Evolution And Evolution Of Evolution - 1337 Words

Anthropologists study mankind, a better understanding of humanity as a whole species is the ultimate goal. Humans, however, are always adapting and changing to the world and environment around, which creates a unique perspective for Anthropologists. Physically and culturally, Anthropologists work to gather data through various subfields within Anthropology to adapt to the human species. Evolution would be defined as when â€Å"something† can develop from something that is simplistic to something that can adapt to the world around it and is more complex. All human beings in past and present as well as all living organisms have been part of a process of Evolution. Evolution can be viewed as adaptations, as well as growing to better advancment, evolution has taken ahold of all species throughout history. It is human nature to want to better oneself, however, the entire species adapting to overcome obstacles is a nature part of evolution. Biologically, evolution affects ev ery living organism, from the smallest atom to the largest mammal, every species on the planet benefits from the complexity of evolution. However, Anthropology and its subfields define evolution more than natural selection. Not to be mistaken with the â€Å"survival of the fittest† method that comes with natural selection. Evolution can take a complex or simple route in the ways to change the cultures and physical world around. Physical Anthropology is also known as Biological Anthropology, however, bothShow MoreRelatedEvolution And Evolution Of Evolution957 Words   |  4 Pagesthe theory of evolution. To understand why the teaching of evolution in school is important, it’s important to understand what it is, how it works, and how we benefit from its evolutionary history. Evolution is the steady development of different kinds of living organisms that have diversified from earlier forms throughout the generations. Without evolution, biology wouldn’t make sense because evolution is its key principle that connects and explains many facets of life. Evolution is a very importantRead MoreEvolution And Evolution Of Evolution1333 Words   |  6 PagesWhat is Evolution? Evolution is the modification of characteristics of living organisms over generations (StrangeScience.net, 2015); it is the gradual process of development by which the present diversity of living organisms arose from the earliest forms of life, which is believed to have been ongoing for at least the past 3000 million years (Hine, 2004). Common ancestry are groups of living organisms that share the most recent common ancestor, by which scientific evidence proves that all life onRead MoreEvolution And Evolution Of Evolution1054 Words   |  5 Pages Evolution is something that can be taken into different meanings, from the way you live. Some people can accept evolution and some can’t. The meaning of evolution is the way a different animal or species came to be, and how they are linked to a different of species that all share a common ancestor (an introduction to evolution). There is a lot of evidence to shows that evolution is can be proven like DNA Sequences, Fossil Records, Cladograms, and analogous/homologous structures, because there areRead MoreEvolution And Evolution Of Evolution1328 Words   |  6 PagesWhat is the theory of evolution? Many people who don’t understand science or Biology don’t know how to answer this question. â€Å"Evolution is the process of biological change by which descendants come to differ from their ancestors.† In our society today, there is many conflicts that exist between creationism which is the belief that a higher power created the Earth and made living things and the theory of evolution. Some people are debating whether to teach evolution in schools because theRead MoreEvolution And Evolution Of Evolution884 Words   |  4 Pages Evolution Evolution, a change in the genetic makeup of a subgroup, or population, of a species (Nowicki 10). Every living thing in the world is capable of evolving into something. Cells evolve to perform different tasks and to become stronger. Charles Darwin is the founder of evolution, he realized that species change over time to ensure survival. The future of evolution can not be predicted. Everything in our universe starts out as a single celled organism. All life traces back to three billionRead MoreEvolution And Evolution Of Evolution1079 Words   |  5 PagesEver wondered when the course of humans began or better yet if people started the way that they are? Modern humans started 200,000 years ago, but were not alway like this. The process of evolution brought us to humans. According to Evolution: The Human Story, evolution is the process by which organisms change over the course of generations. It is also compelling because ancestors can give rise to other relatives or descendants. Archeologists now know that not only humans evolved because paleontologistsRead MoreEvolution Of Evolution And Evolution2000 Words   |  8 Pages Title: Evolution Author: Annette Gonzalez December 9, 2014 Abstract: This paper will cover the topic of evolution of organisms. Evolution is the process of constant change from a lower, more simple to better, complex state (Merriam-Webster, 2014). In this essay, there are different philosophies that support the idea of evolution. For instance, there is anatomical, homology, natural selection evidence. This