Saturday, December 28, 2019

Charles Dickens Hard Times - 1494 Words

May 1, 2015 Mr. Johnson Literature Dickens Calls for Desperate Measures in Hard Times â€Å"I want to change the world.† How many times is that line heard from small children, aspiring to be someone who achieves their maximum potential? If a child is asked how they might go about doing so they might respond with an answer that involves a superhero or princess who helps people for the greater good. As one grows and adapts to their surrounding society, the art of seeing the big picture including its flaws is often lost. This is because there is no hope of changing new philosophies or ideas that have taken over the world, even if they’re wrong. There was a man, however, who never lost the instinctual calling to change the world when it needed changing. Using his own weapon of a pen, Charles Dickens wrote the fictional novel Hard Times to warn people of the world they were living in and inspire them to change it. Through the novel, Hard Times, Charles Dickens reflects the many matters that are in need of managing in his present society. He illustrates the movement of the societal dystopia through the interaction of morally lost characters and their demanding surroundings. He addresses many controversial issues, but the most prevalent are the flaws in the class system, utilitarianism and the detrimental effects of industrialization. Set in the grim Victorian industrial city of Coketown, this societal branch of northern England falls under the influences of theShow MoreRelatedCharles Dickens Hard Times Essay1746 Words   |  7 PagesClass systems sadly are an institutional part of society since biblical times and are still prominent in all cultures today. In British society, class systems are still as prevalent as they were in the 19th century, there are seven social classes, ranging from the elite at the top to the extreme poor at the bottom. Typically, in English society social class was always defined by occupation, wealth, and education with an addition of social and cultu ral classes. Social classes is a prevalent aspectRead MoreCharles Dickens Hard Times Essay1717 Words   |  7 Pagesbecame a common occurrence as society developed and moved forward towards the twentieth century. This holds true in the novel Hard Times, written by Charles Dickens in the Nineteenth century, examines the British class system through examples of social relationships and the labor force. (4) Class systems throughout British society are visible in each book of Hard Times. In book one: Sowing, the first distinctions of class discrepancy are evident in the relationship between the schoolmasters andRead MoreCharles Dickens Hard Times971 Words   |  4 PagesIn Hard Times, Dickens presents life philosophies of three men that directly contradict each other. James Harthouse sees one’s actions in life as meaningless since life is so short. Mr. Gradgrind emphasizes the importance of fact and discourages fantasy since life is exactly as it was designed to be. Mr. Slearly exhibits that â€Å"all work and no play† will make very dull people out of all of us. He also proclaims that one should never look back on one’s life and regret past actions. Dickens is certainlyRead MoreHard Times By Charles Dickens1502 Words   |  7 Pagesnovel, Hard Times by Charles Dickens, concentrates on the Gradgrind family; of Mr. Thomas Gradgrind, his daughter Louisa, and son Tho mas Jr. A major theme of friendship is portrayed in the books through the character of Mr. Gradgrind as he struggles with the idea of friendship between other characters. According to the Nicomachean Ethics, by Aristotle, it explains a detailed account of friendship and what it is to be a friend to others. In comparing the character Mr. Gradgrind in Hard Times, to theRead MoreHard Times and Charles Dickens1845 Words   |  8 PagesThe novel Hard Times by Charles Dickens is a fictitious glimpse into the lives of various classes of English people that live in a town named Coketown during the Industrial Revolution. The general culture of Coketown is one of utilitarianism. The school there is run by a man ready to weigh and measure any parcel of human nature . This man, known as Thomas Gradgrind, is responsible for the extermination of anything fanciful and integration of everything pertinent and factual into the young, pliableRead MoreCharles Dickens Hard Times For These Times1074 Words   |  5 Pageselse, only to constantly find yourself memorizing empty facts over and over again? In Hard Times for these Times, Charles Dickens embodies the consequences of an absolutely factual world: blindness, imbalance, and nonfulfillment. Through the convoluted stories of the opposite worlds, Sissy’s journey to becoming a jewel of balance, Louisa’s tragic fight for fulfillment, and the harmonious character Sleary, Dickens defines the urgency for the proportional combination of fact and fancy. Gradgrind’sRead MoreIndustrialization in Hard Times by Charles Dickens1626 Words   |  7 PagesThe industrial revolution was an era of mechanization. During this era, in 1854, Charles Dickens (1812-1870) wrote Hard Times to comment upon the change within society and its effect on its people. Dickens points out the flaws and limitations of this new society in his eloquent and passionate plea on behalf of the working poor (Charles Dickens Hard Times, 2000). The novel shows presents to readers the authors perspective of life during the nineteenth century and makes comments on the central themeRead More Charles Dickens Hard Times Essay1102 