Does Islam Encourages Conflict And Terrorism As Well As...

This section aims to establish whether Islam encourages conflict and terrorism as well as establish why Islam is under the limelight and seen as a violent religion. This section of my project will be employing statistical and thematic analysis strategies so a better understanding can be made to the empirical data gathered. Within exploring my research, diverse themes stood out. A range of 30 News articles were coded identifying negative depiction. (See Figure 1:5) Islamophobia attacks have risen tremendously, nevertheless there has been very petite outcry from the public. Public figures including Prime minister and MP’s have not done a lot to bring religions together. These incidents, have become a norm in today’s society, with an†¦show more content†¦(Huffington 2015) Nonetheless it can be argued that the Muslim population consists of 1.6 billion people, if they were â€Å"radicalised†, this would have been easily noticeable. Muslim could do a lot as a religion if they were to try and impose their religion or resent non-believers. Another point to argue is if Islam, indeed depicted violence, then why it is that victims of Islamophobia incidents do not respond back with brutality, the question to understand is why is an assault not responded with more assault. Another point to highlight is currently Middle Eastern countries including Syria, Palestine and Burma, whose majority population is Muslims are abused, brutalised and tortured, yet why that is Muslims have stayed silent and not responded back with force to Assad’s regime and ISIS. This may be as the Quran mentions that anger and violence is not the way to respond but with patience and prayers. (Sahih Muslim) Misinterpretation of the term â€Å"Jihad† Jihad has been exaggerated and taken out of context by western media. Jihad, means â€Å"struggle for one self†. Muslims believe the biggest negativity in their life is their own ego and their nature. Our basic features, can cause us to inflict harm to others, which is the most unforgivable crime in Islamic teachings. A key feature could be our mouths, the Quran emphasises on recurrence that our words are very powerful and can cause harm to others i.e.

Use of Language in Jane Eyre by Charlotte Brontë Essay

Use of Language in Jane Eyre by Charlotte Brontà « Look closely at the passage in volume 1, chapter 7, where Mr Brocklehurst visits Lowood, from ‘One afternoon (I had been three weeks at Lowood)†¦Ã¢â‚¬â„¢ to ‘†¦ the inside was further beyond his interference than he imagined.’ Write an essay examining how language is used in this passage to convey and contrast the attitudes of Brocklehurst, Miss Temple, Jane and the other girls, and briefly relating this scene to the novel as a whole. This essay will examine the differences in language used by the first person narrator, Jane, Brocklehurst and Miss Temple in the aforementioned extract. How this extract relates to the rest of the novel and the themes introduced in this extract will also be†¦show more content†¦In this extract Brocklehurst gives a long evangelical sermon explaining the reasons why the girls should learn to accept hardship for their own benefit. The syntax and language used are quite complex. The sentences are rather long and there are many references to the Bible such as ‘man shall not live by bread alone’ (Matthew 4:1-11). He is preaching and gets quite carried away. Mr Brocklehurst’s initial address to Miss Temple lacks any form of greeting. He immediately talks business and gives orders. He addresses Miss Temple politely at first as ‘Ma’am’ but when he has reason to reprimand her actions in some way he addresses her as ‘Madam’. At the sight of Helen Burns, Brocklehurst exclaims ‘What is that girl†¦?’ He does not see Helen as a human being just as an object that he wishes to control. The narrator also refers to Helen as ‘the awful object’, using a phrase which Brocklehurst would most likely have used. Brocklehurst does not actually address any of the girls directly in this extract. He gives his orders via Miss Temple: ‘Tell all the first form to rise up†¦Ã¢â‚¬â„¢. By the end of Brocklehurst’s evangelical speech Miss Temple is gazing straight ahead of her, almost as though she has stopped listening to him. She does not respond either vocally or visibly; as though she does not feel his preaching deserves any kind of reply. The importance of integrity is demonstrated in this extract by Miss TempleShow MoreRelatedHow Charlotte Bronte Uses Language Detail and Setting In The First Two Chapters Of Jane Eyre1556 Words   |  7 PagesHow Charlotte Bronte Uses Language Detail and Setting In The First Two Chapters Of Jane Eyre Jane Eyre is a novel written by Charlotte BrontÃÆ' « in the 19th century. Throughout the novel BrontÃÆ' « incorporates elements of her own personal life. A prime example of this is the inequalities between men and women. 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Therefore in dealing with knowledge the question of process Free Essays

