Staffing and Training Essay Example for Free

Staffing and Training Essay As multinational firms globalise they must learn to co-ordinate efforts among an increasingly culturally diverse workforce and environment. Nowadays people tend to be very defensive of their cultural identity and caution by others has to be taken so that insult is not caused. Through the years success of Japanese organisations global strategies has encouraged American firms. Although many point out the advantages, cultural diversity may leads to conflict, misunderstanding and lack of cohesion. (Tung, [1993]) states that cross cultural training process, helps in the development of building relations between individuals or groups, especially individuals/groups with diverse cultural backgrounds. (Welch [1998]) defines cultural training as any form of guided experience helping people to live and work more contentedly in another culture. Such training encourages understanding about differences and acceptance of the multicultural work environment and helps create and retain effective work teams and expertise in dealing with multicultural management (Hartenian, [2000]) describes the multi-cultural workforce as a workforce that excludes no one, from top-level management to low-level employees. He sees the multi-cultural workforce has one of the main opportunities for an organisation. Although multi-cultural workforces are beneficial to organisations in relation to performance and profitability, they can be very hard to manage. According to (Hill, [92]) the key to managing multi-cultural workforces is the realisation that majority and minority cultures do not always share experiences. To solve this managers can adapt different strategies such as: developing programmes that promote awareness of different cultures, recognise common links among different ethnic groups and express concerns and confusions. (Hill [1992]) believes that if organisations use these strategies, economic benefits will be reaped. This may be easier said than done, (Harisis Kleiner, [1993]) argue that the implementation of such workforces are extremely difficult. They say that not only within American society and businesses but on a world wide scale there are widespread barriers. Such barriers include unwritten rules and double standards for success which are often unknown to women and minorities, stereotypes and their associated assumptions and lack of communication about differences. In global organisations it is essential that effective cross cultural training occurs in order to help individuals obtain both the knowledge and the tools needed to reduce misunderstandings and improper actions (Black Mendenhall [1990]) suggest that multi-cultural training provides individuals with greater self confidence and decreased narrow-mindedness about people from diverse cultures. In addition (Barlett and Ghoshal [1990]) also pointed out that establishing a multicultural training programme improved the companys ability to operate more efficiently in different cultural environments. Although many multicultural training programmes are undertaken to enhance cultural diversity they are not always successful. According to (Woods [1992]) a systematic approach should be taken towards training. (Woods [1992]) established a four step cycle: Firstly was to specify certain job task of individuals and assess the needs of the corporate culture. Secondly is the identification of training objectives. Thirdly was the establishment of the proper training content in which the following was used; sensitivity training, cultural awareness and orientation programs. In addition (Cox, [1993]; Gamio Sneed, [1992]; Tung, [1993]) introduced the communication competency program. In the final stage (Milkovich Boudreau [1991]) stated that training programs need to verify whether the training is successful in junior members of staffs performances at work. The cycle used was concerned with the effectiveness of the training, however, (Mendenhall Oddou [1986[ Tung [1981]) found factors that deterred individuals. These included lack of specialised trainers, cost and perceived lack of usefulness. Research carried out by (Gamio Sneed [1992]) found that the deterrence factors are of major importance. Take for instance the catering industry. Mangers in restaurants may blame high staff turnover rates on lack of multi-cultural training, therefore using these rates as the reason to ignore the need for training programs. (Jackson [1991]) believes that heterogeneity among team members contributes to high turnover rates within organisations. Researchers may find that the re lationship between cultural diversity and staff turnover is of major importance to all organisations. Hospitality researchers Results of this study have provided useful directions for future research in the area of multicultural training. Respondents in this study perceived more success in improving interpersonal skills than dealing with culturally diverse people because those skills are probably more easily observable and acquirable. A more rigorous research design is recommended before definitive conclusions about the efficiency of the training can be reached (Black and Mendenhall, 1990). Without identifying a baseline of knowledge and skills before starting the program, it becomes difficult to measure training effectiveness. Researchers can solve this problem by utilizing a pretest-posttest design with a control group, identifying two separate groups during pretest. One group would be tested before and after receiving the training. The other group would simply be tested twice once before and once after the program but they would not receive the training. By measuring both groups, training managers could fully assess the impact of the training program. Furthermore, the measurement of the training effectiveness needs to incorporate the trainees estimation about the program in addition to perceptions from directors of human resources. Alliger and Janak (1989) advocated that training needs to integrate two evaluation criteria: 1 Internal. For assessing how trainees feel about the training experience. 