The Effect of Outsourcing on Public Sector Organizations Essay Example

The Effect of Outsourcing on Public Sector Organizations Essay The Effect of Outsourcing on Public Sector Organizations JOHN H HANNAH III UNIVERSITY OF PHOENIX The Effect of Outsourcing on Public Sector Organizations This paper will examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment. As the move to outsourcing is part of a wider phenonom for flexibility in the organizational, structure, development and change paradigms of public sector organizations. This paper begins by examining the problems associated with an outsourcing strategy in public sector organization. Many counties within the US, have chosen to outsource the investment and operation of non-competitive public services, such as water and waste management, public transports, mail services, information and communication technology services, facilities management and road infrastructures. Outsourcing today has become an essential revenue and growth strategy for almost every existing corporation. It creates flexibility in the company, ensuring the maximum utilization of available resources within the company. It also offers corporations cost advantages and help free up their management resources. Orange county government-anywhere USA, requested the services of a Home Land Security Specialist to assist in the collaborative, assessment, development and strategic enhancement of it municipality’s Information Technology (IT) and Critical Facilities’ (CF) upgrades and security. Upon the completion of plan, expectations and deliverables, a series of introductions with Directors, Managers and Supervisors, it was apparent the federal dollars associated with the project was indeed the motive for the invitation. In my initial general assessment and development of a strategy, the organization handbook was the first critical reading which uncovered a mission statement, values, ethical guidelines and the organizational cultural premise. â€Å"The Mayor’s outline the vision, values and mission as simple – to serve. You have an important job to do as we work to meet the needs of our citizens. We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We ensure that roads are built and maintained; we protect environmental resources; we respond to crisis and emergency situations; we staff facilities that care for people; and we ensure that the quality of life of our citizens is protected our challenge is to build on the strengths of our diverse community so that everyone can enjoy the very best Orange County has to offer. We are committed to maintaining an organization where citizens are engaged in civic affairs, take ownership in their government and have input in the decision making process†. The following core values serve as our foundation: 1. FAIRNESS, 2. WORK ETHIC 3. INTEGRITY AND CHARACTER 4. EXCELLENCE AND INNOVATION: 5. PROFESSIONALISM AND ACCOUNTABILITY (Orange County Government, 2012) . The role of the Security Specialist in this public sector organization is to examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment and develop a strategy to move this organization toward outsourcing initially in the areas of IT and CF. Provide an assessment and evaluation of the organizational readiness for change in the area of outsourcing. This paper begins by examining the problems associated with an outsourcing strategy in public sector organization in the form of an assessment. As public sector moves to outsourcing as part of a wider strategy to increase flexibility in the organizational, structure, development and change paradigms of public sector organization. Outsourcing helps organizations to be focused. Since the most valuable resource within management is time, once a process is successfully outsourced, the management gets more and effective time to explore new revenue streams, time to accelerate other projects and time to focus on customers. Traditionally executives spend 80 percent of their time managing details, and only 20 percent on planning and customer relations, in other words, a successful outsourcing process can help reverse this ratio. Outsourcing can also help companies to have access to new technologies that might not be used in their company. This is mainly because the outsourcers use the latest state-of-the art technologies to serve their private sector clients. And this might also increase the change paradigm shift and rapid migration of these companies to new technology. Outsourcing also helps multi functional areas and department of a public sector providing the benefit of 24-hour operational cycles and providing necessary services to their customer. The ever- growing pressure for increased productivity and profitability of city, county and state governments thus, the pressures to reduce costs and improve productivity are the main factors that influenced the beginning of offshore outsourcing. For example, the main advantages to move production to private contracting of products and services to reduce in-house human resources management cost. Hence, today outsourcing has become an attractive and powerful strategy for companies to reduce cost and improve performance. These models provide theoretical guidelines upon which valid