ideas will be explained in more detail in the body of the paperRead MoreEvolution And Evolution Of Evolution2356 Words   |  10 Pagesideology, people have started to think logically and science has come a long way. It is now believed that evolution has resulted in the changes on planet Earth and human kind was not just simply created by a ‘God’. What is evolution? What was Charles Darwin’s contribution to ideas about evolution? Biological evolution is the descent of organisms with modifications. Simply, the central idea of evolution is that all life forms which exist as of now or had existed share a common ancestor. This theory firstRead MoreEvolution And Evolution Of Evolution983 Words   |  4 PagesMost things in science all eventually lead back to one thing, evolution. Evolution has been an interesting topic since mankind could wrap its mind around the concept. Whether one believes in it or not, it is hard to deny the cold hard facts that back up how every being has changed from its original form of life. From plants to humans, everything has adapted and evolved to be able to adjust to climate changes, habitats disappearing, and new predators. All it takes is for one mutated gene to get aRead MoreEvolution And Evolution Of Evolution1154 Words   |  5 Pages EVOLUTION Evolution is a scientific theory that was first introduced in the mid 1800’s and it refers to the biological changes that take place within a population of a specific species over the course of many generations. This theory was one of the most scientifically groundbreaking discoveries of our time, and since its discovery, scientists have been working hard to find more and more evidence on the subject. Although there is much controversy on the subject of evolution, it is hard to ignore

Englands Economy A Part Of The United Kingdom - 1404 Words

ENGLAND’S ECONOMY TODAY England is a part of the United Kingdom and is border countries with Scotland and Wales. England is surrounded by many oceans which help with trade including the Irish Sea to the North West, the Celtic Sea to the South East, and the North Sea to the East. England is also home to over 100 small islands which also aide in trade and development of the economy. England and its economy also benefit from a land area of over 13,300 KM and a population of about 51,446,000 people which helps to make it one of the largest countries in the United Kingdom. England’s economy also benefits greatly from its terrain which is comprised of plains and low hills. This terrain helps make certain natural resources plentiful, including coal, petroleum, natural gas, tin, limestone, iron ore, salt, clay, chalk, gypsum, lead, and silica. England’s large amount of natural resources steadily available benefits the economy by providing materials for trade, as well as selling to other regions and co untries that do not have those resources steadily available. England’s abundance of natural resources is one of the primary reasons that the country has been so easily able to adopt and adapt to the industrial revolution easier, thus, resulting in the country prospering. England is called the â€Å"British Empire† for a very well reason; the country is home to one of the largest and most powerful economies in the world. England houses a mixed economy that has active participation andShow MoreRelatedNew Englander s Opposition Of The War Of 18121132 Words   |  5 PagesEnglander’s Opposition to the War of 1812 The War of 1812 was predominantly fought between the United States and the United Kingdom for a variety of complex reasons but most notably was caused by Britain’s inability to treat the newly-freed America as anything but a colonial body. Americans were overall outraged into war by their own government’s sanctioned trade embargoes, the impressments of seamen by the United Kingdom, and interpersonal negative sentiments that greatly restricted America’s trade with EuropeanRead MoreThe French Economy Essay1086 Words   |  5 Pagesone of the most consistently stable and developed economies in the world. France takes membership among the G8 group which is comprised of the worlds most industrialized countries. 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These Scandinavians would go on to change the British Isles in many ways. Despite the violent and negative impacts of Viking raids on the British Isles, once the Vikings settledRead MoreGlobal Financing and Exchange Rate Mechanisms Paper1465 Words   |  6 Page sprinting, minting, and distribution of the coins and banknotes to all participants and in the management the Eurozone payment system operations. The evolution of the euro began in 1946 when Winston Churchill, then Englands Prime Minister, and several other European leaders foresaw a United States of Europe. This eventually resulted in the formation of the 15-nation EU, which launched the euro. Belgium, Holland, Luxembourg, France, and Italy signed the Treaty of Rome in 1957 and formed the EuropeanRead MoreEssay on Scotland and England1186 Words   |  5 PagesEnglish to form the United Kingdom, and the Darien Venture and why it put Scotland in near-collapse and total economic devastation. 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Economic Changes of the Ju/’Hoansi Free Essays

