The Objectives Of Human Resources Development

The Objectives Of Human Resources Development The objectives of this report are to look at the Human Resource Management (HRM), Human Resource Planning and Development (HRP D), and Performance of McDonalds restaurant. Furthermore, it explains the human resource management activities, models of human resource management, effectiveness of organisational objectives, performance monitoring of McDonalds restaurant. The human resources of any organisation are the most important resource that is the direct connected between the quality of the workforce and ultimate goals. The human resource department of McDonalds is responsible for right people, right number, right jobs, right time, right cost with right knowledge, skills, experience in the right place and also responsible for training of all staff and keeping evidence on them. It also indicates us what is the usage of human resource management and how does it work in the company. McDonalds fast food restaurant began in America in 1954. It is leading food service retailer around the world with more than 30,000 restaurants in 119 countries serving 47 million customers each day. Moreover, McDonalds is one of the world most well-known and valuable brands and increasing share in the globally. Now it is recognised worldwide establishment and first restaurant in the UK. Today more than 2.6 million people of the UK trust about McDonalds and go to eat due to provide good food with a high standard, quick service and value of money. Task-1 Human Resource Management (HRM) Human resource management is the people management function where organizational function is fulfilled and focuses on the issues related to people for example compensation, performance management, organization development, safety, benefits, employee motivation, communication, administration ,training and, etc. As defined by Storey in 1995, HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Human Resource Management (HRM) Activities Human Resource Management (HRM) deals with the Human feature of an organisation. There are many activities of an organisation to achieve their ultimate goals. To cite an example Recruitment and selection, training and development, human resource planning, provision of contracts, provision of fair treatment, provision of equal opportunities, assessing performance of employees, employee counseling, employee welfare, payment and reward of employees, health and safety, dismissals and redundancy, and etc. I am explaining three of them as below Recruitment and Selection In an organization, a change happens in the level of employees where HR department maintain the requirement of personnel to meet the demand. For effective recruiting, recruitment process can be costly and takes a great deal of time to set up. It includes on what jobs needs, advertising, application, identifying who best meet the criteria, interviewing candidates, finally selecting the best candidate for the post, and etc. McDonalds advertise their job vacancies on their specialized websites and use their own personnel department to recruit staff. Objectives of the Recruitment and Selection The objectives of the recruitment and selection process of human resource management are as below: To identify the most appropriate candidate to fill each post. Keep the cost of selection down Making sure that necessary skills and qualities have been specified and developing a process for identifying them in candidates Make sure that the candidate selected will want the job, and will stay with McDonalds To make the most of the effectiveness of the McDonalds recruitment and selection practices. Achievement of the Recruitment and Selection In the McDonalds, recruiting process is run throughout the year. Like other organisations, McDonalds recruit internally and externally, and they for the most part recruit their managers and Assistant managers internally rather than externally, because it is easier and less training is needed due to the candidate is well known about the job. Just about 50% of McDonalds salaried managers are promoted from within McDonalds. In addition, for preparing the job description, McDonalds describe the job title, department, location, the responsibilities, the job purpose and duties. McDonalds uses the application form with questions which are typical questions, to know what qualification the applicant has, such as knowledge, skills, experience, and etc. Application form fill-up and make the answer of question is the first step for applicant at crew member level. For the recruitment process, Interview is the most crucial part for McDonalds potential employee. From the short listed candidate, McDonalds call for interview with area manager or store manager at their flexible nearest branch. From the face to face interview, interviewers can know about applicants, such as behaves, confidence, knowledge, and basically how the applicants come across as a person. At crew member level, interview is the second step for applicant. At this step, short listed candidates involve selecting a small number of applicants for the next stage. This selecting process will be carried on until the right numbers of candidates are found with the wanted quality. As a result, the recruiting team can be able to distinguish easily the strong applicants from the weak hundreds of applicants. McDonalds inform to the successful candidate over mobile phone or by email within one week. One day, McDonalds arrange an induction for a new employee that may turn him or her into a long term, loyal member of staff. In the McDonalds, the induction process begins even before the candidate is offered the job. Training and Development From the initial training