New Product Launch Marketing Plan free essay sample

New Product Launch Marketing Plan, Part I New Product Launch Marketing Plan, Part I International: Fiat Market Needs and Market Growth â€Å"Vehicle shipments in NAFTA totaled 2,238,000 units for FY 2013, representing a 6% increase over FY 2012. In the U. S. , vehicle shipments were 1,876,000 (up 7% from FY 2012), in Canada 269,000 (up 5%) and 93,000 for Mexico and other. † (Fiat 2013 Full Year Q4 Results, 2014) â€Å"Fiat forecast that group trading profit this year will rise to between 3. 6 billion euros and 4 billion euros from 3. 39 billion euros in 2013. The forecast is lower than a range of 4. 7 billion to 5. 2 billion euros given in October 2012 and below analysts’ forecast of 4. 15 billion euros† (Automotive News Europe Home, 2014). Fiat vehicles mainly sold to Europe and Latin America. For Italians, the Brazilian market is almost as important as the European market. These two regions market is not very good due to economic crisis. But Chrysler mainly occupies stronger advantage in North America. In third quarter of 2013, its earnings in the North American market increased by more than 20%. We will write a custom essay sample on New Product Launch Marketing Plan or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In addition, both the Chrysler and Fiat so far have occupied important shares in Chinese market. Therefore, the Chinese market will be the key to Fiat profitable. According to the Wall Street Journal, the amount of global automotive will have a 4% growth in 2014, while the American and European markets also have 3% growth in 2014 (2014). This means that the slow recovery of the global economy will drive the automotive consumer over global. With oil prices rising, more people are favoring economical vehicles, such as electric hybrid. Ford expects electric hybrid cars will occupy 20-30% of the car market next decade, therefore, Ford, Toyota, Nissan and other major car companies have launched their own electric hybrid car. SWOT Analysis Strengths. Fiat has a long international history and presence. Fiat boasts an environmental consciousness that is ahead of its competitors such as CO2 emissions and the use of renewable energy in the manufacturing process (Fiat. com, 2014). Weaknesses. A weakness may be the number of recalls on Fiat 500 in previous years resulting in a lack of trust in the brand. The global recession and decreased buying power of consumers may create a resistance to purchasing new automobiles. Opportunities. The Fiat name has been associated with Chrysler Group and it’s over-taking of the remaining equity in the US-based company (Fiat. com, 2014). Sochi 2014 has also been seen as a global marketing venue. Threats. Threats include the recovering auto industry in the United States with other international options for small, subcompact cars (that also focus on fuel efficiency). Potential Competition Luxury brands have entered the subcompact car market in Europe. Fiat’s price isn’t a match for the people who are willing to pay a little more for the name of a BMW or Audi (Automotive News Europe, 2013). Product Offering and Product Definition Fiat’s Panda Classic is available in 36 countries on four continents (Fiat. com). The Panda is a five door vehicle with climate control, extra storage and fuel economy. Multiple safety features are also included such as airbags, controlled crumple zones, and anti-whiplash head rests (Fiat. com). Product Identification Fiat Panda. Justification Fiat’s Panda is one of the few models available in numerous countries, making a broader presence in the global market. The Panda is a smaller automobile, small enough to navigate tight cities streets yet roomy enough to transport families, friends and luggage. Domestic Market Needs and Market Growth Fait 500 is a small European designed 2-door car. Though the manufacturer has seen an increase in sales and overall profit, the brand has struggled in US markets. This is due to a disconnect between the brand and the American car market. The organization attempted to win over the American consumer with targeted commercial campaigns featuring Charlie Sheen, which were successful. The Fiat brand does have a market for â€Å"inexpensive, fun to drive small cars, with room for four adults† however, the core issue of the brand lies with space; â€Å"there isnt enough passenger or cargo volume in the standard 500 for it to have mass appeal here† (2013). In order to appease this market the organization is launching the Fait 500L in the summer of 2014. The newer model has 40% more space than the previous model. SWOT Analysis Strengths. This Italian company was founded in 1899 (Fiat Nation, 2014). Fiat brand cars, specifically the Fiat 500, have been sold in over 100 countries (Fiat Nation, 2014). The conservative design equates to modest fuel economy (KBB. com Editors, 2012). Weaknesses. This small car has limited seating and cargo capacity. Persons who live outside of the city or have larger families may not find this car useful. If the body design doesn’t satisfy the customer, other competitors such as Honda Fit or Ford Fiesta offer more room and styles (KBB. com Editors, 2012). Opportunities. With the growing trend of fuel-efficient sub-compact vehicles, Fiat may have arrived to the domestic market just in time. Threats. Numerous other sub-compact cars are also on the market and may provide significant savings or advantages based on what the consumer favors. In addition, a recent crash test study by the Insurance Institute for Highway Safety listed Fiat as one of the makes that did not fare well in crash tests (Hirsch, 2014). Potential Competition The domestic market is ripe with potential competitors. According to Fiat’s website, the primary competitors include the Kia Soul, Nissan Cube, Scion xB, Honda Fit, Mini Cooper, and Ford Fiesta. Product Offering and Product Definition The 2014 Fiat 500L has a starting price of $19,100; with four well-equipped models adding two more doors plus best-in-class interior volume. With 120. 1 cubic feet it provides for comfortable accommodations for five passengers. It is designed on the new, small but wide, vehicle architecture adding 27 inches more in length, plus six inches more in height and width, all to deliver an EPA Large Car size interior with comfort, added versatility and 42 percent more space. (2) Product Identification Fiat 500 and 500L Justification Fiat’s main competitors are the Mini Cooper and Smart ForTwo. With the sales of the Smart car brand declining, the Mini Cooper sets the standard in the US. Mini’s U. S. sales fell 1. 6 percent in the first 10 months of this year to 38,538, said Autodata Corp. In the same period, sales of Smart’s U. S. model, the ForTwo, declined 61 percent to 5,146, the Woodcliff Lake, New Jersey-based researcher said (Higgins, 2012). The new expanded size models allows for more driving experiences for a smart size international vehicle. The premier package includes a no charge technology features. This adds to the overall value for the brand. Survey questions to collect additional consumer data 1. Do you purchase mainly in the physical retail store or online? 2. What range includes your age? a. Younger than 18 b. 18-24 c. 25-34 d. 35-44 e. 45-54 f. 55-64 g. 65 or older 3. Are you: a. Male b. Female c. Transgender 4. How many children 17 years or younger live in your household? 5. What is your annual household income? a. Below $20,000 b. $20,000-$29,999 c. $30,000-$39,999 d. $40,000-$49,999 e. $50,000-$74,999 f. $75,000-$99,999 g. $100,000+ 6. Are you the person in your household responsible for purchases? 7. Please indicate when you last made a major purchase? a. 0-3 months ago b. 3-6 months ago c. 6-12 months ago d. 12-24 months ago e. 24+ months ago 8. What statement best describes you: a. You take pride in having the latest products. b. You could care less about the new products being offered. 9. What feature would make X brand more desirable to you? 10. How important is cost in your purchasing decision? a. Very important b. Somewhat important c. Somewhat unimportant d. Not important