and reliable organizational assessments should be based. All of these models provide value to management and human resource organizational leaders performing organizational assessments based on a internal aspects or a system theory evaluation approach (Erwin Garman, 2010). The McKinsey 7S Framework model is used as a tool to assess and monitor changes in the internal situation of an organization closed system assessment. The model is based on the theory that, for an organization to perform well, these seven elements need to be aligned and mutually reinforcing. So, the model can be used to help identify what needs to be realigned to improve performance, or to maintain alignment (and performance) during other types of change. The basic premise of the model is that there are seven internal aspects of an organization that need to be aligned if it is to be successful evaluation and assessment tool. The Seven Interdependent Elements of the 7s model are Hard elements (strategy, structure and systems) and the Soft Elements (shared values, skills, style and staff) (Waterman, Peters, Phillips, 1980) Burke Litwin Model (The Casual Model of Organizational Performance Change) – The Burke Litwin Model, suggests linkages that hypothesize how performance is affected by internal and external factors. It provides a framework to assess organizational and environmental dimensions that are keys to successful change and it demonstrates how these dimensions should be linked causally to achieve a change in performance. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes. If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke Litwin, 1992). The Marvin Weisbord-Six-Box Model (Weisbord’s Model) is designed to assess the functioning of organizations based mainly on the techniques and assumptions of the field of organizational development. The model represents a particular way of looking at organizational structure and design. It gives attention to issues such as planning, incentives and rewards, the role of support functions such as personnel, internal competitions among organizational units, standards for remuneration, partnerships, hierarchies and the delegation of authority, organizational control, accountability and performance assessment. The model also follows the basic systems approach to organizational functioning including the well-known inputs and outputs categories. The six-box model is comprised of the following components (boxes): (1). Purposes, (2). Structure, (3) relationships; (4). Rewards, (5). Leadership, (6). Coordinating technologies. The only disadvantage to this model is it s design to only address internal environments (Weisbord, 1978). An open system organizational development theory and (Burke Litwin) model will be utilized to conduct a diagnosis analysis planned change assessment to the organization. These changes are usually designed to address an organization problem or to help an organization prepare for future. It is the one method of quickly bringing change, which focus on human and social aspects of the organization as a way to improve organization’s ability to adapt and solve problems. The best theory is developed from practice; the best practice should be grounded in theory (Seeger, 2006; Brown, 2011). The Burke Litwin Model hypothesizes’ how performance is affected by internal and external factors. Public sector management occurs within a complex, dynamic system involving stakeholders, coupled with informational and resource material flows and behaviour that is characterized by interactions related to internal and external environments. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes. If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke Litwin, 1992). The theory of Organizational readiness for change is considered a multi-level, multi-faceted construct. From and organization-level construct, readiness for change refers to organizational members shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational member’s value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior (Weiner, 2009). References Bateman, T. S. , Snell, S. A. (2007). Management: Leading collaboratiing in a competitive world (7th ed. . New York, NY: McGraw Hill Irwin. Boland, T. , Fowler, A. (2000). A systems perspective of performance management in public sector management. The International Journal of Public Sector organizations, 13(5), 417-446. doi:10. 1108/09513550010350832 Brown, D. R. (2011). An experiential approach to organization development (8th ed. ). Boston, MA: Prentice Hall. Burke, W. W. , Litwin, G. H. (1992). Causal model of organization performance and change’. Journal Management, 18(3), 523-545. doi:10. 1177/014920639201800306 Erwin, D. G. , Garman, A. N. (2010). Resistance to organizational change: Linking research and practice,. Leadership Organization Development Journal, 31(1), 39-56. doi:10. 1108/01437731011010371 Harrison, M. I. , Shirom, A. (1999). Organizational diagnosis and assessment: Bridging theory and practice. Thousand Oaks, CA: Sage. Kotter, J. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 59-67. Retrieved from http://89. 248. 0. 102/upload/Topplederprogrammet/Kotter. pdf Lewin, K. (1951). Field Theory in Social Science. London, England: Harper Row. Orange County Government. 2012, April). Employee Handbook. Fl. Retrieved from http://www. ocfl. net/Portals/0/resourcelibrary/employment-employehandbook. pdf Waterman, R. , Peters, T. J. , Phillips, J. R. (1980). Structure is not organization. Mckinsey Quarterly, 2-20. Retrieved from http://www. tompeters. com/docs/Structure_Is_Not_Organization. pdf Weisbord, M. (1978). Organizational Diagnosis: A Workbook of Theory and Practice. Addison-wesle y. Wiener, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4, 67. doi:10. 1186/1748-5908-4-67 The Effect of Outsourcing on Public Sector Organizations Essay Example The Effect of Outsourcing on Public Sector Organizations Essay The Effect of Outsourcing on Public Sector Organizations JOHN H HANNAH III UNIVERSITY OF PHOENIX The Effect of Outsourcing on Public Sector Organizations This paper will examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment. As the move to outsourcing is part of a wider phenonom for flexibility in the organizational, structure, development and change paradigms of public sector organizations. This paper begins by examining the problems associated with an outsourcing strategy in public sector organization. Many counties within the US, have chosen to outsource the investment and operation of non-competitive public services, such as water and waste management, public transports, mail services, information and communication technology services, facilities management and road infrastructures. Outsourcing today has become an essential revenue and growth strategy for almost every existing corporation. It creates flexibility in the company, ensuring the maximum utilization of available resources within the company. It also offers corporations cost advantages and help free up their management resources. Orange county government-anywhere USA, requested the services of a Home Land Security Specialist to assist in the collaborative, assessment, development and strategic enhancement of it municipality’s Information Technology (IT) and Critical Facilities’ (CF) upgrades and security. Upon the completion of plan, expectations and deliverables, a series of introductions with Directors, Managers and Supervisors, it was apparent the federal dollars associated with the project was indeed the motive for the invitation. In my initial general assessment and development of a strategy, the organization handbook was the first critical reading which uncovered a mission statement, values, ethical guidelines and the organizational cultural premise. â€Å"The Mayor’s outline the vision, values and mission as simple – to serve. You have an important job to do as we work to meet the needs of our citizens. We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Effect of Outsourcing on Public Sector Organizations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We ensure that roads are built and maintained; we protect environmental resources; we respond to crisis and emergency situations; we staff facilities that care for people; and we ensure that the quality of life of our citizens is protected our challenge is to build on the strengths of our diverse community so that everyone can enjoy the very best Orange County has to offer. We are committed to maintaining an organization where citizens are engaged in civic affairs, take ownership in their government and have input in the decision making process†. The following core values serve as our foundation: 1. FAIRNESS, 2. WORK ETHIC 3. INTEGRITY AND CHARACTER 4. EXCELLENCE AND INNOVATION: 5. PROFESSIONALISM AND ACCOUNTABILITY (Orange County Government, 2012) . The role of the Security Specialist in this public sector organization is to examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment and develop a strategy to move this organization toward outsourcing initially in the areas of IT and CF. Provide an assessment and evaluation of the organizational readiness for change in the area of outsourcing. This paper begins by examining the problems associated with an outsourcing strategy in public sector organization in the form of an assessment. As public sector moves to outsourcing as part of a wider strategy to increase flexibility in the organizational, structure, development and change paradigms of public sector organization. Outsourcing helps organizations to be focused. Since the most valuable resource within management is time, once a process is successfully outsourced, the management gets more and effective time to explore new revenue streams, time to accelerate other projects and time to focus on customers. Traditionally executives spend 80 percent of their time managing details, and only 20 percent on planning and customer relations, in other words, a successful outsourcing process can help reverse this ratio. Outsourcing can also help companies to have access to new technologies that might not be used in their company. This is mainly because the outsourcers use the latest state-of-the art technologies to serve their private sector clients. And this might also increase the change paradigm shift and rapid migration of these companies to new technology. Outsourcing also helps multi functional areas and department of a public sector providing the