2 External. For estimating the changes in job behavior and organizational effectiveness (Milkovich and Boudreau, 1991). . Such training encourages understanding about differences and acceptance of the multicultural work environment and helps create and retain effective work teams and expertise in dealing with multicultural management. Full Text (2411 words) Copyright InfoWorld Publications, Inc. Apr 24, 2000 [Headnote] As the IT workforce grows more diverse, managers must improve awareness without creating inconsistency Diversity will have a significant impact on the hospitality industry. On one hand, diversity may cause problems, particularly in older, traditional organizations with a homogeneous workforce, including communication difficulties with supervisors and co-workers as well as with customers. Thus, group cohesiveness may be reduced by an increased cultural diversity among group members (Cox, 1993). The lack of understanding of different cultures may lead to ineffective management techniques in directing, motivating, and rewarding culturally diverse employees. On the other hand, diversity enriches a hospitality organization by adding new cultures, ideas, and alternative methods for solving problems.). What is not understood is what effects, if any, these changes will have on an organization and how it can respond in a proactive way to them. Recognizing the significance of managing diversity in the hospitality organization, Welch et al. (1988) suggest that developing cultural awareness in a company helps employees become familiar with different values, interpersonal interactions, and communication systems which must be understood for an effective multicultural working environment. Christensen (1993) emphasizes that organizations failing to acknowledge the full range of variety inherent in their employees and customer populations will have difficulty surviving . Restaurants need to have more thorough multicultural training programs, focusing on training goals which are practical and job-specific. Job result-oriented training goals, including increasing employee teamwork among culturally diverse employees and improving cross-cultural skills, must be a part of the training goals to encourage employee participation and eventually help in facilitating job performance in dealing with multicultural work environments. In addition, training methods should be more comprehensive rather than limited. As case 3 reported, minority mentor and advisory programs could be utilized to encourage full participation of ethnic minorities. These involvement efforts, with full support from upper management, would help change employees attitudes and lower barriers between diverse workers and promote ethnic minorities, and hopefully lead to less turnover generated from the feeling of isolation and difference. Furthermore, human resource directors may consider utilizing employees with multicultural experience. For instance, the company can hire managers who have hands-on experience with different cultures or language skills for efficient interaction with diverse employees and for multicultural training. These comprehensive training approaches can eventually generate productive training results and increase better understanding among employees from diverse cultural backgrounds. Hospitality researchers Results of this study have provided useful directions for future research in the area of multicultural training. Respondents in this study perceived more success in improving interpersonal skills than dealing with culturally diverse people because those skills are probably more easily observable and acquirable. A more rigorous research design is recommended before definitive conclusions about the efficiency of the training can be reached (Black and Mendenhall, 1990). Without identifying a baseline of knowledge and skills before starting the program, it becomes difficult to measure training effectiveness. Researchers can solve this problem by utilizing a pretest-posttest design with a control group, identifying two separate groups during pretest. One group would be tested before and after receiving the training. The other group would simply be tested twice once before and once after the program but they would not receive the training. By measuring both groups, training managers could fully assess the impact of the training program. Furthermore, the measurement of the training effectiveness needs to incorporate the trainees estimation about the program in addition to perceptions from directors of human resources. Alliger and Janak (1989) advocated that training needs to integrate two evaluation criteria: 1 Internal. For assessing how trainees feel about the training experience. 2 External. For estimating the changes in job behavior and organizational effectiveness (Milkovich and Boudreau, 1991). . In responding to the multicultural work environments and international scope of restaurant operations, the hospitality industry should provide proper training for line employees who require customer interactions during their routine jobs in addition to managers who deal with employee promotion and corporate culture. TRAINING Perlmutter identified three managerial attitudes toward international operations Managers with an ethnocentric attitude are home-country oriented. Home-country personnel, ideas, and practices are viewed as inherently superior to those from abroad and are used for evaluation purposes. A polycentric attitude is a host-country orientation based on the assumption that because cultures are so different, local managers know what is best for their operations. Managers with a geocentric attitude are world-oriented. Skill, not nationality, determines who gets promoted or transferred to key positions around the globe. This attitude attempts to maintain a balance between global standards and local discretion. A geocentric attitude can help management take a long step toward success in todays vigorously competitive global marketplace. complexity. Documentary programs. Culture assimilator. Language instruction. Sensitivity training. Field experience. TRAINING . . References 1. Alliger, G. and Janak, E. (1989), Kirkpatricks levels of training criteria: thirty years later, Personnel Psychology, Vol. 42 No. 4, pp. 331-42. 