Explanations of Underdevelopment Essay Example | Topics and Well Written Essays - 1000 words

Explanations of Underdevelopment - Essay Example Multinational corporations or MNC can broadly be defined as the business corporations that operate across the world and have operation units in different countries. They are not only equipped with huge financial resources but they also have significant abilities to transfer knowledge across the international market. Underdeveloped nations, on the other hand are not financially or otherwise equipped to exploit their own resources. Thus, they become highly attractive business propositions for multinational companies as they can exploit the vast market potential of the region. But that is not the whole truth. MNCs bring their knowledge and use their financial expertise to not only exploit host country’s resources but they also contribute extensively to their socio-economic development. Theory of dependency primarily relies on financial aids to the underdeveloped nations from developed countries or international aid agencies that are frequently misused or used in areas other than infrastructural development. These aids are often in the form of soft loans but they still increase the debt liability of the already poor countries. The money is frequently misused or not used on areas infrastructure development, education, health etc which could benefit the society on long term. The inability of the government to appropriately utilize financial resources results in vicious debt trap. Isbister emphatically claims that they are ‘waylaid by the debt crisis’ (2003: 180). ... The money is frequently misused or not used on areas infrastructure development, education, health etc which could benefit the society on long term. The inability of the government to appropriately utilize financial resources results in vicious debt trap. Isbister emphatically claims that they are ‘waylaid by the debt crisis’ (2003: 180). Third world countries like Ghana, Botswana etc are prime examples where vast disparity of income is highly visible. Despite massive international aid, the common man is still reeling under abject poverty. Another important fact is that financial aids are often subject to conditions which are either not practical for poor nations or they fail to instill necessary discipline amongst the policy makers for its effective utilization so that it can filter down to the common man. At the same time, it also provides huge power to the donor which is often exploited by them for their own benefits vis-a-vis low wages to local persons, exploitation of natural resources at low cost etc. MNCs in such scenario may justifiably become the scapegoat for vested interests. Another important aspect of dependency theory is that third world countries get used to the foreign aid because most of them are characterized by unstable socio-political environment. This helps the vested interests in the higher hierarchy of politics and bureaucracy to divert fund for their own interests. Thus, socio-economic growth of the underdeveloped nations remains a dream. Modernization theory, on the other hand, focuses on capitalist principles of market and exhorts underdeveloped economies for more liberal market based policies to facilitate foreign investment. It also makes underdeveloped countries more attractive for MNCs who can

Communications Essay Example for Free

Communications Essay 1. What is an implication, in general, and what are specific implications of the presence of the U.S. flag, Constitution, and Bill Of Rights in all the classrooms at the University of Arizona? a. A general definition of an implication is an assumption that can be inferred from a given scenario that is not obviously specified. The US flag, Constitution, and Bill of Rights are all important symbols of freedom in the United States. The Bill of Rights contains the first ten amendments to the Constitution that preserve the liberties and freedoms prevalent in the United States. The Constitution sets forth the structure of the government we created after rebelling against the British monarchy. The US flag contains a representation of the original 13 colonies that rebelled against the British monarchy as the stripes and the current 50 states as the stars, this representation holds a strong symbol of Americanism. A specific implication of having the U.S. flag, Constitution and Bill of Rights in all University of Arizona classrooms is to help remind students of the freedoms that are available to them in the United States. These symbols of personal freedom promote one’s ability to be an outspoken individual, go against the grain in everything they do, and maintain an individual spirit. 2. Problems in business, government, and relationships are frequently blamed on a lack of communication or a failure to communicate properly. Use the Tubbs communication model on page 9 of your Human Communication textbook to diagnose a communication problem and suggest a recommendation for fixing the problem. a. Tubbs’ communication model involves two communicators and contains three main components of communication: the messages, interference, and the channel. Communication problems can exist across all three components of Tubbs’ communication model. Messages can be intentional and unintentional, when we send an unintentional message we give a message that we didn’t intend to and will usually not find out about the error until we receive feedback from the receiver. Communication problems in channels can occur when sending a message through the wrong channel, each channel serves a primary purpose and sending the wrong message through a channel can lead to a breakdown in communication. Interference is what causes a sent message to become misunderstood or missed completely, usually due to a distortion in the message or the receiver becoming distracted. A fairly common problem that has become more prominent in communication since the rise in popularity of electronic messaging is the inability to relate sarcasm, irony, or other emotions effectively. Usually when someone says something sarcastic it can be taken as a serious statement and the receiver can view the sender as ignorant or senseless. To fix this the person either has to relate the message through a more emotionally efficient channel, such as a telephone call, or include a signifier that allows the person to realize the text should be taken as sarcasm, such as including the tag /sarcasm afterwards. 