Things Fall Apart By Chinua Achebe - 1868 Words

In the same way every character is going to have a fatal flaw, backstory, etc. they re also going to have an inner driving force. Characters driving force is what authors use to rationalize their characters actions and explain the reasoning behind them whether it s ignorance or an incorrect belief. No one character is evil just for the sake of being evil and no one is without fault. Every character is just doing what they think is right. The protagonist of the novel Things Fall Apart by Chinua Achebe, a man named Okonkwo, lives in the Umuofia village of Nigeria in western Africa during the early 1900s, pre-european rule, and he is no exception. He is unlikeable and unsympathetic in many ways and it s easy to argue that his driving force and fatal flaw are one in the same; hubris. But I beg to differ, on many occasions Okonkwo proves it s not pride driving his actions but rather cowardice. This cowardice is manifested from his internalized misogyny, leads him to make many bad decisi ons, and though he rationalizes his actions to be what are expected of him it is shown that they aren t synonymous with his societies values. Throughout the book Okonkwo continually chooses bad courses of action. The beginning of the book establishes the root cause of Okonkwo’s misogyny. The following quote reveals that Okonkwo is not an inherently cruel character- nor is he intentionally trying to be harrowing, but rather his callous demeanor stems from what he found to be aShow MoreRelatedThings Fall Apart By Chinua Achebe1415 Words   |  6 Pagesbook Things Fall Apart by Chinua Achebe does just that. This book should be taught in schools because it shows the values and traditions of Achebe’s Igbo culture, persistently teaches life lessons throughout the book, and shows the darker reality of European colonialism in Africa. Chinua Achebe is known as one of the most influential and famous authors to ever write. Chinua Achebe originates from an Igbo background and he expresses that through his writings very well including Things Fall ApartRead MoreThings Fall Apart by Chinua Achebe1324 Words   |  6 Pages Chinua Achebe chose to write his novels in English to reveal a deep response of his people to colonisation and to make that response understood to people all over the world. Things Fall Apart was written in English to teach people worldwide of the struggles he faced and the people of Nigeria faced growing up. Many authors and critics have written about Achebe’s ‘Things fall apart’ adding their valued opinion on what he was trying to say and his decision to write in English. In the followingRead MoreThings Fall Apart By Chinua Achebe Essay1203 Words   |  5 Pages who took their land for monetary gain. This was a dark period of time for Africans that live there. The U.S. Civil War and The Great Depression both can be related, in this instance, to how down their people were because of what happened. Chinua Achebe said it best, â€Å"I would be quite satisfied if my novels...did no more than teach my readers of their past...was not a long night of savagery from which the first European acting on God’s behalf delivered them†(qtd. in â€Å"Morning Yet† 45). In theRead MoreThings Fall Apart By Chinua Achebe1452 Words   |  6 Pagesassume control over the Roman Empire. However, imperialism in Africa remained a recorded element from 1750 to 1945. This paper visits how control and changes were influences over the Africans during this time period as seen through Chinua Achebe’s novel Things Fall Apart. (UKEssays, 2015) Europe was experiencing a few financial and political changes that forced the major European forces to investigate abroad regions to add to their resources during the seventeenth century. In order for the EuropeanRead MoreThings Fall Apart By Chinua Achebe2361 Words   |  10 PagesThings Fall Apart Book Critique Things Fall Apart by Chinua Achebe is a historical fiction novel describing the life of Okonkwo in a Nigerian village succumbing to European ways, in order to portray Achebe’s view on imperialism. It was chosen for us to read by our teacher because it describes imperialism and its effects in an Ibo village of Nigeria. It also shows the treatment of natives by the Europeans and how the natives reacted. Things Fall Apart is useful to our course of studies because itRead MoreThings Fall Apart By Chinua Achebe1265 Words   |  6 PagesThings Fall Apart by Chinua Achebe is markedly relevant to our current course of studies in World History, as it tells a story based on European Imperialism in Africa. Coming off the heels of our Imperialism unit, this post-colonial novel provides very helpful context on different civilizations’ perspectives throughout the Age of Imperialism; aside from analyzing death tolls, descriptions of conflicts, and names of countries, it was previousl y hard to envision what life was actually like during thatRead MoreThings Fall Apart by Chinua Achebe 735 Words   |  3 PagesThings fall apart. Achebe. Ernest Gaines once said, â€Å"I write to try to find out who I am. One of my main themes is manliness. I think Im trying to figure out what manliness really is.