American Fall Apart

Kevin Nguyen Professor Dulaney English 122 October 8, 2012 Will America Collapse? Did you ever stop to think though the richest country in the world, the United States, known to be the country where all dreams come true; it seems like over the generations it has fallen apart? I mean come on now we don’t even have to open the news to know that this world is falling apart, yet we sit in our own confusion as to why our own country is in despair.Despite being one of the most successful countries in the world we struggle to be one of the best due to individual struggles and needs, as we strive for more individualistic freedoms, we limit our strive to become a better country as a whole. When we look at a country as a whole what better idea than to target the head of state, the government for all the problems that we face in the United States. Yes we can say that most of our problems has a correlation with the government but as a whole country, everyone contributes to this idea of a capitalist society just by being a part of it.Because many of our United States citizens have learnt to work the capitalist system, we’ve as humans learnt how to be selfish not caring for others desires, and most other’s needs. We’ve somehow forgot what it means to be righteous, and have been influenced by society that feeding for ourselves is what will get you through. Through our actions, we have become a cold generation, and desirable one, like the economist just like author Anthony Burgess says, the United States, known to be the country where all dreams come true, seems like over the generations it has fallen apart.When we look at a country as a whole, there is no better target to blame than the government and denunciate them straight away for our downfall. Yes we can say that most of it has to do with the government but as a whole country, everyone is at fault and they just look for ways to pass it off as, â€Å"How is it my fault? † it’s the presidents fault for not fixing all our problems he’s the leader and he’s not doing a good job otherwise we would be become more successful as a country rather than decline.Despite the fact that America is still one of the best places to live due to financial opportunities and freedom, if United States continues its course that it is going on America is doom to fall in the future due to our people not being united under the same cause. Individualism and freedoms will become the ultimate downfall to this glorious nation. â€Å"Is America Falling Apart? † an essay by Anthony Burgess critiques the United States.Burges, a British citizen lived in New Jersey a year in the 1970s while being a visiting professor at Princeton University and expressed his opinion of what is wrong with America. Anthony Burgess wrote â€Å"Is America Falling Apart? † to highlight the faults of America with the hope that America would change rather than disintegrate. The central the me of his essay was that America was too individualistic and would benefit from giving up some of that individualism in order to be a healthier society. Where private ownership prevails, public amenities decay or are prevented from coming into being† (Burgess 287). His view of American individualism and how America needs to change is warped by his limited experience of large metropolitan areas and believing those experiences gave him an understanding of America. Burgess claims that Americans are finally realizing that obtaining goods is not the primary goal of life. I agree on his statement that America is focusing too much on individual needs and destroys others by striving to heights on their own.I truly believe that if America gave up some freedom and sacrificed some of it for the whole country we can benefit a lot in our society and we can continue to be one of the most successful countries in the world. Burgess also states, â€Å"America, the world’s biggest consu mer is the world’s biggest polluter,† using examples such as the Los Angeles smog and the tons of garbage Americans produce. Besides having terrible schools and government, Burgess wants the United States to have a more socialist view on our government just like Britain or Canada.Although he is highly critical of America, he wants to return there because of its importance in the world’s future. Many may argue that Burgess’ analysis of the United States is mostly wrong, but is the trouble not being caused by our very own citizens? One may argue that Americans are not greedy but are the most generous people on Earth. Americans are known for charity and not just through government programs. But having these charity programs do not outweigh the poverty the other countries face. As an American, I believe we do have a problem with the consumerism and pollution to the extent that he claims.Although, there is pollution in the United States, many people would compa re it to China however despite China’s pollution problem, their population as a whole country more than doubles our United States population. The United States individual ecological footprint for individual citizens outweighs an individual that lives in China. Burgess has concluded with some solutions that may fix our problems here in the United States and although many of our citizens may not like it, it seems like a very viable option.Burgess proposed more socialism as the solution for America (291). The dilemma is that when the government becomes involved in any area of life, freedoms are taken away. For example, Vietnam is perfect examples in which the choices we made were very much socialistic. Although the Vietnam War was a very controversial topic, the fact that our country united under the draft helped to fight for one cause, and again although it may not have been the best idea, nonetheless it did unite us and made us as a country stronger to fight in the war.Many ma y argue that freedom is what made this country the great place that it is and the pursuit of one’s individual happiness is never a bad thing so why strip such great roots. Although I agree that I also love my freedoms to do what I want where I want very much, I do not like the idea of letting a thousand suffer just for my individual freedoms, if I had my freedoms striped away tomorrow in exchange for others people prospering so be it. As long as all those who suffer without anything that are living on the streets get proper living conditions.For example, I was at the gas station the other day and this lady came up to me begging for help, begging for her life and I see all the suffering she has gone through with her cold eyes and her rotting teeth and bad hygiene. While I was standing there listening to her story all that came into my head was I have so much more in my life than this lady and why does she deserve to suffer so much and sleep on the street while I go home to a n ice warm house. Was it just the matter of luck being born in the right place at the right time into the right family?So the idea of America being individualistic creates a big gap in society, the rich, the middle class, and poverty. This will make America as a whole crumble more as we get more