Mozart free essay sample

Wolfgang Amadeus Mozart Wolfgang Amadeus Mozart was born on January 27th, 1756; In Salisbury Austria. Born with the full name Johannes Chromosomes Wolfgang Audiophiles Mozart, he quickly shortened it to Wolfgang Mozart by his early teenage years. His father, Leopold Mozart, was the assistant concert master in the Salisbury royal court. While his mother, Anna Marl Pertly, was born Into a family of wealthy community leaders. His sister Maria Anna, was given the knick;name of Manner.By mimicking her playing on the harpsichord, Mozart developed a strong concept of chords, until he was also playing alongside of her. Mozart started playing the violin when he was four years old, and was composing his own music by his fifth birthday. When Mozart became SIX, and when his sister was eleven, Mozart father started on their tours across Europe to showcase the duos young prodigal talents in 1762. They stopped in Paris, London, The Hogue, as well as Zurich. We will write a custom essay sample on Mozart or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When Manner became of age to marry, Mozart obtained the shot that kick-started his career. When Mozart became thirteen, he was appointed assistant concertmaster with a small salary In the Salisbury court. With this he was given the opportunity to compose symphonies, string quartets, sonatas, serenades, and a few operas. During his tours with his father, he held a meeting with Johannes Bach, who was Interested with the young prodigy. They quickly became teacher and pupil. But at times, roles would switch. The lowest point of the trip was when Mozart mother died on July 3rd, 1778. However, the sixth year after 1784 became the most promising for Mozart, in which e appeared in 22 concerts. During this time he composed many famous pieces Including The Coronation Mansard the Clarinet Concerto In A minor, as well as many minor pieces for soloists. However, this time had to come to an end. With the poor salary, he complained his troubles to the Salisbury ruler, which inferred an abrupt striping of his title and an immediate exit of Salisbury court. He moved to Vienna and worked as a freelance Musician. After a while, money began to run out, HIS father pleaded for a position for his son, and after a while, Mozart was soon back in is old position, but settled in Vienna.Mozart met Castanet in 1781, He was under suspicion to marry her by the end of the year. He denied the idea for a while, but he was asking permission of her father by December 1871. They announced the marriage In January 1782 and by August 4th, 1782, they were married In the royal court. The couple settled down in a lavish apartment in Vienna. They had six children, but only two survived past infancy, Karl Thomas and Franz Xavier. During the period from 1790 to 1791, Mozart composed many of his most famous pieces.The pear The Magic Flute, the final Plano concerto In B;flat, the Clarinet Concerto In A minor, and the unfinished Requiem to name a few were written during this time. In 1791, Mozart conducted the Prague for the premier of the opera La clemency did Nas not to be. Wolfgang Amadeus Mozart died on December 5, 1791 at age 35. The record lists the cause as severe military fever, a mustard seed rash was mentioned to be on his body during the funeral. Mozart, with all of his achievements, was buried in common grave after the mundane funeral in which few mourners attended.The one song that was left behind unfinished was the famous Requiem. He wrote this on his death bed, with the quill in his hand as he died. Wolfgang Amadeus Mozart influenced many people and social circles in which he Nas involved in. He influenced the musical world by introducing the Basset clarinet and the Piano into major orchestras and symphonies. Mozart was considered one of the greatest composers of all time. According to Bio. Com, His music presented a bold expression, often times complex and dissonant, and required high technical mastery room the musicians who performed it. Mozart free essay sample Something miraculous hovers above the music of Mozart. His elegant writing and his rich instrumental colors sound effortless. This deceptive simplicity is the secret of his art. Mozart was born in Salisbury, Austria, the son of Leopold Mozart, an esteemed composer-violinist at the court of the Archbishop of Salisbury. The most extraordinarily gifted child in the history of music, he started to compose before he NAS five, and, with his talented sister Manner, performed at the court of Empress Maria Theresa at the age of six. By age thirteen, the boy had written sonatas, concertos, symphonies, religious works, and several operas. The high-spirited young artist rebelled against the social restrictions imposed by the patronage system and at twenty-five established himself in Vienna as a struggling freelance musician. In 1782, he married Constance Weber, against his domineering fathers wishes. He reached the peak of his career in the late sass with his three comic operas (The Marriage of Figaro, Don Giovanni, and Coos fan tutee) on librettos by Lorenz dad Point. We will write a custom essay sample on Mozart or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Although in or health, Mozart continued to produce masterpieces for the Viennese public, including his Clarinet Concerto (he was one of the first to compose for this new instrument) and his final opera, The Magic Flute (1791). With a kind of fevered desperation, he then turned to the Requiem Mass, which had been commissioned by a music-loving count. There are Indications that Mozart became obsessed with the notion that this Mass for the Dead was Intended for himself and that he would not live to finish it. He died on December 4, 1791, shortly before his thirty-sixth birthday.Mozart is revered for the inexhaustible wealth of elegant and sinful melodies. His instrumental music combines a sense of drama with contrasts of mood ranging from lively and playful to solemn and tragic. His orchestration Is colorful, and his development sections full of chromatic harmonies. HIS symphonic masterpieces are the six written in the final decade of his life. In chamber music, Mozart, Like Haydn, favored the string quartet. His last ten quartets are some of the finest In the literature, among them a set of six dedicated to Haydn. Mozart free essay sample Wolfgang Amadeus Mozart is one of the greatest music composers who ever lived. His name and the word genius are often bandied about together by music writers and critics and many would argue rightly so. Mozart had a fantastic ear for writing a catchy melody with perfect orchestral arrangement. His compositions have a rich and distinctive sound; it can be said that in his brief 35 years of life that he wrote a masterpiece in every genre of classical music without much apparent effort. Mozart had an innate comprehension of music