Cooperative Learning Tips and Techniques

Cooperative Learning Tips and Techniques Cooperative learning is a teaching strategy classroom teachers use to help their students process information more quickly by having them work in small groups to accomplish a common goal. Each member that is in the group is responsible for learning the information given, and also for helping their fellow group members learn the information as well. How Does It Work? In order for Cooperative learning groups to be successful, the teacher and students must all play their part. The teachers role is to play the part as facilitator and observer, while the students must work together to complete the task. Use the following guidelines to achieve Cooperative learning success: Arrange students heterogeneously in groups as few as two and no more than six.Assign each member of the group a specific role: recorder, observer, bookkeeper, researcher, timekeeper, etc.Monitor each groups progress and teach skills necessary for task completion.Evaluate each group based upon how well they worked together and completed the task. Classroom Management Tips Noise Control: Use the talking chips strategy to control noise. Whenever a student needs to speak in the group they must place their chip in the middle of the table.Getting Students Attention: Have a signal to get students attention. For example, clap two times, raise your hand, ring a bell, etc.Answering Questions: Create a policy where if a group member has a question they must ask the group first before asking the teacher.Use a Timer: Give students a predetermined time for completing the task. Use a timer or stopwatch.Model Instruction: Before handing out the assignment model the instruction of the task and make sure every student understands what is expected. Common Techniques Here are six common cooperative learning techniques to try in your classroom. Jig-Saw: Students are grouped into five or six and each group member is assigned a specific task then must come back to their group and teach them what they learned.Think-Pair-Share: Each member in a group thinks about a question they have from what they just learned, then they pair-up with a member in the group to discuss their responses. Finally they share what they learned with the rest of the class or group.Round Robin: Students are placed into a group of four to six people. Then one person is assigned to be the recorder of the group. Next, the group is assigned a question that has multiple answers to it. Each student goes around the table and answers the question while the recorder writes down their answers.Numbered Heads: Each group member is given a number (1, 2, 3, 4, etc). The teacher then asks the class a question and each group must come together to find an answer. After the time is up the teacher calls a number and only the student with that number may answer the question .   Team-Pair-Solo: Students work together in a group to solve a problem. Next they work with a partner to solve a problem, and finally, they work by themselves to solve a problem. This strategy uses the theory that students can solve more problems with help then they can alone. Students then progress to the point that they can solve the problem on their own only after first being in a team and then paired with a partner.Three-Step Review: The teacher predetermines groups before a lesson. Then, as the lesson progresses, the teacher stops and gives groups three minutes to review what was taught and ask each other any questions they may have.

Power and politics Essay Example | Topics and Well Written Essays - 1250 words

Power and politics - Essay Example tanding the consequences of power and politics, the next appropriate step would entail appraising the merits and demerits of power-wielding and politicking in workplaces. Finally, appropriate recommendations become necessary in either optimizing the benefits of power and politics, or mitigating the negative effects of the two concepts of organizational theory. In the contexts of organizational theory and organizational behavior, workplace politics feature as one of the most influential concept in management of corporations. In essence, politics entails the process of using either formal or personal power in influencing subordinates. Conventionally, presidential politics are iconic processes used in influencing a nation’s citizenship. Presidential candidates and other elected leaders use their formal or personal powers in wooing voters to their sides. Similarly, politics is as alive and practical in workplaces as it is in national and state administration contexts. Typically, workplace politics emerge whenever employees are subjected to an unhappy workplace environment (HEYMAN, 2007). In addition, organizational politics emerge whenever a part or a whole of a company’s workforce is dissatisfied with an existing or a new hierarchical structure. Whatever the cause, organizational politics are meant to exert influential or coerc ive pressure on the opposing side, especially the top leadership. Technically, organizational politics is a coercive approach meant to place those behind a political movement at an advantaged position (WITT, 2010). Essentially, leaders are the spear tips in organizational politics. Formally, leaders are responsibly for coordination, control, influence, and inspiration of subordinate employees within an organization. During politics, leaders intensify their coordinating and influential efforts in negotiating for favors and advantages. Occasionally, political activities within an organization heighten whenever different leaders subscribe to

