Macroeconomic Analysis Essay

Introduction The idea Edgar has for opening up four new gas stations is based on a well based argument making it viable as a profitable business venture. The evaluation on the American consumer to accept the high price for gas oil prices forms the first approach towards establishing a business. Gasoil businesses in the world run as cartel where it supply and prices are determined by the few stakeholders in the industry. The stakeholders form an agreement among their competitors on the price, making and, marketing of the product (Fredy, 2010). The cartel though the production affects the GDP growth rate. Gross domestic product represents the monetary value of the goods produced in the country within a year. The enterprise runs as an oligopoly. An oligopoly represents a business type where there are few sellers in the market. The few sellers are due to the restriction imposed on entry to a monopoly. The production rights are restricted by the producer and the producer also controls the prices of the commodity (Brake, 2011). Unemployment will be apparent as the restriction holds down people with the relevant skills to join in the trade. Price control is done through price fixing and determining the market share. The market shares will go a long way to influencing international trade. International trade represents trade past the nation boundaries (Derik, 2010) . The main purpose of a cartel is profit increment to the individual by reducing competition. Edgar by starting up the gas oil business will gain profit margin from the monopoly. The government is also be involved in the control of the production rights of such a cartel. It is through fiscal policies that the government will regulate such ventures with an aim to protect the public from exploitation. Fiscal policies tools are the government imposition on tax and revenue collections (Tayor, 2007). The focus on the convenience good and assumption  it will make a profit in the society is the reason Edgar insists on the production. Convenience goods are those that are distributed widely and are inexpensive and the gas oil forms one of them (Fredy, 2010). Macroeconomic covers the demographic aspect, as these goods are made available to the population. Demography represents human residents statically (Henry, 2008). Startup capital is a needed by Edgar as he plans to buy the four gas oil station. The fund borrowed from a financial institution will be affected by the interest rate and the financial policies. The monetary policy is a tool used to control the supply of money in the society through affecting the interest rate in the society (Tayor, 2007).The estimates of sales to increase in china and India represents the trade cycles. Business cycles are periodic change in the production and affect the Gross Domestic Product of a country. They cause the GDP to fluctuate and thus an expansion and contraction of the level of economic activities in the country (Tayor, 2007). The business sets itself on time of favorable economic benefits as the bank rates are favoring a business positively. Edgar requires a large capital base to start a business and borrowing from a business organization is paramount. Interest is payable on the loan capital that is taking from such institutions. With a low lending rate, the business organizations enable economic growth as a society can borrow a large sum of money for the investment project. Investment improves the living standard of the society as they earn a profit from the investments. The advice to Edgar is to take up the positive strengthening economy and invest during the low lending rate (Sydney, 2010). Demand is as the amount of a commodity that consumers are willing and can purchase at any given price over a given time (Tayor, 2007). The law states that, at low prices, the need is high. The firm being an oligopoly has rigidity in its price of the gas oil. Rigidity represents stickiness in the prices that does not change regularly. Edgar will enjoy the high prices of the oligopoly market as the American consumer has accepted the prices. The high prices are as due to the kinked demand curve as oligopoly market has two demand curves. A highly elastic demand curve on the price increase and a highly inelastic in the price decrease (Tayor, 2007). DdMC PricedKINK P1EP X Ddy Q1D QuantityQMR The elastic part of the curve is the dd curve thus an increase in price will lead to a rise in demand for the gas oil. A similar case to the market, if China and India increase their market the prices will also increase. A profit in the oil industry enjoys in the point where MR marginal revenue curve cuts the MC marginal cost curve. At this point, marginal revenue is equates the marginal cost and the profit is at maximum (Tayor, 2007). The supply also affects the oil industry, and it is the amount a producer is willing and can sell at a given price in a given time (Derik, 2010). In the supply of the gas oil collusion remains evident to increase market share. Competitors are on the evaluation as they affect the price and profits in the other firm. If one firm drops price the other firm is forced to drop its prices to in order to increase profit. The firms in the oligopoly structures have adopted non-price completion eliminating the pricing war among them. It has enabled international trading as they enjoy the collusion and similar prices and the control from one area. The interest rates within the country will also affect the enterprise. With business policies controlling the levels of interest rate in the area, the business is at a position to borrow funds for expansion with low interest rates on the returns. The central’s bank adversely controls the monitory policy by regulating the lending rates. The government through the fiscal policies regulation protects the survival of the oligopoly. The oligopoly market maintains barrier to entry through the production of large scale adversely improving the Gross Domestic Product within the country as the quantity of well produced increases. Recommendations and Economic Justification The GDP is one of the major issues in macroeconomic through the collusion of  demand and supply in the country the GDP is maintained as the business operates in its equilibrium point (Brake, 2011). Unemployment forms a major challenge but with a low interest rate from the financial sector business can operate and start up in the country. The case example is Edgar if he opens the four stations employment will increase. Demographics is affecting by supply and demand as they affect the chances of improving the living standards of the population. The salaries from the oil industry will maintain the demand and supply of the oil. The interest rate in the country determines monetary policy. Edgar before starting a business should consider this during the start up to maintain profits as he aims to supply the gas oil. Reference Brake, R. (2011). World Monopolies. Summertime Publishers. Derik, K. (2010). International Trading. Kansas Publisher. Fredy, T. (2010). World Businesses. Milestone Publishers. Henry, J. (2008). World Demography. Wimtertime Publishers. Sydney, G. (2010). Money and Banking. Westminister Publishers. Tayor, W. (2007). Introduction to Economics. Riverside Publishers.