Words   |  5 PagesCharles Dickens Hard Times There are a huge variety of characters in Hard Times, ranging from the good to the unnaturally cruel. The novel is full of extremity in its characterisation; cruel, bitter and selfish characters such as Mrs. Sparsit contrast dramatically with characters such as Stephen Blackpool and Rachael, who are benevolent and altruistic. Among the cruellest and most villainous characters in the novel is James Harthouse, who is completely ammoral, and therefore renderedRead MoreAnalysis: Hard Times by Charles Dickens1807 Words   |  7 PagesHard Times as a Social Commentary with Parallels in the Modern Era The novel Hard Times by Charles Dickens is clearly an incitement of the economic and social burden associated with economic and social disparity. The work is set in a small fictional mill town, Coketown, where the challenges of the newly emerging industrial revolution were fundamentally being set at the footsteps of the poor, who had little if any opportunity for upward mobility. During this period the alternatives for those withRead MoreEssay on Charles Dickens Hard Times2066 Words   |  9 PagesCharles Dickens Hard Times The book Hard Times was written in 1854. It was written in weekly instalments in a magazine called Household Words. This is like a normal soap but was weekly. The magazine was owned by Charles Dickens as he was a journalist. The book was written at the time of the Industrial Revolution. This was when factories were being built near major towns and cities such as Manchester, Liverpool and Birmingham. The Industrial Revolution was a time when there were big

Friday, December 20, 2019

Leadership Stances Transformational And Servant Leadership

LEADING THROUGH CRISIS It has been said time and time again that â€Å"everyone is either going into, coming out of, or in the midst of a crisis.† There are certain crises that can be expected, while there are those that come as a surprise. Times of crisis demand that one step up to lead. Those who desire to be ready to step up to the plate during such a time will benefit by being prepared for crises, as well as maximizing any and all resources available to them (Echols, 132). What can leaders do to be better prepared to face a crisis when it comes, and they will come? Before the discussion continues one must understand that there are two leadership stances: transformational and servant leadership. Steve Echols notes, â€Å"The ultimate purpose of servant leadership is not only to serve but also to see transformation† (134). When one operates from both of these stances, â€Å"transformational leadership results in service, while servant leadership results in transformation† (135). Thes e stances provide the foundation from which a leader utilizes competencies, of which there are seven: spiritual, assuring, visionary, decisive, emphatic, empowering, and creative. The context of the leader will determine what competency will be employed. According to Echols, â€Å"Stylistic competency a leader employs should emerge from intimate knowledge of the followers as well as insight about the prevailing situation (133). This paper will provide a strategy that will apply several concepts formShow MoreRelatedDifferent Leadership Styles1729 Words   |  7 PagesLeadership styles 1. Introduction Todays leaders are complex professionals, with multiple skill sets, who aim to integrate all of the organizational resources in an efficient manner in which the company becomes able to attain its pre-established objectives. Nowadays, a clear distinction is made between the leader and the manager within an institution, in the meaning that the manager is a more practical individual, focused on practical aspects, such as resource allocation, deadlines, costs andRead MoreAuthentic Leadership : Leadership Theory And The Work Of Bass And Steildmeier1259 Words   |  6 PagesAuthentic Leadership Similar to servant leadership, authentic leadership has developed from questionable business practices and general societal fear and uncertainty in times of peril (Northouse, 2016). One of the newer areas of leadership, authentic leadership has risen from the search for honest, trustworthy, and positive leadership approaches (Northouse, 2016; Nyberg Sveniningsson, 2014). According to Northouse (2016), the concept of authentic leadership originates from transformational leadershipRead MoreReflection Of Leadership Reflection1741 Words   |  7 PagesPersonalized Leadership Reflection â€Å"It is unequivocally clear that leaders are not like other people† (Kirkpatrick and Locke, 1991, as cited in Northouse, P. G., 2016, p.22). I have always thought that I was not like other people; I see the world through a different lens. This difference, which sets me apart from my peers, has sometimes restrained my progress; however, after studying my differences and seeing them as strengths, I can now focus on these strengths that make me a unique, passionateRead MoreLeadership Is A Complex Phenomenon Involving The Leader, Followers, And The Situation2291 Words   |  10 PagesIntroduction Hughes et al. (2012) states that leadership is a complex phenomenon involving the leader, followers, and the situation. Leaders need power to influence others and the ability to empower others, however, in this study, women in leadership roles will be the main highlight and how women have taken on leadership roles in the 21st century. The leader being discussed in this research project is the President of Liberia Mrs. Ellen Johnson-Sirleaf, a 21st Century female leader who has provedRead