In the educational context programs are designed to enhance proper knowledge acquisition by the learner. In this connection the curriculum design should be enabling to meet the designed objectives. Therefore education can be referred to as acquisition of knowledge and skill that is passed from one generation to another. We will write a custom essay sample on Therefore in dealing with knowledge the question of process or any similar topic only for you Order Now Therefore in dealing with knowledge the question of process of knowledge transmission precedes the question of knowledge acquisition[1]. This is because learning is a gradual process and therefore it must be guided well to yield desired goals and objectives. However after designing the curriculum that is used to pass knowledge, there is a need to find out if the designed curriculum is achieving the purpose designed for. The main reason for evaluating an educational instruction is because of the accountability purposes to the public, investors and the government to assure these stakeholders that there investment is worthy their investment. But in order to attain that excellence in education sector, the instructors need to be given special education that enhances their competencies in administering the educational institutions in the country. Therefore the in –servicing programs continue to vary due to varied academic discipline each requiring special attention from the other. Therefore this enhances the head of institutions to be up dated with the new skills since knowledge is never static but dynamic. But the outstanding issue is not about diverse programmes that are offered and their usefulness but their effectiveness in meeting the designed purpose. In order to establish their resultant effect on the education, there is need to evaluate them. Therefore to evaluate in-service training programme for headassistances there is a specific design that ought to be employed [2]so that the result obtained can be valid and trustworthy data to the program funders, decision makers and policy maker, so that they can establish programme results, impacts and socio-economical consequences. Therefore in the following section it shall develop a formulated plan to evaluate the effectiveness of the in-service training programme for headassistances in the country. Evaluation plan The evaluation plan shall cover all relevant areas that test the instruction if it has aspects that enable education leaders to possess the necessary skills and experiences to conduct and manage education based activities. The plan should involve evaluation framework, Procedures for managing and monitoring the evaluation, Evaluating participant outcome objectives—procedures and methods and Evaluating implementation objectives — procedures and methods components as detailed below. 1.0Â   Evaluation framework The evaluation frame work shall address what shall be evaluated in the programme set up[3]. The components shall have a dimension of what is going to be evaluated, main question to be addressed in the evaluation process and the time frame of the evaluation. 1.1Â   What to be evaluated This shall focus on the programme of instruction design. Mostly it will cover programme model for the in-service training programme of the education leaders. The evaluation questions shall be designed to unveil the assumption about the target population, the interventions used and the immediate, intermediate and final outcomes of the programme. Secondly, the programme implementation objectives shall be examined. This shall be attained by a statement of objectives in general and measurable terms which highlights what, how and who shall do what in evaluation process. In addition to that the participating population and recruitment strategy shall be inclusive. For instance the possible evaluation objective can be to establish effectiveness of the education leaders in-servicing. The third component shall include the participant outcome objectives that must be in definite and measurable terms. The fourth aspect to incorporated at this level shall be the context of evaluation [1] Charles Hakim, (2003), Research design, London; Blackwell, pp.34 [2] Remsen Barrick, Robert Powell, (1996), Assessing needs and planning in-service education for vocational education teachers, London; Routledge, pp.82 [3] Charles Hakim, (2003), Research design, London; Blackwell, pp. 131 How to cite Therefore in dealing with knowledge the question of process, Essays

Effectiveness of Training and HRM-Free-Samples-Myassignmenthelp.com

Question: Discuss about the Effectiveness of Training and HRM-Case Study of KFC. Answer: Training and Development: Training can be defined as the systematic improvement of the factor of knowledge along with skills and attitudes that is being required by individuals for performing effectively in a given task or job (Shuck Rocco, 2014). Training can also be stated as the act of augmenting the level of skill and knowledge of employees for performing a certain job within the workplace. The term training indicates the procedure of improving the factors of skills, capabilities and aptitudes of the employees (Amir Amen, 2013). Training is the process that helps in upgrading the older talents and improving on the new ones. The primary objective of training is in making sure the accessibility of desired