2. Andorka, F. (1997), Diversity task forces meet to set agenda, Hotel and Motel Management, Vol. 212 No. 4, pp. 32-6. 3. Barlett, C. and Ghoshal, S. (1990), Matrix management: not a structure, a frame of mind, Harvard Business Review, Vol. 68 No. 4, pp. 138-45. 4. Black, J. and Mendenhall, M. (1990), Cross-cultural training effectiveness: a review and a theoretical framework for future research, Academy of Management Review, Vol. 15 No. 1, pp. 113-36. 5. Bochner, S. (1982), Cultures in Contact: Studies in Cross-cultural Interaction, Pergamon Press, New York, NY. 6. Bond, R. and Bond, J. (1993), The Sourcebook of Franchise Opportunities, Business One Irwin, Homewood, IL. 7. Christensen, J. (1993), The diversity dynamic: implications for organizations in 2005, Hospitality Research Journal, Vol. 17 No. 1, pp. 69-86. 8. Clark, J. and Arbel, A. (1993), Producing global managers, The Cornell Hotel Restaurant Administration Quarterly, Vol. 34 No. 4, pp. 83-7. 9. Cox, T.H. (1991), The multicultural organization, Academy of Management Executive, Vol. 5 No. 2, pp. 34-47. 10. Cox, T.H. (1993), Cultural Diversity in Organizations, Berrett-Koehler, San Francisco, CA. 11. Franchise Directory (1992), 1st ed., Martin, S. (Ed.), Gale Research, Detroit, MI. 12. Fullerton, H. (1987), Labor force projections: 1986-2000, Monthly Labor Review, Vol. 110 No. 9, pp. 19-29. 13. Gamio, M. and Sneed, J. (1992), Cross-cultural training practices and needs in the hotel industry, Hospitality Research Journal, Vol. 15 No. 3, pp. 13-26. 14. Glick, W., Harber, H., Miller, D., Doty, H. and Sutcliffe, K. (1990), Studying changes in organizational design and effectiveness: retrospective event histories and periodic assessments, Organization Science, Vol. 1 No. 3, pp. 293-312. 15. Harris, K. and West, J. (1993), Using multimedia in hospitality training, The Cornell Hotel Restaurant Administration Quarterly, Vol. 34 No. 4, pp. 75-82. 16. Houten, B. (1997), Harvest time, Restaurant Business, Vol. 15 No. 8, pp. 71-80. 17. Jackson, S., Brett, J., Sessa, V., Cooper, D., Julin, J. and Peyronnin, K. (1991), Some differences make a difference: individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover, Journal of Applied Psychology, Vol. 76 No. 5, pp. 675-89. 18. Jeffcoate, R. (1981), Why multicultural education?, Education 3-13, Vol. 9 No. 1, pp. 4-7. 19. Mejia, L. and Palich, L. (1997), Cultural diversity and the performance of multicultural firms, Journal of International Business Studies, Vol. 28 No. 2, pp. 309-35. 20. Mendenhall, M. and Oddou, G. (1986), Acculturation profiles of expatriate managers: implications for cross-cultural training programs, Columbia Journal of World Business, Vol. 21 No. 4, pp. 73-9. 21. Milkovich, G. and Boudreau, J. (1991), Selection and design of training programs, in Human Resource Management, 6th ed., Irwin, Homewood, IL. 22. National Restaurant Association (1988), Foodservice Industry 2000 (Current Issue Report), National Restaurant Association, Washington, DC. 23. Tung, R. (1981), Selection and training of personnel for overseas assignments, Columbia Journal of World Business, Vol. 16 No. 1, pp. 68-78. 24. Tung, R. (1993), Managing cross-national and intra-national diversity, Human Resource Management, Vol. 32 No. 4, pp. 461-77. 25. US Travel Service (1990), Annual Summary of International Travelers to the US, US Travel Service, Washington, DC. 26. Welch, T., Tanke, M. and Glover, G. (1988), Multicultural human resource management, Hospitality Research Journal, Vol. 12 No. 4, pp. 337-45. 27. Woods, R. (1992), Managing Hospitality Human Resources, Educational Institute of the American Hotel and Motel Association, East Lansing, MI. 28. Zikmund, W. (1991), Business Research Methods, 3rd ed., The Dryden Press, Orlando, FL, pp. 3 Despite their popularity, the risk of failure of such ventures is high. There is a wealth of academic research studying the factors which may lead to greater success. Some authors suggest that greater attention up front to structural and partner characteristic dimensions will arrest the high failure rate (Parkhe, 1993). Recent research effort has been directed towards forwarding general prescriptions for managing the relationship once the alliance is under way Parkhe, A. (1993), Strategic alliance structuring: a game theoretical and transaction cost examination of interfirm cooperation, Academy of Management Journal, Vol. 36 No. 4, pp. 794-829. The work of Hofstede (1980), in particular, is considered the most comprehensive effort, involving analysis of a large scale questionnaire based survey of one large American corporation in 40 of its subsidiaries. Hofstede found that differences in national culture varied substantially along the four dimensions of uncertainty avoidance, individuality, tolerance of power distance and masculinity-femininity. Hofstedes work has frequently been used as a starting point to identify and model cultural clusters (Kogut and Singh, 1988; Ronen and Shenkar, 1985). Although the methodological approach has been extended to explore the effect of culture on international cooperation (Johnson et al., 1993; Graham, 1988) the difficulties of measuring and monitoring exchange processes have been noted. Indonesian culture, particularly Javanese and Sundanese culture (the latter from the region of Bandung) is very different from modern Western European and North American culture. Particular aspects of these cultural differences can affect the trust-building process. The case provides key episodes which illuminate these cultural trait differences and suggests methods to work within this cultural diversity. The critical involvement of stakeholders A key cultural dimension in SE Asian culture is the collectivist approach to business. This manifests itself in our case study through the critical involvement of stakeholders in the formation phase