benefit of 24-hour operational cycles and providing necessary services to their customer. The ever- growing pressure for increased productivity and profitability of city, county and state governments thus, the pressures to reduce costs and improve productivity are the main factors that influenced the beginning of offshore outsourcing. For example, the main advantages to move production to private contracting of products and services to reduce in-house human resources management cost. Hence, today outsourcing has become an attractive and powerful strategy for companies to reduce cost and improve performance. These models provide theoretical guidelines upon which valid and reliable organizational assessments should be based. All of these models provide value to management and human resource organizational leaders performing organizational assessments based on a internal aspects or a system theory evaluation approach (Erwin Garman, 2010). The McKinsey 7S Framework model is used as a tool to assess and monitor changes in the internal situation of an organization closed system assessment. The model is based on the theory that, for an organization to perform well, these seven elements need to be aligned and mutually reinforcing. So, the model can be used to help identify what needs to be realigned to improve performance, or to maintain alignment (and performance) during other types of change. The basic premise of the model is that there are seven internal aspects of an organization that need to be aligned if it is to be successful evaluation and assessment tool. The Seven Interdependent Elements of the 7s model are Hard elements (strategy, structure and systems) and the Soft Elements (shared values, skills, style and staff) (Waterman, Peters, Phillips, 1980) Burke Litwin Model (The Casual Model of Organizational Performance Change) – The Burke Litwin Model, suggests linkages that hypothesize how performance is affected by internal and external factors. It provides a framework to assess organizational and environmental dimensions that are keys to successful change and it demonstrates how these dimensions should be linked causally to achieve a change in performance. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes. If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke Litwin, 1992). The Marvin Weisbord-Six-Box Model (Weisbord’s Model) is designed to assess the functioning of organizations based mainly on the techniques and assumptions of the field of organizational development. The model represents a particular way of looking at organizational structure and design. It gives attention to issues such as planning, incentives and rewards, the role of support functions such as personnel, internal competitions among organizational units, standards for remuneration, partnerships, hierarchies and the delegation of authority, organizational control, accountability and performance assessment. The model also follows the basic systems approach to organizational functioning including the well-known inputs and outputs categories. The six-box model is comprised of the following components (boxes): (1). Purposes, (2). Structure, (3) relationships; (4). Rewards, (5). Leadership, (6). Coordinating technologies. The only disadvantage to this model is it s design to only address internal environments (Weisbord, 1978). An open system organizational development theory and (Burke Litwin) model will be utilized to conduct a diagnosis analysis planned change assessment to the organization. These changes are usually designed to address an organization problem or to help an organization prepare for future. It is the one method of quickly bringing change, which focus on human and social aspects of the organization as a way to improve organization’s ability to adapt and solve problems. The best theory is developed from practice; the best practice should be grounded in theory (Seeger, 2006; Brown, 2011). The Burke Litwin Model hypothesizes’ how performance is affected by internal and external factors. Public sector management occurs within a complex, dynamic system involving stakeholders, coupled with informational and resource material flows and behaviour that is characterized by interactions related to internal and external environments. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes. If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke Litwin, 1992). The theory of Organizational readiness for change is considered a multi-level, multi-faceted construct. From and organization-level construct, readiness for change refers to organizational members shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational member’s value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior (Weiner, 2009). References Bateman, T. S. , Snell, S. A. (2007). Management: Leading collaboratiing in a competitive world (7th ed. . New York, NY: McGraw Hill Irwin. Boland, T. , Fowler, A. (2000). A systems perspective of performance management in public sector management. The International Journal of Public Sector organizations, 13(5), 417-446. doi:10. 1108/09513550010350832 Brown, D. R. (2011). An experiential approach to organization development (8th ed. ). Boston, MA: Prentice Hall. Burke, W. W. , Litwin, G. H. (1992). Causal model of organization performance and change’. Journal Management, 18(3), 523-545. doi:10. 