that lead him to be one of the most evolutionary composers of all time.Mozart innate musical genius can be observed In records of his early life, In his compositions, and In scientific studies, Mozart began showing his talents when he was Just three years old. He composed his first piece of music at age five; he had his first piece published when he was seven; and he wrote his first opera when he was twelve. We will write a custom essay sample on Mozart or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By the time Wolfgang was 6, he was an excellent pianist and violinist. Mozart father began touring Mozart and his sister not Just locally, but also internationally! During their trip to London, Mozart abilities were tested scientifically. In a famous report written by Dales Barrington, we learn about Mozart extraordinary talents. Barrington brought a manuscript, never before seen by Mozart, which was composed with 5 parts with one part written in an Italian style Contralto clef, and set it in front of the young Mozart, Just 8 years old, sitting at the keyboard. Barrington writes: The score was no sooner put upon his desk, than he began to play the symphony in a most masterly manner, as well as in the time and tile that corresponded with the Intention of the composerImpressed by Mozart performance, Barrington requested to Mozart to Improvise and perform a Love Song in operatic style that Barrington famous opera singer friend, Amazons. Would choose to perform. Barrington again writes: [Mozart] began five or six lines of a jargon recitative proper to introduce a love song. He then played a symphony It had a first and second part, which together with the symphonies, was of the length that opera songs generally last: if this extempore composition was not amazingly capital, yet it as really above mediocrity, and showed most extraordinary readiness of invention.Again, an Impressed Barrington made a salary request to Mozart, only this time to perform a song of Rage. Mozart, again, presented a similar performance, except he beat his harpsichord like a person possessed, rising sometimes in his chair. Afterward, Barrington had Mozart complete a series of difficult keyboard lessons. Barrington once again writes of Mozart: His astonishing readiness, however, did not arise merely from great practice; he had a thorough knowledge of the fundamental reminisces of composition, as, upon producing a treble, he immediately wrote a base under It, which, when tried, had very good effect.He was also a great master of modulation, and his transitions from one key to another were excessively natural and judicious (Deutsche) upon listening, Mozart music has an air of inevitability or rightness. Yet, it also manages to possess an air of unpredictability. This is another paradox of Mozart. It is unpredictable due to its complexity and depth, and familiar due to Its subtlety and prefect proportion. It Is the perfect proportion which makes act that the melodies are logically placed to fit the harmonies or the fugal form can make them sound forced and at times artificial.The melodies dont come naturally, but are logically placed. With Beethoven, the extremes in dynamics or orchestration can also often sound forced and artificial. One may say that Bach was willing to sacrifice melodic grace for complex harmony and counterpoint, and Beethoven for dynamic power. Mozart however sacrifices nothing, for the music Just comes naturally. For example, in the Art of Fugue, Bach manages to logically work out a home which achieves harmonic coherence when used in several different contrapuntal forms.The angularity and the forced nature of the melodies however do suggest that they are logically worked out so that they fit the harmonies in such contrapuntal forms. In effect, the themes play functional rather than independent melodic roles. However, in the finale of Mozart Symphony no. 41 in C Major (K. 551), Mozart introduces several independent melodies, and then unexpectedly combines all of them together in the coda. All this seems so effortless and natural, that the unnatural complexity is lost in us. Unlike Bach, Mozart has not logically forced melodies to fit the harmony or structure, but has simply created several independent melodies that fit together perfectly in what is perhaps the most brilliant show of contrapuntal combination in the history of music. Mozart ability to create complex music in such subtle ways reveals another of his qualities: his ability to achieve what he sets out to achieve using the minimum number of notes. His music is incredibly economical. He seemed to know exactly what to put in, as well as what to leave out.Whereas Beethoven creates a dramatic effect with deviations from harmonic law, extreme dynamics, deliberate dissonances, and a large number of voices, Mozart can create an effect as dramatic without going to extremes in dynamics, dissonances, or number of voices. An example is his Symphony no. 40 in G Minor (K. 550), in which Mozart creates deep passion and emotion while containing the music within limits he never breaks the rules of harmony, the dynamics never go below piano or above forte, the dissonances are all contained within tonality, and the orchestra is small.Mozart music manages to achieve complexity and drama without going to extremes. The accounts of Mozart musical ability are unbelievable. He could write down a piece of music while thinking out another in his head. He would often think out a piece and write down the individual parts before compiling a full score. Already as a very young child he was improvising fugues and composing substantial pieces. The only composer who comes near to Mozart as a child prodigy is Mendelssohn, who composed the overture to A Midsummer Nights Dream as a teenager. HoweverMendelssohn failed to develop much further, and although his music reveals an excellent sense of proportion, harmony, and passion, he lacks the complexity and subtlety which Mozart has over other composers. Amazingly prolific, Mozart composed over six hundred large-scale pieces, as well as many unknown works and fragments, in his tragically short life. Furthermore, he conquered virtually every medium with his music. And all this seemed effortless: in a letter to his wife, Mozart tells her about how he wrote an aria one afternoon out of sheer boredom!To top it all if, his music shows little correction, and he composes at amazing speed. Whereas Beethoven would spend months or years on a piece, Mozart would spend hours, period of six weeks. So what can be concluded about Mozart? From what I have provided, it is difficult not to be amazed by him. To me, his music represents the attainment of musical perfection. It transcends the music of other composers. If I Mere to make a list of great composers, relatively high on the scale would be the epic greats, such as Haydn, Mendelssohn, and Tchaikovsky.

Cloning to Revive Extinct Species essays

Cloning to Revive Extinct Species essays Good morning class, today I will be speaking to you about the topic on Should cloning be used to revive extinct species? I say no. Unnecessary , irresponsible and rash are the words that spring to my mind when this question is asked. How can man consciously play god, and unrelently contiunue to attempt to revive extinct species via cloning, when undoubtedly he has seen his mistakes in the past and continue to do this for his own benefit? Dolly is the most famous sheep in the world. She looks much like any other sheep, but she has been cloned from another adult sheep. Her announcement in February 1997 led to an unprecedented media circus which caused as much confusion as it shed light. The attention focused mainly on speculations about the possibility, or otherwise, of cloning humans but also speculations of cloning extinct species But it does prompt us to ask questions about the way we are using animals with new technology, and the kinds of assumptions we make. Cloning had already been done to a limited degree by splitting embryos, mostly in cattle, and raised ethical and welfare concerns in the process. But assuming it could be applied more widely in the fact of reviving extinct animals, many more issues can be brought up. Tell me, for what benefit would cloning extinct species bring to our society? To you perhaps? Yes, perhaps you could say, the animal would have another chance at life, but what is the real reason we want to do it? For our own COMFORT of course, knowing that if we can kill of a species, perhaps we can just bring it back again. Bingo. I see attempting to revive exctinct species as a direct misuse of research and conservation funds which would better be directed elsewhere. It is terrible that now, the government is not even paying attention to the present state of the environment enough, and now they are thinking about cloning dinosaurs and mammoths from 44 thousand , to 44 million years ago. Society ...

A Journey from Paper to Paperless Office Essay Example | Topics and Well Written Essays - 1000 words

A Journey from Paper to Paperless Office - Essay Example 635- 650; 2005; Dos Santos & Wright, pp.53- 64; 2001; Miesing, pp753-770, 2003; Salmon, pp.491-502, 2000; Scifres et al., pp247-250, 2003). For example, Cohen and Lippert (pp745, 2005) commented that computer-based workflow "may be useful for skills-based training but may not be useful for creative-thinking workflow or general paperless workplace." Thus, several researchers have suggested that rather than replacing traditional with on-line workflow, the benefits of both traditional and paperless techniques could be realized through mixed-mode workflow in which face-to-face business but paperless workflow which is enhanced by using the Web (Bigelow, pp. 635- 650; 2005; Bilimoria, pp.232-243, 2006; Dos Santos & Wright, pp.53- 64; 2001; Human et al., pp.584- 606, 2005; Miesing,pp753-770; 2003; Parikh & Verma, pp. 27- 46, 2002; Salmon, pp. 491-502, 2000). Such a mixed mode of interaction usually consists of traditional workplace workflow augmented by using a web portal that enables emplo yees to--among other things--continue discussion of project concepts and cases outside the workplace (when travelling etc) using a bulletin board; conduct group work on-line through chat rooms; take tests on-line; and access office files, collaborate and communicate, video/voice conference on-line (e.g., Bigelow, pp. 635- 650; 2005; Dos Santos & Wright, pp.53- 64; 2001; Fredickson, pp.67-77, 2005; Shrivastava, pp.691-702, 2005). Specifically, a firm that operates as an intelligent ... services to clients; creates a collaborative culture that encourages sharing and learning; and deploys technology solutions that help eliminate repeatable processes, capture knowledge, enhance client communications, and attract and retain the most talented professionals. Researchers have argued that "paperless workplace in particular, could benefit from the use of some of these technologies" in conjunction with traditional methods (Bilimoria, pp.232-243, 2006; Dos Santos & Wright, pp.53- 64; 2001: 53; Salmon, pp. 491-502, 2000). Transferring administrative and purely informational aspects of workflow to the web portal frees up office time for employees to work on interpersonal and communication skills, which are critical to success in project completion, which have been found to be best developed through face-to-face traditional methods (e.g., Bigelow, pp. 635- 650; 2005; Dos Santos & Wright, pp.53- 64; 2001; Scifres et al., pp. 247-250, 2003). The use of a web portal as a supplement to traditional management projects has also been found to increase employees' participation in discussion of cases and project concepts and to lead to more thorough and higher quality discussion than in traditional workplaces alone (Bilimoria, pp.232-243, 2006; Dos Santo s & Wright, pp.53- 64; 2001). Paperless workplace researchers have also demonstrated that by encouraging an active workplace environment in which employees communicate virtually and asynchronously, the use of a web portal can help develop technological and communications skills that enable employees to increase their productivity and get more comfortable with computers in the workplace" (Meisel & Marx, 2005: 719). A web portal can also be used to reduce the number of in-office lectures and face-to-face group meetings in a

Management - Entrepreneurial Managers Term Paper

Management - Entrepreneurial Managers - Term Paper Example In such an environment, the competitive advantage of a business or manager may be insufficient. This indicates that mangers need to have an extra skill or advantage. Entrepreneurial skill is an essential skill that managers need to have. This essay will seek to establish why managers in modern organizations need to become entrepreneurs. An organization cannot dispense its duties without a manager. This proves that mangers are critical for the existence of an organization. However, critical role of mangers might be organization requires managers who have relevant entrepreneurial skills. Management revolves around management ideas and theories. An effective manager is therefore, expected to have sufficient of such knowledge. In addition to the knowledge, a manager is expected to bring innovations into the business. Their role therefore, involves discovering new ideas that are based on proved management knowledge. Ideas and innovations are critical to organizations. However, they are in sufficient to sustain an organization in the modern, competitive business environment (Bade, Michael, 2001). By becoming entrepreneurs, mangers will be able to apply their knowledge and innovations to produce useful products and services. Application of established knowledge and innovations creates competitive advantage of a business. ... The future of a business is therefore, essential for its existence. Managers are trained to produce working solution to immediate business problems. This implies that manager operate to attain short-term goals and objectives in an organization. Although short-term goals and focus is essential in an organization, long-term planning is of equal importance. Unlike managers, entrepreneurs focus on long-term objectives of a business organization and their implications to the business. Entrepreneurs therefore, conduct a business with long-term objectives and plans. An entrepreneur will focus on how a new product will create a breakthrough in the market while a manager will be concerned with the improvement of existing products. The two roles are important to a business however, the role played by entrepreneurs is of greater importance since it includes the other role. Acquiring entrepreneurship skills will enable managers to balance the two roles within an organization. Becoming an entrepr eneur will also enable managers to have long-term objective for the business. The main duty of an entrepreneur is to organize other factors of production and such roles involve taking of risks (Hirshleifer & Hirshleifer, 2005). Entrepreneurs therefore, expect a reward for the risks they assume. On the other hand, managers have the responsibility of ensuring that things in an organization are running according to the plan. Managers therefore, work according to a preset strategy or plan. Unlike managers, entrepreneurs are capable of varying their working strategy to cope with their expectations. Entrepreneurs are flexible in their duties and operations. Flexibility is an indispensable quality in modern business environment due to the unpredictability. Becoming entrepreneurs will

Literary Canon Definition Essay Example for Free

Literary Canon Definition Essay A literary canon is a classification of literature. It is compromised of literary works that share similar or related characteristics and are considered to be the most important of a specific time frame or place. The process in which a work is canonized is completely subjective. And just as the judgments and opinions of people change over time, so do literary canons. The status a work receives when it is entered into a literary canon is based on its relevance to the time period. Therefore a social change such as the feminist movement can determine what works are added and removed from a literary canon  Both the works of Gail Godwin’s â€Å"A Sorrowful Woman† and Karen Van Der Zee’s â€Å" A Secret Sorrow† were composed during the rise of feminism. However, the perspective of woman each work has varies greatly. â€Å" A Secret Sorrow† reflects the stereotypical view of woman that the feminist movement so strongly opposed. The view that woman are child bearing objects and should complete the role of the traditional housewife is irrelevant to the social changes happening during time period. In stark contrast, â€Å" A Sorrowful Woman† is written about a woman who is weary and unsatisfied with her role as a mother and child. She even goes as far as to detach herself from her family and isolate herself into one room. This perspective ties closely with way many women felt during the time period when feminism was rising. Thus its social and historical relevance to the time period makes â€Å"A Sorrowful Woman† a much better fit to be entered into the literary canon.

How does Miller show his ability to build up tension in this extract? E

How does Miller show his ability to build up tension in this extract? (page 50 "How about some grape juice" - page 52 "the court did not know him Annie!) Throughout the play "all my sons" Miller thoroughly expresses his ability to change and strengthen our emotions and develop tension between characters. I found this effect of tension particularly evident in this extract, a discussion between George, Chris and Annie. Due to past history, we already know that feelings between Chris and George are going to be "on edge". It appears that tension is already apparent in the first few lines although the overall atmosphere appears fairly mellow and laid back: "How about some grape juice? Mother made it especially for you" -Chris George replies with forced appreciation, perhaps indicating that he doesn't really want to be there. The argument between Chris and George doesn't actually begin until George states: "When you make suckers out of people once, you shouldn't try to do it twice." I believe this hurtful remark against Chris is in view of his father. By ...

Hrm- Evaluation of Training

International Research Journal of Finance and Economics ISSN 1450-2887 Issue 37 (2010)  © EuroJournals Publishing, Inc. 2010 http://www. eurojournals. com/finance. htm Methods of Evaluation: Training Techniques Mahmoud M. AL-Ajlouni Assistant Professor, Deptt. of Business Administration Irbid National University, Irbid Jordan E-mail: [email  protected] com Salah M. H Athamneh Assistant Professor, Deptt. Humanities Jordan University of Science and technology Irbid, Jordan Abdulnaser A.Jaradat Assistant Professor, Deptt. of Marketing Irbid National University, Irbid, Jordan Abstract The Evaluation of any training programme has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved.The analysis of the information is the concluding part of any evaluation programme. The analysis of data should be summarized and then compared with the data of other training programmes similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in this future training programmes, to stop short of completion of the training systems design methodology, by avoiding the evaluation,our training effectiveness is reneging on our commitment to our students.The future requires more precise, reliable evaluation strategies, we like to think of training effectiveness evaluation in the same way that we think of surveillance tests in the plant, we perform training effectiveness evaluations to ensure our programmes work effectively. Keywords: Training Programme, On –the-Job-Training, Off-the-Job-Training, Training Techniques,Evaluation Methods. IntroductionIn the modern computer era training has gained the reputation of dynamic concept wh ich needs to be understood in that perspective most of the modern organization which do not respond to the dynamic change that are seen in changed environment may well fail to respond to the needs of organization and people. Hence organization virtually needs to aspire to respond to the change in the environment. International Research Journal of Finance and Economics – Issue 37 (2010) 57 These changes may be concerned with organizational or individual behavior may be concerned with the structural change.Training is one of most important and effective means of bringing about change in an organization. Training is system which feed the needs. Skills. And knowledge of the people working in the organization†¦ these skills and knowledge are acquired to fulfill a specify purpose or goal. Concept of Training Training has been defined by a number of scholars and trainers like Change agents. Some of the definitions are as follows: According to Fllippo:† the act of increasi ng the skills of an employee for doing a particular Job† can be termed as training. Similarly Steinmetz has observed. â€Å"Training is a term process utilizing a systematic and organized procedure by which non-personnel learns technical knowledge and skills for a definite purpose†. 2 From the above definitions it can asserted training is a technique concerned with the development of skills and knowledge in particular actor discipline. Training enhances and improves person’s skills. Imparts knowledge to change person’s attitudes and values towards a particular direction. William G. Torpey has defined training as â€Å"the process of developing skills. Habits.Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees in their present government positions as well as preparing employees for future government positions†. 3 The above definition of training is based on assumption that all training is not necessary and al l training is not beneficial. Training is a technique which properly focuses and direct towards the achievement of particular goals and objectives of the organization. Hence identification of training needs is first and probably the most important step towards the identification of training techniques.The process of identifying training needs is carefully thought out programme that needs to be carried out with sensitivity because success of a training programme may be crucial for the survival of the organization. Objectives of training must be determined to pave way for the assertion of proper techniques of training. Training is imparted to people in organization with certain defined objectives and goals. However it must be remembered that the goals and objectives of organization differ to a great extent. Hence the defined objectives of a training programme should be assessed in the light of the goals of that organization.In 1944. Assheton Committee stated the objectives of training in the following manner: 4 (a) It endeavors to produce a civil servant whose precision and clarity in the transaction of business can be taken for granted. (b) It helps attuning the civil servant to the task he is called upon to perform in a changing world. It in other words helps him to adjust his outlook and methods to the changing needs of new times. (c) It saves the civil servant from becoming a robot like mechanically perfect civil servant. He is made aware of his work and the service that he is required to render to his community. d) It not only enables an individual to perform his current work more efficiently but also fits him for other duties. It develops in him capacity for higher work and greater responsibilities. (e) It pays substantial regard to staff moral as latter have to perform tasks of a routine character throughout their lives. Bhagwan and Bhushan have also identified the following objectives of training: 5 (a) For the performance certain peculiar activities per taining to the government training plays a significant part. 58International Research Journal of Finance and Economics – Issue 37 (2010) (b) Training helps the employees to become people oriented and inculcates in them respect and regard for general public. (c) It broadens the vision and widens the outlook of the employees by explaining to them to make substantial contribution towards realization. (d) It is vital to a career service. It lists them for advancement which is assured to the employees when they join the government service at young age. (e) It improves the lone and adds to the quality of organization.Since it enhances the efficiency of the employees and develops their capacities. The efficiency and prestige of the department goes up. (f) It fosters homogeneity of out look and esprit de crops in the employees. Identification of Training Needs Training is a specialized function. Hence trainer must know exactly what is required from the training programme in accordanc e to the identified tools framework techniques processes are identified in designing and implementing efficient effective timely and productive training programmes for those who require it.Training needs also determine the nature of training program. Formulation of training program includes those factors that are related to the evaluation of the program in terms of techniques and skills can be properly considered. Any training program must take into consideration three fundamental behavioral aspects:Organization, people, and environment as far as organization are concerned their survival rests on a certain minimum achievement of goals and objectives which are pre defined to customers owners. Employees. etc. ll these factors are continuously interacting with the organization whose objectives and goals have been formulated so to benefit the members of the organization intermittently The second assumption that needs to taken into consideration is the fact that these objectives can be a chieved only through harnessing the abilities of its people. Releasing potential and maximizing opportunities for development. In others words. The achievement of objectives and goals can be effectively and effectively achieved only if people within the organization possess adequate skills and abilities.If they do not possess the skills and abilities required. the objectives and goals cannot be achieved effectively and effectively achieved only if they do not possess the skills and abilities. if they do not possess the skills and abilities required. The objectives and goals cannot be achieved effectively and efficiently. Hence proper assessment of the abilities and skills of the employees must be considered before any training programme is be formulated . The third assumption is to assess the capability potential of the employees. The people who are engaged in the accomplishment of goals and objectives.In the new perspective, are capable of new learning. If the employees do not poss ess the required potential to adapt themselves to the new environment. The chances of training programs being a success will be doubtful. The fourth assumption about people is concernd with the level of ability and the desire to learn. Training is all about learning. learning organization basically involves people who make or break organization. the organization should be able to provide adequate opportunities and resources where people are able to learn through training new concepts. nd techniques of management. the assumption is also concerned with matching of achieving organizational goals on one hand and on the other providing attractive learning opportunities. the third assumption basically requires that the programmers of training should be so designed so as to provide learning opportunities that are effective and efficient. the objective of training is fulfill the individual needs of the employees and that of the organization as well . The fifth assumption is concerned with t he environment variable. In a dynamic situation.Environment continues to put new pressures and demands upon the system even if it is for survival only. Because of liberalization, competition has become severe and public sector as well private sector has to compete with each other in order to stay a viable entity. Hence changes in the environment can International Research Journal of Finance and Economics – Issue 37 (2010) 59 no more be overlooked but need to understood and adapted to. The need for training, therefore, becomes inevitable. Once it is established that need for training is a necessity. The question arises what type of training is required to meet the three challenges.Another important question that comes to mind is whether the training programmed is able to change the pattern of behavior for which it was trained and how effectiveness is will be measured. Before discussing venous types of techniques of evaluation. A close look at various types of training methods will be locked into. With regard to people working in the organization needs and aspiration of the people must be properly evaluated. Specification of training needs means translating the needs of people into specific needs and achieving those aspirations by training programmers.Basic idea behind this evaluation is to make organization learning organization. According to Senge. Where people continually expand their capacity to create results they truly desire. Where new and expansive paupers are nurtured. Where collective aspiration is set free. And where people are continually learning how to learn together. 6 Factors Influencing Training Needs Organizations are complex and dynamic in nature and their effectiveness depends on number of factors. Complexity of organization is again a multifaceted implication of various factors being determined by various environmental factors.Hence the nature of complexity of a given organization needs to be evaluated before determining its training needs. Some of the factors that increase complexity are being discussed keeping in view that all are not determinants of complexity for all organization. Technology in the computer age is being upgraded frequently and hence is the most important factors in increasing the complexity of an organization .. structurally as well as behaviorally. According of Frances and Bee. Technology is changing an ever increasing rate. Today’s state –of-the-art computer is tomorrows junk. Robot assembly pants.Laser printers. â€Å"Transplant and genetic surgery— wherever the workplace— whatever the task. There appears to be a technological solution for everything†. 7 The technological changes are influencing the basic settings of organization. The technological changes are not only concerned with the structure or gadgets of an organization but these changes also influence the behavioral aspect of the very people who are working in the organization. However people do not usually change in technology and its environment. Change can be brought about in a smooth manner only through training techniques.Another important factor that needs to be taken into consideration is concerned with social changes that are taking place in the new social environment. For most organization internal compilations are bound to change in the computer age. People from different backgrounds, women. People from diverse nations will from the workforce of modern organizations. With increasing diversity in the culture. The organizations are bound to receive culture shock. Organization with their exiting format will not be in position to absorb this culture shock.The change agent will be playing an important role in providing appropriate training to absorb culture shock. The third factor that has influenced training needs is related the new role that the government are being asked to play. The governments are being asked to play sensitive role of controlling the business ethi cal activities on one hand and safeguarding the interests of consumer on the other. In the era of privatization and globalization. The governments are formulating legislation to facilitate business activity both public and private as well as safeguarding the consumer interest.Thus managers and CEOs need to be acquainted to the new legislation that are being enacted from time to time. The fourth factor that has influenced the training needs is the emerging competitive market Conditions. It may be asserted that the public and private sector, even in monopolistic conditions. Have to face competition. The pertinent question is whether the new market situation will force the 60 International Research Journal of Finance and Economics – Issue 37 (2010) organization to go in for training as they are going to face new marketing situations in the times to come.Will the new emerging conditions give rise to pressure groups that have henceforth not been seen in the business world. Basical ly organizations are going to face situations that are the result of competitive markets and development of consumerism. Many of the managers in the public and private sector could not possibly have been oriented towards these new situations. Hence need f training is unavoidable. The fifth factor influencing the training needs related to internal management of an organization. Internally organizations are going to face new dilemmas and problems.Business needs are fulfilled by the human resources that exist within the framework of internal structure. Any strategic plan which does not take this fact into account is bound to face numerous problems. There will be a continuous pressure on the organization to improve performance. Human resources, like managers, workers, staff, and others, have to be kept up to date in expertise and at the same times need to be motivated to perform better. This is a difficult task which cannot be handled by the staff of the organization. Experts called cha nge agents are required to fulfill the task.Training needs cannot be overlooked because it is an on going process. In addition. Training is now considered a specialized function to be performed by the experts. Techniques of Training The object of this paper is not to discuss various techniques of training. Hence training techniques are being short listed for the purpose of their identification for evaluation purpose. However we would like to throw light on some of modern techniques of training. Some of the training techniques that are often used for reeducation purpose are: 1. On –the-job- training. 2. Demonstration. 3. Job instruction training. 4. Vestibule training. 5.Apprenticeship. 6. Coaching –Understudy. 7. Job rotation. 8. Lectures and conferences. 9. Syndicate. 10. Simulation training. 11. Role playing. 12. In-basket exercise. 13. Management game. 14. Sensitivity training. 15. Transactional analysis. 16. Organization development. A detailed discussion of these techniques can be referred to many text books. 8 Here we would like to discuss some of the training techniques that are considered by the experts as essential for improving the performance of organization in competitive situations. Diversity training is becoming extremely important for the organizations that are complex in nature.The work force of these enterprises is divers in nature. Various diverse group from different cultural and social background join one institution and thus submerging various cultural into one. The diverse work force has to be trained so as to provide some from of commonality. Various methods are adopted to provide diversity training. According to Fred Luthans one method of divers training involves putting trainees into groups based on ethnic origin. Then each group is asked to describe the others and listen to the way its own group is described. 9 Another methods of diversity training has been stated in the following manner.International Research Journal of Finance and Economics – Issue 37 (2010) 61 Another widely used approach is diversity board games. Which require the participants to answer questions related to areas such as gender. Race cultural differences. Age issues. Sexual orientation. And disabilities. On the basis of the response, the games players are able to advance on the board or are forced to back up. 10 The objectives of theses types of games are to acquaint the players in a non threatening manner with legal rules and restrictions regarding how to manage members of the diverse groups.The third method of divers training concerned with participant focus on cultural issues such how to interact with personal from other countries. It may be added that many of the training programmers related to diver’s work force also use other training programmes. 11 Methods of Evaluation of Training Programmes It is extremely important to assess the result of any training programme. The participant must be made aware of the goals and objectives of the training program and on completion of the training program, they should be asked about the impact of the concerned training programme.Evaluation of any program is a difficult task and more so of a training program. The first step toward evaluation of a training program is to define the goals and objectives of the training program. These goals and objectives should be stated in such format so that they can be measured statistically. Also both the trainer and the trainees most be well acquainted with there role in the training programme. In the evaluation of any training program. The first requirement is to collect valid and reliable data. The required data can be collected by using the fowling techniques. 2 1. Self assessments answer sheets. 2. Question confronted by the trainees. 3. Assessing the collected information and observation. 4. Final result based on earlier information plus the new data Each method of data collection has its advantages and disad vantages. Which need to taken into consideration. The merits and demerits of each method are as follows. Merits of Self Assessment 1. 2. 3. 4. 5. 6. The cost factor is quite low. Data can easily collected. Time consumption of the trainer and trainee is negligible. Outside interference is completely avoided.Effective relationships develop between the trainee. Well designed answer sheet can produce healthy results . Demerits of Self Assessment 1. Self assessment is basically self evaluation which can be based of biased responses. The assessment must have enough reliability so as to draw right conclusion in regard to individual assessment. 2. The responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked. Thus self assessment questions should be small and easy to understand . in addition . no information should be sleeked which will embarrass the trainees. . The information provided by the trainees cannot be evaluated in terms of their correctness. All the trainees do not prefer to give the required information lest it may be used against at any point of time. All these problems can be easily solved. Self assessment is basically adhered to by all the training programs. However what is important to consider is to make proper effective use of this 62 International Research Journal of Finance and Economics – Issue 37 (2010) technique as the trainees provide valuable information which the trainer can use to formulate training strategy.The second requirement for evaluating a training programme is concerned with the evaluation of the training programme when part of the training programme has been completed. The time factor must be decided before the programme is initiated and the evaluation criteria must be determined before the training programme begins. The first evaluation will give adequate information to the trainers whither the programme moving toward write direction. At the same time trainees will be able to assess the value of the program in terms of its needs and usefulness.It is extremely important to realize whether the trainees have understood the need and importance of the training programme. As this stage adequate data should be collected from the trainees to make proper evaluation of the training programme. The collect data, interview and questionnaire methods can be most effective. Interviews can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits. Merits of Interviews 1. Face to face interviews ensures some response. If any responses need to be clarified.The trainer can do so instantly. Similarly if the trainees want any clarification, the same can do immediately. This helps in ensuring correct information. 2. As far telephone interviews are concerned though there is lack of personnel touch. The trainee does not feel the pressure of the interviewer to give answers that suit the trainer. The trainer can answer all those question that are complex in nature. These answers have far more validity as the responses are without any pressure. Demerits of Interviews 1. The interview is a lengthy and costly process as it requires trained and skilled personal to get results that are reliable. . Another important drawback is the possibility of the trainer being involved in the interview. 3. Data collected through interview methods may be out of date and hence difficult to interpret. Merits and Demerits of Questionnaire Questionnaires in one form or another do appear in all kinds of research and surveys. Hence it is extremely vital that the questionnaire is framed with utmost care so that it measures the variable in exactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee.If found inappropria te, the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed,â€Å"As with any method of data collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some sort of formal survey instrument such as questionnaire.It is all to easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. † 13 Thus whatever technique or method we adopt, the validity and r eliability of data must be determined. As a matter of fact the trainer must look at three factors to determine the reliability and validity of the collected data. According to Frances and bee, three key aspects must be considered in any evaluation study.These key aspects are as follows. International Research Journal of Finance and Economics – Issue 37 (2010) 63 The first factor is concerned with the internal stability of an evaluation study. It is concerned with how well the study measures what we want or are aiming to find out. This usually involves the adequacy and appropriateness of the measuring tool. The instrument, used. What needs to be considered is that whatever instruments we use for the purpose of collecting data, we must make sure that the terminology being used actually measures the variable that we intend to measure.Whether the instrument be interview or questionnaire, the terms must elicit the kind of information that is required. The second factor is concerne d with the external validity. It is concerned with the extent that the findings can be applied bevond the group involved in the study. The conclusions drawn on the basis of collocated should not be applicable only to the group that was the basis of collection of data. On the contrary, the collected data should have the reliability and validity to the extent that its conclusions are applicable to other similar situations. 4 The third factor that needs to be considered is concerned with reliability. The reliability of an evaluation study is the extent to which the results can be replicated, i. e. if the study was repeated the results would be the same. The obvious approach to dealing with this issue is to repeat tests and observations. Also techniques, such as including the same question but in different forms, using multiple observes, etc. can be helpful. 15 The fourth factor that needs to be taken to evaluate training programme is to conduct and determine reaction level of the train ees in respect of the training programme.The reaction criteria is to be determined in terms of open discussion between the trainers, the trainees, and the management. This will give ample opportunity to the management to ascertain whether or not the training programme is achieving the objectives for which it was organized. This evaluation should be conducted half way of the training period. The reaction criteria tends to inform the trainers whether the training programme is achieving the goals as perceived by the trainers. In other words the trainers come to know the level of happiness and satisfaction of the trainees in regard to the training programme.To ascertain and collect this kind of information, the trainees may be asked to fill a self-complete questionnaire in which the trainees have to choose between a range of alternatives and answer some of the open ended questions. The self-fulfilled questionnaire seeks information in regard to entry briefing; whether the objectives of the training programme were achievable and how far have they been useful; whether the trainers performance has been satisfactory; and the training methods utility; the mid term evaluation clears the way of the trainers to reframe the training methodology and cater according to the needs of the trainees.Two fundamental problem need to be assessed in this evaluation process. The first problem is whether information seeked should or should not be collected in the name of trainee. The evaluation as far as possible be anonymous could give, probably, more accurate information than the information collected in the name of the participant. The second related issue is concerned with the venue where the information questionnaire is filled up by the trainee. It is indeed desirable that the trainee provide information away from the course environment.This mid evaluation can be very helpful in providing a lot of information that is reliable and valid. As a matter of fact mid term evaluation can be very helpful and the cost of collecting such information is not only very low but it also helps the trainees to reframe their training programs accordingly the approach of mid term evaluation allows the trainer to make comparisons between different training programs that were conducted in other organization or that were conducted by the trainer himself.However reaction criteria of mid term evaluation does generate an enormous amount of data analysis. How much of this data is used by the trainer for readjusting the structure of the training program depends on the management, trainer, and the participants. The final step in respect of evaluation of training programmes is to assess whether the basic objectives of the training programme have been achieved or not. In this step cost-effectiveness and cost-benefit techniques need to be utilized to measure the performance.This assessment will demonstrate whether the expected learning that was determined before the training programme was conduced has taken place after the conclusion of the training programme or not. 64 International Research Journal of Finance and Economics – Issue 37 (2010) Some of the scholars suggest that before going in for final evaluation, if feasible, one or two, in between, evaluation, can also be conducted. However too many evaluation questionnaires can disrupt the training program and can create doubts in the minds of trainees towards the effectiveness of the program in the minds of the trainees can be created.Evaluation of the training programme should be undertaken only for the purpose of feedback and restructuring of the programmes to fulfill the goals and objectives of the training program. me. The basic purpose of any training programme is to improve organizational performance i. e. to assess whether the training program has been able to achieve change that it desired from the training program. The final evaluation program must take into factors that might have affected the fin al outcome, for example, competitor initiatives, general economic conditions. Etc. erformance of an organization must be evaluative in terms of the whole unit and not parts of it. Hence any evaluation of the training programme may not result in perfect achievement of the goals. We should identify the key factors and indicators that can influence the final results of the training programme. The assessment of these factors will help in the analysis of the needs of the concerned organization. In this respect a comparative study should be made in regard to the information collected before the training programme was initiated and after the training program where changes need to be visualized and thereupon assessed.If possible a comparative study can also be made of the similar training programme conducted in other organization and analyzes the differences in the final results. At the time of collecting the final data, proper monitoring should be assured. All the required data should be c ollected to make elaborate analysis. 16 In the final analysis it can be stated that the final evaluation is the most important aspect of the training programme aspect of the training programme in order to find and determine the effectiveness of the training programme.This assessment gives a clear picture of the impact of the training program. As indicated earlier, a clear cut indicators of organizational performance determined before the start of the program will make measurement of desired change in terms of evaluation much easier to measure. Conclusion The Evaluation of any training programme has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure.Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved . The analysis of the information is the co ncluding part of any evaluation programme. The analysis of data should be summarized and then compared with the data of other training programmes similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in his future training programmes. International Research Journal of Finance and Economics – Issue 37 (2010)