MorePope Francis As A Leader Of The Catholic Church2193 Words   |  9 Pages Pope Francis is the leader of the Catholic Church and exemplifies many different styles of leadership. Through his authenticity, openness, and ability to lead a society, Pope Francis is seen as a strong public leader not only within the Catholic Church, but within society as a whole. Since being named head of the Catholic Church, Pope Francis has earned a positive reputation among his followers. He has become known as The People’s Pope and has made it very clear that he does not want to be aRead MoreWhat Makes A Good Leadership? Essay1903 Words   |  8 Pagesjuncture. In fact, this election cycle, more so than any other, has reminded us of the fundamental importance of sound leadership, as well as the dangers that may result when proper leadership is found lacking. Despite the sobering reminder, a sense of intense ambiguity persists, as many Americans headed to the polls are truly grappling with the question, what constitutes good leadership? While this inquiry may at fir st appear trivial, it comes at a pivotal moment as the nation undergoes what I considerRead MoreMy Leadership Style Aligns Closely With Servant Leadership940 Words   |  4 PagesMy leadership style aligns closely to servant leadership. I lead with others in mind. I value everyone’s contributions and regularly seek out opinions. Cultivating a culture of trust is incredibly important to me. A culture of trust creates a harmonious environment where each person can be appreciated for their contribution and can feel a sense of personal accomplishment. I do not mind people making mistakes but I prefer them to learn from their mistakes. I seek to unite all parties in a controversyRead MoreMahatma Gandhis Leadership Styles1655 Words   |  7 PagesINTRODUCTION Leadership is about casting a vision and allowing it to seep into others so that they follow the lead. Mahatma Gandhi is a world renowned leader who was a politician, a writer, an intellectual and a gifted orator. I find it incredible that as a young boy, Gandhi did not display any leadership qualities. He was a below average student (lack-luster) and very shy. His remarkable metamorphosis from a dull boy to a brilliant leader attests to the fact that good leaders are made. He has inspiredRead MoreCase Study : Electric Motor Production8814 Words   |  36 Pagesa very competitive global environment. Keeping leadership at the family level will not push GadgetCo into the mix of global competition. GadgetCo will need to use leadership theories, concepts, and principles to change their organizational culture to compete on a global scale. Five of those principles discussed are models of organizational culture, Borisoff and Victor Five Part Conflict Management Model, transformational lead ership, servant leadership, and mentoring. Models of Organizational CultureRead MoreWhy Leadership Now4047 Words   |  17 PagesChapter 1 - leadership why now? 1. Leadership Transition: Due to the leadership challenges there is a widespread call not just for leadership, but a new kind of leadership. A transformational leadership. For half a century leadership studies have focused on leadership as an exchange process, a transactional relationship which promises rewards to followers in exchange for performance. This type of leadership has to give way to a higher order of change to - leading edge leadership. Bernard Bass

Wednesday, December 11, 2019

Strategic Management within National Australia Bank

Question: Discuss about the Strategic Management within National Australia Bank. Answer: Introduction National Australia Bank is the fourth- biggest financial institution regarding customers and market capitalization in Australia. It is ranked 21st biggest bank around the world regarding market capitalization and 41st biggest bank around the world when measured regarding total assets. It has 1590 service centers and branches and 4412 ATMs in New Zealand, Australia, and Asia and is serving 12.8 million customers. It was formed in 1982 by the merger of two companies National Bank of Australia and the Commercial Banking Co. of Sydney (Bakir, 2005). The bank is mainly committed to providing quality services and products, advice, guidance, relationships and fair fees and charges. It has the goal to provide sustainable and satisfactory returns to its stakeholders. It grew itself in the 20th century by merging with various banks in Australia and around the world. It has major holdings in UK, New Zealand, Australia, Ireland and The USA. These acquisitions were done to diversify the risk and the income of the bank. However, National Australia Bank had to face a very difficult period from the year 2000-2005. In this report, we have discussed the cultural and leadership style followed by the bank and the growth and development of the bank around the period. Various management strategies used by the bank over a period are also discussed in this report. Corporate strategies used for the growth and development of NAB While developing the strategies NAB takes into consideration all the rewards and risks which includes the customer and market segment in which it operates, the external and the internal environment and the degree and sources of differentiation receives from competitors. Its main objective is to deliver to its customers superior returns. To achieve the goals that are set by NAB, it focuses on the prioritization of the customers segment. It is the strategy of NAB to focus on small, medium and micro business customers. National