and skilled employees to the organization. Types of Training and Development programs for employees: Various observe are being followed in various industries and organizations. Therefore, as per Karatepe, (2013), the training and developmental training need mainly depends on the need of the job outline. There are several kinds of programs that are being shared by various authors. There are various types of training like on-the-job and off-the-job that can be further segregated into things like job rotation, internship training, apprenticeship, case study method, vestibule training and behavioral modeling. Training Stages and Developmental Programs: Training needs to be conducted in the most systematic of orders for deriving the predictable benefits from it. The system of training can engage four stages like assessing of the needs for training and developing programs, designing and training of the same, implementing the training program and evaluating it (Mengistu, 2016). Development Programs: The Development Programs for employees are being designed in meeting the specific objectives that puts in the efficiency level of both the organization and the employee. There are various steps in the procedure of the development of management. It states the account of reviewing the objectives of the organization and monitoring the present sources of management for the organization (Jehanzeb, Hamid Rasheed, 2015). It also takes in the planning and implementing of the programs for development and investigating the efficiency of such programs and evaluating the impact of the participants training on their work life quality. Overview: According to Meijerink, Bondarouk Lepak, (2016), the objectives of training are in letting the trainees know about the things expected out of them when the training ends. The objectives of the training are of greater implication from the perspectives of the stakeholders which are the designers, trainees and the evaluator. According to Bardoel et al., (2014), the usefulness of the training schedule is possible only when the trainee is able to perform the theoretical facets learned in the program of training in authentic work environment. According to Woods, (2014), the things that have been highlighted are the factor of role playing, simulation, learning that are computer based offering disclosure to a present and pertinent knowledge body along with the real world situations. As per Dhar, (2015), the training process and development is an incessant one. It is one of the avenues in acquiring more and fresh knowledge and developing additional skills and the methods for functioning effi ciently. As per Sung Choi, (2014), the major goal of training is offering, obtaining and improving the required skills in order to assist the organizations attaining their goals and creating the competitive advantage through adding of the value to their significant resources. According to Ford, (2014), training develops a skill of a person required for a task. Training assist in rationally and socially improving an employee, which is indispensable in aiding not only the productivity level but also the expansion of personnel in any organization. As per Anitha, (2014), training and improvement in the present setting of employment is more appropriate than training alone since the resources of humans can apply their full prospective only when the process of learning goes ahead of the daily normal routine. According to Lee Sozen, (2016), the unremitting changing scenario of the global business world makes training an effectual measure that is being used by the employers for complementing the knowledge of the employees along with their behaviors and skills. According to Shuailing Zhi, (2015), companies can no longer make sure that employees would be promoted to the top, it is significant that training and development would be helping the employees with planning of their career and development of the skills. Some of the organizations are of the trepidation that communicating the career planning to employees might make them feel that their jobs are at risk, though it can be framed variably for communicating that the employers are much willing to invest in assisting the employees reaching their prospective. Training and Development at KFC: Training and development can be stated as the life blood of KFC. Training is often been witnessed as the vehicle in making the business better for the company, it is a key opportunity for the company management in helping the people of the teams for developing the life and leadership skills they require for building the career that is right for them. This is the reason why the KFC management invests time and effort for providing programs like the KFC Degree and other scheduled programs that make up the Yum! University (Giovengo, 2014). Training has always been that effective measure for the business of KFC in benefiting their team members and the overall society. Not every individual views the industry of quick service restaurant as their first career preference; KFC has been striving hard in changing that view through the provision of first-class developmental prospects. In the year 2015, KFC nearly promoted 