Inequality in our Education System Essay

Education is vital to all individuals. It is the foundation of one’s development in order to achieve personal distinction. In addition, it also equips people the capacity to properly interact with other people. Education serves as a weapon for survival. It empowers one’s capacity and provides an edge in any endeavor that one wishes to get involved in. For example, in securing a job, a decent   and impressive educational attainment is one of the qualifications necessary in order to get hired.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Schools are designed to provide the adequate needs for attaining quality education. Schools should provide competent teachers, rigorous curriculum and modern facilities and equipments. But few   Americans are aware of the massive disparity and inequality that are consuming the educational system. Although it is not proper and ideal, the social status of an individual greatly affects the quality of education that one receives (Darling- Hammond, 2008, p. 208).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Tracking, in the area of education, recognizes the gap between the low-income, minority students and their well-off peers. Ethnic and linguistic minority students coming from low-income background oftentimes only afford admission to general and vocational courses, thus decreasing their chance, if not totally depriving them from pursuing college education (Mehan and Hubbardm, 1999, n.p). Schools with high concentration of low-income and minority students receive fewer and poor quality learning resources than the other schools within the same district (Darling- Hammond, 2008, p. 208).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Along with medical assistance and social welfare, ideally the education sector should be alloted with a larger portion from the state budget and should be appropriately divided among all the schools. But ironically, educational fund in the United States has also been unequally distributed to all schools. 10% of the wealthiest school district in the most industrialized country spend 10 times more than the 10% least fortunate. The number of poor and minority students are definitely higher in the least funded schools, mostly located at the central cities and rural areas, which is lowly funded than the schools in the suburban districts. Recent study shows that Alabama, New Jersey, New York, Louisiana, and Texas and schools with higher ratio of students of non-White American descent receive fewer resources than schools serving a greater number of White Americans (Darling- Hammond, 2008, p. 208).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To address the issue of racism within the educational system, the idea of hidden curriculum was coined. Hidden curriculum pertains to the messages passed on by the organization or pedadogical institution apart from their public statements. The hidden curriculum is aimed to teach the students of school routines and to enable students in getting along in school and in the society in general. The messages in hidden curriculum may complement or contradict each other. In a way, it opens the minds of students to the possibility that some of the innate principles and natural laws enclosed within the democratic political system, may not at all times be practiced (Cornbleth. 2008, n.p).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Earlier studies proved that hidden curriculum conveyed in public and private schools were different. Public schools mainly focuses on academic classrooms with an emphasis on things like race, ethnicity, disability, and gender or sexual orientation as well as social class, politics, and culture (Cornbleth, 2008, n.p).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Over the years, we have overcome indecency caused by racism. As our culture succumbs to the tenets of globalization, people of different faces and races have been drawn closer towards each other. And this trend would ideally suggest equality among people born out of different ethnicities. The irregularities in our education systems rooted from unjust   policies have caused inequality in our schools.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Tracking, has kept the students separated from others based on their skin color and income. Tracking is therefore a form of racism, wherein students coming from different race and low-income background can never avail of the same oppurtunities, benefits and treatment that other students get. School funding policies branch from tracking, where schools serving more students who they believe are from inferior color and race, receive lesser funds than other schools. And last, hidden curriculum disposes messages that rationalized disparity among students.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In any way, the school shall serve as an institution where values and culture formation is hastened. But if an important and delicate institution like schools inculcate disparity amongst the people, then students and the whole society will be deprived of the rights that everyone must equally enjoy. References Cornbleth, Catherine. (2008). Hidden Curriculum. Retrieved May 3 2008 from http://education.stateuniversity.com/pages/1899/Curriculum-School-HIDDEN-CURRICULUM.html Darling-Hammond, Linda. (2001). Inequality in Teaching and Schooling: How Opportunity Is Rationed to Students of Color in America. In The Right Thing to Do, The Smart Thing to Do Enhancing Diversity in the Health Professions (pp. 208-233). National Academy. Mehan, Hugh and Lea Hubbard. (July 1999). Tracking â€Å"Untracking†: Evaluating the Effectiveness of an Educational Innovation. Retrived May 3 2008 from http://crede.berkeley.edu/research/tier/rb3.shtml