that is called skill training, Employee can know the basic job knowledge of each position and can develop. Moreover, ongoing training program provides a more advanced level of job knowledge and make an economical employee. An ongoing programme of training evaluation enables employees to keep training up to date and according to the demand of the business. McDonalds training and development programme is an important part to the 100% customer satisfaction that the company aims to achieve ultimate goal. Objectives of the Training and Development McDonalds arranges training and development programme for many reasons. For example, training and development programme may be introduced to: Increase job satisfaction and motivate employees, as a result, reducing absenteeism and labour turnover. Reduce wastage and accident rates by gaining a excellent performance across the workforce. Develop the skills of existing employees to cope with labour shortages Establish the most effective and efficient working methods in order to maximize productivity and remain competitive Use of new equipment and the application of new technology. Achievement of the Training and Development We believe that training is the foundation of any success and McDonalds think so. Immediately, training begins with a one-hour orientation in McDonalds. Each branch of McDonalds has its own video player and training room. Stepby step manuals and video tapes are played every detail of the operation. So, McDonalds is dedicated to the training and development of all their employees, providing career opportunities. So, it is an ongoing process of all McDonalds employees it is everyones job, every day. According to the employee position, all employees are to receive induction training followed by a structured development program. After completing the initial training, they are to pass one Observation Check list (OCL) in the particular area with successfully. In McDonalds has 21 days of employment probationary period. During this probationary period, employees performance is to evaluate. For example, standard of work, personal attitude, teamwork, focus of customers, hygiene and etc. After completing the probationary period, they must be achieved a competency rating of satisfactory. If they fail to meet the standards of required of performance, they can be terminated at any time during their probationary period. Human Resource Planning To achieve the McDonalds goals, human resource planning is concerned with getting the right people, using them perfectly, and training and developing them. In order to meet McDonalds aims and objectives successfully, people using are to identify perfectly and effective way and to identify any problem that are likely to occur (such as recruiting the best candidates) and then getting with proper solution. Human Resource Planning (HRP) is the process of ensuring an organisation has the correct staff at the right time, with the right skills and abilities in the right place. Objectives of the Human Resource Planning The aims of Human Resource Planning (HRP) are to create the best use of human resources look forward to the problems with surplus staff build up a well trained and flexible workers decrease organisations dependence on outside recruitment agencies Achievement of the Human Resource Planning Like all other businesses, for daily activities carry out McDonalds need the assistance of staff. All the important number of staff in McDonalds fulfils a key role in its operation. Without sophisticated technology McDonalds would not be successful, for setting up properly human being are responsible. If the manager of McDonalds do not select the potential employees in careful way and do not match against the ability of post that means who are unsuitable, it can create a number of problem, for example poor productivity levels no good feeling among staff job dissatisfaction high absenteeism levels customer complains dismissal replacement For demand of labour, McDonalds analysis its future plans and estimate the levels of activity within McDonalds. As a result, they can predict that the organisation has right number of potential employee with right quality. The external labour market is very important for any organisation because of it can make up of potential employees, locally, regionally, who have the right skills and qualification necessary at any time. For McDonalds, local unemployment figures are very important who give the indication of the general labour availability required at that time. Also, Human resource planning of McDonalds includes searching at how labour is organised within a business or an organisation. Theoretical Models of Human Resource Management Generally, human resource strategy is performance or behaviour based. In addition, employees are a main resource for any service organisation. Organisations which successfully manage change are those which have integrated their policies with their strategies and strategic change process. Johnson Scholes (1992) Exploring Corporate Strategy There are a lot of models associated within an organisation. Such as: The Fombrum, Tichy and Davanna model The Harvard model The Warwick model Guests model and etc Two models are explained among them as below: The Harvard model According to the Harvard Model, HRM polices need to derive from critical analysis of: the demands of the various stakeholders in a business and a number of situational factors Hannagan Tim, 1995 Employees are variable and valuable for any organisation. Moreover, organisations are owned and operated by various employees or people (stakeholders), the task of the management is to balance the returns to every person involved. The Harvard model emphasises on the importance