† Indeed, every society or culture has its own understanding of an ideal man. Even though these characteristics are different in various parts of the world, the significance of masculinity can never be overestimated. â€Å"Things Fall Apart† by Chinua Achebe is considered as one of the best examples of a riseRead MoreThings Fall Apart by Chinua Achebe692 Words   |  3 Pagesthe way to go. Through commercial trading Islam spread into Igboland, and this led to more Igbo people leaving the Igbo way of life for another, whether it be Islam or Christianity which divide the country in two. In the novel Things Fall Apart written by Chinua Achebe British colonialism and the migration of Muslims to Nigeria led to the change in the faith, social and economic changes in the Igbo society. Traditional Igbo faith believes that there is only one creator or god known as ChinekeRead MoreThings Fall Apart By Chinua Achebe897 Words   |  4 PagesIn the novel, â€Å"Things Fall Apart† by Chinua Achebe the Igbo tradition revolves around structured gender role. Everything essential of Igbo life is based on their gender, which throughout the novel it shows the role of women and the position they hold, from their role in the family household, also planting women crops, to bearing children. Although the women were claimed to be weaker and seemed to be treated as objects, in the Igbo culture the women still provided qualities that make them worthyRead MoreThings Fall Apart By Chinua Achebe Essay1851 Words   |  8 Pageschoice and styles are critical not only to the reader’s understanding of the text but to his appreciation as well. How language is effectively manipulated in their writings enhances the reader’s valuing of the works. The selected novel Things Fall Apart by Chinua Achebe is a representation of Igbo culture and their language. It explores the life of an Igbo tribe at the time of when colonization hit Africa. It could be considered as a post-colonial text, as the protagonist of the story and the other

Organizational Culture The Demise Of Enron - 1489 Words

Introduction Ethical obligations are very important at all levels of business, corporate, state, or international activities. Profitable corporations have a powerful effect on people, economies, and global relationships. Not all large corporations but some, like Enron operate parallel to the all the good they portray but in a vacuum they operate with only their selfish desires and greed. Organizational culture can be difficult to define in a sense because it’s not a palpable concept. For example, culture is more like a tradition, belief, or something cultivated; surely it can be felt, but it can’t be grasped. Thus this paper will examine the definition of organizational culture, the demise of Enron, and discuss ways the leadership†¦show more content†¦Additionally, Schein (2004) also implies that organizational culture is an energy built over time, which can move people to act or impede them from acting. Culture will develop by an organization’s ab ility to shape its culture is determined primarily by its level of intention. Organizational culture is constantly changing, as the corporations remain competitive and relevant with the biggest and the brightest. It takes time; Enron was built over time with a plethora or extremely intelligent individuals, who fully supported the idea of elaborate scheme, also know as a â€Å"new business model† as Enron grew. When organizations merge, the role of the middle manager as an agent of change is to make sense of, unite, and transmit the organization s culture. Leaders from the top down, who choose to ignore their own organizational culture or manipulate it in the wrong direction do so at the risk of the organizations success and success of their employees, stakeholders, and organizations that rely on them for support. Nonetheless, those who make the conscious decision to plan, create, implement, and nurture a specific corporate culture have the potential to reap significant be nefits (Valentino, 2004). Wrong Turn for Enron Enron began life in 1985 when it was part of an interstate pipeline merger of Houston Natural Gas and Omaha-based InterNorth. Enron branched out into various broad sectors of territory and was moving in them so fast that the U.S. Securities

The Story of Arthur Free Essays

The story of Arthur was loaded up with enchantment, untruths, and misdirection. For everything that the season of Arthur gathered have been a mysterious, better, less complex time, there are strings of catastrophe going through the story. Merlin bespelled Uther to make him look like King Mark. We will write a custom essay sample on The Story of Arthur or any similar topic only for you Order Now Uther-as-Mark went in and had intercourse to Arthur’s mom, got her pregnant with Arthur. So from the beginning, Arthur was not imagined sincerely. King Arthur became very well known at such a young age. He was 15 when he took over as King of Britain, after his father Uther Pendragon had passed away. His duty transforms, he begins as an honest kid and changes into somebody with obligations to fulfill. Arthur was in London with his foster brother Kay, they saw a sword stuck into a stone. With no effort at all Arthur pulled