Management in health care Essay Example | Topics and Well Written Essays - 2000 words

Management in health care - Essay Example This report shocked health care experts and many organizational leaders are evaluating their health care delivery systems (Thweatt & Kleiner 2007). There is a call to health care experts to apply professional management approaches in health care provision. This paper covers the issue of management in healthcare. It highlights the role and importance of management in healthcare. It will give an insight on how to practice management and the problems that may be encountered in health care management. The research will look at two approaches, the scientific management approach and human relation management approach. It will show how each of the approaches is applied in running an organization. The research will also show how the two approaches are jointly applied in running an organization. A critical analysis of the two methods will show the similarities and differences between the two approaches of management. Drawing from an example of an institution that has applied a combination of the two approaches in management, we shall see if the approach is successful or not. The paper will conduct further analysis to show the implications of applying the two management approaches to health care service delivery. The analysis will focus on the people who work in health care service delivery organizations. This will help in finding out how these management approaches affect them in terms of problems they may face, benefits if any and possible suggestions on how to improve the strategies used to better suit the workers. The paper will also highlight the implications of the research to students who study public health. The primary role of management is to formulate policies, organize, plan, control and direct the resources of an organization so as to achieve the objectives of the policy. Management is defined as how an organization coordinates and organizes its activities in accordance to policies set so as to achieve the defined objectives of the

Design Project Essay Example | Topics and Well Written Essays - 500 words

Design Project - Essay Example To reflect on the activities carefully and encourage members do so as well (Moger, 2000). From completed project, it is notable that the project is very high and the way the straws are placed to hold the cup egg cannot fall though members of the group had few differences. One member brought the idea and after looking at the idea as a group, everybody welcomed the idea. Initially we had decided to use one uniform color for the straws but members suggested the use of different colors to make the holders look more appealing to the eye and to show some originality (Rickards, 2000). Reliability in employee testing and selection measures the consistency of performance at the same level success. Validity is the measuring how far a prediction of success in employment is made. That is validity to analyze the extent of in which predicted results are achieved and when the actual results are attained by the employees. In validating, it very key to analyze the kind of job that is employees are to be interviewed for. In analyzing the job, important areas are the predictors and the criterion. Predictors involve understanding the job specifications. The criterion requires understanding quantitative and qualitative measures for the job to be achievable at the end of the day. Secondly, choosing the type of test to use in the interview process that use either test battery or single test and the third step is administering the test that is through concurrent validation and predictive validation. In concurrent validation, I would compare the previous performance of the employees with the current performance and pose a question concerning their performance. In predictive validation, I would measure the performance with the prior scores. Then I would relate test scores and the criteria used. Finally, I would cross-validate, revalidate, and repeat the same