The Ju’/hoansi started as a food foraging society, a mode of subsistence involving some combination of hunting, fishing, and gathering wild plant foods. During the early days, these people would travel long distances within a restricted territory and make seasonal moves to tap into naturally available food sources. Men and women were both equally important in work as well as necessary for survival. We will write a custom essay sample on Economic Changes of the Ju/’Hoansi or any similar topic only for you Order Now Although the men were usually the hunters and women the gatherers, it was not out of character for both sexes to do both jobs. Women were able to share the food they collected with whomever they wanted. Men on the other hand had different rules and constraints they had to go by in distribution of meat. The sharing was done in units of 25 people rather than just one family, they didn’t have to share with everyone but no one went hungry within the unit. One way of preserving large amounts of meat was to make jerky. When hunting and killing an elephant would bring many pounds of meat, it would be stored by drying it out in long strips and could be packed easily as they moved to the next camp. In the 1970’s the Ju’/hoansi were taken from their homeland, which caused a social change in their people. Jobs were given and paid for with monies. Men were given more jobs then women, which caused a significant change in the economy. Women were given welfare by the government and were isolated at their homes with nothing to do. Their purpose was diminished and they had too much time on their hands. Disease hit the people causing many deaths and tragedy. The South African Government came bringing liquor and many men fought each other, killing off their own people. The change brought to the Ju’/hoansi was a tragedy, they were not accustomed to this new way of life, nor had they been brought up by this kind of culture to be able to adjust. Some of the people went back to their homeland, never to be the same as the early days of foraging for food. They tried to shift to agriculture which called for a different understanding than what they were used to. Pre-planning and organization was needed for agriculture. The people had been hunting and gathering, which they did while traveling without planning. It was a different way of life, although some success came for a few, it was not common. Like many others of their kind, they were edged out of their traditional habitats and the foraging cultures have nearly disappeared. How to cite Economic Changes of the Ju/’Hoansi, Papers

Hrm Pqhrm free essay sample

Link is a leading pharmaceutical company which has the head office in Colombo and also there are 7 branches all over the island. Over 200 workers are employed and Mr. Ravi Fernando is the training manager who has over 10 years experience in this field. He handles all the product training and also for training ,the company is known to spend heavily. These training included overseas training amp; other out sourced training programs. However , when new CEO Mr. Dylan Perera Joined the company Ravi Fernando had to justify this big amount of training cost and he was asked to provide a detailed report. He tried his best but he was failed in the same. CEO Dylan Perera wasnt satisfies as Mr. Ravi was not able to prove worthiness of his training programs at all. He has no any written records or at least the members couldnt explain what therere gained from the training. It was totally failure. Anyway Dylan is prompted to the forthcoming training schedule for 2009. My role as a consultant would be to identify * The key issues in the case that could have caused this situation * What has Ravi missed in his role as training manager and how that has led to the current problem * Suggestions and strategies which could be implemented In my report from here on it can be found recommendations and suggestions which can be implemented. 1) The key issues in the case that could have caused this situation Care-Link is a leading pharmaceutical company and Mr. Ravi Fernando is the training Manager of Care-Link. Ravi has done a great job in training and development of the company but it failed. The training outcome was not up to expectations. That is the biggest question. Issues in the case that could have caused this situation is as follows, * Spend a lot of money In this case Mr. Ravi spend a lot of money on training programs without onsidering whether those trainings are useful for the employees and effective for the success of the organization or not. Even though some aspects might not be measurable, there are measurable ways to determine if the money was spent wisely. Organizations have traditionally treated training as a cost and expense. When training has a sufficient payback, it can be viewed as an investment, not an expense. We have to identify the training need well and then to design the training program because it’s a huge waste if we spend a lot on unnecessary training programs. Before spending time and money, its better to follow a systematic process to first determine if training is a potential solution – and if it is, then we should develop a training program. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. That’s why in this case CEO Dylan Perera prompted to request a total plan for training initiatives before he approves any money for training during the year. * Objectives (training goals) set by the trainer, rather than the trainees Training objectives should set by both trainers and trainees up to their expectations. Here in this case Mr. Ravi decides on his own who are to send outsourced training and who are handling by himself. Effective trainers should be good communicators. He should have discuss with the employees before he sets the training objectives. Care Link’s practice was just to be nominated by the training division for training program actual need of the training should come up in the employees end due to gain a new knowledge or to fill a gap of required competence. Here the employees don’t have any opportunity to rise up with their own requirement of trainings. If the employees too have that opportunity it would be much easy to training division to build up training calendar and the budget on that to fulfill the real requirement of the raining. * A failure to identify the specific needs of employees and for employees to own their own development needs. Training is not the panacea to what ails every worker or every company. It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. An identified training need pinpoints an area where change is required. Learning objectives specify what a person will be able to do differently as a result of training. The clearer the picture of what you want to achieve in a training session, the easier it becomes to plan the means and the greater the prospect of achieving success. Ineffective training adopts a scattergun approach, rather than pinpointing the target. Effective training designs are characterized by objectives which state clearly what the trained person will be able to do when back in the workplace. No accurate method to evaluate the training program In this case there was no specific method to evaluate the training program. When CEO asked the training manager Ravi, to justify the high training expenditure during the year and show more accurate proof other than a verbal explanation, he was failed to prove it because he never know an accurate method to evaluate the training program. Because companies have made large d ollar investments in training and education and view training as a strategy to be successful, they expect the outcomes or benefits related to training to be measurable. Therefore * To identify the program’s strengths and weaknesses. * To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job. * To identify which trainees benefited most or least from the program To gather data to assist in marketing training programs. * To determine the financial benefits and costs of the programs. * To compare the costs and benefits of training versus non-training investments. * To compare the costs and benefits of different training programs to choose the best program. Training programs should be evaluated. (see Attachment 01 for Evaluation Process) * Little or no support is given from upper management. The essence of a training need, then, is a gap between what exists and what is needed in order to meet or exceed the customer’s demands. One of the best payoffs from needs analysis is management involvement in training. Managers must play an active role in the diagnostic process and have a sense of ownership of the training event which results. When training is conducted at arm’s length from management, little can change. * No record on expenditure. There should be a record on overall expenditure of the training programmes. It should refer to the overall administration of the program. Cost could be classified in two areas, fixed cost like Trainer’s salary and accommodation cost and the variable costs like Training Material, venue and the necessary arrangements at the venue, food or snacks, transport and installation of training r equipments even though the variable cost is hard to measure it’s a must to measure the cost for the training to maintain the balance of the expenditure. Here the training Manager has failed to justify the high expenditure during the year 2008. That is due to the poor cost managing and not budget the training needs for the year ahead. Training budged which is setting in the beginning of the year should be accurate and well defined. 2) What has Ravi missed in his role as training manager and how that has led to the current problem Training managers have the primary responsibility of working with line managers to identify and meet personnel training needs. The training manager should establish training and entry-level requirements for key training positions and implement programs to select and develop training personnel. The training organization should exhibit a strong desire to meet the training needs of the line organization in both its approach to day-to-day activities and its long-term strategic planning. The training organization should help line managers, supervisors, and personnel recognize that training strengthens personnel and facility performance. A training managers supporting responsibilities may include the following, * Maintain training programs current. * Monitor instructor performance to verify training is conducted as outlined in approved training materials and in a manner that motivates personnel to learn. Verify that the training staff has obtained and is maintaining their technical and instructional knowledge and skills. * Develop training programs according to approved methodology. * Track training commitments to outside organizations such as the state and federal regulators, and assist line management in meeting these commitments. * Develop training program and