homeless and poor people every day and help is out of their reach. Although at first the idea of socialism is completely denied by a lot of United States citizen’s, there are many cases in which Socialism works and does not interfere so much in one’s life. I wanted to experience what living conditions were like first hand by talking to someone who actually lived in one of the top communist countries today, China. Well, I grew up in China and I kind of had a really happy childhood. My family was alright with enough money for luxuries and stuff, and there are a lot of people so I was never bored and had so many friends to play with. It was a happy life. Though one thing was when yo u enter adulthood things start to get stressful especially from work, but otherwise it’s a good life (She Smiles) just cause there are many people to hang around and chat with yeah and not many racism issues since everyone is the same so there were less hatred, and don’t listen to other people about china being communist and bad, they’re idiots that have never been there†.After talking to her I got the vibe that she favors the communist government and she thinks nothing wrong of it and judging by her tone of voice she loved life in China. After she tells me this I push on to ask her would you rather live in a free nation like the United States or would you rather return to Communist China? She replies again that it is not as bad as many people make it out to be and that understands that China does what it does to benefit the whole country so she wouldn’t mind, in the end she said she would rather live in China just because she is more comfortable th ere.Analyzing our conversation, I realized that it just depends on the type of environment you are born in and in China everyone should be born as equals and therefore China there is less individual strive to be better and therefore no competition which ultimately leaves no pain and suffering anybody has to face. Political arguments about the justice of economic inequality in America do not challenge these basic assumptions. From the republican view the argument is that the race or pursuit of happiness is indeed fair; the poor have failed to take advantage of the opportunities offered to them and to everyone else and so deserve their poverty.The argument from the democrats is the reverse; the playing field is not level, therefore those players who fail are not at fault and should be helped to achieve equality. In the article â€Å"How Capitalism differs from Socialism† the author Rosemary Peavler states that â€Å"Capitalist economies are money-driven without much regard for people unless they are owners or shareholders of business firms. In a capitalist economy, there is fierce competition and, perhaps, unfair competition†.This so called fierce competition will make the rich become even richer while the poor become poorer and it will also create tension and dispute among people. Both sides accept without debate a cultural belief inherited from getting their views influenced by their peers as they are growing up, however ultimately many people believe that to seriously escape poverty they must really strive for it, if you are the lazy type that does not strive for a better tomorrow then many claim they do not deserve aid.But eventually it all leads back to that idea of individualism and the needs that a person requires, it’s just a never ending struggle for individual dominance which will lead to then fall of America with this selfish mindset intact. Personally I support the democratic view in society and I very much agree that not everyon e is granted the equal opportunity to life as some were born into poverty and they cannot do anything to prevent that.The republican argument will probably use people that rose from rags to riches but what are the chances that majority of the people living in poverty rise to riches, it is highly unlikely. Therefore we I agree with the democratic view of more government interaction (Socialism) rather than more individualism to unite the country and strive for a better nation as a whole, â€Å"Through government, we should do together what we cannot do as well for ourselves† (Abraham Lincoln). Many may argue that we fought so hard to achieve this level of freedom and opportunity why would you want to just throw it all away?I believe that all the freedom and opportunities were bestowed on us to help the people live a better life and we did back then when the poverty line was relatively low, however nowadays the same freedom and opportunities are restricting a lot of the people t herefore I believe it some of it should be stripped to help those in needs because I at the end of the day believe that America does not completely stand for freedom and opportunity but it stands for helping people in their time of need. There will always be a never ending debate about how do we reach the next level?How do we strive for a better future? How do we prevent ourselves from repeating the horrible things in the past? How do we keep America from falling apart? Although there may not be one right answer, I truly believe that having more socialistic ideas implanted in America can truly give that wiggle room to achieve higher greatness then where we are now. In the end our nation will never truly prosper if we do not unite as a country as a whole and neglect our individual needs more and think about all those who are less fortunate than us. If we become more considerate and sacrifice our eeds for others we can truly become the great nation we were once again. A great presiden t once said: â€Å"Ask not what your country can do for you but what you can do for your country†. * John F. Kennedy Note to Dulaney I decided to choose this topic because this particular subject always interested me and I myself believed that America isn’t what it used to be and it is falling apart. When I did some research I was amazed with what I found and it made me think deeply about the so what if America is a capitalist society and my views have changed drastically.Although so people may call me a communist now, I truly believe that socialism works better than capitalism. Capitalism is a greedy form of government and I now see clearly why the rich just get richer while the poor get poorer. The gap is only getting bigger as the days go by and I often get scared of the thought of our society just collapsing one day into the Great Depression, Riots, War etc. All these are results of having capitalist society. By having a socialist government, they shall keep the pe ace and maintain everything and everyone but however I would still protest if the things they did were uncalled for.But most choices they make should make sense as the make choices for the population as a whole. Bibliography Burgess, Anthony. â€Å"Is America Falling Apart. † The Norton Reader. Ed. Linda Peterson, John Bereton, Joseph Bizup, Anne Fernald, & Melissa Goldthwaite. 13th ed. Ner York; W. W. Norton & company, 2012. 295-304. Print Pleaver, Rosemary. â€Å"How capitalism and Socialism Differ†. Website http://bizfinance. about. com/od/smallbusinessissues/qt/CapvsSoc. htm