1177/014920639201800306 Erwin, D. G. , Garman, A. N. (2010). Resistance to organizational change: Linking research and practice,. Leadership Organization Development Journal, 31(1), 39-56. doi:10. 1108/01437731011010371 Harrison, M. I. , Shirom, A. (1999). Organizational diagnosis and assessment: Bridging theory and practice. Thousand Oaks, CA: Sage. Kotter, J. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 59-67. Retrieved from http://89. 248. 0. 102/upload/Topplederprogrammet/Kotter. pdf Lewin, K. (1951). Field Theory in Social Science. London, England: Harper Row. Orange County Government. 2012, April). Employee Handbook. Fl. Retrieved from http://www. ocfl. net/Portals/0/resourcelibrary/employment-employehandbook. pdf Waterman, R. , Peters, T. J. , Phillips, J. R. (1980). Structure is not organization. Mckinsey Quarterly, 2-20. Retrieved from http://www. tompeters. com/docs/Structure_Is_Not_Organization. pdf Weisbord, M. (1978). Organizational Diagnosis: A Workbook of Theory and Practice. Addison-wesle y. Wiener, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4, 67. doi:10. 1186/1748-5908-4-67

Answers to Questions About Prepositions

Answers to Questions About Prepositions Answers to Questions About Prepositions Answers to Questions About Prepositions By Mark Nichol Here are several questions from DailyWritingTips.com readers about use of prepositions, and my responses. 1. I was always taught, â€Å"Never use a preposition to end a sentence.† For example, â€Å"I want to go with† should be â€Å"I also want to go,† or â€Å"Use the dustbin to throw the rubbish in† should be â€Å"Throw the rubbish in the dustbin.† Yet you have done so with the word out in the sentence â€Å"California gave a record $100 million loan to bail schools out.† Is it OK to end sentences with prepositions? The admonition to never end a sentence with a proposition has no valid grammatical basis: For example, â€Å"She was the one he wanted to go out with† is correct. (Here is one of several DailyWritingTips.com posts on the topic.) Earlier placement of a preposition in a sentence makes the sentence sound more formal, but efforts to consistently do so sometimes result in awkwardly stiff syntax, as in â€Å"She was the one out with which he wanted to go.† (However, â€Å"I want to go with† is a different matter; as a truncated version of â€Å"I want to go with you,† it’s colloquial and not suited for formal writing.) 2. I am reading a very well-written book, but I’ve run across an expression that grates: The author wrote at least twice of â€Å"a couple weeks† or â€Å"a couple trees† (or whatever), where I have always said â€Å"a couple of.† I can’t figure out which expression is the correct one. Have you covered this, or can you advise me? This post is one of several at DailyWritingTips.com that discusses couple. â€Å"A couple of† is the correct form, but either the author chose to be colloquial, or neither he nor his editors know the correct usage. 3. I have always thought that â€Å"outside of† is incorrect when used this way: â€Å"The man was outside of the house† (as opposed to â€Å"The man was outside the house†). Am I right? Using the preposition of is usually superfluous in such constructions, but it’s not incorrect, and in the senses of â€Å"besides† and â€Å"apart from,† it’s necessary. Some grammar handbooks advise playing this usage by ear. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:100 Beautiful and Ugly WordsWhat's a Male Mistress?What is an Anagram?

Apple vs. Samsung Research Proposal Example | Topics and Well Written Essays - 1000 words

Apple vs. Samsung - Research Proposal Example The comparison between the Apple and Samsung companies is their uniqueness that makes them lead the technological market. The book value of Apple Inc. has never been witnessed in any of the corporations. After Apple trading with XOM (Exxon Mobil Corporation), its share has risen while that of XOM has fallen. This has seen Apple Inc. getting an advantage of approximately $ 200 billion. The gap created by Apple, has made it that even combination of 15 corporations’ market capitalizations cannot defeat it. On the other hand, Samsung contributes approximately 1/6 of South Korea’s Gross Domestic Product. Samsung has got into so many distinct businesses leaving only a few businesses that might be termed as irrelevant. An example of the main businesses that Samsung has ventured in includes life insurance (colossal), ship building and construction. All these are additional to what it is best known of; Samsung Electronics (McFarlane, 2015). The results of this research are to compare the companies: Apple and Samsung. The comparison will be based on the employment potential of the two companies in terms of number and quality (Edwards, 2014). The research will also help determine which of the two companies have better investment prospects (Ante and Connors, 2013). This will assist in the determining the companies that one can best invest in. It will also help in the finding of which company gives its employees the best benefits (Kasewurm, 2006; Apple, 2015; Samsung, 2015). This research will also help determine the environmental practices that are practiced by Apple and Samsung and compare them (Batra, 2013). My qualification as a writer is that I have a great experience in writing having written several reports. My writings normally focus on questions that are anticipated by the instructor and the readers. I always base my work on the data and it is always applied logic in it (Thonney, 2003). My experience will enable the

Applied Statistics for Finance and Economics Project

Applied for Finance and Economics - Statistics Project Example The two will guide the analysis of the rest of the analysis. The first section of the project focuses on the brief description of the two variables representing the log return series. It will apply various statistical approaches including the descriptive methods and graphical methods. Consequently, it will conduct the test for normality to ascertain whether the mean difference and median difference really exist, as well as confirming the randomness and volatility of the stock distribution. The project culminates in the analysis of the capital calculation through the Capital Asset Pricing Model (CAPM) as well as the OLSE (Estimation of the Ordinary Least Squares, in order to test relevant observations concerning the Bata estimation. The figure above shows the summary of the descriptive statistical techniques, for all-important information on the log return on stock value series as well as the log return value of the sap series (Standard and Poor). This is based on the 252 observations forming the entire dataset. The log return of the stock series (lsap) shows a mean of the distribution to be 7.14367. It also gives the standard Deviation of the distribution to be 0.0502348 while the variance of the distribution is 0.0502348. In this regard, the standard deviation of the sample mean can be calculated as 0.0953768 / √252 = 0.006008. The Skewness of the distribution is a positive value of 0.148524 while the nature of Kurtosis is described by the positive coefficient of 2.175841. This according to Tinsley and Brown (2000), indicates a right-skewed distribution with a positive skewness. The lowest quartile is 3.462919; the median value is 3.615367 while the highest quartile is 3.827336. The log return of the stock series (lsap) shows a mean of the distribution to be 3.62903. It also gives the standard Deviation of the distribution to be 0.502348 while the variance of the distribution is 0.0025235. In this regard, the standard

The communicative art of language a learning Essay Example for Free

The communicative art of language a learning Essay The existence of the diversity of Language made the communication ideas between people difficult enough because of language differences. It also affects the interaction of the teachers with their students who lacks the necessary need of the knowledge about the second language development. With these, a concept is made to introduce the process of acquiring language that involves the 5 major stages of language learning. The use of Language is a special human ability and the more advance use of it means to have added control to deal with the world where communication is the major outlet of understanding. Both in the lives of the children and the adults, there is a certain call to transmit the ideas and information they know and this is where the necessity to put all these into words and gestures comes in. One difficulty with language study is that, particularly, the learner has a language barrier that is uprooted from what is taught to them from the start. This scene occurs especially inside a classroom where a group of students could not process out what their instructor is saying due to the limited resources available to support the new language that are being introduced to them. From here, there is a concept developed to divert the second language acquisition to these students (from their teachers) which includes undergoing the five major stages of language learning that could be used as key concepts in applying the second language development in their very own classrooms. The Silent / Receptive or Preproduction Stage First of the five stages is the silent period that requires the skillful listening training. It is more focused on listening because in this early stage, students are not required to speak nor the teachers to force them to respond verbally. Here, gestures and facial expression is much needed by the students to show that they understand what is being said. Although there are some students who acquire enough self – confidence to produce their own generate language, it is best for them to give off some time understanding the new words or ideas to be receptive enough to them for further advance use. This stage usually can last from ten hours to six months, depending on the student’s capability to perceive. This initial stage shows the set-up wherein student starts to familiarize him / her self to the words or instructions offered to them and what it literally means. Though listening and understanding may be simple enough to do at the same time, students may face special conditions that may affect the usual length of time this stage may undergo. First, the environment could not be suitable enough for mere interaction as students may not apprehend the new language or what is being said because of the interference occurring around. He / she may not be comfortable enough to go along with the discussion and so as the lesson being taught to them. Second, the student could be directly affected by the personality of the speaker (which is the teacher) whose voice, gestures and presence are as often as the words being spoken. Thus there, this stage needs not only the adequate training for students but also of the teacher involve. Instructors could easily introduce the new language to the students at this early stage by doing the traditional teaching procedures such as; asking the students with queries that are subjected to be answerable with a yes or a no, initiate whole class activities that pose students to participate freely and willingly etc,. They could also encourage their students by letting them communicate on their own in form of games such as charades (which requires a lot of hand gestures and facial expressions). The Early Production Stage The early production stage enters when students could respond over 1000 active words and use them in everyday conversations. Awareness is needed in this stage because students are asked to speak in phrases or demonstrate what they know and even answering questions even with only one word. Soon students are given their freedom to relate their opinion over things with the kind of speech behavior with repetitive language patterns. Their words should be clear, precise and direct applying to the dialogue and questions asked to them. This second stage of language learning last an additional six months subsequent to the initial stage of training. But in this stage, there are things that may hinder the progress of the said language concept. One of these is that they may lose interest to respond simply because of the errors upon on their pronunciation of words or grammar. When they are corrected for over several times, the students may later learn not to respond anymore and could result into repeating again the first step of the conversation. Another is that the student may find it difficult to respond because of the lack of suitable to answer the questions being asked to them. Because of the demand to use what they have learned, they may be found it hard to alter the appropriate phrase the teacher had provided for them to respond with. The stage is eventually believed to be the first step for the development of speech usage in discussions and conversations and therefore, should be given enough time for the students to be able to understand again and again. Here, the teacher should be experimental in shifting working tactics to make learning a lot easier and fun. The teacher may ask the student certain things only answerable with a yes/ no, or just by giving short answers or in instances, requiring the students of their own opinion by nodding or shaking off their heads. With these, they would feel the security of being in a group that shares in a certain expression of thought.

Lord of the Flies essay :: essays research papers

Importance of Leadership Leadership is something that stands out in people. In a group, people tend to look to the strongest person to follow. However, the strongest person may not be the best choice to follow. In Lord of the Flies by William Golding, Ralph and Jack each have leadership qualities. Jack is probably the stronger of the two; however, Ralph is a better leader. He has a better understanding for the boys. He also has more common sense and treats the boys better than Jack.   Ã‚  Ã‚  Ã‚  Ã‚  Ralph shows that he has a better understanding of the boys than Jack. He knows that the boys need some sort of order on the island in order for them to survive. He starts a simple form of government and sets a few rules for them. Even though they don’t last very long, the fact that he tried to help the group is what makes him a better leader. Ralph’s wisdom and ability to look toward the future also has an advantage over Jack. He has a sense to keep his focus on getting off the island. When the fire goes out, Ralph gets upset because the chance to be rescued was gone as well. Ralph enforces his role of leadership as he gives the boys a sense of stability of an authority figure. He keeps the boys in pretty good order at the meeting by making a rule that they can only speak if they have the conch. Ralph knows that the littleuns are afraid and they need shelter to feel more secure. They work together for a while, but as the time goes on the smaller boys want to go play. They slowly lose all their help until Simon and Ralph are the only ones left to work on them. Ralph knows that this is a necessity and keeps bringing it up at the meetings. Jack, on the other hand, is doing nothing but causing chaos.   Ã‚  Ã‚  Ã‚  Ã‚  Jack fails to realize that the boys need security, stability, and order on the island Jack was a leader of the choir before the boys landed on the island. These boys, who were in the choir, still want to follow Jack; however, they have no discipline at all. The only thing that is on Jack’s mind is hunting. He doesn’t care about anything else, except capturing and kill the pigs for some food.

200 Million Girls: Female Infanticide in China and India Takes Many Lives Essay

It is a girl. The four deadliest words in Asia. In the past 5 decades 200 million girls went ‘missing’ in India and China. In Asia the horrible phenomenon female infanticide occurs on a large scale. According to M. P. , â€Å"Female infanticide is the intentional killing of baby girls due to the preference for male babies and from the low value associated with the birth of females†. Research shows that female infanticide happens all over the world, but especially in Asia. Girls are being aborted, killed or abandoned. China and India are the two most populous countries in the world where female infanticide is a very big issue. These two countries have similar but also different reasons for female infanticide and these reasons will not cease to exist soon. In 1978 China introduced the one-child policy. The Chinese population was growing too fast and already was enormous. The government introduced this policy to slow down the growth of the population of China. This encouraged female infanticide even more. Before the introduction of the one-child policy female infanticide already existed. According to Ansley J.  Coale and Judith Banister, a missionary (and naturalist) observer in China in the late nineteenth century who interviewed 40 women over age 50, who reported to have given birth to 183 sons and 175 daughters, of whom 126 sons but only 53 daughters survived to age 10. By their account, the women had destroyed 78 of their daughters. To Chinese families the son is the most important child. They believe that the son can work, carry the family name and look after elderly parents. Only after the desire of having a son or two has been met, do Chinese families prefer having a girl. The question that needs to be answered is whether this preference for sons is caused by culture or economics. According to Confucius there are some rituals that can only be performed by boys. But this is not the major reason for female infanticide. â€Å"The major factor is patrilocality, which refers to the firmly entrenched cultural norm for elderly parents to co-reside with their adult children, and for the son to have a woman â€Å"marry in† and assist him in this function. Patrilocality is an economic factor affecting almost every country that participates in sex-selective abortion. (Avraham Ebenstein) Due to the one-child policy and the son preference population, statistics suggest there are 118 boys born for every 100 girls. (Sherry Karabin) In India there is also an unbalanced sex ratio. In India female infanticide is also a big issue. India and China do have similarities as to why families prefer boys. To Indian families, the son is also the most important child. In India sons have long been prized over daughters. Sons preserve the family name and traditionally look after elderly parents. Daughters are often seen as an expensive burden. Parents are faced to pay a costly wedding dowry when they get married; this amount is equivalent to three years of earnings. If they have a daughter and do not have the money to pay the dowry they would also lose pride. Most interviewed Indian women have a similar reason of why they abort, kill or abandon their daughters. They rather abort, kill or abandon them than let them suffer. (Ashok Prasad) In China the groom will give the bride’s family betrothal gifts and a sum of money. In return the parents of the bride will deliver the bride’s dowry to the groom’s family. If one of the families cannot offer gift or the dowry, they would also lose pride. But for Chinese families this is not a reason for not having a girl. Not only poor families have a preference for boys but even educated middle class women face pressure to produce sons. Indian people feel that they will need a son for everything. Indian women call this â€Å"the son obsession†. Due to the son preference in India, population statistics suggest there are 940 girls per 1000 males in rural areas, whereas in urban areas there are 900 girls per 1000 males. Samar Halankar) Unfortunately this horrible phenomenon will not end soon. Both countries have a strong and long history, which means an old tradition. Their preferences for sons will not change soon. In both China and India the government tries to prevent female infanticide by taking certain measures. In China the government tries to ban sex-selective abortion but at the same time they declare that the care of old people is the task of the family and not the state. In India the government has banned dowries under the Dowry Prohibition Act of 1961; still few get married without the dowry. Female infanticide in India and China) Despite of this government interference, female infanticide has not stopped. Statistics show that over 200 million girls went ‘missing’ in the past fifty years. Research shows that the number of girls is still declining. (Ashok Prasad) Not only the government tries to stop this, also people who got aware of this fact are trying to stop female infanticide. In 2006 Rita Banerji founded The 50 Million Missing Campaign in order to raise awareness of the phenomenon in India. Although female infanticide has a long history, a lot of people over the world are not aware of this fact. In September 2012 a new documentary film It’s a girl will be released. This documentary film explores female infanticide in India and China. It tells the stories of abandoned girls, of brave mothers trying to save their daughters, of mothers who would kill for a son and women who suffer extreme violence. Global experts and grassroots activists put the stories in context and advocate different paths towards change, while collectively lamenting the lack of any truly effective action against this injustice. Marie Vlachova) To conclude, female infanticide in China and India is still a serious issue and will not end soon. In both countries the preference for sons has similar but also different reasons. This son preference will not change soon due to the old family tradition. They truly believe that sons can bring prosperity, continuity and valuable support and care. Which means that female infanticide will not end soon. Statistics support this fact by showing that the number of girls is still declining and will keep declining.