of the JV. The role of stakeholders and management of their interests is a key theme running through the paper. In particular, the case study suggests a need to systematically identify the power and interest of potential stakeholders and plan for and subsequently negotiate their roles and influence in the venture. These factors have led many Western companies to look for help and expert local advice through collaborative arrangements with ASEAN country partners. Market entry strategies have favoured equity JVs, which several ASEAN countries prefer in order to protect their own interests and ensure long-term growth (Lasserre, 1995; Mann 1996). The JV formation process: an analytical framework Lorange and Roos (1993) proposed a formation process model for JVs and strategic alliances which consisted of two areas of consideration; political and analytical and two phases of development; the initial and the intensive phase. This model has been modified and extended to create an analytical framework which derives from the Indonesian JV experience. The marketing and economic benefits from such a JV were apparent to Lucas at the time. Essentially the JV would provide abundant and highly skilled low-cost labour (with future joint product development a realistic possibility), made up of a loyal, dedicated and, importantly, reliable workforce with excellent proven machine tool skills and capabilities. Good rail and air transport links with markets in Europe, North America and Asia Pacific made it an attractive proposition along with a burgeoning Western market for low-cost high quality aerospace standard precision machined parts and components Westerners, particularly from Northern Europe and North America are generally viewed as particularists (Trompenaars, 1993). They rely heavily on rules and legal agreements to structure and provide governance to cooperative ventures. Trompenaars, F. (1993), Riding the Waves of Culture, Nicholas Brealey, London The most commonly utilized starting point for organizational development work on managing diversity is some type of employee education program. Human Resource Planning, June 2001 v24 i2 p10 Workforce Diversity Training: From Anti-Discrimination Compliance to Organizational Development. Marc Bendick; Mary Lou Egan; Suzanne M. Lofhjelm. Diversity is not just race and gender. It has a lot to do with communication styles and work styles,

The Brain Left vs Right Essay Example for Free

The Brain Left vs Right Essay The brain is a continually researched part of the human anatomy. With advances in technology, medicine and psychology it has been continually researched. The current science we have now reveals many things about the brain, such as there are two hemispheres in the brain, the left side and the right side. How much truth is there behind certain hemispheres impacting learning differently? In this essay we will take a look at each hemisphere separately, together and there correlation to learning determining and evaluate any actual facts. The left hemisphere of the brain is assumed to control certain functions more so than the right side. The left brain is often more associated with tasks involving logic, analytical thinking, and language. Much of the research is controversial as to if each hemisphere is different, and unique. Hines (1987) states, clearly there â€Å"are differences between the two hemispheres of the human brain† in regards to how â€Å"they process information.† This being said if the left hemisphere is mainly in charge of language and logic, what is the right responsible for? The right hemisphere is thought to control expressive and creative tasks such as emotional, creativity, music etc†¦ There have been multiple studies that point towards each hemisphere having more control over certain areas than others. That being said there is controversy that you are using both hemispheres equally. There are many theories out there but no one hundred percent facts yet. With this in mind is either side more advantageous in regards to learning? The hemispheres usually work together in every aspect, they work together to create the best outcome. In order to read, for instance, a person needs to constantly access both the left and right hemispheres of the brain simultaneously. The brain has something called the corpus callosum, a bundle of nerve fibers. This is what allows the two brain hemispheres to communicate and transfer information freely. Brain Yochim et al. â€Å"†¦hypothesized that the RH [right hemisphere] performs a â€Å"coarse grain† analysis from which the LH[left hemisphere], which performs a â€Å"fine grain† analysis, then selects the most appropriate interpretation.†. Obviously the brain functions as a whole but is either side more advantageous in regards to learning? Then if each of the hemispheres of our brain has certain functions or specialties, this would make the brain avoid duplication of function. According to Ann Hermann-Nehdi â€Å"the brain functions as a whole, not two individual parts-has evolved into a useful framework for learning and performance.†(2010). The hemispheres work together making all learning a combination of the left and right hemispheres. There is however, a tendency if you will for one hemisphere to be more dominant. The dominant hemisphere directly effects how each individual will respond to new experiences and learning techniques. With this knowledge in mind we are better able to decide the style of learning to pursue. There has been and will be continuous research into the anatomy of the brain. The brain in its complexity may one day be figured out. When that one day comes maybe the facts will push humanity even further toward greatness. The two hemispheres of the brain may be responsible for different things, but both are used. In regards to learning that is also the case, we use both hemispheres and different learning styles to create the most logical interpretation of the presented information. The brain is a complex organ and the continual advances in science and technology may one day lead our knowledge of learning even further.

Benefits And Disadvantages Of Internet Banking Marketing Essay

Benefits And Disadvantages Of Internet Banking Marketing Essay This chapter will review the e-banking system in Malaysia and review the relevant literature on consumer perception towards e-banking. In addition, this literature review also considers the discussion of customer satisfaction and loyalty towards internet banking. 2.1 Benefits and Dis-advantages of Internet Banking 2.1.1 Benefits of Internet Banking Bu using internet, clients can access to their accounts doing transaction or access to other services with cost reduction and more convenience because online bank are operation 24hours per day, 7days per week. Furthermore, banks able to expand their market penetration internationally and offer personalized online services like clients able to check their account balances and monthly statement by login to the secure website of the bank, make payments, and transfer funds to other accounts. The speed of online banking transaction is generally faster than ATM processing speeds. Internet banking also provides advantages likes flexibility, individually and mobility which is a brand new distribution channel for clients to make on-line transaction. The improvement of internet protection through security technologies such as automatic log-off, firewalls, encryption, monitoring tools and authentication to ensure clients trust on internet banking (Banking Info, 2007). Table 1 are the benefits arise are summarized by Thulani et al.(2009) in their research paper on various study of internet banking. Benefits Related literature Cost Reduction Bradley and Stewart (2003), Rotchanakitumnuai and Speece (2003), Jayawadhera and Foley (2000), Nath et al 2001, Al-Sukkar and Hasan (2005) and Singh (2004), Corrocher (2002),Chang (2003), Sullivan and Wang (2005). Increased customer base Bradley and Stewart (2003), Jayawadhera and Foley (2000), Jen-Her Wu et al 2006 and Singh (2004), Corrocher (2002). Enable innovation and development of non-core business services Jayawadhera and Foley (2000), Nath et al. (2001), Karem (2003), Corrocher (2002), Chang (2003). Marketing and communication Jayawadhera and Foley (2000), Karem (2003), Corrocher (2002). Increased consumer loyalty and satisfaction Jen-Her Wu et al 2006 and AL-Sukkar and Hasan (2005), Nath et al. (2001). High profit consumers Jen-Her Wu et al 2006 and AL-Sukkar and Hasan (2005), Nath et al. (2001). Ability to attract new consumers AL-Sukkar and Hasan (2005). Table 1: Benefits of Internet Banking Source: Thulani et al. (2009) 2.1.2 Dis-advantage of Internet Banking AL-Sukkar and Hasan (2005) and Singh (2004) had identify the disadvantages of develop internet banking. They stated clients have to pay indirect cost as some of the internet banking systems charge money on browsing connectivity on personal computer. Moreover, cash are not available through internet. Customers are unable to withdraw cash or deposit cash by using internet banking. They also emphasize on security concerns, the issue of security concerns may delay the clients adoption of internet banking. Before using internet banking, applicant required to go through some procedure in one of the bank branch, especially the clients want to open a joint account. Some of the clients not familiar to internet browsing, they have to go through tutorials to familiarize with the navigation tools. Unfortunately, clients require re-familiarizing the navigation tools to access their account once banks update and upgrade their online system. Last but not least, trustworthiness is the most difficult yet most important issue face by clients. They always wonder whether the transaction or payments have been proceeding to another account accurately. 2.2 Aspect that Influence Consumer Perception towards Internet Banking Three of the most important characteristics of financial services to extend e-banking are: High availability, Scalability, and Security. (Antovski and LJ, 2001). According to them, high availability also can define in reliability, availability and serviceability. The e-banking are design for easy and continuous service to customers. Yibin and MU (2003) also stated the three improvements of the system infrastructure which are to build-up the reporting services for online transaction, improve the e-payment system, and improve the telecommunications infrastructure and other forms of electronic transaction. Factors such as the speed of transactions or the cost of using the Internet have little impact on an individuals final decision. After setting up better system infrastructure through Web, the new delivery channel can highly recommended to clients by giving guarantee on security, privacy and trust of Web system to minimize barrier. The following research provided the analysis on different aspect that will effect customer perception towards internet banking. 2.2.1 Electronic Security (E-Security) Electronic security is a tool or process designed to restrict entry or prevent unauthorized access to a systems information assets or is a risk-management (Thomas et al., 2002). Mueller (2001) stated that e-security prevents the hacker and others from accessing customers information, security pin number or credit card number. Thomas et al. (2002) highlighted e-security adds value to a naked network. Thomas et al. (2002) stated that although technology offer a new distribution channel for financial institution but it creates opportunities for crimes to be committed very quickly. A criminal can use the tools available on the Web to hack database on internet and steal personal hidden identities in seconds. This is why e-security must be taken very seriously. However, Raigaga (2000) stated that some banker has delay the online banking service due to the security concern. Consumer perceptions of security are measure through the operations and processes of encryption, protection, verification and authentication. The mechanisms of encryption, digital authentication, firewalls, protection, filtering routers, and personal identification numbers influence the internet customers perception towards security and might increase the confidence and trust of consumer. E-security is one of the important factors to be stressed. Most of the customers refuse to use internet banking as the alternative way to carry on transaction and payment because they afraid of losing their private information and data on hacker. 2.2.2 Trustworthiness Trust is considered as a strategic variable in current marketing (Selnes, 1998). Meanwhile, the development of internet banking brings new challenges, this lead to an increase of motivation in bank to provide a better service. Bank image will might slightly improve if clients able to enjoy better service. Bank image and consumer trust are significant influence the individual behavior (Ratnasingham, 1998). Bank image and customer trust are significantly affect individual behavior and their level of perception (Ratnasingham, 1998; Rexha et al., 2003; Lehu, 2001; Ba, 2001). Since the online banking give a higher level of risk to the clients, so Gefen et al. (2003) stated that trust is an important aspect to take note when doing internet transaction because it determines the nature of businesses. The issue of trust arises when risk is involved. Trust is the main factor being concern because bank and clients are physically separated from each other and there is a large number of suspicious about the e-security over the Internet. Generally, customers distrust and worries about the reliability of internet banking even the e-security system is good. Furthermore, clients lack of confidence and trust on the e-security is the main obstacle prevent e-banking is being developed further. As William Pitt, the eighteenth century British statesman once said, confidence is a plant of slow growth. 2.3 Customer Satisfaction and Loyalty towards Internet Banking. For offline environments, quality of services is a key determinant of customer satisfaction and customer loyalty (Caruana, 2002; Cronin and Taylor, 1992; Kelley and Davis, 1994; Parasuraman et al., 1988). The quality of services delivered through internet has develop wisely and significant success since the services accepted by clients. Moreover, Fassnacht and Kose (2007) found that electronic service quality had an important role in building customer trust. Customer is important in providing the level of satisfaction over electronic service quality. Their past experience is one of the factors that influence their rating and satisfaction on electronic service quality. Understanding customer requirements and meeting their demands and expectations is becoming a challenge (Shailey et al., 2003). But some users feel that internet is not useful even though its ease of use eventually lose interest in using Internet banking. Nexhmi et al. (2003) stated that clients satisfaction will have a role in development but a more important element is to maintain close bank-customer relationship. Overall customer satisfaction with the bank will be directly related to the level of trust within the relationship.