Australia Bank has been using CRM (customer relationship management) strategy for 10 Years which resulted in the expansion and growth of its customer segment. It has recognized CRM strategy as its core value, then after that, they acquired technologies related to CRM (Abbott, Stone and Buttle, 2001). The NAB has acquired various technologies to develop its vision and has developed the infrastructure so as to achieve its vision. One of the key technologies used in NAB is the relationship Optimizer from NCR which acts as a communication gatekeeper and manages the content, frequency and the method used for customer interactions. The various strategies used by NAB for its global business are: For the growth and better performance of the NAB relationship management strategy were used and financial services provided was such that it wins customer interface. It quickens the growth of the global business so as to give the competitive advantage of the NABs efficiency, capability, and service. Developed areas which are good for the growth of financial services. Manage the other business of the bank for value. Develop diversified income methods. As NAB is a global service organization it has improved its IT infrastructure so that it can enhance its services. It had built a WAN environment through which it can connect to the 1200 branches which are around Australia. NAB understands the opportunities and challenges that the external environment and the digital transformation causes and understands that success could be achieved by providing the greater experience to its customers. This could be achieved by making the banking experience of the customers easier and by deepening the relationship with the customers (Ahmed, 2010). Business practices followed by National Australia Bank In the year 2004, NAB incurred huge losses because of unauthorized trading in foreign currency. The procedure and management policies followed by the Bank to manage the risk proved ineffective. In the year 2004, a report came out that NAB has terminated or suspended 31 of its financial advisors or planners (Barat and Spillan, 2012). They were terminated due to reasons like inappropriate advice, conflicts of interest, inappropriate practices or repeated compliance breaches of the code of conducts. The financial advisors of NAB have forged the signatures of the clients, incidents of file reconstructions have taken place, and poor advice was given to the clients which lead to compensation pay-out. The advisors had made attempts to manipulate the files of the clients and forged their signatures to cover up their poor compliance. This behavior was not detected by the internal control system of the bank, but it came into light due to the complaint of the clients or by the query of the regu lators. The strategy used by NAB of Growth by overseas expansion was a huge failure and this strategy came to an end after the demerger of CYBG. Due to the failure of the overseas expansion strategy, NAB was under huge pressure to sell some of its assets. The second business strategy that faced criticism was in the method of raising funds. NAB raised funds through private placements which mean selling shares to small investors or individual by making them available the shares at a lower price than its market value (Howe, 2001). The criticism that NAB had to face due to this method is that firstly it sells the shares at a lower price than its market value and secondly in the situation of global financial crises it leads investors to demand more compensation for taking the securities with high risks. The image of NAB has suffered huge losses due to its scandal in financial advice, disputed fees, insider trading and rate fixing allegations. The threats and opportunities faced by National Australia Bank SWOT is a technique which is used to find the weaknesses and strength of the organization and the threats and opportunities that the organization faces. This technique was used by managers widely to know the companys strategic situation. Due to the strategies and business policies followed by NAB various opportunities were made available to National Australia Bank. The good amount of opportunities and revenue increase is created because of its acquisition of The Western Bank in the US. Expanding its business in China has also increased its market share and revenue. Positive outlook towards asset management also creates ample amount of opportunities for National Australia Bank. The strength of National Australia Bank is its geographic and product diversification. Because of its diversification, it becomes a leading financial player (Vit, 2006). Spread in management yield increased its revenue and interest income. Its good financial performance helped in contributing towards group prof itability. However, the slowdown in the domestic and global economy affected the financing facilities and the business volume of National Australia Bank. The profitability of Australia is also widely affected due to the competition in the financial system of Australia. Because of this declining revenue, the growth activities of the NAB also get widely affected. They made the available investment in finances so that the customers can manage their finances themselves. They used the concept of Fair value which has four keys to it: providing quality services and products. They entered into a partnership with the company called rediATM and opened a large number of ATM which helped customers to have access to fee-free banking services. They provided information on the