Analyzing Ethical Behavior Essay Example | Topics and Well Written Essays - 750 words

Analyzing Ethical Behavior - Essay Example usiness should behave, and this goes a long way in creating an organizational culture which will see the business increase its efficiency (Mallor, Barnes, Bowers & Langvardt, 2010). Business ethics will stipulate how the business relates to its stakeholders to ensure that there is a good relationship hence reduces cases of lawsuits, make high profits and ensure business continuity. In the past, unethical business practices have resulted to various scandals, which have resulted to serious economic disasters. Since firms have the need to increase their profits they will engage in lucrative practices, which will make them earn unfair profits and benefit from unethical practices. For any company to be successful, it has to protect all their shareholders since everyone will feel comfortable in an environment where they see their needs are being considered. Trust created by the business to all its stakeholders goes a long way in increasing the businesses’ success and profitability. This paper will look at the financial events surrounding Bernie Madoff, and ENRON and elaborate on the consequences and implications related to a lack of code of ethics. Enron Corporation was a company in the energy sector located in Texas and had an employee base of 21000 workers in 2001 before it went out of business. The company fell due to false accounting techniques, which made it to be listed as one of the largest companies in the United States with a rating of seventh overall (Lashinsky, 2001). The company was expected to control the market since it had securities in communications, energy and weather portfolios. The company had a well set out fraud plan by using support from political powers to get favors and get an unfair advantage. The company could shut down power plants so that they could get extra money by charging high rates for energy due to the shortages they created. The company used favors from president bush and Clinton to get an unfair advantage, and it is said that

Business - Discussion and Participation Questions Essay

Business - Discussion and Participation Questions - Essay Example The final report of the auditor should be included in the annual report of the company so that the findings become public information. Sox-online.com (2006). Section 201 of the Sarbanes-Oxley Act. Retrieved January 19, 2012 from http://www.sox-online.com/act_section_201.html 2. The five major areas covered by the American Institute of Certified Public Accountants (AICPA) are: code of professional conduct, auditing standards, compilation and review standards, other attestation standards, and consulting standards. I believe that all areas are important due to the fact that they are part of a unique algorithm the must be followed to properly conduct an audit. If I were to choose one area that stands out from the rest it would be the code of professional conduct. During the Enron scandal a lack of professional conduct in the auditing process led to the biggest bankruptcy case in the history of the United States at the time. Ethics and professionals should have prevented the scandal from ever occurring, but greed took over the minds of the auditors at Arthur Anderson and they preferred to get rich than to do their jobs based on the principles of professional conduct. The integrity of the entire process is dependent on auditors complying with the code of professional conduct. 3. I like your response and I agree with you that compliance with SOX improves the accountability of the entire auditing process. When Sarbanes Oxley was created people did not know whether the Act would work. In 2012 it seems as if the initiative has helped stabilize the information coming out of Wall Street. A lack of confidence in the market was one of the main reasons Congress got involved in the process about a decade ago. Independence is achieved when the auditor works an audit without any external pressures to alter the results because of the existence of a conflict of interest. 4. I agree with you that the communication between the client and the auditor must be honest and open at all ti mes. The managers of the company being audited should facilitate the process of providing the auditor with all the data and information the auditor needs to perform his job. Auditors must have superb analytical ability and great communication skills. Verbal communication skills are required to interact with the client in order to retrieve the information necessary to complete the audit in an efficient manner. 5. Information risk occurred back in 2001 when the Enron scandal was revealed. In this case the risks of information occur because of collusion between the executive management team and Author Anderson. It would be hard to visualize in 2012 how history could repeat itself at such as large scale since compliance with SOX reassures external groups that the firm’s financial data is free of material error or fraud. I agree with you that the Public Company Accounting Oversight Board was very instrumental in improving the reliability of accounting information. 6. I agree with you response in regards to the importance of professional conduct. When accountants are dirty it is highly feasible for a smart accountant to cook up the books in order