Marketing Of An Innovative Ide :: essays research papers

The number of people in the United States that work on their own automobiles continues to increase. This is evident by the continuing number of auto-part stores that are opened every year. New stores, new chains, the competition is fierce. One reason for this is that the cost of taking your automobile in to the shop, to change something as simple as a $10 gasket, can be very expensive. It could end up costing you a couple of hundred dollars do to labor. Labor can make up anywhere from thirty to ninety percent of the bill. The other problem is finding a place to go that you can trust. There are a lot of crooked mechanics that seem to find more problems or even make more problems with your vehicle than what you originally brought it in for. Another issue with using a service garage is that you usually have to leave you vehicle the whole day in order to get the work done. This usually turns into quite an inconvenience. You end up having to wait at the shop or having to find someone to p ick you up and take you back. It is no wonder that people are becoming more involved with working on their own vehicles. Budget conscientious people will not pay for high labor and better yet, unnecessary labor. Actually, lots of people enjoy, and prefer to work on their own automobiles. You can save a lot of money from the cost of labor and unnecessary maintenance. Doing it yourself also gives you reassurance of the job being done thoroughly and correctly the first time. Not all work though, is considered feasible to be done by the do-it-yourself mechanic. An average person is not going to take an engine out of the vehicle and do an overhaul. What they can do though, is change parts, filters, fluids, tires, and perform many other routine maintenance tasks. A lot of these jobs involve having to lift up the vehicle. Usually what you have to do is get a jack, lift up the vehicle, place a stand underneath, and then lower the vehicle on to it. The stand is necessary if you need more tha n one corner of the vehicle lifted at once. This could be a time consuming process. The first thing you usually have to do is find that jack from the trunk. Once you do that, you then have to figure out where it goes on the vehicle to properly lift it. Marketing Of An Innovative Ide :: essays research papers The number of people in the United States that work on their own automobiles continues to increase. This is evident by the continuing number of auto-part stores that are opened every year. New stores, new chains, the competition is fierce. One reason for this is that the cost of taking your automobile in to the shop, to change something as simple as a $10 gasket, can be very expensive. It could end up costing you a couple of hundred dollars do to labor. Labor can make up anywhere from thirty to ninety percent of the bill. The other problem is finding a place to go that you can trust. There are a lot of crooked mechanics that seem to find more problems or even make more problems with your vehicle than what you originally brought it in for. Another issue with using a service garage is that you usually have to leave you vehicle the whole day in order to get the work done. This usually turns into quite an inconvenience. You end up having to wait at the shop or having to find someone to p ick you up and take you back. It is no wonder that people are becoming more involved with working on their own vehicles. Budget conscientious people will not pay for high labor and better yet, unnecessary labor. Actually, lots of people enjoy, and prefer to work on their own automobiles. You can save a lot of money from the cost of labor and unnecessary maintenance. Doing it yourself also gives you reassurance of the job being done thoroughly and correctly the first time. Not all work though, is considered feasible to be done by the do-it-yourself mechanic. An average person is not going to take an engine out of the vehicle and do an overhaul. What they can do though, is change parts, filters, fluids, tires, and perform many other routine maintenance tasks. A lot of these jobs involve having to lift up the vehicle. Usually what you have to do is get a jack, lift up the vehicle, place a stand underneath, and then lower the vehicle on to it. The stand is necessary if you need more tha n one corner of the vehicle lifted at once. This could be a time consuming process. The first thing you usually have to do is find that jack from the trunk. Once you do that, you then have to figure out where it goes on the vehicle to properly lift it.