the sword out of the stone and left everyone in shock. The Nobles first response was not making Arthur King or believing he was. He had to earn their trust and show that he could be their Ruler. He had to show he would meet their morals and standards as King, which ultimately leads to Arthur pulling the sword out of the stone. It was said whoever could remove the sword from the stone would be crowned the next King of Britain. Since Arthur was only 15 it did not settle well with others and led to a rebellious movement amongst other Rulers nearby. The Nobles did not know that Arthur was Uther’s heir, so before he arose to Power he first had to prove that he was Uther’s son so he had to pull the sword out of the stone which implies he is the following picked beneficiary to the tossed. Arthur pulled the sword from the stone again and accepted everyone. He won many battles throughout his reign. Arthur leads the British obstruction crusade against Saxon trespassers, in 495 he leads the clash of Mons Badonicus or the Battle of Mt Badon. At long last the antiquated writings say that in 515 Medraut, Gaelic for Mordred, kicked the bucket with his dad Arthur, King of All Britons, in fight. Arthur’s rule spoken to the â€Å"brilliant age† of Britain. Geoffrey’s Arthur liberated and rejoined all of Britain, as well as vanquished Ireland, Brittany, Norway, Denmark, and France, while as yet discovering time to go to Spain to kill a giant. His legacy became cemented throughout his reign as King and by the fact that he grows after each battle and becomes more and more powerful is ultimately what makes him a â€Å"legend† not any particular moment. In Chapter 6, â€Å"The king was moved at the manner of their delivering this petition, and could not forbear expressing his clemency to them with tears; and at the request of those holy men, granted them pardon.† Arthur knows he must do everything as a ruler to protect and fight for his people, he believes in showing mercy and giving faith to the enemy after they are defeated. Arthur encouraged people in chapter 8 to return to their cities and rebuild the churches that the Saxons destroyed in order to survive socially and spiritually. This idea and movement helped the growth of his legend as well. â€Å"On entering the city, he beheld with grief the desolation of the churches; the temples were half burned down, had no longer divine service performed in them: so much had the impious rage of the pagans prevailed. After this, in an assembly of the clergy and people he appointed Pyramus his chaplain metropolitan of that see. The churches that lay level with the ground, he rebuilt, and (which was their chief ornament) saw them filled with assemblies of devout persons of both sexes.† This quote from Chapter 8 helps show the importance of towns and churches to the citizens. One of Arthur’s most famous battles was the Battle of Caliburn. Arthur killed 470 Saxons with his bare hands, this is when people started to realize his legend was growing. â€Å"Although Arthur had an army he lost many of his men heading up the mountain to fight. The advantage the Saxons had was that they were on top of the mountain and they could pour down upon him with great speed. After a hard struggle they gain control of the hill, and came to a close engagement with the enemy and gave them a warm reception in a defeat. The victory continued in suspense and drew out to Caliburn and upon calling the name of the blessed virgin rush forward with great fairy into the thickest of enemy ranks of him such was the merit of his prayer. Not one person escaped alive that didn’t feel fury of his sword with Caliburn alone: he killed 470 men the Britons saw this and followed their leader in great multitude and made slaughter on all sides which lead to the death of Cheldric, the leader of the Saxon and forced them to surrender.† He was such a great leader of men and warrior in war that he did not any help beating the Saxons reception in defeat forced them to surrender Following Arthur’s fall from the royal position is a short segment portraying the lives of the lords who took after Arthur and how God rebuffed them for unspecified presumption. The last British ruler, Cadwallader, relinquished the Island was his source. These insights at some contention or competition currently lost to history. He was a man people wanted to be around and he bestowed values such as charisma, honor, and leadership Throughout his battles King Arthur proved he was a great warrior, a leader amongst men but one that showed mercy to his enemies and to those who were not as powerful as The King himself. How to cite The Story of Arthur, Papers

Level Of Acceptance Of Accounting Software Research Proposal

Question: Describe A Research Proposal On The Level Of Acceptance Of Accounting Software In Organizations Based In New York. Answer: Introduction Most organizations in the United States perceive Accounting Software as a more effective strategy of increasing the level of efficiency and effectiveness as compared to the traditional manual bookkeeping. It is evident that the software eliminates the probability of presenting erroneous data as long as it is fed the correct information, it operates on a shorter duration, and the data is easily accessible(Association of Accounting Technicians Ltd, 2010). However, there exist a few businesses that do not embrace the advanced technology because of numerous reasons, such as the costs of the software and fear of change. There is also a question of whether organizations are still willing to embrace accounting software for efficient and effective data management after the numerous cases of failure of the systems. For example, last year, 2015, HBSC experienced the inability to access the data system. The failure led to reduced profitability and consumer satisfaction as the consumers could not acquire the banks services for two days. Later in the year, the bank also experienced a failure to process the payment of approximately 275, 000 employees. Failure of accounting software reduces not only the level of profitability but also the employee motivation level(Jee, 2016). This paper proposes a research for the evaluation of the level of acceptance of accounting software in organizations that are in the State of New York. It starts by highlighting the research questions that would help achieve this objective and the hypothesis. After identification of the operational variables, the paper recommends research methodologies, research process, and highlights the expected outcomes. Literature review The various case studies that Hsu (2007) presents demonstrate how various companies have developed accounting software, such as QuickBooks and Quicken to improve the level of efficiency in organizations accounting practices. However, various factors influence organizations on whether they should incorporate them or not. According to OLeary (n.d), the start-up cost depends on the complexity of the system in use. A high-cost suggests that the accounting software is well structured against issues of data loss and insecurity. On the other hand, low-cost software is vulnerable to various problems such as failure of operation and hacking. Moreover, time and other finances have to be set aside for frequent evaluation of the software as it proves manual bookkeeping to be less costly than the practice(Amiri Salari, 2013). Shields (2011) and Syafrudin Sriwidharmanely (2012) affirm that a high start up cost acts as a discouragement for small businesses to purchase accounting software. This is because they already operate on a small budget, which is easily managed through the manual practices. This is unlike the large corporations, where accountants have to handle large sets of data. Moreover, firms still face resistance to change from both the management and employees due to fear of loss of jobs (Kabir et al., 2015). From the study of Zare (2012), accounting software plays a major role in determining the acceptability level of the processed financial systems. Thus, for organizations that embrace software that is deemed to be inefficient, there is a high likelihood of rejecting the financial data. Research Questions and Hypothesis Research Questions What is the approximate percentage of organizations that operate in New York use accounting software? What is the approximate number of organizations in New York that use the software have ever faced any instance of failure? How many New York organizations that are not currently using accounting software have ever used one? Why are the organizations in New York not using the software reluctant from using the software? Hypothesis More than 75% of organizations in New York prefer using accounting software to manual bookkeeping. Approximately 25% of organizations in New York have ever faced accounting failure. Less than 25% of agencies in New York prefer manual bookkeeping practices to the more efficient accounting software. The four broad reasons why some organizations in New York are reluctant to embrace accounting software is due to, the size of firms (for small businesses), increased instances of failure of the system, fear of change among employees, and high start-up cost. Operational Definitions and Measurements The independent variable is accounting software because it is the basis of the research work. Thus all research questions are geared towards assessing the factors that influence the level of accessibility in corporations. On the other hand, the dependent variables will aid in estimation of the level of acceptance of the software through answering the set research questions. Thus, the variables are the number of organizations using accounting software; the number of organizations not using the software; instances of software failure, lack of using the software due to high start-up cost, and the fear of change that reduces the probability of organizations to adapt to the technological operation. The dependent variables will be converted into percentages during measurement so that the statistics from the sample could be used to draw inferences of the selection pool. Research Methodologies: Sampling Techniques: The research work will target at the collection of primary quantitative data from some of the organizations in the New York. Due to the limitation of both time and funds, the sample size will be small, as it will entail 30 organizations. The sampling technique will target not only the multinational organizations but also the small and local businesses. Both random and stratified sampling techniques will be useful. From the list of registered sole proprietorships, partnerships and companies, there will be a random selection of 10 corporations from each category. This will help eliminate any form of biases. Method of Analysis: Data analysis will be conducted by the use of SPSS 2.0 software, which is a demonstration of accounting software. It is relevant since it will help in the analysis of the frequency distribution of various dependent organizations. Moreover, it will aid in the calculation of the percentages, which will be important for comparative purposes (Glenn, 2010). For example, after calculation of the percentage of the number of organizations that use accounting software and percentage of those that do not, one can assess whether the hypothesis that 75% of organizations in New York prefer the software to the manual bookkeeping. Research Process After the sample selection, data will be collected through administration of structured questionnaires to be filled by the head of accounting department of the selected organization. The questionnaire will have two selections. The first one will have open-ended questions, such as the name of the organization and how long the firm has been in operation. The second section will contain closed-ended questions, to eliminate ambiguity. Some of the questions in this section are whether the organization uses manual bookkeeping practices or has accounting software and whether an organization has ever experienced system failure. For firms that do not have the software, there will be a question of the reasons they do not have them. The choices will entail high start-up cost, employees reluctance to change, managements reluctance to change, small firm size, increased instances of system failure, and irrelevant. The questionnaire will be short to increase the chances of receiving a response (Gle nn, 2010). Expected outcomes From the research work, it is expected that accounting software is more common in large and well-established organizations than small and new ones. This is because of the high start-up cost. Moreover, fear of change is expected to be more evident in the small firms as compared to the established ones. However, from the selected sample, at least a third may have incorporated software in the accounting practices. Although a quarter of these corporations may have faced challenges such as system failure, they focussed on improving the software instead of going back to the strenuous manual bookkeeping. Therefore, there is a high expectation that the outcome will reflect that most organizations are willing to use the software even though there are instances of failure. Conclusion The research paper will target at evaluation of the acceptability of accounting software in organizations that are found in New York. This is in light of the factors that may act as inhibitors for firms to embrace the efficient and effective strategy as compared to the difficult and time-consuming manual bookkeeping. The work will involve administration of questionnaires to heads of accounting departments of the selected 30 organizations. In order to improve the level of reliability and validity of collected data, the selection process will eliminate any form of biases, and the questionnaires will be short and precise to eliminate ambiguity. Nonetheless, the expected outcome is that the level of acceptability of the accounting software is high among the firms in New York. List of References Amiri, A. Salari, H., 2013. Effect of Accounting Information System on Software Qualitative. International Journal of Business and Management Invention, 2(4), pp. 6-12. Association of Accounting Technicians Ltd, 2010. Computerized Accounting Software. London: BPP Learning Media. Glenn, J., 2010. Handbook of Research Methods. Jaipur: Oxford Book Co. Hsu, D., 2007. Case Studies in Financial Accounting Software. E-Leader Prague, 1(1), pp. 3-7. Jee, C., 2016. Top Software Failures. [Online] Available at: https://www.computerworlduk.com/galleries/infrastructure/top-10-software-failures-of-2014-3599618/ [Accessed 15 August 2016]. Kabir, M., Rahman, M., Yunus, M. Chowdhury, A., 2015. Applications of Accounting Software: An Empirical Study on the Private Universities of Bangladesh. World Review of Business Research, 5(1), pp. 72-85. O'Leary, D. E., 1988. Software Engineering and Research Issues in Accounting Information Systems. Journal of Information Systems, 2(2), pp. 24-38. Shields, J., 2011. Managing Accounting Reports in Small Business: Frequency of Use and Influence of Owner Locus of Control and Goals. Small Business Institute Journal, 7(1), pp. 29-51. Syafrudin, V. a. S. (. .. ,. 3. p.-1., 2012. An Empirical Study of Accounting Software Acceptance among Bengkyulu City Students. Asian Journal of Accounting and Governance, Volume 3, pp. 99-112. Zare, I., n.d. 2012Study of Effect of Accounting Information Systems and Software on Qualitative Features of Accounting Information. International Journal of Management Science and Business Research, 1(4), pp. 1-12.

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Training Evaluation New Techniques and Strategies

Training Evaluation New Techniques and Strategies Abstract The ineffectiveness of goal-based and systematized evaluation methods has led to development of new training evaluation methods. This paper reviews some of the present approaches used in training evaluation.Advertising We will write a custom research paper sample on Training Evaluation: New Techniques and Strategies specifically for you for only $16.05 $11/page Learn More It then provides two training evaluation methods developed in Europe and notes features that make the two methods superior. Additionally, it notes the incorporation of technology in training evaluation. Finally, it provides a brief conclusion of the main points. Introduction Training evaluation is a fundamental component of instructional design models that many organizations use. Evaluation instruments and methods assist organizations to determine the usefulness of instructional interventions. However, regardless of the significance of instructional training programs, there is indi cation that many training plans are not consistent and ineffective. Possible reasons for the inconsistency and inefficiency include insufficient time and budget allocations, inadequate expertise and poor training schemes and tools. Additionally, the complex nature of evaluation methods could be the cause of inefficiency and inconsistency of training evaluations that companies perform. Training evaluations involve numerous and complex factors. Training evaluations relate to factors connected to continuous and dynamic contacts of various aspects and features of companies’ and training goals, training situations, evaluation technologies and trainees (Blanchard Thacker, 2010). The objectives of assessment involve several reasons at varied levels. The reasons include workers performance, evaluation of training materials and returns on investment. Diverse departments and people must cooperate with each other in a business to accomplish these functions.Advertising Looking f or research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Hence, this paper discusses new strategies and techniques of training evaluations that can result into the success of training programs. Additionally, it includes the use of technology in training evaluations. This paper also includes literature on training evaluation methods that many organizations have used previously. This paper hopes to enhance the value of training evaluation strategies that organizations use. Review of the Literature Many approaches used in training evaluation are based on systematic approaches to training designs. Instructional System Development (ISD) typifies the commonly used methods of evaluation. ISD emerged in the United States after the Second World War ended. In ISD model, training evaluation represents the last stage of a systematic approach to management. Additionally, training evaluation is performed to improve the in tervention methods or to ensure effectiveness of training programs. Hence, training evaluations are categorized as either formative evaluation or summative evaluation based on the purposes of evaluation. There exist six broad approaches to training evaluation namely goal-based, reactive, open, systems, expert review and quasi-legal evaluations. Systematized and goal-based training evaluation methods are the widely used training evaluation methods in many organizations. These two perspectives have also influenced different outlines developed for assessment of training plans. Kirkpatrick developed the most influential training evaluation framework that is goal-based (Eseryel, 2002). Notably, the work that Kirkpatrick did resulted into development of other evaluation models. The form that Kirkpatrick developed is founded on four uncomplicated issues. The questions then transform into four training evaluation levels. These four levels include education, behavior, reaction and results.Ad vertising We will write a custom research paper sample on Training Evaluation: New Techniques and Strategies specifically for you for only $16.05 $11/page Learn More Additionally, systems approach also has influential models (Kirkpatrick Kirkpatrick, 2010). The influential models include the Context, Input, Process and Product Model (CIPP), Input, Process, Output and Outcome Model (IPO) and Training Validation System Approach (TVS). Goal-based models, like Kirkpatrick’s model, can assist organizations and practitioners think about the reasons for training evaluations. The reasons for training evaluation range from technical and management reasons to political reasons. Nevertheless, these models are not valuable in training assessment. They do not present the needed steps required to realize the reasons for training. Additionally, these models do not provide the ways through which the results of training evaluation can be used to enhance the effectiv eness of training programs. Many organizations that use these models face numerous challenges in the selection and implementation of the methods to use in evaluation (Eseryel, 2002). The challenge is in the determination of whether the appropriate method is qualitative or quantitative. Many trainers usually prefer to use these methods due to their simplicity. However, they do not usually consider the available resources and needs. Moreover, they fail to consider the applicability of the model in the organization and the usefulness of the results that the models present. In contrast, systematized models are helpful in the examination of integrated conditions and backgrounds. However, they fail to present adequate granularity. Systematized training evaluation methods do not provide or show the relationships that they have with training designs used. Moreover, these models do not comprehensively describe the instruments used and steps involved in training assessment. Finally, systemati zed evaluation strategies do not show the collaborative nature required in training evaluation.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More They do not provide the diverse tasks and positions that different people execute throughout training assessment processes. Hence, new training evaluation strategies are required. The table below shows a comparison of goal-based and systematized training evaluation methods commonly used. Kirkpatrick (1959) CIPP Strategy (1987) IPO Strategy (1990) TVS Strategy (1994) Reaction involves the collection of information about workers’ reactions after training is completed. Context involves the collection of information to determine the needs that training has to address and objectives of a training program. Input involves assessment of system performance pointers like trainee qualifications, accessibility of resources and the relevance of training among others. Situation involves the collection of data before training begins to determine the present level of performance in an organization and then establish the desired performance level. Education involves examination of whet her the objectives for training are achieved. Input involves the determination of training strategies that can assist in the achievement of the desired results. Process involves examination of the planning, aims, delivery and development of a training program. Intervention involves the identification of the reasons for existence of gap between pre-training performance and the desired performance. It also involves assessment of whether training helps to reduce the gap. Behavior involves examination of improvements in workers’ job performance after they are trained. Process involves assessment of the ways through which a training program is implemented. Output involves the collection of information that results from a training program that has been adopted. Impact involves evaluation of post and pre-training information. Results involve examination of the benefits and costs of a training program to an organization and assessment of costs, productivity and quality of work. P roducts involve the collection of information on the results that the training program has achieved after the program ends. Outcomes involve assessment of the longer-term results of training programs and focuses on performance, profitability, competitiveness and so on. Value involves measurement of changes in quality, services, productivity, sales and workers’ performance in terms of money after training workers. Implications of the Literature The importance of training evaluation becomes more evident when the amounts of money that organizations use in training and development are examined. American organizations use up to $100 billion on training and development yearly. However, less that 10% of these amounts invested in training results into performance improvement. This shows inconsistency and inefficiency of training evaluation methods that companies use. According to American Society for Training and Development (ASTD), many businesses only test the responses that wor kers have towards training programs (Eseryel, 2002). Many organizations evaluate training programs at level one and two. In the study, ASTD found that 93% of organizations studied performed an evaluation at level one of training while 52% evaluated training programs at level two (Eseryel, 2002). Additionally, other organizations evaluated training programs at level three (31%) and level four (28%). Based on the study, it is clear that evaluation strategies many organizations use involve superficial analysis. Evaluation processes used in Europe are also similar to those used in America. The European Commission conducted surveys that explored evaluation methods applied in Europe. The first survey project was Promoting Added Value through Evaluation (PAVE) survey. PAVE studied small, medium and large organizations that showed commitment to education and evaluation. Consequently, it developed PAVE as a new evaluation strategy. The results of the study showed that formative and summative evaluation strategies are not broadly used (Eseryel, 2002). However, according to PAVE survey, context and immediate needs for training evaluations are broadly used (Eseryel, 2002). Additionally, managers perform training evaluation responsibilities. Surveys and unofficial response mechanisms are the widely used methods in evaluations. Many organizations assess the impact of training on workers’ performance. However, they do not emphasize the impact of training on an organization. Additionally, new strategies of training evaluation provides operational reasons for training instead of strategic reasons. Information obtained through evaluation of training programs are used to make feedback to workers and not for revision of training programs. Organizations’ sizes also influence evaluation processes. Hence, managers are responsible for all activities done in evaluation processes. The second survey was the Advanced Design Approaches for Personalized Training-Interactive T ools (ADAPTIT). ADAPTIT provides design techniques and tools that guide trainers. Additionally, it is based on standardization principles and cognitive science. Hence, it is superior to Kirkpatrick’s and systematized models since it provides the tools, design and required standards. In the study, it was realized that there exists no distinction between summative and formative evaluation (Eseryel, 2002). Additionally, the study found that previous evaluation techniques focused on evaluation of workers’ performance and that the results of evaluation were not used in revision of training techniques. Hence, ADAPTIT incorporates the use of evaluation software to enhance training evaluation methods. The use of technology to automate training evaluation processes is also a new strategy and technique. Training evaluation should have persistent and influential effect on designs of training plans, workers and resources. Hence, training designers, training managers and HR manager s must be involved in training programs as evaluators. External evaluators normally enhance the validity of evaluation results. However, budget and time constraints limit the practicability of the use of external evaluators. Hence, organizations have developed new internal cost-effective and convenient training evaluation methods (Eseryel, 2002). However, the challenge that internal training methods face is the inadequacy of knowledge required to conduct training evaluation. Moreover, internal evaluators may be biased in their evaluation. Hence, organizations can use evaluation systems to evaluate training or instructional programs. Evaluation systems can enhance productivity, standardize the evaluation processes and eliminate biasness in evaluation processes. Furthermore, evaluation systems can improve the effectiveness of training programs that an organization uses. Automated training evaluation systems perform two essential activities necessary in evaluation processes. Automated training evaluation systems automate preparation processes through expert assistance and data compilation processes. A practical or prepared model is used in preparation stages. This enables the evaluator to plan a suitable evaluation. Evaluation systems require key information essential in evaluation processes. They then offer recommendations relating to possible evaluation strategies. The key information that may be required by evaluation systems include goals of evaluation, evaluation type, size of evaluated group, level of evaluation and instructional objectives (Eseryel, 2002). Automated training evaluation systems can provide guidance on appropriate evaluation designs, data collection methods, report formats, data analysis techniques and distribution strategies. The instructions that evaluation systems provide are broad and flexible guidelines and strategies. However, they leave room for human decisions to be involved. This ensures the success of automated training evaluation systems. Evaluation systems can also have automated methods of data collection to improve their efficiency and functionality attributes. The data compilation functions of the systems can include quick evaluation scoring of processes and declarations, computerization of report interpretations and provision of quick advice. These abilities enable an organization to establish the strengths and weaknesses of a training program that the organization uses (Eseryel, 2002). Hence, the use of technology assists in improvement of evaluation processes used currently. Automated training assessment and information collection systems provide integrated elucidations for organizations and training practitioners. They also provide advice on how organizations can revise their training programs and materials. The recommendation that evaluation systems present on modification of training plans is based on assessment responses obtained. Hence, evaluation information, workers’ performance and revi sion requirements can be tied to the training program that an organization has developed. ADAPTIT is an example of an evaluation strategy that involves the use of technology in training evaluation and provides an integrated training evaluation solution to organizations. Conclusions Evaluation of training programs has to meet certain goals and requirements for organizations. These goals relate directly to improvement of organizations’ overall performance and improvement of productivity of workers. Hence, the evaluation of training programs assesses whether the goals have been met (Blanchard Thacker, 2010). Practitioners and organizations have used various evaluation strategies. Notably, goal-based and systematized strategies have been used. However, these strategies are not particularly effective. They do not provide designs and tools required for comprehensive evaluation of training programs. Therefore, new strategies have been developed. The aim of this article was to discu ss new strategies and methods of training evaluation that can result into the success of training programs. It has presented and discussed PAVE and ADAPTIT as new training evaluation strategies. Additionally, it discussed the use of automated training evaluation systems as a new technique in training evaluation. These new strategies present integrated training evaluation solutions to organizations and practitioners compared to previous training evaluation methods like goal-based and systematized methods of evaluation. Additionally, the use of automated systems in training evaluation improves efficiency and effectiveness of training programs. Moreover, it removes the possibility of biasness in evaluation processes. Consequently, the development of these new methods has enhanced evaluation of training programs that organizations and practitioners perform. References Blanchard, N., Thacker, W. (2010). Effective Training: Systems, Strategies, and Practices. Upper Saddle River, New Jers ey: Prentice Hall. Eseryel, D. (2002). Approaches to Evaluation of Training: Theory amp; Practice. Web. Kirkpatrick, L., Kirkpatrick, D. (2010). Evaluating training programs: The four levels. Sydney, Australia: https://www.readhowyouwant.com/.

ILDF Essay Example | Topics and Well Written Essays - 1500 words

ILDF - Essay Example By comparing the traditional education, learning process that requires students to meet face to face with their instructors for their courses online education tends to be the most reliable learning management system (Unrau, 2003). The swift development of the online education program, tutors have the task and responsibility to assure quality and effectiveness of online education. For online education to be a successful program, the designers have the duty to ensure that the learning management structure is reliable and flexible. This ensures that the student’s interests are inspired and activated for them to acquire knowledge and skills effectively and efficiently. Although, the online learning system has benefits to both instructors and students, its establishment and management have faced by various challenges. However, there various efforts that have been put in place to make sure consistent and effective quality of the curriculum especially for the online education. The on line education management has put in place the Integrative Learning Design Framework (ILDF), quality matters and the Online Course Evaluation project. The Integrative Learning Design Framework is a constructivist design process where views from all the participants and their feedback of the design, development and the implementation process are considered. The ILDF has four phases the exploration phase, enactment phase, evaluation phase and the reflection phase. In the exploration phase investigation is done on the extent to which the online learning program would be designed and implemented. However to do so there are a number of factors that should be considered like the needs of the Students and the instructors, both teaching and learning challenges and the cultural, social and organization factors that would hinder the design development and implementation. The enactment phase this phase depends on the information gathered from the exploration phase and all the determinants are considered the prototype is designed (Monroe, 2010). The evaluation phase is the next stage in ILDF where the designed prototype is analyzed whether it is user friendly and valid to handle the challenges of the instructor and learner challenges. The reflection phase is where the participants analyze the experiences they went through during the designing process. Benefits of evaluation systems in online learning management Due to globalization, there has been an influx of online courses offered by international schools. However, most of these institutions do not offer quality education systems. There is also the presence of fakes who use the internet to offer online course to unaware online learning students. With the help of the evaluation techniques, the online designers are able to put away these counterfeit. Through the evaluation systems, the designers and participants of the implementation of the online system have pointed out the various grounds that affect the online system c ounterfeits. Through online learning system, learners are now using videos to make the learning system more effective. According to research, the brain of humankind is able to capture more details with the help of videos. Online has become more effective especially on the ground of effective communication between the professors and the students. The online learning system is been used by both students and teachers to make their work easier in the education background. Through online the teacher is