Effects Of Exposure On Brain Development - 2164 Words

The topic chosen is the effect of exposure to alcohol prenatally on brain development. This topic is important because fetal alcohol spectrum disorders (FASD) have had an estimated prevalence of 1 in 100 and represent the top source of avoidable developmental disability in North America (Treit et al., 2013). Many children diagnosed with a disorder of this type experience many developmental delays and fall behind there peers both cognitively and socially. Alcohol has the ability to harmfully influence the brain’s development through various means. When exposed to alcohol, genes can be transcribed incorrectly, oxidative stress can occur, and oxygen can be deprived from tissues leading to cell death (Treit et al., 2013).†¦show more content†¦Most research has focused on substantial exposure and not low-to-moderate quantities, making this study relevant. Past research has shown significant decreases in the frontal, temporal and parietal lobes of those who were exposed to a large amount of alcohol in the womb. The first study was longitudinal in nature. Seventeen participants with FASD and twenty-seven controls aged five to fifteen years old were involved in the study. The FASD participants were recruited from a clinic specializing in FSD, and they had been diagnosed with an alcohol related disorder. FASD is a term that encompasses a few conditions of varying severity and participants of various conditions were included. T he patients underwent a special type of MRI scan called diffuse tensor imaging (DTI). 92 scans were collected total in this study and each participant received either two or three scans. Specific details of the brain’s white matter can be visualized by using DTI. Both groups had some commonalities in some structural areas that are expected to change as an outcome of development. DTI showed that there were microstructural anomalies in the areas of the brain including by not limited to the corpus callosum and connective fibers (Treit et al., 2013). When the white matter tracts of the two groups were compared, the FASD group had many abnormal structural changes. The areas where large differences were noted were in the

Religious Controversy During the Time of Karl Marx Essay

Religious Controversy During the Time of Karl Marx Religion in Europe before and during 1848, the year the Communist Manifesto was written, was full of trials and tribulations. This is not a new thing for religion, ever since the creation of religion there has been problems. Religion is the one uncertainty that has caused disputes even wars in the past and in the present. Religion is discussed briefly in the Communist Manifesto. However, There is enough content about religion to see Karl Marx’s views on the matter but he does not go into depth on those views. Religion around the time of the Communist Manifesto was very unstable; two events prior to this time that contributed to this instability are the Separation of Christianity†¦show more content†¦Roman Catholics saw the emperor as the ruler of the Eastern Orthodox religion. They believed that even emperors should be below spiritual authority. What the Eastern Orthodox saw when the looked at the head of the Roman Catholic Church was a bishop who was trying to dominate all other Christian leaders. The Eastern Orthodox believed that every bishop has been granted equal power from God and should rule together, not one bishop ruling over the rest. [3] These are two of the differences that led to the separation of the two religions. The word Reformation has become notorious with Western European Christianity; the two go hand in hand. The reformations to the Christian religion can be divided up into two categories, the Protestant reformations and the Christian reformation. There are three Protestant reformations, The Lutheran reformation, the Reformed Church reformation, and the Radical reformation. [4] All three were in response to problems in the practices of the Christian Church. Some of the main problems in include, poor morals of clergy, lack of pastors residing in their parish residence, and a Pope who was often pre occupied with worldly affairs. [5] The protestant reformers wanted to get rid of these problems and return to the golden days of Christianity. So reformers such as Martin Luther decided to stop waiting for the church to make a change and take thing into their own hands. The Christian reformation was a response to all three of theShow MoreRelatedThe Nazi Ideology Of National Socialism1355 Words   |  6 PagesDuring the time leading up to the Holocaust, the â€Å"Jewish question† was a question not easily and agreeably answered by the Germans. Some, like Adolf Hitler, believed the Jews were an untrustworthy and tainted breed and, ultimately, should be terminated. This leads to the Nazi ideology of National Socialism. A philosopher by the name Martin Buber believed that Judaism was more than a nation and could not solely behave as one. On the contrary, Bruno Bauer proposed that Jews cut their religious tiesRead MoreEssay about Karl Heinrich marx and Social-Conflict Analysis651 Words   |  3 Pagesas a whole, social stratification benefits some people