Paper topic as below dont need til 2nd april 2010 Essay

Paper topic as below dont need til 2nd april 2010 - Essay Example ‘Madam Bovary’ a very famous novel by Gustave Flaubert, published in 1857, gives a detailed picture of the social status of women in the nineteenth century through the travails of Emma Bovary, as she passes from an impoverished childhood as the daughter of an illiterate farmer, to adulthood as the wife of a capable but lazy doctor, and later on, to her relationships with her lovers. Like Isabel, Emma is trapped in the middle class social norms and longs to escape. However, the similarities between the two characters end here. Emma uses her only power, her body, to rebel and tries to cut the suffocating social bonds of her era, while Isabelle uses her mind and spirit to remain free. At the end of each novel, the leading female protagonists are found to be unhappy and disillusioned with their lives. This article will discuss these two similar, yet so different, female characters keeping in view the social aspects of their times. It will examine their similarities and diffe rences and compare their methods, in their rebellion against the stringent social norms of the nineteenth century Europe. In the story â€Å"Portrait of a Lady† set in the 1860’s America, the chief protagonist Isabel Archer is portrayed as a free spirited girl, from an affluent family, who having lost her mother when very young had been brought up by her father in a rather haphazard way. He had allowed Isabel to become educated and had always fostered her independence. Under such circumstances, Isabel had become extremely strong willed, confident, was well read and a little bit of a narcissist. In their hometown in Albany, in America, Isabel had managed to earn herself quite a name as an intellect and an intimidating personality. Unwilling to settle down for a marriage that would undermine her free spirit and not willing to compromise at any cost, Isabel decides to travel to Europe with her aunt Mrs. Touchett, after her father’s death.

Audience Reading Popular Cultural Text Research Paper

Audience Reading Popular Cultural Text - Research Paper Example The team is comprised of two Air Force officers, an archaeologist and an alien that joined them on one of their travels. The US Air Force coordinates their travels, and that of other teams, to make friends with 'people' of other planets, and to procure technology that will aid in the defence of Earth from the threat of the alien race, the Goa'uld, who are a parasitic species who take human bodies as hosts, set themselves up as gods, and enslave the people of the planets they invade. Earth's Stargate was found within Egyptian ruins, and it took the Air Force 50 years to work out how to use it, drawing on the knowledge of our best archaeologists, physicist and engineers. I will investigate an audience reading of this text by using a focus group. The aim of this paper is to present the results of an audience analysis of Stargate SG1. Firstly, I will present my own reading of the text. Secondly, my investigation method will be explained. Thirdly, I will provide the results of the focus group discussion in regards to humour; stereotypes; and the ideology of Stargate SG1. Fourthly, I will apply different theoretical approaches to the text in regards to the key themes. Fourthly, I will highlight the implications of this text. Finally I shall present a conclusion that will synthesise the main points of the paper, and makes recommendations for future audience analysis of the Stargate series. I will now present my own reading of the text. ... especially in the USA and other Western nations, such as defending ourselves, interactions with those who are 'other' than ourselves, and the moral dilemmas involved in intervening or not intervening when another group of 'people' are at war or oppressed on their own planets. The show is very reliant on hard science to provide explanations for how the Stargate works, as well as the workings of extra-terrestrial weaponry, healing devices, and other cultural artefacts. This provides a clear mediation of the text with our present knowledge in quantum physics and human psychology, making the show more believable as I am not disengaged from my viewing through incongruent information. The series also delves into spirituality, particularly Buddhism, to provide an overall meaning to the universe, and a purpose to the lives of all who dwell within it. I find this interesting and of value to myself as a viewer, as Buddhism is a philosophy that provides many answers to me in my life.Especially, the humour within the series is salient. One of the lead actors, and he is also one of the producers, being Richard Dean Anderson from the 1970s series Amcgyver. His flip attitude is particularly amusing, given his character's role as a colonel in the Air Force, I expected the stereotypical behaviour of discipline, restraint, and authoritarianism. I admire that the series attempts to break down stereotypes, as the physicist/engineer on the team is a woman, who spends her leave time working on her motorbike, and is an excellent lock-picker, although she remains feminine.The ideology of the series is 'respect for others, and what's potentially out there'. A primary mission of SG1 is to peacefully seek out other life-forms to establish diplomatic ties. This engages me to

A Global Perspective- Made in USA Essay Example | Topics and Well Written Essays - 1000 words