Environmental Responsibility in Global Capitalism

Environmental Responsibility in Global Capitalism Environmental Responsibility in Global Capitalism Global capitalism refers to an economic system and a method of production in which industries, trade, and means of production are mostly owned by private investors and corporations for profits. In a capitalist economy, capital accumulation, stiff competition for the markets and wage labor are common to the parties to a transaction. Even as capitalism and democracy increase human wealth, leading to an improved lifestyle, nations should regulate their industries and agricultural production so that they become environmentally friendly. This essay will thus seek to clarify how capitalists strive to maximize profits with environmental conservation as a critical issue. In my reading, the stronger governments may be disadvantaged when they implement policies that work towards environmental responsibility. The regulations are in favor of avoiding pollution and encouraging recycling. Their weak counterparts may continue with the whole idea of environmental degradation; hence producing cheaper products. The result is unfair competition in the world market. (Rolston, 2012, p. 2) For fair competition, both the strong and weak governments should enforce regulations that would ensure the industries only carry out production activities that are friendly to the environment. China’s current advancement in its economy shows its willingness to trash its environment for earning profits and exposing its citizens to a lot of health risks. The author of the book â€Å"a new environmental ethics† states that coming out of poverty requires an efficient state to enforce workers rights and environmental health. Without the implementation of such policies, workers may suffer from pollution, especially from air and water. Health problems are not only meant for the poor who, in this case are the workers but also the rich who suffer the consequences of pollution caused by the environment. Trading blocs such as the World Trade Organization have been against the environmental regulations by their member states. Capitalists are also up to the point that environmental concerns do not directly affect international entrepreneurs as capital will flow to the poorer countries. The investors argue that the development in poor countries would make them rich enough to afford environmental protection after some time. The environmental race seems to be moving to the bottom instead of heightening. Capitalists should find ways of maximizing profits for their businesses while keeping in mind the whole concern of environmental conservation. The world Trade Organization has not considered the consumption of genetically modified foods to be of a discussion in the health sector. The trading bloc argues that so long as the food is safe for consumption, there is no need for raising an alarm. The only advice the trading bloc gives is for consumers to boycott the products if they wish. Such misunderstanding brings confusion to the users who do not know which direction to take considering consumption of certain products. Statements that are issued by capitalists regarding their products make consumers have the notion that environmental conservation is a voluntary activity. Ever since, voluntary programs have never been done to the best, and that is the case in voluntary environmental protection. (Rolston, 2012, p. 3) A major problem with globalized capital based development is that the rich grow richer as the poor become poorer. Capitalists have continued to look for cheap labor in order to maximize their production. Such global inequalities created by capitalists have made the attempts to secure the environment unsuccessful. Wealth is inappropriately distributed leading to a gap between the economic statuses of nations. (Rolston, 2012, p. 3) It is unethical to conserve nature but fail to take full measure of the distribution of the benefits of exploiting natural resources. The overconsumption among the rich developed countries and under -consumption among the poor in developing nations is a cause of environmental degradation in both the sets of nations. The escalating consumption patterns with changes in population growth continue to create a difference in the state of the environment. Utilization of natural resources in countries varies, depending on the population and the consumption patterns. The author of the book also explains how both the developed and underdeveloped countries suffer from environmental degradation in different capacities. (Rolston, 2012, p. 5) Social fairness is associated with environmental protection and a more fair distribution of the world’s wealth is needed for the environmental preservation to last. Both the wealthy and the environmental ethicists are faulted for overlooking the poor in their concern to save the elephants. The setting aside of the biodiversity reserves and forest reserves makes the poor more unfortunate as the wild animals cause destruction to plants and crops in the areas inhabited by the poor people. Such damage to crops may be a source of environmental degradation in the areas. The crops and vegetation play an important role in the control and prevention of soil erosion that causes water pollution. The silt deposited in water bodies will not only have an impact to the poor but the wealthy as well. Sediments cause clogging of water pipes that are used globally hence affecting everybody. (Rolston, 2012, p. 6) It the book, it is noted that international markets and religion are the two places where humans learn a sense of global concern and fairness. The dimension of faith is expected in the world religions that compare individual behavior with the act of compassion and respect for human beings. In Christianity and Buddhism, for instance, fairness in markets would be encouraged to show concern for the poor. (Rolston, 2012, p. 8) The dimension of religion in environmental conservation should be given a priority in order to show respect for the gods. Global fairness would ensure that the developed countries carry out activities that do not lead to unfair competition in the world markets. The same would apply to the developing countries who should not take advantage of the opportunity they are given to production. Locally, fair trading can be reinforced by punishing the breakers of the laid rules and regulations. In international markets, the implementation of punishment for law breakers is hard. Thus, it is upon the competitors to promote the peaceful existence and fair competition. For such to exist, religion plays a significant role in guiding those involved in the transactions. The Chinese remarkable economic growth has been among the most histrionic development progress in the universal economy over the past few years. Nevertheless, the evolution of Chinese financial progression has had tremendous ecological effects. In the previous couple of years, the brief ascent in social and in addition budgetary irregularity, natural griminess, amassing rural emergency, predominant focal debasement and fading frequent administrations have developed to unsafe heights that could hypothetically lead to a volatile state (Chun, 2013 ,p. 34). In this part of the essay we emphasis on the conservation influence of Chinese e entrepreneurship improvement. Chinas vast populace and also its developing significance in the universal economy makes the environmental disaster go far beyond China itself. It is a significant portion of the evolution of the international ecological crisis (Lu, 2007, p. 19). Capitalism is focused in the search of profit and the continuous, strong force from the competition makes private industrialists, associations and the conditions to take after revenue accretion on progressively higher scales; this leads to populace intensification. The activities of the entrepreneurial financial scheme tend to result in endless incline in the revenue imbalance and prosperity distribution among nations (Rolston, 2012, p. 21). The inclination concerning slanting the slanting unevenness could, in the long run, lead to finish decays in expectations for everyday comforts for some individuals universally, coming about to a socially untenable state. The developing economic activities results in the exhaustion of materials. Besides, production and manufacture activities lead to material wastes that are a significant adverse effects on the ecology. Limitless economic development outcomes to drain off the resources and lead to environmental squalor. By use of a formula, the impact of capitalist buildup on the ecology can be figured: Ecology effect= Population Ãâ€"AffluenceÃâ€"Technology Hypothetically, if technological advancement can result in less ecological effect per dollar in central the population, then affluence can be immense (Philander, 2012, p. 54-56). As the Chinese drifts to a market