and disadvantages others. This analysis draws heavily on the ideas of the great Karl Marx. Karl Heinrich Marx was a German philosopher, social scientist, and revolutionist whose writings formed the beginning of the basic ideas known as Marxism. He was born on May 5, 1818, in a place called Trier in Prussia. Marx attended the University of Bonn and later the University at Berlin, where he studied law, while majoring in history and philosophy toRead MoreThe Age Of Enlightenment By Leonardo De Vinci s David957 Words   |  4 Pages however, was not perfect; during the enlightenment one of the main goals was to fix all the corruption of the church. Fixing some of the holes of the church lead the Age of Enlightenment to chisel and reshape the way of thinking into a work of art as triumphant as Leonardo De Vinci s David. The modernism movement was the final product of the age of enlightenment, the beginning of the abolished the core ideas of religion swaying away from Gods Light. Religious tolerance of the Roman CatholicRead MoreHow the Social Importance of Religion Has Receded with Modernity1617 Words   |  7 Pagesfundamentally different. Firstly, I will investigate, the impact of modernity on religion from the sociologists and modernisation theorists’ perspective. Secondly, as modernity has developed, scientific discovery has begun to question traditional religious views and hence has influenced the social importance of religion through this development. Finally, the sociological argument for why religion is expected to continue to decline in modern society. All of which will focus on modernity in westernRead MoreEssay on The Ideas of Karl Marx and The Communist Manifesto1785 Words   |  8 PagesThe Ideas of Karl Marx and The Communist Manifesto It has been shown by many historians, scientists, and psychologists that people are affected by the world around them. This is exactly what caused Karl Marx to write his Communist Manifesto. The living conditions of the working class-his proletariat, as well as that of the bourgeoisie (the upper class) must have had a profound effect on his views and ideals. In France the living conditions spawned from the actions of the currentRead More Economy and Society in Europe During 1848 Essay1393 Words   |  6 PagesEconomy and Society in Europe During 1848 The revolutionary year of 1848 was an extraordinary period in which popular disturbances brought down the government of many countries. The revolts were very widespread, seriously affecting about fifty countries in Europe.1 It ranged from an enormous area, ranging from the Atlantic to the Ukraine, from the Baltic to the Mediterranean. Factors that contributed to these revolts included: the potato crop had been destroyed, food riots broke out, and financialRead MoreSocial Justice And Government By Karl Marx1930 Words   |  8 Pages1830’s or 1840’s. The works done by Karl Marx talks about how the classless system was not the ideal form of government in Europe. Karl Marx formed and developed the modern day popular form of â€Å"social justice† known as Marxism or socialism. Marx’s problem with the struggles of social justice and society during his time era were that he could not accept the form of politics such as the classless system at that time and on the rebound he introduced his idealism. Marx also unified the theory of socialRead MoreCompare and Contrast Two Sociological theories1913 Words   |  8 Pageswill explore the different viewpoints each theories take on subjects such as religion, community, family and education. Marxism is a conflict theory founded by German Philosopher and Sociologist Karl Marx in the 19th Century. It brings forth the idea that society is imbalanced and biased. ‘Marx maintained that, with the possible exception of the societies of prehistory, all historical societies contain basic contradictions, which means that they cannot survive forever in their existing formsRead MoreChina And The Implementation Of Pinyin1646 Words   |  7 Pageswith many social, economic, and environmental problems. Pinyin was a response to â€Å"alleviate† these problems. Chinese authorities claimed that pinyin has prevented around 250 to 300 million births from the time of its implementation in 1979 to the year 2010(SOURE CITATION). There is still controversy within and outside of china for use of this policy. Because of the manner that policy was carried out. Also, questions of morality and social consequences came from this. Since 1979, China has seen a rapidRead MoreIlluminati Theory2404 Words   |  10 PagesThere have been several different times that people have claimed they were the chosen ones, or glorious to the point of worship. One such g roup of people were the Illuminati. The conspiracy of the Illuminatis existence was widespread in the late 18th century. Gossip spread throughout history and, to this day, some believe the Illuminati exist. They are paranoid in thinking the Illuminati are going to take over the world. The theory that the Illuminati exist is true. There is a secret cabal that

Impact of training and training on organization perfomance free essay sample

The study seeks to assess the impact of Training and Development in an organisation as viewed by both employees and employer (organisation) and other stakeholders. It will also highlight the benefits associated with Training and Development and the subsequent challenges and emerging issues. The development of people’s performance in the workplace is critical to the success of any organisation. The Training Development (TD) process has the potential to make a strong positive impact on the performance of individuals, teams and the business as a whole. In order to convincingly advocate the benefits of training to the management staff of an organisation, it is essential that they understand the positive role that it can play in improving organisational performance. Ensuring good performance of individuals and teams is central to the work of the Training Development function. In order to do this a planned approach is necessary. We will write a custom essay sample on Impact of training and training on organization perfomance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The activities of the Training Development function must be closely linked to the overall business plan. The impact TD activity is meant to have on performance must be clearly defined and well communicated (review sentence). To be successful TD activities must be supported by wider TD Policies and Procedures. This research proposal will highlight on the background of the problem, the problem statement, the research questions, hypothesis and the scope of the study. Problem Statement The problem statement can be started with two assertions: (a) properly designed training works, and (b) the way training is designed, delivered, and implemented can greatly influence its effectiveness. That well-designed training is impactful is important as continuous learning and skill development are now a way of life in modern organizations. To remain competitive, organizations and countries must ensure that their workforce continually learns and develops. Training and development activities allow organizations to adapt, compete, excel, innovate, produce, be safe, improve service, and reach goals. In the United States alone, organizations spend about $135 billion in training individuals per year (Patel, 2010). Organizations invest in training because they believe a skilled workforce represents a competitive advantage. Therefore, decisions about what to train, how to train, and how to implement and evaluate training should be informed by the best information science has to offer. Training research and practice have greatly advanced over the last three decades. In the first chapter on training published in the Annual Review of Psychology, Campbell (1971) characterized the training literature as â€Å"voluminous, nonempirical, nontheoretical, poorly written, and dull† (p. 565). Campbell further noted that it was â€Å"faddish to an extreme,† often testing new methods emerging in practice but unrelated to theories of learning. Kraiger, Ford, and Salas (1993) also commented on how training research and theory lagged far behind developments in learning theory in other areas of psychology. Thirty years later, Salas and Cannon-Bowers (2001) reviewed the training literature and concluded that training theory and research had made great advancements. The science of training has drawn both on practical applications of general learning theory and on theories and models endemic to industrial–organizational psychology that place training in a broader organizational system. It is also the case that advancements in training research can be attributed in part to the need for evidence-based prescriptions for the design and delivery of training. The science has kept up with this demand. Metaanalyses integrating a large number of empirical studies across various training topics from manager training to team training, cross-cultural training, and all forms of employee training consistently show that when training is designed systematically and based on the science of learning and training, it yields positive results (Arthur, Bennett, Edens, Bell, 2003; Taylor, Russ-Eft, Chan, 2005). The indictment by Campbell (1971) on the state of training literature gave rise to theory-based research and empirically based training practices. Since Campbell’s review, training research has grown, generated empirically driven principles, and made significant contributions to practice; therefore, the training research domain is now robust, exciting, dynamic, active, and relevant to organizations. The purpose of this research is to provide a comprehensive practical review of the impact of training and development in organizations What really is the problem? The problem is not clear. Significance of the Study Boudreau and Ramstad (2005) argued that to maintain a competitive advantage, organizations must succeed in three domains: finance, products or markets, and human capital (or their workforce). Worldwide economic cycles tend to create conditions in which obtaining sufficient financing is either equally easy or equally difficult for most organizations of the same size. More important, in today’s global economy, all organizations can sell to the same markets (for example through the Internet), and product development cycles are such