A Global Perspective- Made in USA - Essay Example On the contrary, manufacturing industry directly entails processes that ensures large-scale production of goods and services through innovation and production. A close relationship exists between manufacturing industry and globalization in relation to creation of market opportunities and innovation of new ideas (Alden, 2012). It is imperative to understand that globalization creates diversification of ideas that consequently results into generation of new techniques of production and service provision. The generated ideas directly improve manufacturing industry through increased productivity and creation of diversity in services and goods. Most importantly, globalization provides new market opportunities throughout the world for manufactured products. In addition, through globalization, manufacturing industries can establish new production plants in other regions around the globe with available inexpensive resources. It is indispensable that globalization has resulted into evolution in the manufacturing industry. Manufacturing industry plays a fundamental role in creation of employment opportunities for American citizens. It is imperative to note that as government employment opportunities decreases, manufacturing industry provides an option for the millions of Americans who need income. The manufacturing industry has acted as a fundamental contributor the growth of US economy through job creation in 1900s until globalization and outsourcing issues started. The era of outsourcing where US-based companies establishes manufacturing plants in developing countries due to cheap labor resulted into the decline in employment rates within the significant sector (Norris, 2012). However, following the current need for resourcing, established companies in USA have created more job opportunities within the manufacturing sector. It is

Astronomy assignment 2 Essay Example | Topics and Well Written Essays - 750 words

Astronomy assignment 2 - Essay Example 1. Mass transfer or overflow – a process that could have occurred in a close binary system where one high-mass star beginning the end of its life expands and sheds off its outer gas to the other, originally a low-mass star, as a result of the latter’s gravitational pull. The originally low-mass star grows in size and becomes a high-mass star (Heggie & Hut 2003). Thus, Blue Stragglers have live longer than the usual high-mass star. 2. Collision theory – Collision could occur between single-binary or binary-binary stars encounters in a cluster which will produce a single body which will have a mass twice or more than that of the turn-off mass (Heggie & Hut2003. Bennett, Jeffrey and Megan Donahue, Nicholas Schneider and Mark Voit. The Cosmic Perspective, Fifth Edition. http://www.coursesmart.com/mycoursesmart?page=0&__myxmlid=9780321542632#X2ludGVybmFsX0Jvb2tJbmZvQWpheFBhbmVsP3BhZ2U9JnhtbGlkPTk3ODAzMjE1NDI2MzI= , pp 536, 566,

Parphrase for ibrahim Essay Example | Topics and Well Written Essays - 1500 words

Parphrase for ibrahim - Essay Example Pin 4 – The function of Pin number 4 is that of Reset. From the word on go, the Rest Pin stays within the state of High state connectivity in the form of resistance of 100 kilo resistor. The relational voltage in this accord is that of 0.8 Volts as a whole. The 555 timer based oscillator is actually a specific type of circuit that produces high intensity based and swiftly moving waveforms. The output frequency of these waveforms is alterable through the connection of an RC circuit by attaching a single capacitor and a pair of resistors. The circuit so obtained makes up for a particular form of flexible oscillator that produces square waveforms which themselves are relatively static in their outlook. The given waveforms may end up with a specific frequency ranging up to as high as 500 kHz and further more it assists the duty cycles which can provide the wavelength of as high as up to the range of fifty to a hundred percent. In contrast to the mono stable set of circuits which halts its movement through the course of given time is lapsed, oscillator circuit at hand enables the function of re-triggering mechanism obtained through the meddling of the trigger input pin Number two along with the given sixth Pin that are explained above and each operating to a specific threshold voltage. The scenario can be explained as following. The given set of oscillator circuit, Two pins, one Pin number Two and the second number that of Pin number six are used in the given coordinated combinational uniformity. The given combination enables for the process of a self-triggering formula in every round trip. This in turn enables the circuit to operate as the running oscillator. The aforementioned circuit is also given another name and that is the voltage-to-frequency converter. The name is given on the account of fact that the overall external frequency is variable in nature through the alteration of the internal voltage variation. Pin number five often serves for

Turkish Music and Folklore Poetry Research Paper

Turkish Music and Folklore Poetry - Research Paper Example The essay talks about Turkish literature, which is nearly 1500 years old. It flourished greatly under the rule of the Ottoman Empire. Turkish music and folklore poetry both form a part of the Turkish literature, and has been extremely popular amongst the Turkish people for centuries, thus ensuring that these cultural traditions remain preserved. The oldest written records of Turkey have been found to be that of the 8th century Orhon inscriptions (in the Orhon river valley situated in Mongolia). Between the 8th and 9th century there came a new wave where literary representation was in an oral form, like the Manas epic and Book of Dede Korkut. Thus, we find that Turkish literature had two forms, the oral compositions and written books, and these two traditions remain separate from each other until the fall of the Ottoman Empire in 1922. It was only in 1923, after the republic of Turkey was created, that the two forms of literature came together to from the modern literary type. My arti cle will explore the literature of Turkey, pertinent to Turkish music and folklore poetry. It will study to find the relation between Turkish music and its folklore poetry, while exploring the history of the music as it developed through the various ages. It will also explore and analyse relevant data in its endeavour to find out the importance of music and the role it plays within the realms of Turkish poetry. The paper concludes that Turkish music developed from the folklore poetry and the two terms are synonymous with each other.