interest rate which helped customers to understand the mortgage. A business can run successfully only if it keeps pace with the changing market conditions and for this innovative business, practice is important. NAB understa nds the importance of innovation, and they build the fairer business model which increased the transparency (Deng and Liu, 2014). The approach of NAB towards corporate responsibility helps it to make a sustainable and positive impact in the life of people, customers, environment and the communities in which it operates. It helps to create the value of shares for the stakeholders. It focuses on the rights and the development of its people and the customers. It delivers the programs which support the society both financially and socially. They have developed a strategy of corporate responsibility which sets the policies, objectives, strategies and procedures for the organization and helps in reporting and measuring the progress of the organization. It had been an internal communication system to ensure that the corporate responsibility is understood by the leader, board and all the people concern about it. Organizational Culture and Leadership Style followed in NAB Culture and organization cannot be separated from each others, and they are one and the same. With the help of strong culture, the vision and strategies framed by the organization can be executed successfully. Among the many variables that exist in the organization culture is a very important variable and it impacts the functions of the organization. The two culture scale that is used widely is weak/strong and inefficient/efficient. The cultural scale which is based on strength evaluates and measures the power that culture has on the employees. The cultural scale which is on efficiency measures the culture of the entities fulfillment of strategy and goals (Dellaportas, Cooper and Braica, 2007). If the culture present in the organization is efficient than its becomes easy for the organization to achieve its goals. NAB has various human resources policies and programs for the development of its employees. It has people framework policy which helps the employees to know about where thei r career is going and where it should go, Self-initiated program, talent management program and development and performance plans. The three perspective of culture is integration perspective, fragmentation perspective, and differentiation perspective. The integration perspective acts as glue which holds the organization together. The top management is considered the most influential and they form the values of the organization, which helps in influencing the behaviors of the employees whereas differentiation perspective is just the opposite and it is the lack of cultural manifestation among the members of the organization. The basic assumption of differentiation perceptive is that different organization has different cultures. According to fragmentation perspective, the culture is neither clearly inconsistent nor clearly consistent. Mismanaging the organizational culture can have a very harmful effect on the culture of a particular organization. The organization was more inclined to wards profits and they sacrificed the ethical behavior to earn more profits. Profit is King phase was used which means earning short- term profit was more important than long term goals due to which unethical behaviour was carried on (Jain And Bennett, 2006). The NAB leaders tried to manage the balance between profits and risks. It is very important to build genuine relationships with the customers, and this can be done by understanding their needs and requirements. As a part of NABs leadership style, it trains its employees and develops management process which helps in preparing high potential and high- performance employees. It makes available the career development opportunities for its employees. The behavior and the standards of responsibility that we expect from people are developed by the codes of conduct followed by the organization. All the employees, directors, and the people concern should follow the codes of conduct as framed by the organization for the development of t he organization and the employees (Mihaela, 2014). Conclusion National Australia Bank was committed to providing fairer banking services to its customers and worked towards building a relationship of trust with the customers. It abolished the range of fees and helped the customers who faced financial hardship by helping them to manage their finances. The duties of directors need to be reformulated so that they consider environmental and social responsibility an important aspect towards the growth and development of the organization. The reporting requirements need to be reformulated in the system of corporate governance so that the burden of proof is shifted to the persons who caused harm to the organization. The process of regulation, governance and supervision are not to be seen as measures which restrain entrepreneurship and innovation, but it acts as an instrument that helps in restoring the trust of the clients and ensuring that the activities of the bank are conducted fairly, openly and sustainably. As there is a high competition that Nat ional Australia Bank has to face therefore, it should improve its management and service deliverance to remain in the competition. References Abbott, J., Stone, M. and Buttle, F. (2001). Integrating customer data into customer relationship management strategy: An empirical study.Journal of Database Marketing Customer Strategy