that differences in product innovation are much smaller than in years past (as evident in similarities in smartphones across carriers). Thus, it is the third domain—building and maintaining a more capable and better trained workforce—that may offer the most sustainable advantage available to most organizations (Huselid Becker, 2011). Effective management of the acquisition and training of human capital is thus an important key to organizational success. For example, Delaney and Huselid (1996) found that effective practices by organizations related to staffing and training were positively related to perceived organizational performance, whereas in a study of nearly 1,000 companies, Huselid (1995) documented that the use of high-performance work practices (including effective recruitment and selection, compensation systems, and training) predicted employee retention and performance as well as long-term measures of corporate financial performance. Aguinis and Kraiger (2009) cited multiple studies in European countries that link training practices and policies to measures of organizational effectiveness. Studies like these show that training is a key component in building and maintaining an effective employee workforce, which in turn drives various metrics of corporate well-being. In addition, training is also a key component in leadership development (Collins Holton, 2004), another factor integral to corporate success. Finally, at the societal level, investments in workforce development through training are often seen as a primary mechanism for national economic development. Indeed, Aguinis and Kraiger (2009) presented several case studies of the role of training in promoting economic development within nations. We live in unprecedented economic times. Companies and government entities today face pressing challenges and opportunities, many of which have important implications for training and development. For example, a few common trends include dealing with an aging and, in many cases, cross-cultural workforce; the retraining of displaced personnel; a new generation entering the workforce with different motivations, expectations, and approaches to learning; access to rapidly emerging technologies that can accelerate or distract from employee development; and the need to develop an adaptive, flexible workforce that can adjust to changes, while simultaneously ensuring that employees have the specific skills they need to do today’s work. To a large extent, problems of unemployment and stagnant economic growth can be viewed as challenges in aligning public and private training efforts with skills needed in future jobs. This paragraph sounds like the problem statement. A properly prepared labor pool attracts and retains employers, helps reduce unemployment, and allows for fulfillment of societal needs. It enables an area to be competitive with other locations (other organisations, states, regions, or countries). However, organisations resources are limited, so smart decisions must be made about where and how funds are allocated (and which policies should be supported) to help in workforce development. Knowledge about what helps and hinders training effectiveness is essential. At the organizational level, companies need employees who are both ready to perform today’s jobs and able to learn and adjust to changing demands. For employees, that involves developing both job-specific and more generalizable skills; for companies, it means taking actions to ensure that employees are motivated to learn. Organizations strive for efficiency and seek competitive advantages. Understanding how best to use training helps a company establish a skilled and competitive talent pool, providing an alternative strategy to finding sources of lower priced but less skilled labor. Too much staff on significance of the study. Simply tell us who is going to benefit from your study and how? Research Objectives 1. To determine what IRC receive from training and development investment. 2. To investigate features of training and Development which help organisations to reap benefits 3. To determine factors that may impact on the effectiveness of training 4. To investigate training facets which are within the training transfer environment. In lieu with answering the above research questions, the study will address the following specific objectives: 1. To identify perceptions of the employees about the over training and development within the company; 2. To identify perceptions of the employees on how training and development proved to be beneficial to them; 3. To identify employees’ competency levels as enhanced by the training and development implemented; 4. To examine how training and development contribute to the individual performance and productivity; 5. To establish the role of human resource management department of its training and development function; and 6. To establish guidelines and solutions to improve training and development. Significance of the Study study on the relationship between training and development and performance and productivity in Entrepot Marketing Private Limited, this study intends to give answer to the following questions: 1. How do Entrepot employees perceive the overall training and development program of the company? Are the activities within the program adequate? If not, in what specific areas do the program is lacking? 