Ban Cell Phones While Driving

Ban Cell Phones While Driving Almost every American has one. Some people use them strictly for business while others strictly for leisure. Most of us use them for both. They are always at our side ready to be answered, receive text messages, check email, or update our Facebook status. Cellphones have almost become a necessity in society. People regularly engage in a wide variety of multitasking activities when they are behind the wheel. Data from the 2000 U. S. census indicates that drivers spend an average of 25. min each day commuting to work, and there is a growing interest in trying to make the time spent on the roadway more productive (Reschovsky, 2004). Unfortunately, this leads to drivers being distracted on the road. I was a victim of an accident caused by a distracted driver on the telephone. I was in a parking lot about to park and a woman backed into me while she was talking on the phone. She profusely apologized and said she didn’t see me. It wasn’t that she couldn’t see me; she wasn’t paying attention because she was on the phone. Luckily, no one was hurt and there was minimal damage to my car.It’s just annoying and disheartening that people can be so careless. Cellphone use while driving needs to be banned in order to protect drivers and pedestrians alike. This isn’t just my personal opinion on the matter. The National Transportation Safety Board (NTSB) recommends that states to  ban drivers from any non-emergency use of cell phones and other electronic devices that aren't built into their automobile (Alhers, 2011). It also called on wireless companies to create technology that would â€Å"disable the functions of these portable electronic devices within reach of the driver when a vehicle is in motion† (Alhers, 2011).The recommendation came out of an investigation of a 2010 pickup truck-school bus pileup in Missouri last year that killed two people and injured 35. The investigation found that the pickup driver who caused the accident sent 11 text messages in the 11 minutes leading up to the accident, including some just before impact. The NTSB lacks the authority to impose regulations, but its safety recommendations are highly regarded and have led to many state and federal laws and regulations (NTSB 2011). On Oct. , 2009, President Barack Obama issued an executive order banning the use of text messaging while driving for federal government employees on official business or while using government-supplied equipment. He said, â€Å"text messaging causes drivers to take their eyes off the road and at least one hand off the steering wheel, endangering both themselves and others† (Obama, 2009). Texting while driving is banned in 37 states and the District of Columbia. 30 states ban all cell phone use for beginning drivers.Ten states prohibit all hand-held cell phone use while driving; however, no states currently ban the use of hands-free phones while driving. Most people don't put Bluetooth or Sync in their cars anyway because it’s too expensive. Talking on the phone, hands-free or not, puts the driver’s focus on the conversation and not what is going on around them. It’s impossible to accurately gauge how many car accidents nationwide are cell-phone related, but according to the Department of Transportation, distracted driving killed 3,092 people in the United States in 2010. David L.Strayer, a professor in the Department of Psychology at the University of Utah, stated the following in their Summer 2006 study comparing cell-phone use and intoxication while driving: It is now well established that cell phone use impairs the driving performance of younger adults. For example, drivers are more likely to miss critical traffic signals (traffic lights, a vehicle braking in front of the driver, etc. ), slower to respond to the signals that they do detect, and more likely to be involved in rear-end collisions when they are conversing on a cell phone.In addition, even when participants direct their gaze at objects in the driving environment, they often fail to ‘see' them when they are talking on a cell phone because attention has been directed away from the external environment and toward an internal, cognitive context associated with the phone conversation†¦ (p. 382) Strayer and his colleagues, with respect to traffic safety, found that the impairments associated with cell phone drivers may be as great as those commonly observed with intoxicated drivers.The National Highway Traffic Safety Administration (NHTSA) and the Ad Council have launched the new Stop the Texts. Stop the Wrecks. This is a public service advertising public service announcement campaign nationwide. All of the PSAs direct audiences to StopTextsStopWrecks. org, a new campaign website where teens and young adults can find facts about the impact of texting while driving, and tips for how to curb the behavior. The website also has an ar ea where individuals can post and share their solutions to stop texting and driving on Facebook.The NHTSA also reported that pilot projects in Syracuse, New York, and Hartford, Connecticut, produced significant reductions in distracted driving by combining stepped-up ticketing with these high-profile public education campaigns. Before and after each enforcement wave, NHTSA researchers observed cellphone use by drivers and conducted surveys at drivers license offices in the two cities. They found that in Syracuse, hand-held cellphone use and texting declined by a third. In Hartford, there was a 57 percent drop in hand-held phone use, and texting behind the wheel dropped by nearly three-quarters (Wellenbach, 2011).There are many arguments against banning cell phone use infringes on the personal rights of motorists. Receiving a cell phone traffic ticket may negatively reflect on your driver record and can increase your insurance premiums. Those opposed to the ban feel it’s impos sible to enforce because a police officer can mistake a driver for texting someone when they are really changing a song