3. What subject matter is at the heart of the field of communication? To answer this question, imagine that a friend or family member asked you what ‘communication’ as an academic subject was about. How would you respond to that person so that they had a clear understanding? a. Communication has changed a great deal over the last 2400 years but has always maintained a primary center to its study while adding more and more elements. In ancient Greece, Socrates and Plato used communication (then called Rhetoric) as a means to discover the truth and draw it out of their students. Aristotle took Plato’s view and expanded onto it that truth is not always absolute and humans must therefore ascertain the â€Å"probable† truth. These early understandings still hold relevant today and create a framework for the contemporary study of human communication. At the heart of communication is the need for understanding, the need for people to be able to help others understand what they’re saying and understand what others are saying. With this need for understanding Plato stated that rhetoric would be used to promote falsehood over truth while Aristotle saw that either falsehood or truth could be promoted and it is the duty of the citizen to use rhetoric to defend the truth. Communication covers the central topic of providing information to other people through multiple channels in an efficient and effective manner. As communication progresses it will continue to hold its central subject matter while adding more and more relevant areas of interpretation. 4. How was the ancient Greek city-state of Athens involved in the history of communication? What connections exist between communication in ancient Athens and communication in the world today? a. Athens was home to the three scholars who created the two primary views to what we currently know as communication. Socrates, Aristotle and Plato provided a strong foundation for the study of communication while coming from two different views of rhetoric. Socrates and Plato were credited to creating the view of â€Å"Divine Truth† which sought to use reasoning and dialogue to â€Å"draw out† knowledge and understanding. Where as, Aristotle viewed that truth is all around in the environment and must be taken in through the senses. Much of what Socrates, Aristotle and Plato put into communication (rhetoric) is still valid today; Aristotle stated communication is â€Å"purposive† and can be evaluated on whether they accomplish their purpose. Socrates demonstrated a strong relationship between communication that would result in the discovery and appreciation of truth and beauty; this gave a precedent to the value of ethics in communication. Each view puts value into a different way of viewing the truth that surrounds us every day; one sees that there is truth in everything and it’s up to the individual to find that truth while the other views that truth is dependent on the person and can change depending on a persons view. These two views from ancient Athens will continue to lead the study of communication and help shape the continued understanding of the field.

Definition Of Inclusion And How It Defers To Integration

Definition Of Inclusion And How It Defers To Integration Inclusion and Integration are there to help those children who have Special Needs. In simple terms they are there for the provision of the children. Yet, at the same time both of them are very different. According to the government the term Inclusion is defined as The department for Education and Employment Green Paper (DfEE, 1997) explains that Inclusion is a process, not a fixed state..meaning not only that pupils with education needs should wherever possible receive their education in a mainstream school, but also that they should join fully with their peers in the curriculum and life of the school. Yet in contrast to Inclusion, Integration is different. According to Simmons et al 2007, defines that integration is where the child must adapt to its schools, and there will be no assumption that the school will be able to help. The differences between inclusion and integration   INTEGRATION INCLUSION Emphasises needs of Special Students Emphasises rights of all students  Ã‚   Changing or remedying the subject Changing the school Benefits to the student with special needs of being integrated  Ã‚  Ã‚  Ã‚   Benefits to all students of including all Professionals, specialist expertise and formal support  Ã‚   Informal support and the expertise of mainstream teachers Good teaching for all   (ibid) As you can see, in the table above it explains the difference of how inclusion and integration works. This shows that inclusion emphasis on the children whereas, integration does not. Yet at the same time both terms are there for the beneficial of children with SEN. This is causing issues on which to follow. According to Ainscow et al. (2006), informs us that the definition of inclusion is not clearly defined. This is also supported by Topping and Maloney (2005), who also argue that inclusion in its broadest sense refers to the acceptance of all individual in the society by accepting and respecting those who made positive contribution. However, it seems that there is not a clear definition on the term inclusion as different theories have different ideas. Nutbrown and Clough (2006, p12) explains that Inclusion is an approach to education and childcare according to inclusive values rather than a concern with particular group of children and young people. Also a similar approach to them is done by Simone Aspis 2004, who explains that Inclusive education should create opportunities for all learners to work together. It requires recognition that learning in enhanced when individuals of different abilities, skills and aspiration can work together in a joint enterprise. (Aspis, 2004 p129) According to Darlington 2003 believes that inclusion is defined as a process and not a state, that inclusion in not very simple concept restricted to issues of placement key principles are valuing diversity, entitlement individual needs and equal opportunities. (Darlington 2003 p3) Yet a different approach by Mittler 2000, defines that inclusion requires the transformation of learning context: where it involves a process of reform and reshaping of the whole school as whole. Another definition of inclusion is from Florida University 2002, who also give an understanding to inclusion, although it is taken from Florida University and that the states have different meaning, this one was similar to the ones that the UK uses. Inclusion is an effort to make sure students with disabilities go to school along with their friends and neighbours while also receiving whatever, Specially designed instruction and support they need to achieve high standards and succeed as learners. (http://www.cpeip.fsu.edu/resourceFiles/resourceFile_18.pdf) Another approach to inclusion is from autism independent 2006, which also have the same approach towards inclusion that the other authors have had. And also they have similar ideas that have been focus on as they too have a definition of what they believe. Inclusion is a term coined to describe the philosophical argument that children with mental, physical, or emotional handicaps are entitled to an education within the mainstream of public education. (http://www.autismuk.com/index1sub2a.htm) Yet in contrast to inclusion integration as stated earlier on is different to inclusion. According to Open University 2010, who has an article relating to integration they explain that, Integration was a term used by organizations such as CSIE (originally called the Centre for Studies in Integration in Education) when seeking neighbourhood placements for all students, and implied the need for a student to adapt to the school, rather than for the school to transform its own practices. (http://openlearn.open.ac.uk/mod/oucontent/view.php?id=397669section=1.3.3) In conclusion, it seems that there are no clear definitions in what the term Inclusion means, as different authors have a different meaning. Although most of them have similar thoughts to what they have said that inclusion is there to help children or individual with special needs. All of the authors acknowledge that the Childs needs come first, and that society should try to accommodate them and try to make them feel wanted. Similar to the social model of disability that society should try to make them feel part of the society and not outcast them. Whereas integration is similar to the medical model of disability where they have acknowledge that the child has a needs and have labelled them that they need help and do nothing to encourage them. This is also supported by Dennis and Gardner who also stated that Inclusion and Integration are similar to the social and medical models. (ibid) Both inclusion and integration explain that the child needs help. Yet one put the child and expects to do the work themselves and the other term supports them and encourages them so that they can go into the world without depending on other peoples help.

a past will haunt me :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  My lungs filled with thick, sticky fog at three o’clock in the morning. It made the morning look vile and shivering. My hands were cold as ice. I am just about to get in my boyfriend’s blue jetta. I had a feeling in my stomach that I shouldn’t have got in his car. Of coarse I denied my self-conscious. Drugs and alcohol are flowing through our tired bodies. I was so eager to get into my warm bed. My friend Kyle had to work in a couple of hours so I told him that we would give him a ride home. I sensed his jealousy escalating as soon as he started to drive. I decided to ignore him and that seemed to make the moment worst. As soon as we dropped off our friend Kyle he accelerated at full speed toward our next destination. At one point I became a victim of his anxiety. I didn’t know what to expect next. As he parked his car on the side of the road he yelled at me to leave his car at once. I refused.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Get out of my fucking car† he shouted with his eyes bulging out of his small head.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"No, why? What is wrong with you? Are you sick or something?† I replied showing confusion on my face.   Ã‚  Ã‚  Ã‚  Ã‚   With great speed, he reaches the handle of my door and tried to force me out of his car. I tried to show my strength so I decided to sit still and to manipulate him to tell me what was on his mind.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"If you don’t get out, I will go home and you’ll walk home in the dark in the cold alone.† He shouted angrily   Ã‚  Ã‚  Ã‚  Ã‚  Unsuccessful in trying to get me out of his car; he began to drive mystically and made a sharp left turn. My reaction was to reach and grab the wheel and turn left. Big mistake. This day will always haunt my memories.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"You fucking bitch. This is my car so get out† he punched the side of my head with great force. â€Å" No, not until you tell me what I did wrong† I screamed with tears building up in my eyes. I saw his fist once again heading toward my head. I was taut to never let the enemy away with victory so this time I did the same thing back to him as he has done to me.

4-MAT Book Review Essay

Abstract Wheelan (2013) identifies the four stages of team development and provides detailed explanation of how a group transforms itself from a stage one group of uncertainty into a successful, highly productive stage four team. This requires work and a thorough understanding of the many internal/external influences that can occur during each stage. A team member or leader who is well versed in these stages and who can evolve with each stage will be better equipped to deal with possible obstacles that can hinder group progress and implement practices to help the group successfully work through a particular stage. The goal is for the group to become a team that will value the importance of everyone’s contribution within the group and how it relates to the overall ability of the group to successfully accomplish the mission. As this is achieved, the work will no longer feel like a chore as team members encourage, inspire, and have fun completing tasks and achieving the desired outcome (W heelan, 2013). In the first stage of group development, termed dependency and inclusion, team members are dependent upon the designated leader to provide a sense of belonging and to create an environment where members feel safe enough to suggest new ideas (Wheelan, 2013). The overall goal of stage one group development is the ability to create a safe and inclusive environment for all members as some may experience certain behavioral characteristics associated with feelings of insecurity and a need to feel included in the group. Stage one members may feel apprehensive about sharing their ideas until they feel that the environment is safe to share and that their input is valued (Wheelan, 2013). As members work through the group one stage, they will become more confident in their role and begin to rely less on the team leader for input. In addition, group members will begin to openly share their ideas, which in turn may create conflict within the group as different views and values will begin to be challenged among group members. Although uncomfortable, this potentially volatile but necessary part of stage two group development will lead to an increased trust among group members. Wheelan (2013) explains, â€Å"Only through conflict resolution and the development of a unified view of the group’s purpose and processes can true collaboration be achieved† (p. 28). During stage two group development, the team leader and team members’ ability to manage conflict resolution will determine whether the group succeeds or fails. During stage three, members of the group roll up their sleeves and begin to focus on the task at hand. Egos are checked at the door as team members begin to sense a clearer picture of individual and team goals and communication becomes more task-oriented (Wheelan, 2013). As stage three groups develop, productivity is increased and relationships are strengthened as the group can now move to stage four successfully if they continue to manage and adjust team roles and responsibilities, resolve conflict, and receive constructive criticism with an open mind. Concrete Response As a youth leader, I was tasked with forming a ministry team to work with school-aged children ranging in ages from 8 to 19 years of age. As a District Fire Chief for a large fire department, I assumed that this task would be similar to forming a team that responds to emergency calls; however, there were several items that I would overlook initially that would prove to be painful learning opportunities as I progressed through my ministry team building experience. First, and probably most important, was the fact that I assumed that everyone serving with me had a clear picture of what our goal was as youth leaders; to share the gospel of Christ through grace-filled passion demonstrated by love, compassion, understanding and encouragement. I still remember our first meeting as I handed out information regarding the bible study material we would be using. As I explained the syllabus and the details of the study itself, Joey, one of the volunteers, asked, â€Å"What is it that we are trying to accomplish through this study?† I explained that the objectives were listed in the packet and that  everyone should familiarize themselves thoroughly with the material provided. As Wheelan (2013) explains, it is the team leader’s responsibility during stage one to establish defined goals and to identify specific team member roles and how they will contribute to the overall plan. This error on my part led to confusion, frustration, and unfortunately the departure of some of the youth volunteers, as they did not feel that the value of their input was considered nor was a clear picture of what our purpose was explained. Critique Wheelan (2013) provides many good examples of what to do in certain circumstances that deal with safety and inclusion, conflict resolution, identifying roles and responsibilities, and fostering esprit de corps during group development. In addition, she identifies the positive traits that should be displayed by both team members and team leaders alike such as involving other members in the leadership of the group and actively participating in achieving objectives. While the strength of this book is displayed in the many examples provided by the author of what to do if a certain situation arises, this author was curious as to what a team leader or member would do if a team member must be dismissed for poor performance? While this is something that this author would not want to ever experience, I am curious as to whether or not Wheelan has ever experienced this in her studies and how might a leader or team member deal with this issue? Another consideration that this author believes infl uences group dynamics is socioeconomic and cultural diversity. While the above-mentioned positive character traits for leaders and team members are just a few of the many provided in this text, Creating Effective Teams does not address the internal and external influences that are ever-present in groups through socioeconomic and cultural diversity. This author believes that these two influences alone should be strongly considered, as group cohesiveness will depend largely upon a thorough understanding of how an individual’s worldview influences his or her perception of other group members and their individual role within the group. Action Clear concise communicated goals that explain the purpose, the mission, and how each member will contribute to the overall plan is the first action that  this author wishes to accomplish. Establishing a safe inclusive environment at the outset of group development is vital to member participation as this author plans to meet with both the youth ministry and worship ministry team in the upcoming week to encourage team member input and to identify roles, responsibilities, and a unified mission statement. Training team members in both my ministry and the fire department I work for in how to effectively manage group conflict is an additional action plan that this author hopes to achieve. Understanding that conflict is not necessarily a bad thing and that good can come from disagreements is important for everyone to consider when building our team. This author feels that this action will open up a new line of communication for individuals within my team to voice their concerns and contribute successfully to the group with sincere honesty. The third action that this author would like to achieve is to become a leader who evolves with the group as it develops through each stage. The beginning stages of the group’s development will require me to be more assertive; however, the ability to evolve as a leader to a more consultant role is where this author plans to take action. According to Wheelan (2013) as I allow members to share in the leadership function of the group, the likelihood that the group will succeed is increased. Reference Wheelan, S. A. (2013) Creating effective teams: A guide for members and leaders. Thousand Oaks: CA. Sage Publications, Inc.

Pronouncing Words That End in -lm

Pronouncing Words That End in -lm Pronouncing Words That End in -lm Pronouncing Words That End in -lm By Maeve Maddox Not many one-syllable English words end in the letters -lm. Sometimes the l in them is pronounced; sometimes it isnt. Heres a list of the most common -lm words, together with the pronunciation in the phonetic notation given at Answers.com. Many Americans pronounce all of these words with an l. alms [mz] balm [bm] calm [km] elm [Ä•lm] embalm[Ä•m-bm] film [fÄ ­lm] helm [hÄ•lm] palm [pm] psalm [sm] qualm [kwm] realm [rÄ•lm] whelm [hwÄ•lm] These pronunciations all agree with those given in the OED. Additionally, the OED acknowledges U.S. pronunciations with the sound of l for palm, psalm, and qualm. Merriam-Webster uses the symbol ] to indicate a sound that facilitates the placement of variant pronunciation. For example, ï ¿ ¼]mz. This symbol, which seems to indicate an almost l, is used for the first pronunciation given for alms, balm, calm, embalm, palm, psalm, and qualm. The pronunciation with a full l sound is given as an alternate: also ]lm. 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 Spelling category, check our popular posts, or choose a related post below:Bare or Bear With Me?How Long Should a Paragraph Be?When to use "an"

Personal Skills Development in the Teamwork

Personal Skills Development in the Teamwork Introduction In the modern world, organizations are increasingly becoming active and uneven (Barthe 2010, p. 94). Instabilities force organizations to form groups and teams that are expected to work together in order to achieve organizational goals and objectives. An organization relies on teams and groups in delivering services to clients.Advertising We will write a custom assessment sample on Personal Skills Development in the Teamwork specifically for you for only $16.05 $11/page Learn More There is increased complexity regarding the composition of teams, skill requirement, and risk management. In high reliability organizations such as the telecommunication company, teamwork plays a critical role in enhancing service delivery. A small mistake would result in serious losses, as well as complaints from customers. Working in a team enabled me to learn various coping skills (Horlick-Jones 1995, p. 310). I realized that teamwork is a tool that can be utilized to achieve high results. In the Nigerian network industry, competition is stiff implying that organizations must develop some strategies in order to outsmart their competitors. MRN employs teamwork in order to conquer its rivals. Working with other experts in the organization assisted me in understanding that teamwork entails three strategies. One of the strategies employed in enhancing teamwork is grouping individuals according to capabilities. This is upon realization that people differ in terms of talent. For instance, I was placed under the supervision of a network professional, with adequate skills on matters related to networking. This was to ensure that I learn the basics of networking in detail. In the team, there were individuals with task-oriented skills while others were team-oriented. It was the role of the manager to balance the two groups (Geschwind 2001, p. 69). In the team, the management ensured that organizational goals are achieved by modifying the tasks of indivi duals and the organization structure. This was to ensure workflow in the organization. Team competency was guaranteed in the organization through continuous training. The management at MRN capitalized on team training in enhancing team performance. Scholars define team training as the application of set of instructions that depend on well-tested apparatus. This apparatus includes simulator, lectures, and videos. In the organization, the management ensured that employees are provided with relevant training lessons each week. The main aim of management was to ensure that team training replicates the general values of learning theory.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this regard, training was meant to present information regarding basic group behaviors. Training provided team members with a chance to practice the skills they learned on a weekly basis. Working u nder the supervision of an expert was vital to my career because I could get feedback as regards to my performance (Dressel 2001, p. 39). Drawing on relevant theory and concepts, would this be described as a group or a team? Usually, there is a difference between a group and a team. However, many people fail to note the difference. A team is internally structured while the group is externally structured. A team has objectives, with tasks for each team member. On the other hand, a group is a collection of individuals who share the same objective. It may include people with similar interests. In the organization, all employees belong to a group because their major interest is to earn a salary. A number of scholars have designed theories to explain the behavior of individuals in a team. However, Tuckman’s theory is the only outstanding theory that explains the activities of individuals in a team precisely (Drake, Wong Salter 2007, p. 1975). The theory suggests that a team devel ops through various stages. When an individual joins an organization, he or she becomes an automatic group member. The employee might be an underperformer but would still be a group member. Through clear stages, such an employee would develop to become a team player. From a group, a cohesive and a task-focused team would be formed. In a small group of employees, a certain structure characterizes the group. Within the group, there is a clear task for each member. Groups evolve into teams in stages. Tuckman identified four stages as illustrated in the following graph. Forming is the first stage (Chandra 2009, p. 76). Source: TuckmanAdvertising We will write a custom assessment sample on Personal Skills Development in the Teamwork specifically for you for only $16.05 $11/page Learn More Identify and critically reflect on the relationship between the objectives of the project/ significant operational task and your individual role and objectives The main object ive of the project was to devise, develop, and authenticate the idea of applying opportunistic networks and relevant cognitive management structures for efficient use in future internet. The project aimed at tackling a number of problems, which were correlated to the project. The objectives of the project compared closely with my personal objectives (Biswas 2011, p. 101). In my group, I requested the management to assign to me roles that were consistent with my skills. In the global market, networking is one of the new investments that have attracted the attention of many businesspersons. Networking system provides a new way of communicating. For instance, through networking, it is possible to transfer important information, including quality images. My major objective was to study the major challenges facing the internet industry since it is very important as far as e-commerce is concerned. By working in the organization, I would evaluate the effects of networking on small business es across the country. Therefore, my broad objective was similar to the main objective of the organization, which was to develop the most effective networking system. The new system would benefit from the new technological innovations, such as the invention of Smartphone. The new networking system would help in improving the performance of various sectors, such as education, tourism, and e-commerce (Barry 2005, p. 17). Apart from the general objective, the organization had four minor objectives, which were also related to mine. The organization aimed at utilizing the new software, such as digital library, to reach out to customers. Through the new software, the company would distribute networking techniques to willing customers. Since projects must aim at benefiting the society, the organization aspired to design a culturally accepted project. Therefore, the organization had to study the cultural aspects of various communities (Carlin 2009, p. 77). Projects are sometimes resisted be cause they do not comply with the norms and values of the locals. Similarly, I always believe that any project must comply with cultural issues such as religion, norms, and principles of the locals. In Nigeria, cultural values influence the performance of the company in many ways. People would be reluctant to consume products and services produced by a culturally controversial company. The company had objective of incorporating the project to the educational system. This would help many scholars in their various fields.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Though I had my own objectives, I always ensured that the objectives of the organization are given priority. My interaction with other members of the organization was very strong and productive. Since I am a natural leader, I was always confident that everything would work out for me. Therefore, I had to control my feelings and actions in order to create a healthy work milieu. I always ensured that I communicate with relevant sections in time. Moreover, communication between employees and the managers was encouraged in the organization. I used the policy to form strong ties with the management and other members of the organization. Whenever I face any difficulty, I could reach out to the management to explain myself. I used my strong interpersonal skills to ask questions to experts. Since I understand that experience cannot be obtained by simply sitting in the office and following orders, I ensured that I visit the experts in other sections of the organization to learn more regardin g the performance of the organization. Leaders in the organization were very helpful because they always ensured that employees are comfortable. They always updated employees on what was happening in the organization. Through this interactive relationship, leaders could easily identify and solve problems in time. In fact, the rapport between workers and the management was very strong. Moreover, employees respected each other and always embraced the spirit of teamwork. This was helpful to my development since I learned that communication plays an important role in achieving individual and organizational goals. In the networking organization, leaders were frequently asking questions to employees. It was very important because it gave employees a chance to express themselves. In fact, leaders were full of self-confidence and self-esteem. The type of interaction supported in the organization made each employee comfortable. It even encouraged employees to communicate among themselves. Wh enever an issue emerged, employees were open to face the leader without the fear of victimization. Whenever the management was approached with a question, answers would be provided instantly. Leaders were so receptive because they never dismissed any one for asking an irrelevant question. In other words, leaders had enough time to listen to the problems of employees. In some organizations, leaders are always against the idea of asking questions. They would only prefer that people should follow company rules strictly. Drawing on relevant theory and concepts, and with reference to 1b, evaluate how interacting with your colleagues is helpful Interaction between the management and employees was always encouraged because it helped in generating efficiency. Workers were encouraged to post their suggestions to the management without necessarily following the bureaucratic procedures. An effective communication channel helped the organization in solving serious problems. The leaders could as k employees to explain their problems even before employees could complain. In this regard, employees thought that the leaders of the organization were caring and were concerned about the plight of employees. Unlike in many organizations, leaders at the telecommunication company asked questions personally. In other places, leaders utilize the services of the internet, such as the email, to communicate with their juniors. In this forms of communication, employees are reluctant to express facts in their messages. They would tend to respond in a way suggesting that they loyal to their bosses. However, verbal communication is very important because it allows the leader to study the attitude of an employee. In other words, the employee has an opportunity of assessing the tone and nonverbal cues of the communication. This allows the communicators in the organization to understand the communication situation. Through face-to-face communication, leaders would be able to explain their intent ions more clearly. Additionally, the leader would receive a comprehensive answer and would seek clarification. In the organization, face-to-face communication was adopted because not all employees are good writers. Some are employees are good communicators only if given a chance to express themselves verbally. Looking back on the project/ significant operational task, what would be done differently and why? Regarding the project, many things would be done differently if given an opportunity to head the project. However, the management implemented it the way it was because of lack of time and resources. Given an opportunity to implement the project, I will follow the ten basic principles of project management. In the first place, I would concentrate on interfacing. This would entail exploring all available options before choosing the implementation technique. Secondly, I would organize the project team and ensure that resources are availed in time. In the organization, resources were not availed in time, which hindered the implementation process. For funds to be released, the project committee had to wait for some time. Such delays are usually harmful to the implementation process. In the organization, those charged with the designing and implementation of the project never planned technically and strategically. This aspect of project management would produce high results. Moreover, I would have incorporated Murphy’s Law in implementing the project. Even though the organization followed the law, a few aspects were left out. For instance, not all stakeholders were identified. The management was not ready to handle conflicts. Conflicts are very dangerous to the survival of projects. However, the telecommunication company was not prepared to resolve any serious conflict. This is because measures were not yet in place to counter any conflict (Carter 2000, p. 330). The original skills audit, and PDP. This should be included within the appendices and summarize d within the main body to the report In the telecommunications company in Nigeria, I acquired various skills that are vital to my career. I must admit that acquisition of these skills called for hard work and perseverance. I must also admit that the group members were supportive. This helped me in acquiring managerial skills easily. The first skill pertains to time and organization. Time is one of the skills that people find it difficult to adapt. In the organization, time is an essential resource, which is carefully measured in terms of hours, minutes, and seconds. Lateness is not tolerated at all, and all those found reporting at work late are punished severely. The organization can cancel the day’s wages if an individual fails to give a valid reason for lateness. To some extent, I was an organized person since I scored three out of the possible maximum of five. However, I was a poor timekeeper since I always reported to work late. Moreover, I never handed in assignments in time. The management praised me for being an organized person because I was always neat and clean. In matters related to time and organization, the major indicators were timely completion of paperwork, prioritizing company tasks, the ability to handle interruptions and management of the timetable. In terms of handling pressure, I was rated the best, but I could not manage my timetable well. This is because of family commitments. However, I can improve my skills when given sufficient time and support. I believe that I will score a high grade when given another chance to work in the company (Andrzej Buchaman 2007, p. 26). Decision-making and problem solving skills were also considered to be of value in the company. Therefore, the company kept a record of each person as regards to conflict resolution mechanisms. In this field, I scored the highest mark because I had four out of the possible five marks. My decision-making skills were strong because I generated solutions to various pro blems whenever called upon to do so. For instance, I was depended upon in making decisions related to customer complain. I could offer the best solutions that would be incorporated by the section manager. In any organization, evaluation of available options is critical to making strong decisions. In the organization, I never had problems choosing the best decisions. I would simply analyze an event and choose which style, method, or model to apply. Even though I was rated the highest in terms of decision-making and conflict resolution, I still believe that more needs to be done. I wish to work hard in order to perform extremely well in this field. Another skill acquired while in the organization is planning. Planning entails putting everything in order. The role I was assigned to needed a lot of planning. The management observed that I was a good planner and decided to give me a score of four out five (Panagariya 2008, p. 32). It was suggested that I have strong planning skills. Plan ning entails leading the teams, consulting team members, allocating tasks and setting objectives. Regarding task allocation, the management commented on my skills since I collaborated well with other members of my team to come up with a strong suggestion. This was achieved through consulting team members, offering strong leadership skills, and setting objectives that are similar to those of the organization. Planning is critical to the success of any project. Through proper planning, an individual would save time, resources, and energy. Other skills included delegation, motivation, coaching, target setting, interpersonal skills, written skills, and oratory skills. In written and oratory skills, I scored three out of five. In oratory skills, it was claimed that I was weak in presenting ideas, using the telephone, and attending meetings. However, I understood the structure and the format of speaking. Regarding written communication, I did not score more because I was unable to check c ompany blogs frequently. However, I followed the company proceedings through memos and reports. I scored a high mark in interpersonal skills meaning that I could easily form relationships with other members of the team. For instance, I was sensitive to the needs of other team players meaning that I responded positively to the views of others. Moreover, I scored high because I am a good listener (Wellington 2001, p. 79). Through listening, I was able to understand the problems of others in the organization. In many organizations, the greatest challenge for employees is to relate with their seniors. This was never a problem to me. Though I was rated high in terms of setting targets, I was a bit weak in offering coaching services to other staff members. A review of resources and activities used to develop those skills. You should comment on how useful these resources and activities were in developing the identified skills. If additional resources and activities were identified, post th e submission of the original PDP you should also comment on these A review of resources suggests that the organization provided its employees with adequate materials that helped them cope with the organization challenges. For each skill, the organization had resources. Regarding time management and teamwork, the organization provided materials that helped in reviewing the activities of the previous week. Such materials would always be circulated on Friday. For instance, the organization provided sites with critical information regarding time management. The management made it mandatory for all employees to attend time management course before joining the organization. The course was meant to give new individuals adequate time management skills. Apart from issuing critical information on time management, each employee was supposed to discuss with his line supervisor matters related to lateness (Weiss 2011, p. 23). The management provided enough information on areas perceived to be wi th weaknesses. For my case, coaching was another skill that I had to improve. Just like in time management, the management provided me with several websites containing critical information on coaching skills. I had to visit the sites at least one per every two weeks. However, this was not considered an effective tool to sharpen the skills of a trainee (Tanke 2000, p. 65). Each trainee with coaching weakness was required to work with his or her supervisor for a period not exceeding one month. During this period, the trainee would learn coaching skills from the supervisor and try as much as possible to apply the same skills before embarking on normal work. No trainee would be allowed to move on without mastering coaching skills. The requirements were helpful to some of us who had coaching weaknesses. Delegation was considered a complex skill and therefore, each trainee was to work hard to achieve this skill. I was instructed to delegate a role to one of my colleagues at least once per week. I was also supposed to issue clear instructions, using understandable language. Since it is one of the challenging skills to acquire, trainees were required to dig deeper into their pockets to fund delegation-training program. However, online training institutions conduct the program. Therefore, each trainee facing problems in the field was to subscribe to an online training program that would last for one month. To ensure that the trainee understands something, the line supervisor instructed colleagues to forward their feedback for analysis (Suzuki Dastur, Moffatt Yabuki 2009, p. 12). A review of the skills developed Review of the skills reveals that the organization is committed to improving the leadership styles of trainees. The skills I acquired from the institution are incomparable to any other sets of skills. The management was always friendly and willing to listen to the problems facing trainees. Scholars of communication argue that public speaking is the most difficu lt thing in the world. In fact, they argue that an individual would prefer death to speaking in public. In the organization, I gained skills regarding oral communication (Stewart 1990, p. 19). I believe that I can use the skills to conquer the world. Coaching skills are also important to the life of any individual wishing to take up managerial roles in future. I was referred to various websites that would be of great importance to my life in the future. I learned that writing and oral skills are go hand in hand. It is impossible to separate one from the other. My training with the telecommunication company was not in vain. This is because I learned a lot. However, I noted that the company suffered from delays due to inefficient system of communication. Even though the management was competent, the planning skill was still missing. It would take various days for a simple decision to be made (Steffen 2010, p. 17). It is suggested that the organization rethinks about changing its polic y as regards to planning. As shown in the flow chart below, the process of personal development entails three things. Individual and professional skills, qualities, and knowledge are developed through practice. The most important of the three is planning. It entails prioritizing some aspects. For my case, the trainee provided an opportunity to gauge my skills. Visiting the company as a trainee was the first step towards building confidence in my profession. I was able to put theories, models, and skills into effective practice. The organization gave me an opportunity to review he skills I have learned in class for several years (Minja 2009, p. 14). Skills are acquired through learning. In fact, scholars observe that it might take several years to acquire basic managerial skills such as coaching, delegating, and writing. As things stand currently, there is a cordial relationship between the implementing partners and cooperation among them can be categorized as fair. However, this mi ght change due to the time span the project is expected to take and the changing political and economical atmosphere in the world. An incident of lack of cooperation among the implementing partners can deal a fatal blow to the successful implementation of the project. This is one temptation that has previously destroyed very ambitious projects, as Kothari (2004, p. 23) states. The project faces the potential risk of introduction of new systems into the project. The purpose of this report was to help identify skills that an individual stands to benefit from working as a trainee. The responsibility of ensuring that a trainee acquires adequate knowledge and skills is the responsibility of all the concerned members of the organization. From my experience, it is clearly demonstrated that every member of the project has a role to play in the identification of skills that the trainee needs (Safizadeh, Field Ritzman 2003, p. 560). It can be concluded that skills are hard to fetch but are e asy to maintain. Members of the organization were supportive in ensuring that employees acquire adequate skills and knowledge. However, this task should not be left to one department. It is important that the management develop some measures to counter challenges that impede skill development (Shachaf 2008, p. 132). The management has an extra responsibility of ensuring that employees acquire knowledge in the organization. List of References Andrzej, A Buchaman, A 2007, Organizational Behavior, Prentice Hall, London. Barry, M 2005, Crises in the Contemporary Persian Gulf, Routledge, New York. Barthe, G 2010, Verification, Model Checking, and Abstract Interpretation, Springer, New York. Biswas, S 2011, â€Å"Commitment, involvement, and satisfaction as predictors of employee performance,† South Asian Journal of Management, Vol. 18, no. 2, pp 92-107. 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