trainee status reports for line managers, and assist line managers in identifying and resolving human performance issues. * Track current industry training issues. * Solicit line managers involvement when training commitments or needs are not being fulfilled. Work to establish mutual trust and cooperation between the training organization and all facility personnel. * Develop improved methods to meet training and facility objectives and goals as required. * Develop training policies that establish guidelines for all training functions. * Assist line management in identifying potential training needs based on facility and industry operating experiences. * Initiate and help prepare long-range objectives for the training organization that are consistent with corporate, facility, and training policies, and develop a system for verifying implementation of the actions needed to meet the objectives. Training managers should verify that employees participate in training and that training meets the employees needs. Here in this case there was no proper policy of training and development it’s the training managers duty to suggest a training policy for the organization. Mr. Ravi should have discuss with the top management about to make a good policy of training on behalf of the employees who needed the training. Training policies and procedures should support the accomplishment of the training mission, goals, and objectives by providing general guidance and detailed directions. Policies typically describe the conditions that guide the decision making process (i. e. , thoroughness, prudence, openness, and responsiveness). Procedures describe how specific tasks will be accomplished. And also The training manager of Care-Link Had no confidence with his training programs. When the CEO Dylan Perera was not satisfied with just verbal remarks and pushed Ravi to show more accurate proof on what he says, this was pressurizing Ravi to an extent that he was even thinking of leaving the company. This is because of his lack of confidence. Effective Training Manager should have good Confidence on what they train. Managing a training department offers a variety of roles that uncovers natural abilities and potential, while offering specific areas for development. Mr. Ravi Fernando as a experienced person in the pharmaceutical field , might be assuming him as a excellent facilitator of Training programs ,that why he himself handled all the products trainings but he should have understand as per the changing marketing requirement everything has to be changed by and by to meet up the market requirement. Should have seek opportunities to advance somewhere, and develop the strategic plan in accordance to that and then it should be linked the Training plan. Training Manger should be open minded to improve his skills or knowledge in areas which is related to the business and to the training requirement. Training Manger should be Responsible, reliable and accountable, ethical and able to instil a clear sense of purpose in others, Here in the Care Link people doesn’t get a chance to request trainings to fill their competency gaps, and the accountability wasn’t there as the case study views that Mr. Ravi himself failed to explain on what he has done in last year. If Mr. Ravi’s Character has heighted as a Problem solver, dealing with practical, people and problems, they would meet up best results than this. And of cause excellent consultancy skills should be there in his character as a training manager but case study not view any of the situation he has conducted due to understanding the internal customer requirements.. 3) Suggestions and strategies which could be implemented Care-Link company faced a lot of problems due to Ravis misconduct in his training programs. To make training and development more effective within your organization. Following suggestions and approaches will make companys employee training more effective and transferable; their application will result in measurable differences to organizations bottom line performance. * Make sure the need is a training and development opportunity. Do thorough needs and skills analysis to determine the real need for employee training and development. Make sure the opportunity you are pursuing or the problem you are solving is a training issue. Create a context for the employee training and development. Provide information for the employee about why the new skills, skill enhancement, or information is necessary. Make certain the employee understands the link between the training and his job. You can enhance the impact of the training even further if the employee sees the link between the training and his ability to contribute to the accomplishment of the organizations business plan and goals. Its also important to provide rewards and recognition as a result of successful completion and application of the training. Provide training and development that is really relevant to the skill you want the employee to attain or the information he needs to expand his work horizons. You may need to design an employee training session internally if nothing from training providers exactly meets your needs. Or, seek out providers who are willing to customize their offerings to match your specific needs. It is ineffective to ask an employee to attend a training session on general communication when his immediate need is to learn how to provide