on their MP3 player. Another counterargument is that holding a conversation on a cell phone while driving is no more distracting than being engaged with a passenger or rowdy kids in the back seat, eating fast food or messing around with the radio.Motorists know that using a cell phone while driving is distracting and should refrain from doing so. Another argument against banning cell phones is the use of Global Positioning Systems (GPS). Most GPS’s displays three-dimensional renderings of virtual surroundings. At least 10 states that ban texting while driving offer some type of service that allows motorists to get information about traffic tie-ups, road conditions or emergencies via Twitter (DeMillo, 2009). There is also an argument to implement hands free devices in all motor vehicles.Enforcing such advanced technology to be built would be extremely expensi ve. This technology, built-in speaker phones or no use of cell phone if driving over 30 miles per hour is not cheap. It is not cheap for the manufacturers or for the customers. The average prices of cars would rise, and if there are be technical errors, it would cost more to repair the car. Assume that the United States did enforce this law upon manufacturers in their country. What if someone drove to the United States from neighbor countries, where cars are not equipped with this technology?Should those drivers from the neighbor countries, then, be allowed to use cell phones? No. The best thing to do is having a strict law, banning cellphone while driving until such advanced equipment in cars becomes basic technology, and fairly priced. In a survey I conducted revealed that 80% of drivers between the ages of 16 to 24 use a cell phone while driving. 90% percent of 16 to 24 year olds have been on the road and noticed drivers swerving and talking/texting on the phone while driving. My research indicates that only 20% of drivers 55 and over admitted they use a cell phone while driving.This shows that younger people are more at risk to be involved in some sort of collision or accident. The last question of the survey was have you ever been at a red light and have someone honked at you while you were at a red light looking at phone? Even though the survey was anonymous I don’t think people wanted to admit that this has happened to them. Only 40% of all who took the survey answered yes to this question. I think if had a larger survey pool my information would have supported my argument further. Here is a graph of the results of the question Have you used a cell phone while driving:Several technology start-ups will release new products for phones that can detect when a car is in motion and automatically log incoming calls and texts much as a personal assistant would. All the products have provisions that allow both incoming and outgoing calls during emergencie s. The following products are services available to reduce driver distraction. The first one is Key2SafeDriving. Parents can set up a password-protected profile that won't allow calls or texts when a Bluetooth device detects that the car is in motion. Next, there is Aegis Mobility Drive Assist.This is downloaded software will use a phone's GPS to determine whether it is in a moving vehicle, then log incoming calls and texts, and respond with a message that you're driving. And finally the least restrictive of these three products, ZoomSafer, is downloadable software that lets you dictate text messages and updates to social-networking sites while you're driving (Cruz 2009). This is similar to the talk-to-text program that my Droid phone has. I have tried to use it while driving and it hasn’t been too successful. I have to push a button that records what I want to say and then â€Å"listens. The majority of the time the words are totally wrong and I’m more distracted bec ause I have to go back and delete everything. I know technology will evolve and create a safe way to communicate while operating a vehicle. The evidence from studies showing the negative effects of cellphone use while driving is overwhelming. People need to be less concerned with emails, social networks, and texting and be more focused on the road. There is no simple solution to get everyone to agree or follow the rules if such as ban was put into action.It will take a long time to give up their right of cellphone privileges, but the outcome is worth the sacrifice. References Ahlers, Mike. (2011, December 13). NTSB recommends full ban on use of cell phones while driving. Cable News Network. Retrieved from http://articles. cnn. com/2011-12-13/us/us_ntsb-c ell-phone-ban_1_smart-phones-texting-pickup-truck-driver? _s=PM:US Cruz, Gilbert. (2009, August 24). Distracted Driving: Should Talking, Texting Be Banned? Time Magazine. Retrieved from http://www. time. com/time/magazine/article/0, 9171,1916291-1,00. html DeMillo, A. (2009, Sept 19).Mixed Messages on Texting and Driving. Retrieved from Associated Press and Fox News website: http://www. foxnews. com/us/2009/09/19/states-send-mixed-message-texting-driving/ National Transportation Safety Board. (2011). No call, no text, no update behind the wheel: NTSB calls for nationwide ban on PEDs while driving [Press release]. Retrieved from http://www. ntsb. gov/news/2011/111213. html Obama, Barack. (2009, October 1). Executive Order 15313. Retrieved from http://www. whitehouse. gov/the-press-office/executive-order-federal-leadership-reducing-text-messaging-while-driving Strayer, D.L. & Drews, F. A. (2006). A Comparison of the Cell Phone Driver and the Drunk Driver Vol. 48, No. 2, pp. 381–391. Reschovsky, C. (2004). Journey to work: 2000, Census 2000 brief. Retrieved May 19, 2012 from http://www. census. gov/prod/2004pubs/c2kbr-33. pdf Wellenbach, P. (2011, Dec. 8) More American drivers are texting while driving despite additional legal measures. New York Daily News. Retrieved from http://www. nydailynews. com/news/national/american-drivers-texting-driving-additional-legal-measures-article-1. 988991#commentpostform