of integration HR policies with business objectives. The Harvard Model is emphasised as the soft approach to HRM, employees like stakeholders of the company. In this model has discussed four areas such as, reward system, employee influences, human resource flow, and work systems, there are also included situational factors such as influence of trade unions, labour market, and laws. These are also relevant to the theory. The effectiveness of the HRM is related to the four Cs with the theory. The four Cs are Commitment, Competence, Congruence and Cost-effectiveness. According to the Harvard theory, employees are an asset rather than a cost. In McDonalds, line managers are responsible for people and store managers are responsible for the day to day running as a mixture of both the hard and soft approach. McDonalds believes that Staffs are an asset for them which are shown by training provision and should provide long term investment for the company. Guests Model Devid Guest has developed his model based on the Harvard model and included four outcomes which has developed into four policy goals Strategy integration Commitment Flexibility Quality Guests (1987) theory, is also included in McDonalds policy, Guest believes the organisation should, aim for high level of commitment from staff, obtain high quality output, continually improve standards, flexibility from staff, no fixed job definitions, working practices and conditions and seek strategic integration through HR policies. In McDonalds, improving standards continuously and flexible working times offering for staff. Line managers of McDonalds accept HRM policies and combine them into strategic plans, staff changing roles are allowing within the organisation. Acknowledged as culture, every organisation has different values, ideas and beliefs that affect the way they operate. According to Handy, there are four types of culture; Power, Role, Task and Person. McDonalds culture combines two of these. Top management of McDonalds reflects power culture that makes the overall decisions and allowing rapid response to decisions. Other one is the task culture. In McDonalds, the overall aim of the organisation is task orientated and focussing on team culture, and powerful communication between all levels of staff. McDonalds has integrated the contingency approach by considering the environment culture. Contingency approach suggests that different problems and situation require different solution, for making a sound solution, need both internal and external influences fit together. Also, this approach influences promotions of staff that comes from the company means McDonalds restaurant. It is very helpful for the staff and staffs are offered appraisals that means increasing job opportunities for staff. Task-2 Human Resource Planning and Development For a company, human resource planning is the recognition of the future labour requirements needed and how these requirements are going to be met. Human resource planning is the process by which a company ensures that it has the right number and kind of staffs, at the right time in the right place for which they are economically most useful for a company. The use of human resource planning is a big deal for any organisation. For employee develop, human resource development (HRD) is the framework. By which, employees can develop their personal and organizational skills, knowledge, and abilities. Human resource development includes many opportunities such as employee training for developing them, performance management and development, mentoring, series planning, key employee identification, organization development and etc. Human Resource Planning Model Best Practice Model Best Practice HRM is the idea that a particular bundle of HR practices has the potential to contribute to improved attitudes and behaviours, lower levels of absenteeism and labour turnover, and higher level of productivity, quality and customer service, ultimately generating higher organisational performance and profitability. Marchington Wilkinson (2002) Components of best practice include employment security and internal promotion, selective hiring and firing, extensive training, learning and development, employee involvement and voice, high compensation upon organisational performance, reduction of status differentials, etc. (Marchington Willinson, 2002; Hughes Julia M, 2002 International Journal of Contemporary Hospitality Management Vol.14 No.5) Effectiveness in achieving organisational objectives to Best Practice Model In McDonalds, more than 40% of senior managers have been promoted on the inside and not hired from outside directly. In the kitchen of the McDonalds restaurant, crewmembers are started their career by working at the smallest possible level of the chain of command. So, they carry out learning, training and development programs on a regular basis and lengthily which is reflected in their HR activities. McDonalds also offers high level of employment security. By implementing valuable and variable human resource activities, employee have been successful in developing dedicated and competent labour force who bring quality and customer satisfaction. By the recent market situation of McDonalds, employers can be observed easily what the condition of them is. On the other hand, according to the best practice model, employers can take long term view of strategy. In addition, from the view of personal experience, it is observed that the lowest level staffs (who work in the kitchen) generally do not have awareness of the strategy of the organisation. Also, some companys strategy is different. To cite an example, the lowest level staff of ASDA , they can give suggestion for the organisation. Their opinion senior management level can be considered or received. In additional, reward of the employee is totally appraisal based not on performance based. From the above discussion, it can be said that McDonalds is practising many components of the best practice model but do not implement full best practice model. Best-Fit (Contingency) Model There are three different models are defined under contingency as below (1) Business Life Cycle, (2) Strategy/Structure, and (3) Business Strategies (1) Business Life Cycle It includes four stages of organisational development for example, start-up, growth, maturity, and decline. This model also includes some human resource functions such as recruitment and selection, reward and benefit, staff training and improvement, employee relationships and etc with business life cycle stages. Effectiveness in achieving organisational objectives to Best Fit (Contingency) Model (Business Life Cycle) If McDonalds, want to open a new branch still today anywhere in the world, continue recruitment all around the year. (HR department, Headquarters, McDonalds) As seen earlier, Training and development has been practiced regularly and comprehensively. According to the Best fit model, during the growth stage, McDonalds recruit sufficient members and run through effective management and organisational growth. To match with HR function of an organisation, McDonalds always try to control labour costs, maintaining staff peace and getting better productivity during maturity stage. It is very difficult to say exactly that McDonalds is in which stage of Business Life Cycle but they are mature and growing at particular rate. (2) Strategy/structure Miles and Snow (1984; Cited in Bratton and Gold, 1999) identified four modes of strategic orientations: Defenders, Prospectors, Analysers, and Reactors. Defenders companies have limited product line and the management focus on getting better the efficiency of their existing operations. HR practices in defenders include extensive and long-term focus, well defined career ladders, clear grading structures, employee share ownership, well-established HR function, etc. Prospectors are companies with fairly broad product lines that focus on product innovation and market opportunities. It is right performance standards and expectations (Bratton and Gold, 1999) Effectiveness in achieving organisational objectives to Best Fit (Contingency) Model (Strategy/structure) By extensive training and development, McDonalds corporate strategy and issue want to improve their efficiency and always running to take the product into new markets. So, it can be said that McDonalds is followed the combination of Defenders and Prospectors. (3) Business Strategies (This model is based upon Porters competitive advantage model) Michael Porters (1980; cited in Bratton and Gold, 1999) formulated a framework that describes three competitive strategies: low cost leadership strategy, differentiation strategy, and focus strategy. In a differentiation strategy, managers try to distinguish their services and products-such as brand image or quality. In this way, value is added to the product and reflected in the product price. (Purcell, 1999 Human Resource management Journal Vol.9 No.3) Effectiveness in achieving organisational objectives to Best Fit (Contingency) Model (Business Strategies) By distinguishing McDonalds brand and providing quality of food and service around the world, McDonalds has achieved their present position. They have standard recruitment methods and policies, and highly focussed training and learning, reward system for staff remuneration. In McDonalds, line management function is very close with HR function, which has come from their HR strategy and activities. So, from the above discussion, it can be said that McDonalds is following differentiation strategy. Basic Human Resource Planning Model Recruit skilled workers Develop technical training programs Transfer managers from other facilities Recruiting and training programs feasible Transfers infeasible because of lack of managers with right skills Human Resource programs are made according to the organizational objectives and strategies require for achieving human resource goals. Moreover, human resource objectives are directly associated to the organizational objective and planning. To open a new branch of any company, Human Resource department need to think about production staffs, line managers, business manager, technical staffs and etc. Workforces are valuable for implementing the new product line, factory, distribution system, and achieving organizational goads. Effectiveness in achieving organizational objectives to human resource planning model HR department of McDonalds recruit skilled workers, develop technical training programs, and transfer managers from other facilities with right skills. They develop training programs regularly and broadly which are reflected in their activities. Although, employee hire is too costly from outside, sometimes, McDonalds hires the recruit managers from outside. After gaining most of things, McDonalds develop new objectives and new strategic plan for achieving ultimate goals. It involves forecasting outcome of various HR programs for employee flowing into, all the way through and out a variety of job classifications. They determine how existing program and added program or combination of program will be done and need to no capability of combining program. If HR department of McDonalds do not find practicable human resource program, they must change strategic plans. They are researched internal, external, and demand forecasting information. Such as, internal forecasting information- organizational features, productivity, promotion, demotion, transfer, turnover, and external forecasting information- external labor market aspects, controllable company factors and demand forecasting information- organizational strategic plans, size of organization, organizational design, employee support, and managerial support etc. Task-3 Performance management For the successful practices of people management, performance management is a holistic process which bringing together many elements of the organizational function. It includes particular learning and development, and gives an overview of employee status. Performance management is establishing a culture where individual and groups get responsibility for continuous development of business process and their own contributions, skill and behavior. Performance management is about interrelationships and improving the quality of relationship between manager and individual, between manager and teams, between members of teams, and etc. So, McDonalds believe that it is a joint process, not a one off-event, not just managers, apply to all employees. Therefore, McDonalds business manager can make clear what they look forward to individual and teams to do. For example, how they should be managed and what they need to do their jobs. Human Resource performance monitoring McDonalds follows the ongoing performance management for employees. For example, setting goals, monitoring the employees accomplishment of those goads, contributing feedback with the employees, evaluating the employees performance, rewarding performance or firing the employee. Performance management includes frequent activities to establish organisational aims to achieve those goad more effectively and efficiently. McDonalds believe that the best approach to accomplish value for money is to monitor the performance levels of staff and want to reduce wasteful actions. Effective Human Resource Performance By monitoring improvement, departmental managers or business managers can assess the efficiency of employees and determine which ones are meeting the terms of their agreement and contributing to McDonalds success. McDonalds monitoring is the quality of work being produced that is one of the features and the efficiency levels within departments. Employees performance helps the manager to know how they have been getting better in their business with the employees. For the future, it is an employee roadmap which increases job satisfaction. McDonalds think that it can help to develop their talent pool, support potential assessment and succession planning. Suggest ways to make improvements Sometimes, we see that poor performance lead to dismissal. If without checking, wastefulness is allowed to continue, staff will lose interest, motivation will be concentrated and no encouragement to produce good quality products or services. If the employees know that what jobs are doing, how they are doing, employees will be happier. If they know that they are doing good jobs, thats recognized, generally, they will keep on to do a good work and may make well every effort to do more. Otherwise, if they do not get people feedback, they are not doing good job, company cannot expect them to be either satisfied or productive. From the view of the company, if staffs are inefficient, customers will not return to McDonalds for repeat purchase due to many complaints and uncompleted responsibilities will push up costs to a very high figure. So, need to inform them according to responsibility.

Lifes Ways with Unfair Love :: essays research papers

Life’s Ways with Unfair Love   Ã‚  Ã‚  Ã‚  Ã‚  Forest Gump, a well-known film, not only shares the story of a man’s journey through life, but it also portrays the many facts faced each day. Life is not fair, but there is no reason not to except it and just get used to it. Throughout life there are many obstacles and experiences that we all go through at one time or another. Everyone has feelings and those feelings are bound to be confusing at some point in our lives. Missing someone you love and then feeling hurt by watching him or her love somebody else can be one of the toughest things to deal with in life.   Ã‚  Ã‚  Ã‚  Ã‚  Love is hard and always will be. Feelings can get so caught up each day that it is hard to know which way is the right way to feel. It can be easy to get so used to what our mind is trying to tell us to do that we do not give our heart the chance to show us what actually to do. With all the criticism and opinions, we have no reason to carry our hearts on our sleeves when we know how we truly feel towards someone. Any feeling can be confusing, especially when something seems so right. Feelings begin to turn into thoughts that eventually become unexplainable.   Ã‚  Ã‚  Ã‚  Ã‚  The feeling of finding someone who makes your heart feel happy is something that nobody imagines letting go of or ever losing. Seeing the world though someone else’s eyes and having to look away just seems so unfair. After the first time someone makes you feel loved, you realize what you had previously missed. Missing someone can have you thinking of all the right reasons you were brought together and all the reasons why you fell apart. Some days hurt much more than others, but knowing that someone at one time wanted to know your every thought with just one look can mean more than words itself.   Ã‚  Ã‚  Ã‚  Ã‚  Watching someone change his or her feelings towards you for someone else can sometimes make you feel as if your heart is never going to stop from aching. How can â€Å"promise† be the word that it is when people spend a lot of their time breaking it? You spend hours wondering if that special person still smiles the same way they used to or if they even care the same way they use to feel.

Paulo Freire Essay

The chapter provides detailed overview of life and activities of Paulo Freire. The chapter is of historical and cultural significance, because it aims at expanding existing knowledge about one of the key figures in history. It goes without saying that Paulo Freire is considered one of the most respected and known persons in the history of radical education. The chapter starts from biography of famous educator and proceeds to his activities, occupations and career in related sphere. Firstly, it is necessary to admit that Paulo Freire was born in Brazil, Rectife, in 1921 and he spent many years working in poor regions of his homeland. Therefore, he was aware of poverty and difficulties connected with it. Actually, he couldn’t remain indifferent to people’s suffering and decided to develop methods how to teach illiterate people. It is a common knowledge that many poor people in those times didn’t known how to read and to write. Freire decided to devote his life to improve literacy among poor population. He taught not only children, but also adults how to think critically and, what was more important, how â€Å"to take power over their lives†. Moreover, he created his own classroom to make the process of teaching more comfortable, easier and more interesting. Students and teachers in that class were provided with equal rights and power. They were treated with dignity and respect. Such method of teaching was later considered a model for educating around the world. The net moment to mention is that Paulo Freire taught people in Europe, the United States of America. He worked even for the government in Chile. There, as it is mentioned, he â€Å"trained the teachers whose job it would be to bring modern agricultural methods to the peasants†. Of course, Freire’s mission is honorable and should be respected. He worked out education programs for UNESCO, World Council of Churches, the Chilean Institute of Agrarian Reform, etc. Further, his famous works are â€Å"Education for Critical Consciousness†, â€Å"The Politics of Education†, â€Å"The Pedagogy of the Oppressed†, etc.

Use Of Communication Techniques Used By Malcolm X

Gurpreet kaur Communications Assessment 1 4956583 Assessment 2 Communications Assessment By Gurpreet kaur Master of Multimedia Swinburne University of Technology Melbourne, Australia 2014 Subject of Analysis: Malcolm-X Date: 6/10/2014 Little Malcolm was born on May 19, 1925 and was brought by her beautiful mother Louise little into this world. He was born in at place Omaha, Nebraska and known as El-Hajj Malik El-Shabazz.He was an African -American Muslim minister and an activist, who after converting himself to Islam named himself â€Å" Malcolm x†. This essay analysis on the communication skills and techniques of Little Malcolm or Malcolm X who was famous for his outspoken ways and a good orator. Malcolm x due to his violence and racism speech was responsible for his assassination and due to his aggressive behaviour of attaining independence for his own community people from the white man(Americans). The analysis presented in this essay will intend to examine a variety of communication techniques used by Malcolm x to manipulate people and to make them follow, listen to his ideology against the white people and made them to use â€Å"any means necessary â€Å"to attain freedom from white people and to get equal rights among them. He spent his whole life in spreading the message of achieving the same position for his community people and to finish racism among African people by any violent means. MalcolmShow MoreRelatedEssay on The Radical Impact of Reading1585 Words   |  7 Pagesthe consumer. In â€Å"Learning to Read,† Malcolm X stressed that it was essential for him to learn to communicate more effectively. While trying to write a letter to someone he admired, Malcolm thought that the language he used in everyday life could not be applied to any kind of writing. 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There is no connection between the fictitious ArroyoRead More2006 Arroyo Case Study31910 Words   |  128 PagesInstitute of Standards and Technology Technology Administration †¢ Department of Commerce Baldrige National Quality Program Arroyo Fresco Community Health Center Case Study The Arroyo Fresco Community Health Center Case Study was prepared for use in the 2006 Malcolm Baldrige National Quality Award Examiner Preparation Course. The Arroyo Fresco Community Health Center Case Study describes a fictitious nonprofit organization in the health care sector. There is no connection between the fictitious ArroyoRead MoreSubway Restaurants Essays21330 Words   |  86 Pagesthat the findings will serve. The analysis then details the methods used to carry out the research process. The use of selfadministered surveys and the exploratory research undertaken is documented including the use of focus groups and reverse engineering. The conceptual diagram is also contained here which formed the basis of the research instrument. Consideration of the research instrument is then documented. The scales used and pre-testing are both examined in this section. The Sampling analysisRead MoreEssay on Mount Cedar Technologies10813 Words   |  44 Pages†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦........2 Chapter Two: Evaluate the Culture†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..............4 Chapter Three: Effective and Motivating Techniques†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦........†¦9 Chapter Four: Building a Training and Diversity Program†¦..†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.......†¦.15 Chapter Five: Organization Structure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....†¦........†¦22 Chapter Six: Communication Effectiveness†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.........25 Chapter Seven: Quality of Decision Making†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦..........27 Chapter Eight: