalizations. 8. A good evaluative system should provide sufficien t scope for self- appraisal by the trainer/ evaluator. 9. The Evaluative data should try to balance quantitative and qualitative information. 10. Role of the evaluator needs tone based on sound working relationship with the participants, trainers, senior line managers and policy makers. Normally a researcher or a fresher is attached to the trainer to carry out end of the course evaluation. This evaluator may have the expertise of developing and designing-evaluative tools and techniques but it would be insufficient in promoting utilization of evaluation results. Evaluator’s acceptance by the participants and interpersonal sensitivity and trust for frank sharing of feedback is a must. This would modify their role as one of giving and receiving feedback rather than just receiving feedback. They have to be proactive than argumentative. 11. Effective communication and coordination are essential. Training and evaluation plans should be discussed so that there is commonality of purpose amongst the trainers, the evaluators and those sponsoring the trainees. 12. Reporting system of evaluative data should be simple, clear, adequate and available for interpretation. It requires the, evaluator to be sensitive to the feelings of the guidance, has to be tactful and honest. As far as possible terminology used should be concise and free from jargons. 13. Realistic targets must be set. A sense of urgency no doubt is desirable but deadline that are unrealistically high will result in poor quality. 14. Finally, a trainer who is sincere about training, evaluation would always insist on complete, objective and continuous feedback on the progress and deficiencies of training to be able to maintain the momentum of the training Programme, its evaluation and subsequent improvement. Benefits of Evaluation †¢ Improved quality of training activities Improved ability of the trainers to relate inputs to outputs †¢ Better discrimination of training activities between those that are worthy of support and those that should be dropped †¢ Better integration of training offered and on-the job development †¢ Better co-operation between trainers and line-managers in the development of staff †¢ Evidence of the contribution that training and development are making to the organization. Kirkpatricks Four-Level Training Evaluation Model The four levels of Kirkpatricks evaluation model essentially measure: 1. Reaction of student what they thought and felt about the training 2. Learning the resulting increase in knowledge and/or capability 3. Behavior extent of behavior and capability improvement and implementation/application 4. Results the effects on the business or environment resulting from the trainees performance Level 1 Evaluation Reactions This level measures how participants in a training program react to the training. Every program should at least be evaluated at this level to answer questions regarding the learners perceptions and improve training. This level gains knowledge about whether the participants liked the training and if it was relevant to their work. Negative reactions reduce the possibility of learning. Evaluation tools: †¢ Program evaluation sheets †¢ Face-to-face interviews †¢ Participant comments throughout the training †¢ Ability of the course to maintain interest †¢ Amount and appropriateness of interactive exercises †¢ Ease of navigation in Web-based and computer-based training †¢ Participants perceived value and transferability to the workplace This type of evaluation is inexpensive and easy to administer using interaction with the participants, paper forms and online forms. Level 2 Evaluation Learning Level 2 evaluations are conducted before training (pre-test) and after training (post-test) to assess the amount of learning that has occurred due to a training program. Level 2 evaluations assess the extent learners have advanced in knowledge, skills or attitude. Level 2 evaluation methods range from self-assessment to team assessment to informal to formal assessment. Evaluation tools †¢ Individual pre- and post-training tests for comparisons †¢ Assessment of action based learning such as work-based projects and role-plays †¢ Observations and feedback by peers, managers and instructors. Level 3: Behavior Level 3 involves the extent to which learners implement or transfer what they learned. This level differentiates between knowing the principles and techniques and using them on the job. Potential methodologies include formal testing or informal observation. This level of evaluation takes place post-training when the learners have returned to their jobs and is used to determine whether the skills are being used and how well. It typically involves contact with the learner and someone closely involved with the learner, such as the learners supervisor. Evaluation tools: †¢ Individual pre- and post-training tests or surveys Face-to-face interviews †¢ Observations and feedback from others †¢ Focus groups to gather information and share knowledge. Level 4 Evaluation- Results This evaluation measures the success of the training program in term that executives and managers can understand such as increased production, increased sales, decreased costs, improved quality, reduced f requency of accidents, higher profits or return on investment, positive changes in management style or in general behavior, increase in engagement levels of direct ports and favorable feedback from customers, peers and subordinates. Methods of Evaluation of Training Programs: It is extremely important to assess the result of any training program. The participant must be made aware of the goals and objectives of the training program and on completion of the training program, they should be asked about the impact of the concerned training program. Evaluation of any program is a difficult task and more so of a training program. The first step toward evaluation of a training program is to define the goals and objectives of the training program. These goals and objectives should be stated in such format so that they can be measured statistically. Also both the trainer and the trainees most be well acquainted with their role in the training Program In the evaluation of any training program. The first requirement is to collect valid and reliable data. The required data can be collected by using the fowling techniques. (12) 1. Self assessments answer sheets. 2. Question confronted by the trainees. 3. Assessing the collected information and observation. 4. Final result based on earlier information plus the new data Each method of data collection has its advantages and disadvantages. Which need to taken into Consideration? The merits and demerits of each method are as follows. Merits of Self Assessment: 1. The cost factor is quite low. 2. Data can easily collect. 3. Time consumption of the trainer and trainee is negligible. 