entrepreneurial scheme connected to the universal entrepreneurial economy and ethos, resources deplete plus ecology deterioration takes into the course in vast and large levels. During the economy developing years, China was and still is a major producer of industrial wastes. China is a global factory in addition to a dumping site (Lu, 2008, p. 61). The environmental crisis is calamitous not only for China but also for the entire world. Conferring to a World Health Organization report, seven of the ten most inhabited cities in the globe are Chinese. Air contamination results to approximately 300,000 demises annually. In excess of 35 percentage of the aggregate lives claimed by air pollution are Chinese. Acid rain affects approximately more than a quarter of China (Gallagher, 2007, p. 37-39). Large scale air pollution from automobiles has recently worsened the situation. Most of China’s inhabitants who rely on bicycles and public channels of transport suffer from the dirty, polluted air as well as inclining traffic brought by the combustion of fuel in the automobiles. The consumption autos in China is increasing at 18.5 percent annually. Cleaner technology tried to be put in place cannot regulate the pollution if this tendency continues. Water scarceness issue in China is immense (Lu, 2008, p. 16). Upper China mainly experiences water inadequacy. Yellow River flows beneath Loess Plateau where much of vegetation is swept away by erosion; this leads to a decrease in the capability of the plants to hold and reserve water and the water supply from Yellow River has decreased. There is violent rivalry for water amid many farming upstream districts and the industrialized downstream districts. Owing to water scarcity, as well as mass contamination of shallow water, many towns and villages are progressively getting water from subversive reserves. Effluence is deteriorating the aquatic catastrophe. In a preceding report, in Pearl River Deltas besides Yangtze River Delta areas, the water crisis is dominant and the water is considered inconsumable due to heavy effluence (Gallagher, 2007, p. 57). China’s 27.9 percent total land is an expanding desert and more than a quarter of the land suffer from high extents of erosion. More than 35 percent of the total land is tainted due to erosion plus pollution (Chun, 2013, p. 35-39). The high growth of industries and urban centers is demanding more agricultural land. The rest of the agricultural land is affected by pollution from chemicals, mining activities, and effluence from industries. According to an International Energy Agency report, the Chinese are the reason for 7 percent consumption of the global primary energy in 1974 besides 14 percent in 2003. China’s energy consumption is approximately 4 percent and if this trend endures it will double in less than two decades (Chun, 2013, p. 41). Recently, China’s energy demand has risen. Amid the years 2000-2004, China was accountable for 40 percent of the worldwide total increase in energy depletion. The escalation in the use of individual automobiles in the past decade lead to a vigorous increase in oil consumption. China uses its energy much more inefficiently compared to other developed capitalist nations thus China needs to fuel its vigorous economic advancement by upgrading its efficiency instead of inclining energy consumption. In relation to other countries, China’s energy consumption per dollar of GDP is greater than the global average only by a small percent that proposes that China has bounded its potential to increase energy efficiency (Larsen, 2004, p. 68). Chinas developing interest in vitality and hunger for oil happen against the foundation of a creating worldwide vitality emergency. The world right now relies on upon oil and gas for 56 percent and all types of fossil powers for 80 percent of its aggregate essential vitality utilization. There is developing confirmation that worldwide oil and gas creation could achieve a top and begin to decrease in the advancing decade. A developing reliance on coal would quicken the consumption of coal and significantly intensify the effect on an unnatural weather change (Gallagher, 2007, p. 62). Soon it is exceptionally impossible that the different types of renewable energies can supplant the fossil fills to manage the present levels of world vitality utilization and future monetary development. The current Chinese development example could enormously quicken the happening to the worldwide vitality emergency and lead to possibly exceptionally perilous geopolitical circumstances. Climate structures forecast that global warming would result in reduced rainfall in northern China and increased the fuel in southern China. The North China Plain has been experiencing water shortage since thirty years ago. On the other hand, southern China has regularly been covered by floods (Philander, 2012, p. 51-56). Climate alteration in China could cause a decrease in its agricultural yield especially affecting rice, maize as well as wheat. In short, climate change may significantly worsen the Chinese water crisis as well as loom if food security. Recently, environmental awareness amid city inhabitants has advanced. Cities like Beijing is being cleaned up and cleaner, gas-fueled power stations are being constructed. However, polluting firms are moved to rural areas in place of being retrofitted to decrease effluence and waste water should be treated instead of being sent away to the sea. As a result of these actions, the rural inhabitants are affected by environmental squalor unfairly (Philander, 2012, p. 61). For example, the profit- making capitalist firms has a huge role in generating pollution. Farmers endure the consequences of heavy metal pollution without any mode of reimbursement. More than 100 million are affected by this crisis. Farmers may be ignorant of the ecological effects of the polluting firms at early levels in any case, which is evident to that something is not right when the waterway runs dark or when a kid pass away. Nevertheless, complaints from the poor rural farmers are not considered and little is done (Larsen, 2004, p. 73). The central government is contingent on the revenues made by the firms. In other circumstances, the administrators are major shareholders of the contaminating firms; therefore have a direct interest to retain the firms in a production mode and reduce expenditure as much as possible. When the affected have no valid channels to discourse their complaints, social turbulence is inevitable. Finally, Chinese capitalist growth is bearable. In the event that the ebb and flow development example proceeds, in the not extremely inaccessible future, China may need to battle with significant vitality emergencies, intense decreases in sustenance generation, fatigue of usable water assets, wild general wellbeing emergencies and calamitous characteristic debacles (Larsen, 2004, p. 89-93). Not just the Chinese economy would need to develop and the current social structure would fall, the potential outcomes on the populace could be excessively terrible, making it impossible to envision. To forestall such a self-annihilation from happening, it is important to change generally the whole existing social and financial structure. The economy must be arranged towards meeting the populaces essential needs as opposed to the quest for benefit and capital aggregation (Philander, 2012, p. 65). To balance out and enhance China ecological conditions, China needs to most importantly settle its general utilization of vitality, water, and area assets and afterward steadily decrease the utilization of these assets to manageable levels. In conclusion, as capitalism teaches anyone never to be satisfied with their income, and instead promote endless growth, environmental conservation should also be brought to a high gear. The escalating consumption in developed countries and an increasing world population, in general, should be a motivating factor in controlling environmental degradation. We ought to be reminded that the escalating numbers of people, who would if they could, work together in preventing and controlling environmental pollution. It is through the efforts of everybody that the beautiful environment will be preserved even as production activities are growing. References Chun, Lin. China and Global Capitalism. 2013. 19 May 2015. Gallagher, Mary Elizabeth. Contagious capitalism globalization and the politics of labor in China. Princeton, N.J.: Princeton University Press, 2007. Larsen, Lene. Responsibility in world business managing harmful side-effects of corporate activity. Tokyo: United Nations University Press, 2004. Lu, Haitian. The role of China in global dirty industry migration. Oxford: Chandos, 2008. Philander, S. George. Encyclopedia of global warming climate change. 2nd. Thousand Oaks, Calif.: SAGE Publications, 2012. Rolston, H. A new environmental ethics. New York: Routledge, 2012.

Realization :: English Literature Essays

Realization From what I see, I am nothing special, nothing out of the ordinary. Nothing has happened to me my whole life that hasn’t happened to nearly everybody else on this planet. Except that I met Brian. Being in his arms were some of the happiest times I had ever experienced. I could look deep into his eyes and be enchanted forever. Being with him changed my soul. I felt his love prying apart the hard shell of shyness that encircled me. His trust, his love and his support for me lifted me from the earth and gently sent me into the clouds. He cast off the chains I had given myself. Through him I learned a new insight about the world. It was as if a tall, dark mountain had stood in front of me, and out of nowhere, he provided the wings to fly over it. We met at my work. We started dating each other and seeing more and more of each other every day, not knowing that we were falling in love. Soon we became a couple. Our relationship was everything it should have been, almost as if our tim e together had been written for a novel. We grew closer and closer during the school year. We would go to the movies, go out to eat, go shopping and most of all be with each other for a long time. I could hardly sleep at night, just anticipating the next time I would see him and the upcoming weekend we would be together. I shared everything with him, even things I kept from my family and my best friend. Realization From what I see, I am nothing special, nothing out of the ordinary. Nothing has happened to me my whole life that hasn’t happened to nearly everybody else on this planet. Except that I met Brian. Being in his arms were some of the happiest times I had ever experienced. I could look deep into his eyes and be enchanted forever. Being with him changed my soul. I felt his love prying apart the hard shell of shyness that encircled me. His trust, his love and his support for me lifted me from the earth and gently sent me into the clouds. He cast off the chains I had given myself. Through him I learned a new insight about the world. It was as if a tall, dark mountain had stood in front of me, and out of nowhere, he provided the wings to fly over it.

MBA Future

I have a strong interest in pursuing a master of business administration (MBA) degree, as I believe it will be beneficial in helping me achieve my short term and long-term goals. It will make me competent enough to fit in the wider job market. This will come with increased income earning which is a key to good life. Good life or better living is everyone’s dream while advancing in one’s career and being no exceptional I want to pursue it for that cause. I have a wealth of experience from my educational background. I have also gained work experience from different positions over the years the degree will improve my efficiency when combined with the qualities I already have. I intend to take a major in marketing that I have been specializing in and a minor in entrepreneurship. I took a B.A Business Administration with a concentration in marketing. I graduated with a 3.5 in major and outstanding performance rendered me honors. Currently I am working within media advertising that comprises of television and radio. Pursuing this degree will equip me with the necessary expertise to be in the capacity of handling of handling issues appropriately especially at senior positions. Since my long term goal is to be president of a company. (http://www.unhmba.org) My other interest is researching brand management and the degree program will enrich me in skills needed in this area. I will be better placed with the ground information and the theoretical skills from the class. I have demonstrable ability to perform excellently in business classes and given the opportunity I would be outstanding in business school. My main interest is in the entertainment industry of which I have a solid background on. In 2001 I worked for a small marketing and event-planning firm that has now advanced. My 3 years experience when working with Sony-BMG as an assistance field marketing representative gave me exposure to the world of marketing and is a plus to my skills. I am proud to be part of the team that saw eWork Inc company grow from a small marketing and research to what the company is now. I was very influential especially on the Southeast region. I handle more than 30 people in my current position the skills I would get will improve my leadership skills. Working in my current position entails conducting movie surveys as well as holding premiers for upcoming movies. I am part owner of a t-shirt company that deals with presidential candidate. This entails strategic. Marketing plans to succeed and hence calls for skills or tact. To gain maximum exposure we plan to participate in the famous Oprah Winfrey show. My long-term goal of being a president of a T.V production company and being responsible for the marketing and company sponsorships will be well realized after attaining skills in the MBA program. (http://www.unhmba.org) I have constantly been involved in volunteering activities like in a mentor program that helps risk teens, AID Atlanta, hands on Atlanta and MS walk where I was among the top. Taking classes in the spring will enable me to be well prepared in joining the business school. My main reasons for choosing University of D and Wayne state is that its location will reduce the distance barriers from my fiancà © who has just moved to Detroit. They offer attractive placement rates and the small classes will offer a favorable or conducive environment for learning. It is also in a place where jobs will be easily accessible. Reference: United Network of help with Masters of Business Administration programs.2007. Retrieved on 31st October 2007 from http://www.unhmba.org   

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON TRAINING AND DEVOLOPMENT WITH REFERENCE TO â€Å"APCPDCL† The thesis report submitted on the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. Theresa’s college for women, Eluru† has done the Project work titled TRAINING & DEVELOPMENT at APCPDCL, under my guidance during the period of 5th May 2011 to 5th July 2011. She has been sincere, dedicated and her conduct throughout the study during the above period has been excellent. Internal project guide Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner Director of PG Courses Dr. Marietta Pudota DECLARATION I hereby declare that this project report entitled â€Å"TRAINING & DEVELOPMENT† a bonafide work done for â€Å"APCPDCL† located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my pleasure and a bound duty to acknowledge with all my humility, my grateful thanks Project guide Dr. Renuka. I wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special care and interest in my project work in their esteemed organization. I am grateful and thankful to for all the above for their support and kindness they offered during my term of the project. INDEX CHAPTER-I * Importance * Need for the study * Objectives of the study * Sampling and methodology CHAPTER-II * Company profile * Industry Profile CHAPTER-III * Concept of Training and Development * Areas of Training * Training Methods * Models of Training * Benefits of Training * Concept of Development * Importance of Training and Development CHAPTER-IV * Process of Training and Development followed by APCPDCL * Data interpretation and analysis Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an abundant supply of human resource. One of the major impacts on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the targets of the plan and in the achievement of the economic progress generally. Hence it is more the welfare of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, needs for its growth, survival and continuance four improvement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an organization mainly depends upon combination of the above four factors. Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the people. No two persons are similar in their mental abilities, traditions, sentiments and behavior and are subject to many and varied influences, people are responsive, they feel, think and act and therefore they just cannot be operated like a machine or shifted and altered like a template in a room layout. Human beings differ from one another in basic metal abilities, personality, interest, skills, attitudes, aspirations, energy, education, training, experience and behavior. Because of these varied traits human beings are complex in their behavior and in their psychological make-up and when they interact with one another in a group or an organization, this complexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as â€Å"personal management† but it is called as â€Å"human relations or human engineering. † Knowledge of people, their usage’s and behavior is the first step in developing the human relations. NEED FOR THE STUDY * To gain optimum utilization of human resource by measuring their training and development. * As the ultimate desire of every employee is for their hike (wages and salary). * To know the training and development and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the training and development of the employee by the organization affects the moral of the employee and productivity of the organization. In such situation the expectation of the employee, which are described in job Description should not be ignored. OBJECTIVES OF THE STUDY The objectives of the study are: * To study and analysis the philosophy of employee training and development of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee training and development of APCPDCL SAMPLING AND METHODOLOGY: A Survey of 100 respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection: After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources: For the successful completion of the project, the study is in need fo r both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in APCPDCL. In that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å"Training and Development† of APCPDCL. Researches used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations: * It is limited to small sample that is 100 respondents from a large number of populations in company with in a time frame of few days. The duration of project was limited for only two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * Respondents may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central Power Distribution Company of A. P. Limited was formed from the erstwhile Andhra Pradesh State Electricity Board (APSEB) which was a power su pply company to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO It is a Subsidiary of APSEB. It generates Power from different sources such as Water, Coal, etc. the generated Power from the APGENCO will be sold to APTRANSCO which is also Subsidiary of APSEB. APTRANSCO It is also a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the Distribution Companies. There are four Distribution Companies under Andhra Pradesh State Electricity Board which distributes power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited – Warangal. Southern Power Distribution Company of Andhra Pradesh Limited – Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited – Vishakapatnam. These four companies are distributing power to their concerned area for each distribution company there is one Chairman & Managing Director and four or five Directors to control the Operation of Power Distribution Companies. Apart from them a Public Relation Officer and a Company Secretary is also there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent Organization. CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the India’s best Power utilities, satisfying the customer’s needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through: – Make available reliable and quality Power – Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for improved productivity. The core values of the Organization are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to individual customers * Electronic spot billing * Voluntary disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking forward to me et many challenges with promised to deliver quality customer services through innovative programs. The philosophy of APCPDCL is to continuously striving to enhance is performance emerged stronger by the day to offer its customers the best and value for money. The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area Covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer Services: * Apply for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * Spot billing Customer Information: * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * Electrical safety Online Services: * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in rural areas are expected to introduce and encourage competition in the electricity sector. It is expected t hat all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAINING: Training is concerned with imparting and developing specific skills for a particular purpose. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge inculcation of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a learning experience in that it seeks relative permanent change in an individual that will improve his ability to perform the job. It involves change of skills, knowledge, attitudes and social behavior. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. †¢ It’s not what you want in life, but it’s knowing how to reach it. †¢ It’s not where you want to go, but it’s knowing how to get there. †¢ It’s not how high you want to rise, but it’s knowing how to take off | | †¢ It may not be quite the outcome you were aiming for, but it will be an outcome †¢ It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision. †¢ It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. T raining is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. | FEW DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to achieve effective performance in an activity a range of activities. Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their jobs. (Gary Dessler 1985) Training consists of planned programmes designed to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employee for doing a particular job. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING:- In the modern co-operative environment the necessity or training employees may arise for different rea sons as follows: a. To enable existing employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d. To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situation. It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction training, which does not have a very significant development a certain contribution to the job, for instance, sales training and machine skills. 3. Training in human relation:- Training is a broad category embracing many different aspects. Self-learning and inter-personal competence can be included in this category, all concerned with generally the some theme. It stresses a concern for individual relationship for feeling and treating . people as â€Å"Human Beings† rather than a machine. Not only in this concern and awareness in one’s attitude and behavior conductive to better work place relation but also to enhance productivity. This category of training is oriented towards the development of the individual and consequently the organization’s efficiency in terms of better team work. 4. Problem-solving training:- Many companies’ programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory training:- The managerial job combines both techniques and conceptual knowledge. If it were of a specialist, it would emphasize. Some techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice training:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of training is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job method This type of training is also known as job instruction training in the individual is placed on a regular job and taught, the skills necessary to perform that job on the job training has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) Job Rotation:- This type of training involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching:- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedo m or opportunity to express his own ideas. (c) job- instruction:- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule training:- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer, fore – men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method: - This lecture is a traditional and direct method of instructions. The instructor organizes the material and gives it to a group of trainees in the form of a talk to be effective. The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions:- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five pha ses and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. | | Evaluating 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itse lf few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. | | 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. T his phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved profitability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Faster’s authenticity, openness and trust. * Improve the relationship between bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator | | Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. | | | Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company. Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are: * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the following: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop. Job Rotation:- Management –trainers and educationalist, has often preached ‘move the manager around’ when the manager is moved from one department to another, it gives him from a broad exposure to the strength and weakness of the company and much better understanding then he could otherwise possess. Guided conference / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:- Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited. It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions. Team group training:- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants. But T-group training involves creation of stress situation, which go out of control. Importance of Training and Development †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. | | †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL. The Chief General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad. It is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince staff| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes UN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are†¦.. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conduc ted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes. The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are†¦Ã¢â‚¬ ¦. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD. Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT TABLE 5. 1 Respondent’s opinion on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| Good| 75| | 3| Poor| 0| | | | | | Interpretation: The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme useful for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | Highly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | Interpretation: In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 10| 10%| | Very Little Extent| 30| 30%| Interpretation: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | Good| 10| 70%| 3| Satisfactory| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the emplo yee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to what extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 65| 65%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on faculty available for training from inside the organization or from outside the organization? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| Good| 15| 15%| 3| Satisfactory| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizat ions and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization. TABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| Percentage| 1| Company overall development| 10| 10%| 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work load should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondent's| Percentage| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 3 5% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| Only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employee’s personal life. In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING† and â€Å"DEVELOPMENT† a concept of human resource management In â€Å"APCPDCL†, which is located at Hyderabad. The importance of the study of the† Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire. The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things. The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the company’s awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the e mployee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner BIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao – Essentials of Human Resource Management And Industrial Relations V. S. P. Rao – Human Resource Management, text & cases Mizra S Saiyandain – Human Resource Management Keith Devis – Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name : Age : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in yo ur job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work p lace c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b