2. How do Entrepot employees perceive the overall adequacy of training and development activities of the company? How do this impact the role of the human resource management department? How do Entrepot employees Research Questions align research questions to objectives 1. What are training and development benefits to : IRC Individuals and teams? 2. What features of training and development help IRC reap its benefits (what matters)? 3. What is the relationship between Training and Transfer of training? 4. What are the factors that determine effectiveness of training? 5. What are attitudinal factors that both organisations and employees attach to training and development? Literature Review of a Limited Scope Kraiger (2002:6) Defines training is a systematic development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. It means learning skills and knowledge for doing a particular job and increasing skills required for a job. Key words: Knowledge Webster Dictionary (2012) defines knowledge as the fact or condition of being aware of something or the range of ones information or understanding. It can also be defined as the sum of what is known: the body of truth, information, and principles acquired by humankind Skills This refers to the ability, coming from ones knowledge, practice, aptitude, etc. , to do something well. E. g Carpentry, dance, art. Dictionary. com Attitude Saks and Haccoun (2004) say that in an organization for any role at all, the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage. What makes people effective and valuable to any organization is their attitude. Attitude stems from a person’s mind-set, belief system, emotional maturity, self-confidence, and experience. These attitudes are the greatest training and development challenges faced by many organisations today. Development Arthur et al. (2003) explains that as soon as the basic work-related training is covered it is essential to focus on development for people as individuals – which extends the range of development of knowledge, skill and attitude. By this way development refers to learning opportunities designed to help employees grow in all respect. It is most concerned with shaping the attitudes. Barber (2004) found out that development is not restricted to training – it is anything that helps a person to grow, in ability, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation and more. Organisations are therefore changing to facilitate and encourage whole-person development and fulfillment – beyond traditional training. Benefits Related to Job Performance Training-related changes should result in improved job performance and other positive changes (e. g.\  , acquisition of new skills; Hill Lent 2006, Satterfield Hughes 2007) that serve as antecedents of job performance (Kraiger 2002). Reassuringly, Arthur et al. (2003) conducted a meta-analysis of 1152 effect sizes from 165 sources and ascertained that in comparison with no-training or pretraining states, training had an overall positive effect on job-related behaviors or performance (mean effect size or d = 0. 62). However, although differences in terms of effect sizes were not large, the effectiveness of training varied depending on the training delivery method and the skill or task being trained. For example, the most effective training programs were those including both cognitive and interpersonal skills, followed by those including psychomotor skills or tasks. Training effects on performance may be subtle (though measurable). In a qualitative study involving mechanics in Northern India, Barber (2004) found that on-the-job training led to greater innovation and tacit skills. Tacit skills are behaviors acquired through informal learning that are useful for effective performance. Regarding innovation, trained mechanics learned to build two Jeep bodies using only a homemade hammer, chisel, and oxyacetylene welder. Regarding tacit skills, Barber noted that the job of a mechanic requires â€Å"feel† to be successful. Specifically, trained mechanics developed an intuitive feel when removing dents—a complex process particularly when the fender is badly crumpled. As a result of informal training, one of the mechanics had a â€Å"good feeling of how to hit the metal at the exact spot so the work progresses in a systematic fashion† (Barber 2004:134) Benefits Of Training For Organizations Swanson cited by Arguins and Kruger (2009: 8) postulates that Fewer than 5% of all training programs are assessed in terms of their financial benefits to the organization. The picture changes among companies recognized for their commitment to training. Specifically, the majority of organizations recognized by ASTD for innovative training programs measure training impact at some level of organizational effectiveness (Paradise 2007, Rivera Paradise 2006). Typical organizational performance measures in this latter sample include productivity improvement, sales or revenue, and overall profitability. Overall, research regarding organizational-level benefits