1600 people and their expectations has always been in exceeding the figure of the previous year. KFC has been over the years supporting people who are willing to join them but have little qualification and perhaps not having the best of confidence. The company supports them in every possible step through accredited training where that individual starts viewing this just a job factor into real career option (ShuailingI Zhi, 2015). KFC does invest a lot of money in its training program, signifying the fact that they believe in the people that join them and the company wants them to be in good position in future. Even if they are not with KFC, they should leave the company with the desired confidence and skill required for survival in the industry. Research Aim: This research would aim towards understanding the effectiveness of training on employees at workplace and the ways training is being perceived by the employees. This research would also aim towards understanding the strategic approaches taken up by the companies in organizing a successful training program. For this research, the researcher would be dealing with KFC, the American fast food restaurant chain having its existence globally. This organization focuses on training of its employees at the highest level as it deals with customer service. Research Question: This research would also be taking in certain research questions for the researcher to go through with the study keeping in mind the things that needs to be investigated. What are the effective approaches companies should adopt in making a successful training program in KFC? What are the general issues that crops up in training and how the management deals with the same? Research Methodology: There are generally three forms of strategies of research designs which are descriptive, exploratory and casual. This research would take into account a mixed methodology approach. Interviews would be the best form of unearthing valuable information that people might feel reluctant in group discussions. Interviews that are in-depth would be conducted with the KFC senor management and employees over different locations. Personal form of questionnaires would be distributed that would facilitate in explaining the questions properly to respondents, lessening the quantity of retort errors. The preparation of the data would be taking place upon gathering of the primary research. Research Analysis: The analysis would be done taking into account both the primary and the secondary data. The secondary data has been dealt in the literature review section where various articles on the topic matter of several scholars have been identified and monitored. The primary analysis would take in the interviews of the employees and questionnaires being distributed to the same for knowing their understanding of training and the ways they deal with the changes. Research Plan: The following would be the research plan that the researcher has thought of to proceed with this particular research study, as shown with the help of a gnat chart. Fig 1: Gnat Chart References: Amir, E., Amen, I. (2013). The Effect of Training on Employee Performance European.Journal of Business and Management,5(4). Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Bardoel, E. A., Pettit, T. M., De Cieri, H., McMillan, L. (2014). Employee resilience: an emerging challenge for HRM.Asia Pacific Journal of Human Resources,52(3), 279-297. Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, 419-430. Ford, J. K. (2014).Improving training effectiveness in work organizations. Psychology Press. Giovengo, R. D. (2014).Training transfer, metacognition skills, and performance outcomes in blended versus traditional training programs(Doctoral dissertation, Walden University). Jehanzeb, K., Hamid, A. B. A., Rasheed, A. (2015). What Is the Role of Training and Job Satisfaction on Turnover Intentions?.International Business Research,8(3), 208. Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management,32, 132-140. Lee, Y. M., Sozen, E. (2016). Food allergy knowledge and training among restaurant employees.International Journal of Hospitality Management,57, 52-59. Mahajan, S. (2014). Competitive advantage through training and development in Mcdonald's: a case study.International Journal of Management, IT and Engineering,4(10), 403. Meijerink, J. G., Bondarouk, T., Lepak, D. P. (2016). Employees as active consumers of HRM: Linking employees HRM competences with their perceptions of HRM service value.Human resource management,55(2), 219-240. Mengistu, D. (2016).The effect of Training and Development on Employee Performance Improvement the case of CBE(Doctoral dissertation, Addis Ababa University). Shuailing, L. I., Zhi, Y. U. (2015). KFC development in Chinese marketbased on the social responsibility and ethics.International Business and Management,10(3), 142-146. Shuck, B., Rocco, T. S. (2014). Human resource development and employee engagement.Employee engagement in theory and practice, 116-130. Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), 393-412. Woods, S. (2014). To identify and explore the benefits of effective training and development for both organisation and employees of retail.