The Legacy of World War I in Africa

The Legacy of World War I in Africa When World War I broke out, Europe had already colonized much of Africa, but the need for manpower and resources during the war led to the consolidation of colonial power and sowed the seeds for future resistance. Conquest, Conscription, and Resistance When the war began, the European powers already had colonial armies comprised of African soldiers, but conscription demands increased substantially during the war as did resistance to those demands. France conscripted more than a quarter of a million men, while Germany, Belgium, and Britain recruited tens of thousands more for their armies. Resistance to these demands was common. Some men attempted to emigrate within Africa to avoid conscription for armies who in some cases had only recently conquered them. In other regions, conscription demands fueled existing discontent leading to full-scale uprisings. During the war, France and Britain ended up fighting anti-colonial uprisings in the Sudan (near Darfur), Libya, Egypt, Niger, Nigeria, Morocco, Algeria, Malawi, and Egypt, as well as a brief insurrection on the part of Boers in South Africa sympathetic to the Germans. Â   Porters and their families: the forgotten casualties of World War I The British and German governments - and especially the white settler communities in East and South Africa - did not like the idea of encouraging African men to fight Europeans, so they mostly recruited African men as porters. These men were not considered to be veterans, since they did not fight themselves, but they died in scores all the same, especially in East Africa. Subject to harsh conditions, enemy fire, disease, and inadequate rations, at least 90,000 or 20 percent of porters died serving in the African fronts of World War I. Officials acknowledged that the actual number was probably higher. As a point of comparison, approximately 13 percent of mobilized forces died during the War. During the fighting, villages were also burned and food seized for the use of troops. The loss of manpower also affected the economic capacity of many villages, and when the final years of the war coincided with a drought in East Africa, many more men, women, and children died. To the Victors go the Spoils After the war, Germany lost all of its colonies, which in Africa meant it lost the states known today as Rwanda, Burundi, Tanzania, Namibia, Cameroon, and Togo. The League of Nations considered these territories to be unprepared for independence and so divided them up between Britain, France, Belgium, and South Africa, who were supposed to prepare these Mandate territories for independence. In practice, these territories looked little different from colonies, but ideas about imperialism were starting to shift. In the case of Rwanda and Burundi the transfer was doubly tragic. Belgian colonial policies in those states set the stage for the 1994 Rwandan Genocide and the lesser-known, related massacres in Burundi. The war also helped politicize populations, however, and when a Second World War came, the days of colonization in Africa would be numbered. Sources: Edward Paice, Tip and Run: The Untold Tragedy of the Great War in Africa. London: Weidenfeld Nicolson, 2007. Journal of African History. Special Issue: World War I and Africa, 19:1 (1978). PBS, World War I Casualty and Death Tables, (Accessed January 31, 2015).