is not nearly as abundant as the literature on individual- and team-level benefits. Not only have there been relatively few empirical studies showing organizational-level impact, but those studies that have been done typically use selfreport data and unclear causal link back to training activities (Tharenou et al. 2007). Benefits Related to Organizational Performance Several studies conducted in European countries have documented the impact of training on organizational performance. Arag ? on-S? anchez et al. (2003) investigated the relationship between training and organizational performance by distributing a survey to 457 small and medium-size businesses in the United Kingdom, the Netherlands, Portugal, Finland, and Spain. Organizational performance was operationalized as (a) effectiveness (i. e. , employee involvement, human resource indicators, and quality), and (b) profitability (i. e. , sales volume, benefits before interest and taxes, and a ratio of benefit before taxes/sales). Results indicated that some types of training activities, including on-the-job training and training inside the organization using in-house trainers, were positively related to most dimensions of effectiveness and profitability. Ubeda Garc a (2005) conducted a study including 78 Spanish firms with more than 100 employees. This study related organizations’ training policies (e. g. , functions assumed by the training unit, goals of the training unit, natureof training, and how training is evaluated) with four types of organizational-level benefits: employee satisfaction, customer satisfaction, owner/shareholder satisfaction, and workforce productivity (i. e. , sales per employee). Results suggested that training programs oriented toward human capital development were directly related to employee, customer, and owner/shareholder satisfaction as well as an objective measure of business performance (i. e. , sales per employee) Research Methodology Research methodology is the logical plan of the processes to be conducted in a research. Lichtman (2006:219) defines methodology as the various techniques, methods and procedures used in conducting research. McNeill (1990:14) concurs when he says that methodology is the theoretic study of the logical basis of research of collecting data, interpreting and analyzing the findings. Therefore research can be understood to mean the layout and detailing of the research processes. Qualitative research is that component of research that has as a starting point being the manner in which the insider regards social proceedings. This serves to create profound elucidation and comprehension of human life, behavior or experiences (Leedy Ormond 2001). Description, understanding and interpretation are key traits of qualitative research. Research Design The research design is the entire strategy one adopts when approaching the central research problem (Leedy Ormond 2001:91; McNeill 1990:14). The design depicts the broad layout of the procedures to be followed by a research including the data collected and the data analyses conducted with a view of generating answers to a research question. This research will employ a descriptive research design. According to Saunders et al (2007:34), a descriptive research design is a form of a formal study. It describes a particular phenomenon and portrays an accurate profile of persons, events or situations. Moreover, it serves a variety of research objectives which include answering the questions who, where, when and how? As such the research will employ qualitative and quantitative data collection methods. There will be use of both questionnaire and interviews to be administrated to the IRC employees and Management. The questionnaires will explore information from the employees while the interviews will explore information from the management. Research Strategy Related to the above, a case study was used for the purposes of this research. Many authors agree that a case study gives a detailed description of the phenomenon at hand in this case the impact of Training and Development at IRC. Case study focus on one aspect (Impact of training and development) with a view of providing an in depth account of events, relationships, experiences or process occurring in that particular incidences. The main reason why the case study was used for the purpose of this research is because it blends well with the needs of a small scale (IRC) and it allows the researcher to use multiple services and multiple methods as part of investigation and therefore validity is high. Case studies are often used to reveal some information about a usually hidden or unknown phenomena or when little information exists about it. Population According to Leedy and Ormrod (2001:188) population is the totality of persons, events, organizational units, records or other units subject to sampling with which a research problem is concerned. In other words population refers to the broad group or entity whose characteristics are under study. The population for this study will constitute primarily the employees and management of IRC in Zimbabwe. The population consists of approximately 35 employees and 5 management staff. Sampling Sampling allows