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON TRAINING AND DEVOLOPMENT WITH REFERENCE TO â€Å"APCPDCL† The thesis report submitted on the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. Theresa’s college for women, Eluru† has done the Project work titled TRAINING & DEVELOPMENT at APCPDCL, under my guidance during the period of 5th May 2011 to 5th July 2011. She has been sincere, dedicated and her conduct throughout the study during the above period has been excellent. Internal project guide Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner Director of PG Courses Dr. Marietta Pudota DECLARATION I hereby declare that this project report entitled â€Å"TRAINING & DEVELOPMENT† a bonafide work done for â€Å"APCPDCL† located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my pleasure and a bound duty to acknowledge with all my humility, my grateful thanks Project guide Dr. Renuka. I wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special care and interest in my project work in their esteemed organization. I am grateful and thankful to for all the above for their support and kindness they offered during my term of the project. INDEX CHAPTER-I * Importance * Need for the study * Objectives of the study * Sampling and methodology CHAPTER-II * Company profile * Industry Profile CHAPTER-III * Concept of Training and Development * Areas of Training * Training Methods * Models of Training * Benefits of Training * Concept of Development * Importance of Training and Development CHAPTER-IV * Process of Training and Development followed by APCPDCL * Data interpretation and analysis Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an abundant supply of human resource. One of the major impacts on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the targets of the plan and in the achievement of the economic progress generally. Hence it is more the welfare of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, needs for its growth, survival and continuance four improvement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an organization mainly depends upon combination of the above four factors. Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the people. No two persons are similar in their mental abilities, traditions, sentiments and behavior and are subject to many and varied influences, people are responsive, they feel, think and act and therefore they just cannot be operated like a machine or shifted and altered like a template in a room layout. Human beings differ from one another in basic metal abilities, personality, interest, skills, attitudes, aspirations, energy, education, training, experience and behavior. Because of these varied traits human beings are complex in their behavior and in their psychological make-up and when they interact with one another in a group or an organization, this complexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as â€Å"personal management† but it is called as â€Å"human relations or human engineering. † Knowledge of people, their usage’s and behavior is the first step in developing the human relations. NEED FOR THE STUDY * To gain optimum utilization of human resource by measuring their training and development. * As the ultimate desire of every employee is for their hike (wages and salary). * To know the training and development and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the training and development of the employee by the organization affects the moral of the employee and productivity of the organization. In such situation the expectation of the employee, which are described in job Description should not be ignored. OBJECTIVES OF THE STUDY The objectives of the study are: * To study and analysis the philosophy of employee training and development of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee training and development of APCPDCL SAMPLING AND METHODOLOGY: A Survey of 100 respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection: After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources: For the successful completion of the project, the study is in need fo r both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in APCPDCL. In that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å"Training and Development† of APCPDCL. Researches used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations: * It is limited to small sample that is 100 respondents from a large number of populations in company with in a time frame of few days. The duration of project was limited for only two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * Respondents may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central Power Distribution Company of A. P. Limited was formed from the erstwhile Andhra Pradesh State Electricity Board (APSEB) which was a power su pply company to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO It is a Subsidiary of APSEB. It generates Power from different sources such as Water, Coal, etc. the generated Power from the APGENCO will be sold to APTRANSCO which is also Subsidiary of APSEB. APTRANSCO It is also a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the Distribution Companies. There are four Distribution Companies under Andhra Pradesh State Electricity Board which distributes power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited – Warangal. Southern Power Distribution Company of Andhra Pradesh Limited – Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited – Vishakapatnam. These four companies are distributing power to their concerned area for each distribution company there is one Chairman & Managing Director and four or five Directors to control the Operation of Power Distribution Companies. Apart from them a Public Relation Officer and a Company Secretary is also there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent Organization. CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the India’s best Power utilities, satisfying the customer’s needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through: – Make available reliable and quality Power – Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for improved productivity. The core values of the Organization are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to individual customers * Electronic spot billing * Voluntary disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking forward to me et many challenges with promised to deliver quality customer services through innovative programs. The philosophy of APCPDCL is to continuously striving to enhance is performance emerged stronger by the day to offer its customers the best and value for money. The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area Covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer Services: * Apply for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * Spot billing Customer Information: * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * Electrical safety Online Services: * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in rural areas are expected to introduce and encourage competition in the electricity sector. It is expected t hat all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAINING: Training is concerned with imparting and developing specific skills for a particular purpose. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge inculcation of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a learning experience in that it seeks relative permanent change in an individual that will improve his ability to perform the job. It involves change of skills, knowledge, attitudes and social behavior. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. †¢ It’s not what you want in life, but it’s knowing how to reach it. †¢ It’s not where you want to go, but it’s knowing how to get there. †¢ It’s not how high you want to rise, but it’s knowing how to take off | | †¢ It may not be quite the outcome you were aiming for, but it will be an outcome †¢ It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision. †¢ It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. T raining is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. | FEW DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to achieve effective performance in an activity a range of activities. Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their jobs. (Gary Dessler 1985) Training consists of planned programmes designed to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employee for doing a particular job. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING:- In the modern co-operative environment the necessity or training employees may arise for different rea sons as follows: a. To enable existing employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d. To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situation. It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction training, which does not have a very significant development a certain contribution to the job, for instance, sales training and machine skills. 3. Training in human relation:- Training is a broad category embracing many different aspects. Self-learning and inter-personal competence can be included in this category, all concerned with generally the some theme. It stresses a concern for individual relationship for feeling and treating . people as â€Å"Human Beings† rather than a machine. Not only in this concern and awareness in one’s attitude and behavior conductive to better work place relation but also to enhance productivity. This category of training is oriented towards the development of the individual and consequently the organization’s efficiency in terms of better team work. 4. Problem-solving training:- Many companies’ programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory training:- The managerial job combines both techniques and conceptual knowledge. If it were of a specialist, it would emphasize. Some techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice training:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of training is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job method This type of training is also known as job instruction training in the individual is placed on a regular job and taught, the skills necessary to perform that job on the job training has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) Job Rotation:- This type of training involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching:- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedo m or opportunity to express his own ideas. (c) job- instruction:- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule training:- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer, fore – men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method: - This lecture is a traditional and direct method of instructions. The instructor organizes the material and gives it to a group of trainees in the form of a talk to be effective. The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions:- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five pha ses and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. | | Evaluating 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itse lf few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. | | 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. T his phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved profitability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Faster’s authenticity, openness and trust. * Improve the relationship between bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator | | Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. | | | Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company. Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are: * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the following: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop. Job Rotation:- Management –trainers and educationalist, has often preached ‘move the manager around’ when the manager is moved from one department to another, it gives him from a broad exposure to the strength and weakness of the company and much better understanding then he could otherwise possess. Guided conference / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:- Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited. It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions. Team group training:- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants. But T-group training involves creation of stress situation, which go out of control. Importance of Training and Development †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. | | †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL. The Chief General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad. It is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince staff| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes UN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are†¦.. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conduc ted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes. The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are†¦Ã¢â‚¬ ¦. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD. Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT TABLE 5. 1 Respondent’s opinion on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| Good| 75| | 3| Poor| 0| | | | | | Interpretation: The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme useful for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | Highly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | Interpretation: In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 10| 10%| | Very Little Extent| 30| 30%| Interpretation: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | Good| 10| 70%| 3| Satisfactory| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the emplo yee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to what extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 65| 65%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on faculty available for training from inside the organization or from outside the organization? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| Good| 15| 15%| 3| Satisfactory| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizat ions and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization. TABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| Percentage| 1| Company overall development| 10| 10%| 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work load should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondent's| Percentage| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 3 5% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| Only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employee’s personal life. In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING† and â€Å"DEVELOPMENT† a concept of human resource management In â€Å"APCPDCL†, which is located at Hyderabad. The importance of the study of the† Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire. The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things. The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the company’s awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the e mployee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner BIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao – Essentials of Human Resource Management And Industrial Relations V. S. P. Rao – Human Resource Management, text & cases Mizra S Saiyandain – Human Resource Management Keith Devis – Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name : Age : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in yo ur job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work p lace c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b

Action research and organizational development Essay

Action research and organizational development - Essay Example It has been realized that the motivation to change is strongly linked to action and is therefore an important aspect in the general organizational development. In any case, change in the organization has to be effective and permanent. People are more likely to adopt new ways when they become active in the decisions affecting them. The initial stage of change is always the unfreezing stage whereby a person in the organization will realize the need for change. In this case, a situation within the organization will basically trigger an individual to find a solution to an existing challenge in the organization. In the next step, the change process is actually done in the most appropriate way. However, considering the need to ensure that the best change process is realized, new models of behavior will always be diagnosed and tested in order to provide the best alternative for the challenge at hand. The third stage is always the refreezing stage where the application of the new behavior is basically evaluated before it is reinforced within the organization. The adoption process follows and the change can subsequently be realized. In this regard, it is seen that action research is certainly a cyclical process of change which is driven by the need to make the organization better at all times.

Assess and Evaluate Winston Churchill as a Foreign Policy Leader Term Paper

Assess and Evaluate Winston Churchill as a Foreign Policy Leader - Term Paper Example Premier Churchill and President Roosevelt are said to have attended almost a dozen conferences together which goes on the show the amount of understanding and collaboration between the two countries. It was only due to Churchill’s sincere work that he got the support of the Americans in 1941. Even relationships with the Soviet Union weren’t strong before Churchill took charge of his office. Churchill, however, looked at the need of the hour paying importance to the delicacy of the situation, as the Nazis had almost conquered France, and formed an unexpected and uncomfortable alliance with the Soviets. The height of Churchill’s foreign policy perspective can be attributed to the fact that he brought the Soviets and the Americans together and formed the so-called â€Å"Grand Alliance†. If these two countries were left on their own there was no chance they would have even thought of working together. It was Churchill who traveled almost forty thousand miles across the world in the wartime to muster the support of these two countries (Merritt, 2007). Churchill is often criticized over the Dresden bombing controversy. His critics believed that this act led to a dramatic fall in his image as a good foreign policy decision maker (Titus, 1963). In 1945, the British and American bombers launched an attack on the German city of Dresden which resulted in deaths of a significant number of civilians. Many believed that his instructions to the RAF constituted a war crime and were an insult to precious human life. Churchill is also accredited for building the foundations of understanding between the United States and the United Kingdom (Daynes, 2006). It was due to Churchill’s efforts that these two countries are strong allies even in the current times and always come to help each other whenever required. Churchill is also attributed as being a major contributing party to the treaties that ultimately redrew post-war boundaries in Europe and Asia. He attended the Yalta Conference which was called for the purpose post-war reorganization.

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Sustainability Written Report - Essay Example Originally, geothermal energy was used in hot springs as early as Paleolithic times according to a study made by Cataldi (1993) about the history of hot springs before the Modern Period. Technically, the first geothermal energy harnessed lighted a few light bulbs. The following accounts relate how the world recognized geothermal energy: On July 4, 1904, Prince Piero Ginori Conti tested the world’s first geothermal generator at the Larderello dry steam field in Italy. Merely a couple of years later, this invention was deployed commercially and used to operate drilling equipment. Soon the small town of Larderello was using geothermal power for all its electricity requirements. (History of Geothermal Energy, http://www.economywatch.com) Because of the said event, it is no wonder that Italy maintained the position as being a top producer of geothermal energy for many decades. New Zealand followed suit only fifty-years later. The United States took the risk and invested in the Geys ers Geothermal Field in California which is currently the largest producer of geothermal energy in the world. This location has five power plants and Chevron Corporation spearheads in providing geothermal energy to millions of American homes. Uses of Geothermal Energy Geothermal energy has many useful purposes, with electricity generation as its most widely-known use. Bioeconomicfuel.com cites the 5 different uses of geothermal energy (Stern, 2009): 1. Industrial and Agricultural Uses A good example of which is the role of geothermal energy in drying up timber. In New Zealand, the â€Å"Tasman Pulp and Paper Mill uses geothermal steam in heat exchangers to heat kiln air to 140?C for timber drying†( Stewart, 2009). Aside from timber, crops can also be dehydrated using geothermal energy which makes this type of energy very useful for agriculture. 2. Food Processing The food processing industry can harness the heat from geothermal energy for sterilization process as well as dryi ng. In India, Chandrasekharam (2001) published a paper that advocated the use of geothermal energy in food processing since India’s topography is viable for this type of food processing. However, the United States had already applied that concept way back in 1978 when it opened the geothermal food processing plant in Brady Hot Springs, Nevada. In fact, â€Å"More than 25 million pounds of dehydrated onion and garlic are now being processed annually in Nevada â€Å"(nrel.gov, Oct 2001). This fact just attests to the huge capacity of geothermal energy in providing clean energy at a lesser cost. 3. Electricity Generation The Geothermal Energy Market Report shows that in 2005 alone, the top ten countries used 97% of geothermal energy for electricity generation purpose (refer to Appendix A). According to the International Energy Agency, â€Å"geothermal energy currently supplies less than 1% of the world's total energy demand†. Nevertheless, it has an enormous potential t o mitigate climate changes by reducing the use of carbon fossil fuels. It is a considerable source of renewable energy. In the case of Philippines, (which is second to the United States in using geothermal energy), it has a potential to become one of the world’s largest producer of geothermal energy. Currently, geothermal energy supplies 27% of the country’s electricity (www.philippines. hvu.nl). During the World Geothermal Congress in 2000, it was declared that the â€Å"

Fiscal policy and government debt Coursework Example | Topics and Well Written Essays - 2250 words

Fiscal policy and government debt - Coursework Example Through empirical tests, guided by the above representations, Romer and Romer (2010) conclude that irrespective of the given legislation, significant changes in an economy’s tax policy brings about a dominant motivation that fits into the following categories making up for increases in government expenditure, addressing an inherited government deficit and spurring long-term growth (799). Further, the findings illustrate that tax changes largely influence output. The baseline specification implies that one percent of GDP will lower real GDP by almost three percent. Additionally, changes in taxation are very much related to future changes, further, investments decline significantly following exogenous tax increases. Lastly, the study concluded that tax increases to reduce an inherited budget deficit do not have the large output costs associated with other exogenous tax increases. The observation, which points to the fact that improved welfare results from tax cuts are largely a position confounded by the New Keynesian multipliers which indicate that a tax cut should increase welfare mainly because it frees up private resources for spending. This thought is only countered by the initial Keynesian multipliers which have since been replaced by the more contemporary thought (Tsoukis, 2010). Therefore, it seems safe to base thoughts of tax policy changes on the view represented in this study. The main argument in this regard is that higher taxation acts as a disincentive to individuals and firms to work and invest.

Proposals Presented For the Rectification of the Anomalies of Building Assignment - 1

Proposals Presented For the Rectification of the Anomalies of Building an Olympic Arena - Assignment Example This paper illustrates that the first proposal calls for the acceleration in the pouring of seat gallery supports at an extra cost of  £130,000 but reduce the period by six weeks. This is highly critical and crucial in the sense that project management aims at finishing the project in the required time to safeguard the dignity of the company. The reduction in operation time would see the provision for time to repair the fracture while the workers are deployed to the infrastructure project to alleviate any labor cost loss. The second proposal takes into consideration proposal one with the inclusion of placing a double shift on the arena’s floor foundation task. A total cost of  £195,000 would be incurred with a relief of 9 weeks duration that would go a long way in ascertaining for the necessary time to repair the fracture and complete the project in time. Regarding the importance of the roof in the sense that many activities cannot commence until the roof is done, the use of three shifts, as well as overtime work, will mainly heighten the pace of roofing. This will see the roofing completion six weeks than scheduled at an extra cost of  £60,000. The option for overtime and shifts clearly shows the increase in the cost of production but in the real sense, it is safeguarding the company’s commitment to delivering its project undertaking on time. This would see it go a notch higher in the improvement of quality delivery and certainty.  

IMF (International Monetary Fund) from 2007 to present using Research Paper

IMF (International Monetary Fund) from 2007 to present using international business perspective - Research Paper Example Globalization has huge implications for companies as it can reduce the cost structure of the companies and bring in improvement in terms of quality of products. Globalization has helped in improving international trade and investment volume as more and more companies have entered in to global market and take the shape of multinational organizations. Earlier US companies used dominate in the field of international exports and FDI. But, with changing world scenario, various European countries, Japan as well as emerging economies like India, China, Korea, etc. have reduced the dominance of USA as they are following the same footprint (Hill, 2010). For example, share of FDI of the companies of developing world have increased from less than 1 percent in 1980 to as high as 15 percent in 2008, while the share of USA based companies have declined from near 40 percent in 1980 to 18 percent in 2008(approximately) (Hill, 2010). The political scenario has also changed in this changed economic si tuation. The political dominance of US is no under great threat in this increasing market economy. Many European countries that were Communist earlier and Some Asian countries have undertaken democratic politics and stressed on building free market economies. Hence, international businesses are getting more and more opportunities to enter these economies that have in turn strengthen these economies. (Hill, 2010) In this globalized world, importance of global institutions has increased significantly in maintaining order in various economical and political fields. IMF is one of such institutes which hold an important position in this changing economic and political environment. In fact, it is helping this process of change by its policies. IMF is responsible for maintaining order and stability in the international monetary system. The performance of international businesses to a large extent depends on the operation of international monetary system. If this system operates properly, t hen, the risks associated with international business operation reduce significantly. This paper will place its focus on some important issues relating to IMF policies and its scandals since 2007 as IMF activities is closely related to the performance of international businesses. (Hill, 2010) Issues and Problems with IMF since 2007: Since 2007, a number of issues relating to IMF activities is worth mentioning as this period corresponds to the recent global financial crisis that has essentially affected internal business. Some of these issues will be looked at in this section. Failure of IMF in the early detection of US sub-prime crisis in 2007: IMF is responsible for maintaining stability in the world monetary system and any kind of crisis that my take place in future so that international businesses become aware of that event and take required steps. But IMF is being blamed for its failure to predict the materialization and severity of the financial crisis that was creates in US (B ennet, 2008). The crisis first emerged in the sub-prime market of US. There was a bubble in the market in 2006 and 2007. The movements in this market were some early sign of the upcoming event of global financial crisis. But, the IMF failed to capture those signals in sub-prime market. It is now being said that lack of technical and analytical capacity of the IMF along with US’s unwillingness to implement surveillance of financial sector by IMF were responsible for IMF’s inability to detect the early signs of the crisis and predict its emergence and severity. (Bennet, 2008; Bossone, 2008b) Changing macroeconomic Policy under global financial crisis: Although IMF failed to predict the recent global

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Economics of Organizations Essay Example for Free

Economics of Organizations Essay Introduction Coca-Cola is one of the world largest beverage companies in the world. The company offers its consumers with more than 500 sparkling and still brands.   The company is best known for its flagship invention of the product coca-cola which was invented in the in 1886 John stitch Pemberton. The management of the company has committed efforts toward ensuring that the company continues to offer quality products to its consumers. The company has managed to grow and expand where it now operates in over 200 countries worldwide with a customer base of approximately 1. 7 billion. In this case the coca cola company mainly produces the syrup concentrate, which is later sold to the various bottlers company worldwide. The company has engaged into many corporate social responsibility projects globally (CSR).   The CSR projects are economically important to the company as they improve business relation between the management and the stakeholders.   The company has established numerous globalization policies which are in line with the company mission to refresh the world both in the body and in the spirit. In addition, the management of the company aims at ensuring that the company create value and make a difference everywhere they engage.   Most importantly, the company also aims at ensuring that they introduce brand that help to satisfy the needs of all people. The company has been one of the most prominent companies in the beverage industry worldwide. Corporate Social Responsibility Coca-Cola operates in more than 200 countries globally.   Ultimately, there is need for the company to engage in many activities which have economic benefit to the communities around their business. Ultimately, organizations are expected to observe economic components that are they should conduct their business in such a way that they are consistent maximizing earnings per share (Asongu 84). Coca-cola is not unexceptional, hence the company should determine perfectly how they conduct their business so that to remain in the competitive edge hence maximizing the amount of profits they make.   It is economically important to for companies in this sector should ensure that they maintain strong but health competitions for a common objective of the shareholders.   Evidently, the only possible means to maintain a healthy relationship with the stakeholders is by engaging them through corporate social responsibilities projects (Asongu 84).   In addition the company should be defined by its consistent profitability of its total output productivity. The objectives behind the coca-cola company engaging in Corporate Social Responsibility activities it to guarantee sustainability.   Basically, the company bases it operations on the business ethics such as initiating development projects, contribution to training, facilitating economic growth among others (In Idowu 201).   It is evident that is if a company is economically stable it offers many benefits to the shareholders and the larger country in general. For instance, if a company is economically stable it will employ people and it will greatly contribute towards building a stronger economical country.   Coca-cola Company is always keen to ensure it has followed the due process and theories concerning how it operates corporate social responsibility projects or activities. Ultimately, Social responsibility has four dimensions that the company should be socially responsible. These include, legal, economic, voluntary and ethical.   Coca-cola Company is more focused to create profits but should aims to ensure the wellbeing of the society at the same time ensuring the set laws and regulations by the legal systems. Voluntary responsibilities for a company entail the ability of companies to initiate programs and other activities that aims to ensure wellbeing of the surrounding community. In business context, companies which ensure ethics and social responsibility in all levels of their operations are likely to have better outcomes than those which do not ensure social responsibility and ethics. For many years now, coca-cola company has followed and maintained the basic economic rules governing the manner at which Corporate Social Responsibility is carried out.   Many of its activities and programs are long term which has the aim to affirm the sustainability of the company (Idowu Leal 46).   Basically, the company has established many measures which ensure they are in line with the rules and model. Analysis of the company organizational structure and its modus operandi it is evident that the company has managed to achieve their objectives. This is because the despite the fact that the company is organized into several regions the top management has implemented control measure of ensuring that the company in all the regional groups produce the same brands. According to the report released in 2008 there is an indication that the company is performing stunningly in the corporate responsibility sector.   The most areas which the company performs perfectly are issues concerning water issues carbon dioxide emission and product packaging. Corporate responsibility or sustainability is the key factors for companies to achieve good productivity (Idowu Leal 46).   Good ethics and social performance go hand in hand in ensuring that the company achieves good performance.   The fact that the company engages in many social corporate responsibility activity helps the company to enhance its brand image and reputation. Evidently, customers habitually are attracted to brands and companies having good reputations in corporate responsibility areas. The tables below show the performance of coca-cola in relation corporate social responsibility activities. In this context, the company uses appropriate social accounting procedures which help the company to handle properly all matters concerning accountability.   The company uses annual audits from credible firms and inspections to ensure success of these programs.   For instance the statistics indicates a positive growth in the green house project footprint. Ultimately, this project has many economic advantages to the people and world in general (Asongu 86). Reduction of green house gases helps to eliminate harmful gases which are the major threats to the economy of all countries in the world. As a matter of fact, Coca Cola Company appears to have good strategies which guarantee long term CSR programs irrespective of the mother country. Conclusion From the above discussion it is evident that, Coca-Cola operates in more than 200 countries globally.   Ultimately, there is need for the company to engage in many activities which have economic benefit to the communities around their business. The fact that the organization more than 500 sparkling and still brands gives it a better chance to engage in many activities which tend to benefit the society where they operate in.   These projects are economically important to both society in general and the company.   Basically, voluntary responsibilities for a company entail the ability of companies to initiate programs and other activities that aims to ensure wellbeing of the surrounding community. In business context, companies which ensure ethics and social responsibility in all levels of their operations are likely to have better outcomes than those which do not ensure social responsibility and ethics References Asongu, J.J. Strategic Corporate Social Responsibility in Practice. Lawrenceville, GA:   Ã‚   Greenview   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Publishing, 2007. Print. Idowu, Samuel O, and Filho W. Leal. Global Practices of Corporate Social Responsibility.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Berlin: Springer   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Berlin, 2008. Print. Idowu, Samuel O. Professionals Perspectives of Corporate Social Responsibility. , 2009. Print.