Management, 8(4), pp.289-300. Ahmed, A. (2010). Customer Relationship Management through Communication Strategy.International Journal of Customer Relationship Marketing and Management, 1(3), pp.15-26. Bakir, C. (2005). The Exoteric Politics of Bank Mergers in Australia.Australian Journal of Politics and History, 51(2), pp.235-256. Barat, S. and Spillan, J. (2012). An Exploratory Study of Customer Satisfaction in a Community Bank.International Journal of Customer Relationship Marketing and Management, 3(3), pp.15-32. Beck, T., Demirguc-Kunt, A. and Martinez Peria, M. (2008). Banking Services for Everyone? Barriers to Bank Access and Use around the World.The World Bank Economic Review, 22(3), pp.397-430. Busaidi, K. (2013). Aligning customer knowledge management tools with business strategy.IJECRM, 7(2), p.117. Dellaportas, S., Cooper, B. and Braica, P. (2007). Leadership, Culture and Employee Deceit: the case of the National Australia Bank.Corporate Governance: An International Review, 15(6), pp.1442-1452. Deng, X. and Liu, L. (2014). The Bank Lending Channel: Evidence from Australia.AABFJ, 8(2), pp.71-87. Howe, M. (2001). National prostate tumour bank launched in Australia.The Lancet Oncology, 2(11), p.656. Jain, S. And Bennett, C. (2006). Bank Industry Risk Analysis: Australia.Economic Papers: A journal of applied economics and policy, 25(S1), pp.88-102. Judson, R. and Klee, E. (2011). Big bank, small bank: Monetary policy implementation and banks reserve management strategies.Journal of Economics and Business, 63(4), pp.306-328. Kaal, W. and Painter, R. (2011). The Aftermath of Morrison v. National Australia Bank and Elliott Associates v. Porsche.European Company and Financial Law Review, 8(1). Mihaela, H. (2014). A synergistic approach of cross-cultural management and leadership style.JOIS, 7(2), pp.106-115. Stevens, T. (2013). Cyberspace and National Security: Threats, Opportunities, and Power in a Virtual World.Contemporary Security Policy, 34(1), pp.254-256. Vit, G. (2006). Organizational conformity and contrarianism: regular irregular trading at National Australia Bank.Corporate Governance: The international journal of business in society, 6(2), pp.203-214. Wu, S. (2008). Bank Mergers And Acquisitions An Evaluation Of The Four Pillars Policy In Australia.Australian Economic Papers, 47(2), pp.141-155.

Wednesday, December 4, 2019

How Are Training and Development Effective to Organizational Performance” free essay sample

How are training and development effective to Organizational performance† Abstract: The purpose of the research is to find out how training and development effect organizational performance and to find out what is the impact of training and development in organization. Data is collected from the 100 members of different organizations. And the previous researches carried out on training and development. Training and development is important for the employees in organization, it helps the employees to improve their skills and to give a good performance in workplace. There is a big relation between training and development with the organization performance and the relationship is discussed in the paper. Introduction: The development is basically the process used to advance an employee to the desired level of performance (Holton, 1996) . Training development is process in which skills, behaviors and attitudes are altered in an employee (Laker, 1990) this shows that training includes the polishing of previous skills whereas development is a process of advancing an employee skills to a next level. It is important that top management supports training and provides an environment that is conductive to continued learning and growth and learning should be on on-going basis (Tannenbaum, 1997). Thus training and development should be a continuing process which in long term is beneficial to both the employee as well as organizational output. Training of employees is important for Organizational productivity as well as success. Organizations strongly desire to promote values such as trust creativity, Quality e. t. in their employees and for that proper training and development is necessary (Hassan, 2007). Work force development and transfer of training are important concerns of any organization (Brewer, Lim ,Cross 2008). It is important that the training program should be specific and relevant because its success depends upon the characteristics of the training program itself (Taylor, 1992). Hr practices such as employee selection, appraisal, training and development, compensation are the key point in the performance of an organization (Hassan, 2007). Most of the rganizations have a rigid, wel-defined structure and are not prepared for rapid changes in the environment (Nadim and singh, 2008). Yaghi, Goodman, Holton, Bates (2008) Strongly emphasize on learning and learning transfer ,not only by supervisors but also by other employees and workers. The basic purpose of the paper is to see the result of training and development of employees and managers working in industrial sector and see how it improves their skills, inner capabilities and to sharpen their existent talent and finally working for the betterment of organization . As an employee has a great role in influencing the work outcomes of an organization (Subramony 2009). There is a great effect of training and development to organizational performance. Training and development department helps the employs in boosting up their skills. Dysvik and kuvaas, (2008) prove a positive relationship between perceived training