conclusions to be drawn about the entire population without needing to talk with everyone in the population as such since all employees are many and cannot be accessed all with the given research time, a sample was drawn mainly from all programme departments. A combination of stratified sampling and quota sampling were employed. Stratified sampling is used mostly if the population is heterogeneous such that using other sampling methods like simple random may result in a single stratum dominating the sample (ibid: McNeill 1990:38)Stratification was employed by dividing employees into their respective programme departments and the quota sampling was employed through the grouping of respondents by gender so as to ensure that the sample reflects a population of relative proportions of people in different categories for example gender and age groups as already alluded to. Sample Size Determination The industrial standard method was used to determine sample size as it frequently used in non probability sampling especially the quota sampling which was used in this research as highlighted above. According to Dyck and Smither (1994:146) the frequently used sample size is 10% of the selected population. Data Collection Both primary and secondary data would be collected in this study; the data shall be both qualitative and quantitative. Primary data is data collected by the researcher for the research at hand whereas secondary data is data that already exists in various forms and publications not originally collected for the study at hand (Saunders et al, 2004). Qualitative data is non-numeric and expresses the respondents’ perceptions, feelings, observations, experiences and in some cases fears or concerns about the phenomenon. Quantitative data on the other hand is numeric in nature and tends to quantify objects or units under observation in other cases quantitative data can be used to express the number of times an event occurs. In this study for primary data the researcher shall conduct personal interviews and administer questionnaires to the IRC employees. For secondary data, the researcher would consult the IRC online library, bullets and other information/ communication sites. Personal Interviews Personal interviews would be conducted as a way of triangulation; thus addressing the shortcomings of questionnaires. The researcher will select conducive time and place to personally solicit information from the selected segments of the population in their natural environment. A list of open ended questions would be administered in order to probe the participants to bring out their opinions on the information sought and control the flow of the interview respectively. Personal interviews carry the advantages of enabling the interviewer to notice particular reactions and thus eliminate confusion over the questions asked; the interviewer can also pick up non-verbal data like dread or fear and flexibility among others. This method is time consuming and inherent with interviewer bias as facial expressions may influence or affect the response by the participant. Questionnaires Self-administered questionnaires shall be used in this study and these would be targeted at key informants within the IRC employees. Questionnaires reach wider or scattered populations, eliminate interviewer bias, are cost effective as no interviewer is necessary and they maintain anonymity. This method affords the respondent time to answer in the comfort of their homes or offices and more so, they can refer to appropriate literature. Questionnaires however need to be constructed carefully lest many questions remain unanswered and lack of control over the response date results in low response rates. Furthermore, questionnaires require a degree of literacy among the participants. Pre-testing The pre-testing of the research instruments would be conducted before the actual data collection in the study area. The merit of pre-testing is to help to check the relevance of the instruments and expose problems related to their design prior to the actual data collection. Data Analysis The raw data collected would be analysed using Microsoft Excel. Quantitative data would be presented in tabular or graphical forms for ease of analysis. For qualitative data similar themes would be grouped together and the data analysed using qualitative measures. The information acquired would be evaluated against the stated research questions or objectives so that generalisations about the population could be made. Ethical considerations The researcher will adhere to the following ethics while conducting the research: a) Informed consent In carrying out the research, the researcher will put into cognisance the right of the respondents to be treated with dignity and respect they deserve. The researcher will seek permission from the all respondents who provided (will provide)information presented in the research. All respondents were aware of the intended use of the information collected. Use either past or present tense and not both . b) Privacy/confidentiality In order to maintain privacy and confidentiality of the respondents no names or form of identification of the respondents will appeare on the questionnaire.