Leukaemia :: Health, T-Cell

In a small subset of patients with precursor T-cell lymphoblastic lymphoma, there is t (8; 13); consequently, the fibroblast growth factor receptor 1 locus and a zinc finger protein gene are involved. FIP1L1-PDGFRA fusion gene generated by del (4) has also been shown in patients with lymphoblastic leukemias and eosinophilia. However, the exact underlying mechanism of eosinophilia is not yet known (6-10). The majority of patients with ALL /Eo are boys with median age of 14. The definite diagnosis of ALL may be delayed from several months to even 2 years .This is in some part due to the lack of blasts in circulating blood.The cardio respiratory system is frequently involved in ALL/Eo that may be responsible for a poorer prognosis of this entity compared to the standard ALL (4, 11). It is not uncommon to confront cardiac involvement in leukaemia. Cardio toxicity of chemotherapeutic drugs, heart failure and precipitated coronary events are typical examples (12, 13). Moreover, opportunistic infections such as fungi may invade the cardiac chambers (14). The heart may be directly involved by tumoral infiltration ranging from gross cardiac masses to microscopic infiltrations. Myo- pericardial involvement and valvular changes have been reported in association with lymphoma and leukaemia,but not early in the disease course(15, 16). There are few numbers of cases with ALL/Eo initially presented with cardiac mass; so the best therapeutic regimen in such patients has not yet been defined. L- Asaparaginase should be used cautiously in chemotherapy regimen of ALL/Eo since there are fears of thromboembolic events triggered by synergistic procoagulant effect of this drug and eosinophilia. Ronald S.Go et al reported a case of ALL/Eo treated by L-asparginase based regimen that developed fatal deep vein and intracardiac thromboses (17). It is not exactly known when a gross cardiac mass disappears with the beginning of chemotherapy in a patient with ALL/Eo. Nie YL, et al reported a 17-year old girl with ALL/Eo that was presented initially with congestive heart failure and left ventricular endocardial thrombosis. The thrombosis resolved 8 weeks after chemotherapy (12). Barbaric D, et al reported a 15 year- old boy with ALL who had a large echo dense mass in the right ventricle at the time of diagnosis. The mass resolved as early as 5 days after commencing chemotherapy (18). Aissi K, et al reported a case of a 29 –year-old man with ALL/Eo who had congestive heart failure at the presentation.

Infectious Disease :: science

Infectious Disease What is the stake of the American People and the Government by International Agencies to control Infectious Disease in Developing Countries? More people are at risk of infectious diseases than at any other time on history. Infectious diseases are worldwide problem requiring worldwide attention. Infectious diseases can weaken the strength of a nation's resources. In developing nations this poses even a greater threat. Diseases are threatening the economic stability of many developing nations. 50,000 people die everyday from infectious disease. Rift Valley Fever infects both livestock and humans. Rift Valley Fever is most commonly found in regions of eastern and southern Africa. It also exists in Madagascar and sub-Saharan Africa. The Bunyaviridae family includes the Rift Valley Fever disease. It is primarily spread from infected mosquitoes, who then infect animals. Generally they infect domestic animals, such as buffalo, cattle, sheep, camels and goats. Once the livestock are infected, other mosquitoes can spread the disease. It is also possible that the infection can be spread from other biting insects. The Rift Valley Fever outberak of 1997-1998 in eastern Africa killed both humans and livestock. It economically hurt trase in animals and the dairy indusrty.. the economy was crushed by trade imbargoes. Humans can get Rift Valley Fever in numerous ways. Humans can be infected from the mosquitoes or the bodily fluids of the infected animal. Contact such as slaughtering the infected animal can occur also. Symptoms include, an infuenza like illness, fever, liver abnormalities, muscle and back pain and vomitting. In the early stages of Rift Valley Fever, these symptoms are some times mistaken for meningitis. This fever may also perceive itself to be haemorrhagic fever. Fatalities occur mostly in patients who have developed haemorrhagic fever. In diagnosing Rift Valley Fever, tests have demostrated the presence of antibodies to the disease. Studies in animals have given antiviral drugs for the use of humans. Herdsman and animal workers in areas where Rift Valley Fever is present are at a greater risk of being infected. The risk of transmission can be reduced by, wearing gloves, insect repellent, the use of protective clothes, and avoiding outdoor activity during peak biting times. Surveillance is important to form effective measures for reducing the number of infections. Cholera is a diarrheal illness that is spread by contaminated water and food. It is caused by an infection of the intestine, and in many cases it can be very severe.