opportunities and task performance. Actually every person is talented, training and development helps in the sharpening their talents skills and making them work in a way that they is helpful for the organization and to enhance their performance at workplace. As a learning process results in innovation and organizations can adapt to changes in a better way (Kontoghiorghes, Awbrey ,Feurig 2005). so, training and development of employees is necessary for organizations to survive and cope up with upcoming challenges. Literature review: Independent variable=Training and development Dependent variable=Organizational performance Variables: The objective of my research is study that how training and development is effective to organizational performance. Independent variables: The dependent variable is the organizational performance which depends on the training and development of an employee. Training should be given and designed or conducted in a way that it is helpful for the trainee and even it is according to the trainee expectations and need (Hutchins ,2009). Training is considered as a critical function of maintaining and development of working capabilities in employees(Valle ,Martin ,Romero ,Dolan 2000). The right training is the one in which the trainee learns ad gets the skills and knowledge that is right to his job. (Cromwell and Kolb, 2004). Two types of training is given to the employees one is internal and other is external, internal training is given by the company it self and external training is given by the outsiders or agencies. Chen, Holton, Bates (2005) lay stress on motivation of employees and persuading them to enhance their skills by training transfer process . Many of the public sector workplaces also face a serious problem of training and development (Yadipadithaya, 2001). Trainings are assessed by taking training tests in which the test declares the trainee knowledge , attributes , skills learned during the training of the job . Tan, Hall, Boyce 2003). High level of learning and training orientations makes the employee more interested and more motivated in learning at workplace (Hartenstein 2001). Organizations continue to look for training for achieving their goals and for achieving for high goals and performance (Krieger, Mclinden, and Casper 2004). Organizational training is a method used to achieve max imum profit and to achieve maximum productivity (tan, hall, Boyce 2003). Organization learning and organization training is the key for the organization success (Egan, yang, Bartlett 2004). Organization learning and training not only contribute on the performance of the organization but also reduce the cost, its helps in reducing turnover rates and helps to train the existent employee to perform well for the organization (Egan, Yang, Bartlett, 2004). A trained employee will always try to put his extra knowledge in the job and always will try to improve the performance of the organization (Burke and Baldwin, 1999). Many organizations spend million of money for the training session in a year so that they achieve the maximum performance and outcome (Krishnaveni and Sripirabaa, 2008). Organization should use training program for the satisfaction of employees (Krishnaveni and Sripirabaa 2008). facilitating trainer training programs will enhance the trainer job performance in organization (Lim 1999). Supervising the trainee and the trainer design will help the trainee to promote the organizational objectives (Lim 1999). well-trained employees do a more efficient and effective jobs and training would decrease the chances of mistakes. (Saibang and Schwindt 1998). While training an employee it should be noted that training should be according to the behavior and interests of the employees . The lack of diversity training especially with respect to trainee characteristics is increasingly a serious problem (Roberson ,Kulik ,Pepper 2001). one thing should be kept in mind while training an employee that the expectations from the employee should be realistic ( Drake, Mackler, Stephens 2002) Training also strengthens the commitment of the employees to the organization which helps in the organization objective. (Eaglen, Lashley, Thomas 2000 ). The cross culture training is done in organizations to make the cross cultural assignment successful , which helps in the organizations performance . Bennet , Aston ,Colquhoun 2000) Organizational performance (dependent variable): Strategies on the implementation of training and development are the core for the business success (Wilkins 2001). The more the organization emphasizes on the organizations performance, the more it emphasizes on the training of the employees (Eaglen, Lashley, Thomas 2000) . The benefit of trained employee is th at they promote the performance of the organization (Glance, Hogg and Huberman 1997). If the manager decides to train his members then the productivity of the organization will increase (Glance, Hogg and Huberman 1997). ncreasing the training and skills of the employees will also enhance the effective of the organization (Collins , Holton 2004). In organizational performance, there is a big role of learning and training of employees. (Hutchins, 2009). The human resource development can provide professional staff development that can enhance the organizational performance in a positive way (Holmes 1998). There is likely to be a positive return on diversity training process on the organizations (Weithoff ,2004) H1: training and development has a positive relationship with organizational performance.