feedback in a way that minimizes defensive behavior. The employee will regard the training session as mostly a waste of time or too basic; his complaints will invalidate potential learning. * Favor employee training and development that has measurable objectives and specified outcomes that will transfer back to the job. Design or obtain employee training that has clearly stated objectives with measurable outcomes. Ascertain that the content leads the employee to attaining the skill or information promised in the objectives. With this information in hand, the employee knows exactly what he can expect from the training session and is less likely to be disappointed. He will also have ways to apply the training to the accomplishment of real workplace objectives. * Provide information for the employee about exactly what the training session will involve, prior to the training. Explain what is expected of the employee at the training session. This will help reduce the persons normal anxiety about trying something new. If she knows what to expect, she can focus on the learning and training transfer rather than her potential discomfort with the unknown. * Make clear to the employee that the  training is his/her responsibility and he/she needs to take the employee training seriously. She/he is expected to apply herself/himself to the employee training and development process before, during, and after the session. This includes completing pre-training assignments, actively participating in the session, and applying new ideas and skills upon returning to work. * Make sure that internal or external training providers supply pre-training assignments. Reading or thought-provoking exercises in advance of the session promote thoughtful consideration of the training content. Exercises or self-assessments, provided and scored in advance of the session, save precious training time for interaction and new information. These ideas will engage the employee in thinking about the subject of the session prior to the training day. This supplies important paybacks in terms of his interest, commitment, and involvement. As the Care link in a serious situation in having a proper Training and development policy, better to have climate survey among the employees of the company, which will provide all the information on the expectations and thoughts of the employees, then as per the requirement of internal and external customers the training division can buildup training policy. Policy statements and procedures should be developed on topics such as the following, * Analyzing tasks, designing and developing training materials, implementing and evaluating the effectiveness of training activities. * Identifying personnel qualification and training needs according to position descriptions, job assignments, previous education, training, and experience * Assessing the level of expertise of subcontract personnel and temporary employees performing work at the facility. * Pursuing job-related education activities. * Handling of individuals whose performance is marginal or unsatisfactory during training (i. . , remedial training) * Describing training department and line organization responsibilities for the training and qualification of facility employees. * Incorporating into training lessons learned from facility and industry operating experiences. * Conducting consistent training and evaluation in the classroom, laboratory, simulator, and on-the-job training. * Co mmunicating between training and line managers (e. g. , curriculum committees, peer review groups) * Maintaining training records of personnel training and performance. * Controlling and administering tests to maintain evaluation integrity. Training and qualifying instructors. * Scheduling of training activities and determining makeup requirements. * Maintaining control of training equipment. * Exceptions. * Facility evaluation criteria. * Vendor short courses or use of vendors for training. Training procedures should describe the types of training and training programs to be conducted, training program prerequisites, and the training audience. The procedures should clearly indicate the training needed for each job position and the sequence in which it is to be completed. The procedures also may reflect the facilitys division of labor policies, position descriptions, and work assignment practices. CONCLUTION It is incorrect to assume that the problems facing every organization can be cured by â€Å"providing training. † In fact, only continuous learning, not training alone, can have an impact upon workforce productivity, but for a company to be successful in its learning interventions, it must know what it wishes to accomplish, give the proposed intervention time, energy and resources it needs to succeed, and ensure that there is a strategy into which the intervention will fit. Finally, there must be reinforcement, performance monitoring and evaluation. Company should spend money on training wisely and that means making sure that there is a real need, that there are training objectives in place and that the learners will actually use what they have learned, immediately, back on the job. Then, your investment in training can actually pay huge dividends. Effective training and development helps employees to reach their full potential whilst providing the organization with the skills and capabilities it needs for the long term.