Dulce et Decorum est †Anthem for Doomed Youth Essay

â€Å"Dulce et Decorum est† and â€Å"Anthem for Doomed Youth† are two poems written by Wilfred Owen during the First World War. Owen, like most soldiers, joined up after being convinced that war was fun by propagandistic posters, poems and stories, and once he had realised that the truth was quite the opposite of this, he decided that it was his responsibility to oppose and protest against poets like Jessie Pope through poetry itself. People were not prepared for the sheer scale and manner of death and the mechanised nature of trench warfare, and had false expectations of the heroic endeavour, but little awareness of the realities. However, compared to â€Å"Dulce†, the anger portrayed is dramatically understated. â€Å"Dulce† is an outrageous protest, displaying the â€Å"haunting† and â€Å"bitter† effects of war, and after describing in great detail the horrific story of a soldier â€Å"drowning† and â€Å"choking† in gas, Owen reveals his passionate hatred for the false and misleading idealisms of heroism in war using particularly emphatic imagery in â€Å"cancer† and â€Å"froth corrupted lungs†. The fact that â€Å"Anthem† is a sonnet, is ironic in that they are usually about love, and because it is actually about grief, it somewhat lulls the reader into a false sense of security, therefore making the poem more effective. Both poems seem to talk about the vile and painful conditions in war, â€Å"Dulce† using onomatopoeia in â€Å"trudge†, giving the impression that war is truly appalling, immediately going against the common belief that it is a game from poems like â€Å"Who’s for the game?†. Also, true to both poems is the idea of undignified and casual death, rather than the heroic, glorious death promised by governmental propaganda. For example, in â€Å"Dulce†, Owen talks about the way they â€Å"flung [the dead soldier] in a wagon† with such brutal nonchalance. Furthermore, â€Å"Anthem† introduces a typical Victorian funeral with singing â€Å"choirs†, and juxtaposes it with the â€Å"shrill, demented choirs of wailing shells† on the battlefield, and with the constant end-stopped lines, this conveys a sense of solemn grief rather than the vicious anger in â€Å"Dulce†, which tends to use enjambment more frequently. Also, â€Å"Anthem† discusses the lack of ceremony and dignity in which people are â€Å"honoured† after their death on the battlefield, and Owen reveals his anger for this using the powerful, hyperbolic alliteration in â€Å"rifles’ rapid rattle†. In addition, the fact that the sound of machine gun fire is reflected in the phrase â€Å"rifles’ rapid rattle† presents to the reader that the harsh realities of war are indeed more than just frightening. In addition, a sense of urgency and immediacy is portrayed in the second stanza of â€Å"Dulce†, when Owen uses direct speech and exclamations in â€Å"Gas! Gas!†, while the epizeuxis and use of the present continuous tense gives further emphasis to this desperate urgency .On the other hand, â€Å"Anthem† has a strong sense of sympathy and general tranquillity throughout the second stanza, which is juxtaposed by something quite the opposite in the first. As well as this, the light lexis used in words such as â€Å"glimmers† and â€Å"tenderness† in the second stanza, give the impression that it is a poem of mourning and respect rather than anger and hate. In general, â€Å"Dulce† uses fairly vulgar and crude language, conveying his disrespect for propagandistic poets, as well as his anger at the unawareness of the dangers of war of the British public: â€Å"He plunges at me, guttering, choking, drowning.† Owen’s use of the words â€Å"guttering, choking [and] drowning†, has numerous implications and effects. Firstly, a â€Å"gutter†¦Ã¢â‚¬  represents the bottom of society, and therefore shows how soldiers dying is in fact not a respectable act, but rather an act that is hardly noticed by society. Also, the onomatopoeic sounds of â€Å"guttering† and â€Å"choking†, give an even more emphatic image of death on the battlefield, portraying Owen’s desire for the awareness of the harsh realities of war in youth culture as well as in everyday men. Finally, the fact that Owen uses three separate adjectives to describe the horrific scene, in addition to the tri-conic feel it gives, the phrase implies that Owen could not put what he was seeing into words, and therefore persuading the reader that war is simply a catastrophic, desperate excuse for a fight, sacrificing millions of men in the process. Unlike â€Å"Dulce†, â€Å"Anthem† brings out the mournful, respectful side of Wilfred Owen through the melancholy atmosphere he creates through the modulation of harsh imagery to a more resigned tone: â€Å"The monstrous anger of the guns†¦ †¦but in their eyes Shall shine the holy glimmers of goodbyes.† This dramatic contrast between coarse and frightening imagery in â€Å"monstrous anger of the guns† and the solemn melancholy in â€Å"the holy glimmers of goodbyes† is a very moving one. This is not only because the phrase refers to tears in young men’s eyes, which in itself is a saddening image, but also because it refers to â€Å"goodbyes†, forcing a more personal image of saying â€Å"goodbye† to close friends or relatives as they go to war upon the mind of the reader, again, creating a sombre mood. In addition, the end-stopped line following â€Å"goodbyes† is very effective in that it makes the â€Å"goodbye† seem all the more sudden, harsh, and hurtful. In conclusion, â€Å"Dulce† and â€Å"Anthem†, although they are both written in protest against the deceiving propaganda made by various people, they go about it in different ways. â€Å"Dulce† is an outright outrage at individuals, which we know from Owen’s draft that it was targeted at Jessie Pope, using coarse and harsh language to do so. â€Å"Anthem† on the other hand is a more solemn and moving poem, although it starts as if it were to be an outrage, before we learn that in fact, it is only grieving for the dead and their lack of ceremony, and it becomes literally, an anthem for doomed youth.