4. Outside interference is completely avoided. 5. Effective relationships develop between the trainees. 6. Well designed answer sheet can produce healthy results. Demerits of Self Assessment: 1. Self assessment is basically self evaluation which can be based of biased responses. The assessment must have enough reliability so as to draw right conclusion in regard to individual assessment. . The responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked. Thus self assessment questions should be small and easy to understand . in addition . no information should be sleeked which will embarrass the trainees. 3. The information provided by the trainees cannot be evaluated in terms of their correctness. All the trainees do not prefer to gi ve the required information lest it may be used against at any point of time. All these problems can be easily solved. Self assessment is basically adhered to by all the training programs. However what is important to consider is to make proper effective use of this technique as the trainees provide valuable information which the trainer can use to formulate training strategy. The second requirement for evaluating a training program is concerned with the evaluation of the training program when part of the training program has been completed. The time factor must be decided before the program is initiated and the evaluation criteria must be determined before the training program begins. The first evaluation will give adequate information to the trainers whither the program moving toward write direction. At the same time trainees will be able to assess the value of the program in terms of its needs and usefulness. It is extremely important to realize whether the trainees have understood the need and importance of the training program. As this stage adequate data should be collected from the trainees to make proper evaluation of the training program. The collect data, interview and questionnaire methods can be most effective. Interviews can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits. Merits of Interviews: 1. Face to face interviews ensure some response, if any responses need to be clarified. The trainer can do so instantly. Similarly if the trainees want any clarification, the same can do immediately. This helps in ensuring correct information. 2. As far telephone interviews are concerned though there is lack of personnel touch. The trainee does not feel the pressure of the interviewer to give answers that suit the trainer. The trainer can answer all those question that are complex in nature. These answers have far more validity as the responses are without any pressure. Demerits of Interviews: 1. The interview is a lengthy and costly process as it requires trained and skilled personal to get results that are reliable. 2. Another important drawback is the possibility of the trainer being involved in the interview. 3. Data collected through interview methods may be out of date and hence difficult to interpret. A primary survey was done using a detailed questionnaire as a tool. The survey helped in establishing an understanding f all the four levels of evaluation – reaction, learning, changes and results. The survey used the entire population of participants who attended the training programs of the Institution over the selected three years. The institution on an average trained 3000 participants every year from across the country in its 100 training programs per year. The questionnaire had three main parts – I. Personal details to build the profile of the pa rticipants; II. ‘Effectiveness of Program’ was studied with key questions on whether the objectives of rural development were met within the program. The participants were asked to rate the program content and design on the basic inputs of knowledge, skills and attitudes. III. ‘Professional relevance of training’ was evaluated with key questions asking how relevant the program content was for meeting the local needs and whether there was enough practical application which could be used for working or transferring the knowledge to functionaries further down the line. It also probed whether the learning could be shared with other colleagues in the organization and lastly whether the course had helped in the organizational performance. Merits and Demerits of Questionnaire Questionnaires in one form or another do appear in all kinds of research and surveys. Hence it is extremely vital that the questionnaire is framed with utmost care so that it measures the variable inexactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee if found inappropriate the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed, â€Å"As with any method of data collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some sort of formal survey instrument such as questionnaire. It is all too easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. † Database: In the first instance, the database of 9000 participants was cleaned for missing names and incomplete addresses. The questionnaire was then posted to all the participants together with a stamped self-addressed envelope. Three reminders were also posted over a period of three months to the trainees who had not replied. Questionnaires were also posted to e-mail ids wherever available. The replies received were tabulated in the SPSS format and analyzed. BARRIERS TO EFFECTIVE TRAINING EVALUATION * Lewis and Thorn hill, (1994) state that evaluation results that do not reflect positive changes or positive results may be a function of an incorrect decision to conduct training. This decision may have been taken higher in the organization’s hierarchy. Companies fail to do training evaluations correctly and thus do not obtain valid business or performance results (Sims, 1993). * According to Mann (1996) the question of what to evaluate is crucial to the evaluation strategy. The failure of training programme evaluations can be attributed to inadequate planning or design, lack of objectivity, evaluation errors of one sort or another, improper interpretation of results and inappropriate use of results and lack of sponsorships and lack of budget (Abernathy, 1999;Goldstein, 1993; Sims, 1993). ISSUES OR DILEMMAS IN EVALUATING TRAINING PROGRAMS A. Perceptions and attitudes of learners about evaluation. For example, trainees seem to respond best to evaluation when: The instrument or technique is clear, sensible, agreed on (or expected), well-planned, and integrated in the training design; and they understand the purpose of evaluation and see it as part of the training process. B. Is learning measurable, Observable? Can we measure or â€Å"objectify† the important leanings? C. Is training cost effective? Example: Does it increase roductivity, reduce absenteeism, lower turnover? D. Confidentiality and other uses of evaluation Ethical uses? E. Who can really measure adult learning but the learner? F. Systems-level evaluation of programs: The pilot phase The model phase The institutionalization phase FOLLOW UP: A COMPONENT OF EVALUATION A. Evaluation of Training on the Job Behavioral change Results of application B. Help in Practical Applications External services such as coaching consultancy Help by superiors and colleagues C. Further Personal Development On-the-job Further training courses D. Liaison with Former Participants Personal contacts Associations Information and conferences Alumni peer mentor in. Assessing the costs and benefits of training To conduct a thorough evaluation of a training program, it is important to assess the costs and benefits associated with the program. This is difficult to do but may he important for showing top management the value of training for the organization. For example, in one case, the net return of a training program for bank supervisors was calculated to be $148,400 over a 5-years period. Generally, a utility model would be used to estimate the value of training (benefits minus costs). Some of the costs that should be measured for the training program include needs assessment costs, salaries of training designers, purchase of equipment (computers, video, handouts), program development costs, evaluation costs, trainers’ costs (e. g. , salaries, travel, lodging, meals), facilities rental, trainee wages during training, and other trainee costs (e. g. , travel, lodging, meals). It is important to compare the benefits of the training program with its costs. One benefit that should be estimated is the dollar payback associated with the improvement in trainees’ performance after receiving training. Since the results of the experimental design will indicate any differences in behavior between whose trained and those untrained, the HR professional can estimate for that particular group of employees (e. g. managers, engineers) what this difference is worth in terms of the salaries of those employees. Another factor that should be considered when estimating the benefits of training is the duration of the training’s impact-that is, the length of time during which the improved performance will be maintained. While probably no programmes will show benefits forever, those that do incur longer-term improved performance will have greater value to the organization. Conclusion The Evaluation of any training program has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training program has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved. The analysis of the information is the concluding part of any evaluation program. The analysis of data should be summarized and then compared with the data of other training programs similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in his future training programs.

The Death Penalty Unconstitutional and Morally Wrong essays

The Death Penalty Unconstitutional and Morally Wrong essays The death penalty as currently structured and administered is morally wrong and violates the beliefs of most religions and the American constitution, a document that was implemented to protect the rights of Americans. As an alternative to protection these laws are being interrupted to justify taking the lives of criminals. Although the legality of capital punishment has been justified countless times by countless courts, and is supported by an overwhelming majority of Americans, it is morally wrong. Capital punishment which dates back to the beginning of time breaks the fifth commandment, one of the oldest rules governing the human race. To kill is to rob man of the great privilege reserved for God alone. Only God has the right to judge when the physical must end. (Moses) Capital punishment is not only an unacceptable punishment because it is immoral, it is also unconstitutional. Capital punishment was found to violate the Eighth Amendment's "prohibition against cruel and unusual punishment," and the Fourteenth Amendment's "guarantees of equal protection of the laws and due process" (Litardo 1). In 1972, the Furman vs. Georgia trial caused the Supreme Court to cancel hundreds of scheduled executions and to declare the death penalty unconstitutional. However, in 1976 in Gregg vs. Georgia , the Court reinstated the death penalty stating, "It does not invariably violate the Constitution if administered in a manner designed to guard against arbitrariness and discrimination." After this decision, several states reenacted the capital punishment laws. However, capital punishment indeed violates the Eighth Amendment which became a part of the United States Constitution in 1789. Capital punishment is both a cruel and an unusual punishment. No punishment can be crueler than death, especially if it is applied to an innocent person. Murdering to stop murderers is too cruel! Wendy Kaminer, in her book, It's All the Rage , verb...

Problem-solution essay Example | Topics and Well Written Essays - 1000 words

Problem-solution - Essay Example Their behavior was a result of the severe psychological problems developed in result of unfriendly treatment by their classmates. The tragedy occurred with David and Paul is not just a unique case that should be recognized as an accident. However, this accident could have been avoided if both boys had enough proper parental care, if there were developed effective social programs against income and racial inequalities; and government bodies have restricted the gun control legislation. The accident could have been avoided if both boys had proper parental care and awareness of their sons. Lack of proper parental care was one of the main problems that have caused the tragedy at the public high school, attended by David and Paul. Parents had to try to understand this issue and pay more attention to their children, increase their parental care and awareness. While Paul and David were adolescents’ age, they needed more attention from the closest people, who would be able to understand their problems. Even though the parents of these teenagers were not directly mentioned in the case, their indirect participation or better to say lack of parental participation in the lives of their children was a critical point. First of all, parents are the people who should listen to their children, support them and help to solve their problems. Considering this parental responsibility, David’s and Paul’s parents had to resolve the psychological problems of their s ons by taking effective measures. They could speak by their own with sons, support them and give useful advice, provide them with a psychological support and optimism. If this failed to work, there was an alternative to hire a specially trained psychologist, with experience in working with adolescents. Also, David’s and Paul’s parents could take a decision to change school and thus to â€Å"relieve† boys from the unfriendly social treatment. However, neither David nor Paul