A Good Man Is Hard to Find Essay Example for Free

A Good Man Is Hard to Find Essay One might think that Grandmothers are sweet and loving, and often innocent due to their advanced age and condition. We, as society, think of them as great examples of people that radiate love, mentors, and defenders of morality and good manners. However, this is not the case in A Good Man Is Hard to Find, by Flannery O’Connor. As the story unfolds, her personality reflects that hidden evil we all carry inside and how detouring on a route takes a whole family to face disastrous consequences, yet one person finds redemption from that evil. A Good Man Is Hard to Find is a story that symbolizes redemption, because there is a sinner, there is a journey, and there is redemption. In our society we tend to minimize, and sometimes erase the word â€Å"sin† because, for the most part, it bothers people’s conscience. Although the word â€Å"sin† is not explicitly exposed in the story A Good Man is Hard to Find, the action and consequences of sin are vividly present throughout the story, in all the characters, especially the Grandmother. The main character and sinner in the story is the Grandmother because she is described as an egocentric person, since the situation they face is that they are all captives of the serial killer, â€Å"The Misfit†, and she bargains for her life only. The grandmother said, â€Å"You wouldn’t shoot a lady, would you? † (Flannery O’Connor 313). This is an obvious example of how she doesn’t stop to think about the rest of her family. In addition, one might think that in various occasions the Grandmother makes simple comments that compare different times of her life, the present and how things used to be. On the other hand, Grandmothers’ comments represent the comparison between the dark past of society and the reality that it hasn’t changed much. During the trip, Grandmother makes a comment that reflects her comparisons; she said â€Å"In my time, children were more respectful of their native states and their parents and everything else. People did right then† (Flannery O’Connor 308). In the same scene, Grandmother contradicts herself by saying, â€Å"Little niggers in the country don’t have things like we do. If I could paint, I’d paint that picture,† (Flannery O’Connor 308). No argument, she is a barefaced hypocrite. Furthermore, the way she dressed to go on a road trip, as the author describes the grandmother, â€Å"Had on a navy blue straw sailor hat with a bunch of white violets on a brim and a navy dress with a small white dot on print. †(Flannery O’Connor 307). Also, her jewelry â€Å"her collars and cuffs where white organdy trimmed with lace and her neckline she had pinned a purple spray of cloth violets containing a sachet. (Flannery O’Connor 307). Her exaggerated outfit, plus the extreme jewelry for a road trip reflects her ego and her desire to be noticed as a lady. Whether one believes in God, or not, we all embark on the journey of life, in which we experience an inner transformation. Any journey has a destination; however, decisions made during the trip may alter the destination and its outcome. Flannery O’Connor uses the road trip to represent the pilgrimage Grandmother and her family must go through. Since the beginning of the trip, Grandmother took unnecessary stuff, â€Å"her big black valise that looked like a head of a hippopotamus†, and her mascot â€Å"Pitty Sing, the cat† (Flannery O’Connor 307), knowing that this action will incommode the family and eventually be a factor of the cause of the accident. One might think that the baggage represents only inconvenience; nonetheless, this represents ones’ regrets or transgressions that haven’t been forgiven nor forgotten. During the trip, the Grandmother makes an important remark about her past when she used to date Mr. Teagarden by saying, â€Å"She would of have done well to marry Mr. Teagarden because he was a gentleman and had bought Coca-Cola stock when first came out and that he had died only a few years ago, a very wealthy man. † (Flannery O’Connor 309). It