The Billion Dollar Man Bill Gates Essay Example For Students

The Billion Dollar Man: Bill Gates Essay Ever think about paying cash for your house? How about your car? You would probably consider it if you carried that kind of cash just in your wallet. Wouldnt you? Just picture walking down to the nearest bank and saying Id like to cash my paycheck.Oh and by the way, I need 100 million in 1000s, and the other 100 million in 100s.thanks! This is probably the norm for a man named William Henry (Bill) Gates III, who is currently the richest man in the world with over 44 billion dollars in worth. Bill Gates was born October 28, 1955 in Seattle, Washington. Bill was the only son and the middle child of William and Mary Gates. He had two sisters, Kristianne and Libby. Bill nickname growing up was Trey because of the III after his name. Bills childhood was somewhat uneventful until his second year at Lakeside Private School, which his father insisted he attend. The school had contracted with General Electric to time-share a computer mainframe. The school received an ASR-33 type teletype machine to interact with General Electrics Mark II time sharing system. This system costed the school about $89 a month and $8 per hour for time on-line. Gates quickly ran bills in excess of $2000 a month with his friends. This great amount of time on the computer soon resulted in Bill surpassing all his teachers knowledge about computers. With this knowledge Bill and his friends formed a group called the Lakeside Programming Group or LPG. It was in this group that Bill Gates would meat future co -founder of Microsoft, Paul Allen. We will write a custom essay on The Billion Dollar Man: Bill Gates specifically for you for only $16.38 $13.9/page Order now Before starting college at Harvard University, Bill was busy figuring the costs of building a personal computer. He had seen ads in Popular Science Magazine for Intels latest processor the 8008 which costed about $860. The computer was not complete before Bill left for college, but would later occupy a major portion of his time. After Bills freshmen year, he got hired in the summer to work for Information Sciences Inc. (ISI), where he developed a useful payroll program that also debugged programming code. Meanwhile in his spare time Bill and Paul continued to work, eventually finishing a project, which calculated traffic on a given road called Traf-O-Data. This was sold to the city of Seattle. Soon after this, Bill and Paul would develop a better version of BASIC for the Intel 8008 processor. Bill wanted Altair, the maker of the processor, to purchase a license for his BASIC.Since Altair wanted some additional features, Bill then brought in Ric Weiland who helped in the additional de veloping of the software. These changes were ready to run in July of 1975 and Micro-soft was born. Micro-soft which soon dropped the hyphen from the name, now was receiving contracts from all the big manufacturers such as Intel, Motorola, Commodore, and General Electric. These contracts resulted in Bill being to wrapped up in filling the demands that he left Harvard after finishing 6 semesters. In 1978 Microsoft moved its operations to Redmond, Washington, where it has constantly expanded its campus. In 1980, IBM came to Microsoft to find an operating system for their new PC computer line. The two companies worked together to start the modern PC era that we know today. Bill recently married co-worker Melinda French on January 1, 1994 after a long hiatus as the richest bachelor in the world. Now he is just the richest married man in the world. Bill knew exactly what to market and how to market it. He realized what computers could do for society and utilized the idea. .u5e801327d079e60742039e1e42e0ee84 , .u5e801327d079e60742039e1e42e0ee84 .postImageUrl , .u5e801327d079e60742039e1e42e0ee84 .centered-text-area { min-height: 80px; position: relative; } .u5e801327d079e60742039e1e42e0ee84 , .u5e801327d079e60742039e1e42e0ee84:hover , .u5e801327d079e60742039e1e42e0ee84:visited , .u5e801327d079e60742039e1e42e0ee84:active { border:0!important; } .u5e801327d079e60742039e1e42e0ee84 .clearfix:after { content: ""; display: table; clear: both; } .u5e801327d079e60742039e1e42e0ee84 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5e801327d079e60742039e1e42e0ee84:active , .u5e801327d079e60742039e1e42e0ee84:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5e801327d079e60742039e1e42e0ee84 .centered-text-area { width: 100%; position: relative ; } .u5e801327d079e60742039e1e42e0ee84 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5e801327d079e60742039e1e42e0ee84 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5e801327d079e60742039e1e42e0ee84 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5e801327d079e60742039e1e42e0ee84:hover .ctaButton { background-color: #34495E!important; } .u5e801327d079e60742039e1e42e0ee84 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5e801327d079e60742039e1e42e0ee84 .u5e801327d079e60742039e1e42e0ee84-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5e801327d079e60742039e1e42e0ee84:after { content: ""; display: block; clear: both; } READ: With the help of a Union Victory during the Civil EssayOverall by looking at Bill Gates road to success we can see just how determination, long hours, and hard, hard work can pay off. Bill Gates is the genius behind perhaps the most powerful private company in the world, Microsoft. By simply looking at these accurate statistics from an Internet source of mine we can see just what his genius has earned him:Tue Feb 10 20:26:43 EST 1998 Microsoft Stock Price:$159.25 Bill Gatess Wealth:$44.959500 billion U.S. Population:269,138,380 Your Personal Contribution:$167.05These numbers truly show how William Gates IIIs intense work ethic and vision makes him a role model for any c omputer entrepreneur.