shows her nostalgia and regret of not marrying that man but it certainly also shows her ambition. She evidently hasn’t experienced true love. Thus, it certainly shows that her baggage did not consist only of clothing and jewelry, but of nostalgia and regret. In addition, the same illusion of her romance with Mr. Teagarden triggered the inner desire in her dream to go visit the plantation and the house where, as Grandmother said, â€Å"You sat down with your suitor after a stroll in the garden. † (Flannery O’Connor 311). Eventually, in a self-centered act, she â€Å"craftily† (Flannery O’Connor 311) lies, causing the detouring of the route. They have taken a dangerous dirty road, as the author describes it â€Å"was hilly and there were sudden washes in it and sharp curves on dangerous embankments† (Flannery O’Connor 312). As a result, while driving on that dangerous road, the accident happened due to Grandmother’s recklessness. This situation metaphors the choices one makes in life and their consequences. The accident is just a sign of how one falls through the journey. There could not be a redemption story without a Savior, and a sinner to whom needs to be redeemed. After the accident, everyone got out of the car and saw the car approaching far away, â€Å"on top of a hill†, giving the sense that help is coming from above, which in a Biblical way, is symbolically showing that help is coming from heaven. In addition, when they arrived, â€Å"the Misfit† gets out, standing in front of them, â€Å"looking down at them† (Flannery O’Connor 313). He is accompanied by two fellows; one wearing a â€Å"shirt with a silver stallion†. All of these details represent a Redeemer, or a Godly figure. In addition, the Redeemer quickly finds who is in need to be redeemed when Grandmother makes a terrible mistake by recognizing the criminal â€Å"You’re the Misfit† she said (Flannery O’Connor 313). At this point, she has commended her whole family and The Misfit confirms that saying â€Å"it would have been better for all of you, lady, if you hadn’t reckernized me. † (Flannery O’Connor 313). Grandmother responds, â€Å"You wouldn’t shoot a lady, would you? † (Flannery O’Connor 313). This action confirms the Misfit that she is the sinner who hasn’t repented from all her sins since she reflects the egocentrism of worrying about her life only, without any given thought about the whole family, not even the children. The Misfit uses the desperation and impotence of the lady to make her realize that there is no escape from the inevitable. As he starts killing the family using the help from his assistants, Grandmother starts to appeal to the Misfit’s heart by saying, â€Å"You’ve got good blood! I know you wouldn’t shoot a lady! † (Flannery O’Connor 316). As the other half of the family was killed, Grandmother tells the Misfit, â€Å"You are one of my own children† (Flannery O’Connor 317) appealing that he would feel loved and would let her live. Nonetheless, she got shot and the Misfit said, â€Å"She would have been a good woman, if it had been somebody there to shoot her every minute of her life. † (Flannery O’Connor 317). This is the vivid example of redemption because in order to know good, and be good, we must face that adversary that puts one to the test and pulls out the good from within. One might relate to the Grandmothers’ feelings of impotence and desperation because when suffering, or facing death, one realizes the true beauty of life and its richness that most of the time are unnoticed due to one’s blindness from sin. In conclusion, A Goodman is Hard to Find is a story that symbolizes redemption because there is a sinner, there is a journey, and there is redemption. As the story unfolds, her personality reflects that hidden evil we all carry inside and how a route’s detour takes a whole family to face disastrous consequences, yet one person finds redemption from that evil. One might think that Grandmothers are all sweet, loving, often innocent, mentors, and defenders of morality and good manners. Nonetheless, this was not the case in this story.

6 Skills you need to success Essay Example for Free

6 Skills you need to success Essay While we all aspire to climb to the top of our respective professions, but from time to time we come up against a roadblock, a barrier that slows our climb to the top. Whether you are being consistently overlooked in favor of someone else who is a bit more productive or perhaps there is just some intangible quality that allows other people to get ahead of you, it can be immensely frustrating to be denied a job you know you could excel in. With this in mind, we decided to consider the six skills you need to succeed. It is worth noting that all of these skills are transferable and have as much relevance in your personal life as they do in your professional life. Just as importantly, these are all skills that can be learned, so no one should feel that they are at a disadvantage with any of these. Work on them and you will reap the rewards accordingly. After reading this, the career ladder will suddenly seem a much easier climb than it did before. 1- Speaking skills Whether you are hustling for a promotion when you bump into a CEO in an elevator or making an important speech at an international conference, the ability to speak with a wide variety of people is an absolute essential. Good eye contact, a varied vocabulary and the ability to tailor your language to suit your audience are all essential characteristics of an artful speaker. Being a good speaker will give you presence and make you memorable to those who are listening. Practice talking with anyone and everyone you meet, look for a debating society or a Toastmasters group. The  rewards are worth it. Being more adept in social situations and being better equipped to network successfully will help you forge working relationships that could be very advantageous to you in the future. It will also be useful to you for performing duties as a best man. 2- Confidence in decision making Nothing says mediocrity like indecision. A good leader is decisive and will always back himself up when making the correct decision. If you want to be considered leadership material, you have to possess these characteristics. If you are paralyzed by the fear of getting it wrong, you will end up doing nothing, which is worse than trying something and failing. A lot of high-fliers are prepared to take risks knowing that a mistake can be corrected. Learn to evaluate different decisions for their pros and cons, and make decisions that will take you closer to completing a given task. The key is to make sure that your decisions are thought out and reasoned. Be confident in your judgment and believe in yourself to get things right. Don’t just play it safe every time — you will blend into the wallpaper and no one will notice you. Putting yourself on the line will earn you respect, and if your decisions turn out to be right, you can expect to be rewarded for your efforts. 3- Accountability Another major part of being successful is accepting responsibility, both for successes and failures. If you want other people to respect you, acknowledge your errors rather than trying to blame someone else for your shortcomings. Everyone makes mistakes, but the real test is how you react to that. Putting yourself in the firing line is the mark of a man who wants to achieve great things and is prepared to be scrutinized. It is a sign of confidence and self-belief, and is a key ingredient among men who want to be successful. Being able to admit you have made a mistake is also a sign of humility and can garner respect from your employees. A useful way to hold yourself accountable is to scrutinize your to-do lists, see what you accomplished and what you did not. Look at ways you can improve your performance and take appropriate steps to correct mistakes yourself. Three more skills you need to succeed after the jump 4- A positive attitude Being positive about work and life is also essential to success. While your colleagues may laugh at your endless cynicism and misanthropic tendencies, your boss will see you as someone who hates his job and who will never support the aims of the company. We should distinguish between the occasional bad day (although you should always try to minimize this and remain upbeat no matter how trying the circumstances) and being consistently pessimistic. The eternal pessimist will always try to drag other people down and will probably be less productive. If you can cultivate a positive outlook, you will encourage others to be more positive. Youll also be more productive and possibly more credible as someone with executive potential. A positive attitude is entirely self-determined and can be helped by accentuating the positives in any situation. Don’t see problems; see solutions. 5- Self-presentation Learning how to present yourself to others is another major aspect of being successful. Good grooming and, in particular, smart attire will project an image of success to other people — before you have even said a word. Wearing a well-cut suit, quality shoes and an elegant timepiece speak of a man who takes pride in his appearance. High sartorial standards indicate someone who has high standards generally, and this will cause people to view you favorably. A huge amount of your impact on colleagues, bosses or clients will be based on how well put together you appear. And while substance is crucial, having a great style to support it is no bad thing. Read fashion magazines and think about visiting a hairstylist rather than a barber. If you can afford it, have suits and shoes made to measure; they will fit much better than off-the-rack goods. Don’t forget that the way you look also enhances the way you feel about yourself, making you more confident. 6- Time management skills It doesn’t matter how well you dress, how positive you are or how well-spoken you are if you cannot keep everything under control. Disorganization means that you will be forever playing catch-up with your work, rushing to meet  deadlines and producing work below par. Learn to keep a detailed diary, listing deadlines and setting a schedule for your work, to ensure it is all done with time to spare. Your work will be of better quality and you will be entrusted with increased responsibility. It will also afford you additional leisure time. It is a key element to success and well worth practicing. This means overcoming procrastination (which we can all be guilty of at times), setting goals that are challenging (but realistic) and trying to use your time efficiently. Don’t check your e-mails 17 times every hour; spend that time writing up that project that is due tomorrow. Ideally, you will reach a stage when you can get ahead of the curve and start taking on additional projects and responsibilities — a surefire way of setting yourself up for that promotion. Success is simple when you follow these professional skills success is simple There you have it: An essential list to help you move up in the world and stake your claim in business. There are more, of course, but no other general guide is more comprehensive. A final word of advice: Worry not about an intangible trait you may not have. If you have not been born and raised as the best communicator or dealmaker, you can make your mark with expertise in a specific field or venture. As long as you make your mark in something, the sky is the limit. Just keep in mind that the best of the best have a wide scope of knowledge and do not focus on one area alone.

Soft Skills Importance in Organisations

Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol Soft Skills Importance in Organisations Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol