The Importance Of Needs Assessment On Program Development

The importance of needs assessment on program development A needs assessment has pervasive appeal for instructors when designing a training/program. Most program managers or planners struggle with the issue of effective and responsive designing of a program, distributing appropriate resources, and establishing program policies which are actually based on the actual substantial findings and solutions of needs assessments. Programming needs assessment is a very useful skill; it can also be a rewarding career. Over the last decade running a learning program which is dynamic and responsive to learners’ interests has been in great demand. Therefore, an introduction to needs assessment has become increasingly important. Learning to design and conduct a program needs assessment is hard, however. For instance, a novice trainer suffers from a wide range of difficulties and shortcomings in this area in order to have the best outcome for the training program. A needs assessment is a crucial action for the development of any program such as trai ning or education. According to Gupta, a needs assessment is defined as â€Å"the technique of determining if a program necessity exists and if it does, what implementation is mandatory to fill the gap† (2007, p. 13). It implies that the programs to be developed will achieve certain objectives; however, it will not happen if there is no mechanism to confirm the particular needs that are supposed to be responded to. Whatever the program developmentsShow MoreRelatedChoosing A English / Language Arts Preparation Programs995 Words   |  4 PagesCandidates in a English/language arts preparation programs are expected to gain knowledge in reading/literacy instruction that has been standardized to include: knowledge of standard-based learning experiences, knowledge of individual and collaborative instruction strategies, knowledge of how to incorporate language into instruction, and the ability to plan instruction that reflects curriculum integration and interdisciplinary methods (N ational Council of Teachers of English and National CouncilRead MoreHrm/326 Employee Development Essay1319 Words   |  6 PagesHRM/326 Employee Development Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees andRead MoreThe Article Learning Through Play : Portraits, Photoshop And Visual Literacy Practices `` Written By Michelle A1020 Words   |  5 Pagesplay. The article gives a detailed look at an afterschool program that lets students learn about literacy while using creativity. Throughout this critique, areas of the article will be discussed that were successful and some that need improvement. One area of success is keeping creativity in education. But there should be a formal assessment to prove this. Next an area of critique is the fact that the article highlights the success if the program without once mentioning how it was funded which raisesRead MoreOrganizational Project Management1193 Words   |  5 PagesOPM3 Model 5 3.1. Primary physical parts of the standard 5 3.2. OPM3 Stages 6 4. How does the OPM3 work? 7 5. Benefits of OPM3 to the organization 8 6. What kind of commitment is required to launch OPM3 in an organization? 8 7. Importance of OPM3 to the project management profession 9 8. Summary 10 9. References 11 1. Introduction Successful implementation of a new organizational strategy can turn a good organization into a great one. Conversely, strategies that failRead MoreUnderstanding Special Education Essay example1239 Words   |  5 Pages Understanding Special Education Introduction Education is a birthright of every child. Special education involves the education of students with special needs in a way that addresses a students’ individual disabilities and requirements. These programs are designed so that special learners may learn skills which will assist them in coming closer in learning to children without disabilities. The field of special education has moved from a perspective of protection and caretaking to an emphasis onRead MorePlanning in Early Childhood1400 Words   |  6 Pagescharacteristics. Along with assessment and evaluation, educators are able to understand each child’s development, and make decisions about appropriate activities and experience to offer each child, to help foster their individual development. (Veale, A. and Piscitelli, B. 1988) This essay will discuss the Value of the Observation Process in Planning for early childhood settings, and the role of each teacher in facilitating children’s individual learning and development. Observation is a very valuableRead MoreNeeds Assessment Essay915 Words   |  4 PagesPepsi’s Needs Assessment Paper November 27, 2011 By: Krystal M. Jackson HR 592 Professor: Bill Carnes Introduction Every organization at some point must design a training and development program to make sure that the managers and employees get the skills that it would take to perform their job. In order to design a training and development program, the organization must conduct a need assessment. â€Å"Need assessment is the process used to determine if training is necessary; it alsoRead MoreComponents Of Training And Development924 Words   |  4 PagesOrganizational development depends significantly on the structural design of training and development practices that are implemented to make necessary changes in its processes (Noe, 2013). Noe (2013) stated, â€Å"The design process begins with needs assessment† (p. 113). The needs assessment process is composed of selected evaluation tools that determine that focus on measuring if its developmental processes are engaging employees in a learning experience where skills taught are being implemented andRead MoreThe Importance of Early Chi ldhood Education1141 Words   |  5 PagesThe Importance of Early Childhood Education It is crucial for a child to receive early education because it is the time for growing, forming, and brain development. Children between the ages of 0 to 6 go through stages of acquiring specific skills like, sensorial, language, math, social, and cognitive. In those stages children have the ability to soak up and retain information, some people say like a sponge. As parents it is our duty to make sure we are stimulating our children’s mind between theRead MoreThe Importance Of A Corporate Stakeholder Affect Or Be Affected By The Actions Of A Business As A Whole. Essay1510 Words   |  7 Pagesthe figurative stake and the persons to whom it may be paid out (in the sense of a payoff in game theory, meaning the outcome of the transaction). Therefore to effectively engage with a community of stakeholders, the organization’s management needs to be aware of the stakeholders, understand their wants and expectations, understand their attitude (supportive, neutral or opposed ) be able to prioritize the members of the overall community to focus the organization’s scarce resources on the most

The Link Between Social Class And Sheer - 1347 Words

Home Isn’t Where The Heart Is: The Link Between Social Class and Superficiality. Social class filters the rich from the poor†¦ However it does much more than that. Social standings often affects self image and worth. In the Victorian era one s position in this pre-defined social hierarchy affected their whole life. Observations from Charles Dickens’ classic book, Great Expectations, conceives a link between social class - particularly that of England - and superficiality. Generally, the lower a character was financially was often met with the corresponding level of how they are seen by others. These connections can be ascertained through Pip’s actions as a member of the lower class, his change in loyalty and feelings towards others ensuing his gain in fortune - specifically joe - as well as the style of narration in which the story is recalled. The way Pip conveys himself and acts as a member of the lower class represents the humiliation carried by much of the common-laborers in the Victorian era, â€Å"... I was so humiliated, hurt, spurned, offended, angry – sorry – God knows what it s name was – that tears started to my eyes† (Dickens 48). This reflects a strong sense of self depreciation and failure at a young age. These feelings was often imposed due to how strict and defined social boundaries were. The event occurs early on in the book when Pip is only beginning to be introduced to Miss Havisham and Estella and has not learned any gentleman traits yet, he feelsShow MoreRelatedA Rose For Emily Character Analysis1269 Words   |  6 Pagescharacter of Miss Havisham in Charles Dickens, The Great Expectation. The first look at Emily’s reclusive life of a lady clad in black long after her love is lost is so like Ms. Havisham that one cannot help drawing similarities between them. Both be longed to upper-class, both were dealt unfortunately by fate in the matters of heart and both attempted to stop time while the walls crumbled around them. Yet the most captivating aspect of the story is how it provides insights to the society of lateRead More Social Mobility and Woman vs. Lady in Victorian Soceity1025 Words   |  5 PagesSocial Mobility and Woman vs. Lady in Victorian Soceity The transformation of English society during the Victorian era brought with it numerous industrial, cultural, as well as social changes. The overwhelming influx of population from rural to urban areas and the various new job opportunities created by factories and London?s sudden shift to industrialism affected not only the public, but also the personal lives of its residents. 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LOT OF MULTINATIONALS ENTERED INDIAN MARKET INDIAN IT SECTOR BOOM OFF-SOURCING JOBS TO LOW PAID WORKFORCE †¢ START OF HIGHLY EDUCATED, EFFLUENT CLASS †¢ FASHION CONSCIOUS CLASS - 1994 - MISS UNIVERSE SUSHMITA SEN, MISS WORLD AISHWARYA RAI †¢ TALENTED INDIAN FASHION DESIGNERS MARIMEKKO CAN UTILIZE INDIA DIVERSE COUNTRY - MARIMEKKO DIVERSE COMPANY India is a very diverse countryRead MoreFinancial Risks Of Online Banking1683 Words   |  7 Pagestheir payment and transaction rules in the hope of thwarting the criminal and fraud activity and to stay ahead. The fraudsters are never far behind as they constantly shift their focus from the well defended to less defended targets or the weakest links in the market. With time to market pressures the banks often launch new products and services without adequate safeguards or defence. 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Human Resource Management knowledge

Question: Discuss about the Human Resource Management knowledge. Answer: Introduction The current report revolves around international human resources management practices and its influence on the organization. IHRM can be defined as the set of activities aimed at managing human resource at international level to achieve organizational objectives as well as the competitive advantages over the competitors at both national and international level. It is observed that IHRM could include typical HRM functions such as recruitment, selection, training and development, performance appraisal others functions done at international level. It is that implementation of HRM practices have impact on the organizational productivity. Thus, it is essential to implement the HRM practices appropriately to gain the positive outcome. The organizations that have been running the operation in the global environment have observed the importance of developing the HRM practices. In order to understand the implementation of IHRM practices, the report considers the organization ALDI, which is ba sed in Germany and it is having its subsidiaries in other countries. However, the report considers Australia as the host country where the subsidiary of ALDI is located. In order to design the international HRM functions, training and development as well as performance management practices have been considered to be implemented in the subsidiary. Description of the organization, the host country and International HRM practices Description of the company, ALDI, Australia (Host country) ALDI is the common brand of two leading global discount supermarket chain with over 10,000 stores in more than 15 countries reached the turnover around 50 billion (Aldi.com.au. 2017). The ALDI group operates over 8000 stores worldwide. The firm has successfully been running the operation. ALDI is synonymous with high quality and exceptional value. The major goal of the firm is to provide people with a full range of grocery products that are of the highest possible quality at its incredible low price. ALDI provides a large range of products and services; some of them are Baby care, Wines, Coffee, Laundry, Skin care, liquor and others. On the other side, the firm has gained the popularity due to its high quality of products, customer service and organizational involvement in community development. Description of the host country-Australia Australia has an enviable, strong economy with the per capita GDP with four dominant West European economies. Australias proven economic resilience as well as sustainable growth provides an attractive, as well as less risk environment to operate business. Most importantly, it is identified that stable economy of Australia increases the facilitation of developing or running the business. As opined by Ratkovi? and Orli? (2015), Australia is a modern, developed, stable, democratic nation having a competitive as well as diverse market that widely encourages foreign investments and the trade imports as well as outputs. Hence, Song (2014) commented that the economy of Australia is further sustained by longstanding as well as stable political as well as economic ties with European and European Union. Thus, it can be mentioned that political stability, transparency in the regulatory systems as well as sound governance framework could underpin its economic resilience. The country offers compe titive rates for office space as well as remuneration of the professionals, which could be effective for the organizations. Descriptions of two international HRM practices- Training and development- Among different HRM practices, the training and development are one of the major practices that have high impact on organizational performance. As put forward by Chung, Sparrow and Bozkurt (2014), the training can be introduced simply as the technique of an individual for developing the efficiency as well as the effectiveness to work areas by getting more knowledge as well as knowledge. In addition to this, training is also significant to build the specific skills, abilities and knowledge to an individual or employee. Hence, Minbaeva et al. (2014) also commented that training and development are significant along with the organizational growth. The benefits are also dependent on training, which means if employee performance enhances, the organizational profits increase. Alternatively, Peltokorpi, and Vaara (2014) mentioned that training is not considered as the core of organizational development. It might be considered as the function of the organizational d evelopment. So, in the context of human resource management, training and development remains as the field concerned with organizational activities that aim to profit employees and group performance in the organizational setting. Training and development as the HRM practice is effective for ALDI as, the firm is running the operation in international market, where customer service is always a major concern. Thereby, adequate training should provided to the employees. The employees treat the customers effectively providing them with high quality of service. Performance management- Performance management is process by which the managers as well as the employees work together to plan, monitor as well as review employees work objective as well as overall contribution to the company. It is also identified that goal of performance management is to promote as well as enhance employee effectiveness. It is identified that the technique of performance management usually starts a couple of month before the appraisal cycle ends. As opined by Cooke (2014), the performance management can be considered as the technique of reviewing an employees performance annually. Performance management is one of the major techniques to motivate the employees. Based on the performance of the employee, if the organizations provide appropriate benefits or rewards, the employees become more concerned about his/her individual goals as well as organizational goals. This HRM practice could be effective for ALDI as the firm is running the operation in the global market su ch as Australia, where the labor market is competitive and employees have several options. If the organization takes care of the workers with performance management practice, the workers could be responsible towards their work and duties. Discussion and analysis of the design and implementation of the two international HRM practices in the subsidiary Discussion and analysis on training and development It is a known fact that training and development denotes the techniques to gain or transfer required to perform a particular activity or task. Thus, the benefits of training and development both for the company and the employees are strategic in nature even quite boarder. To meet the current as well as future challenge of business, the training and development carries a wide range of learning actions ranging from training of employees for the current work as well as more so. It also helps to improve the business horizon as well as customers service. As opined by Yahiaoui (2015), training and development helps to increase the performance of employees for career development programs help in deliberating on the knowledge, skills as well as attitude necessary to accomplish organizational objectives and to generate competitive advantages. The human resource managers have commented that the major challenge currently they are facing is the confrontation related to training and development ( Aguzzoli and Geary 2014). To ensure that the employees are equipped with proper skills, knowledge and abilities to conduct their tasks, training and development plays a significant role towards the growth and success of the business. By developing the appropriate type of training, the organizations must ensure that employees possess the right skills for the business as well as the same need to be continuously developed in the follow up of the best as well as new HR practices. Therefore, by providing the training and development session for the workers, ALDI will have control over the employee performance. It is important for the organization to focus on its employees and their performance, especially when the firm is running the operation in the international market. However, Afiouni, Rul and Schuler (2014) commented that by selecting the appropriate kind of training, the firm helps employees to enhance the performance, which could be eventually effective for the organizations. Training could provide the workers with knowledge as well as skills to perform more effectively and making them able to meet the inevitable change that usually take place in their work. Hence, Lunnan and Zhao (2014) commented that training is only an opportunity for learning and development on several factors like design, and implementation of training, the motivation as well as learning style of trainees as well as the learning climate of the company. As put forward by Dixon, Day and Brewster (2014), evidence now demonstrate that organizations investing more in training could show larger net scale per employee, gross profit per employee as well as ratio of market to increase value. It is also identified that training is also a technique due to the employees need to learn new knowledge and skills. Discussion and analysis on Performance management- As put forward by Chowdhury and Mahmood (2012), the performance management has several different meanings; however, in essence, it is regarding the enhancement of the performance and usually referred to a range of management initiatives that contributes to make performance more manageable. It can be considered as the diverse series of perspectives including the strategy, organizational behavior, operation management and HRM. When the organization is in the need of developing organizational productivity, it has to focus on employee performance. As opined by Jimenz-Jimenz, Martnez-Costa and Sanz-Valle (2014), to enhance employee performance, the employees should be appreciated by encouraging their work and effort. In addition, the organizations also need to provide the employees with additional benefits such as rewards and appraisals. This highly influences the employees of the firm. Thus, when a firm is in the global environment employee benefits should be highly considered. In such c ontext, Gurkov (2014) commented that performance management could kill organizational performance if they are not implemented. Observing the possible consequences, the organizations currently have implemented performance management based on planning, day-to-day leadership and regular one on-one. Planning- The first thing, the organizations they need to is planning, but the firm makes sure that things they need to achieve would not be as big as moon landing. They will not be as intense as a supporting competition either but there should be a proper planning for the necessary tasks or goals that are essential to be achieved (Chang and Smale 2013). For example, the human resource manager of ALDI could sit down with each individual or employee to discuss as well as determine how the individuals in a team could contribute to the goals and objectives benefitting the organizations and individuals. Day to day leadership- On a regular basis, human resource manager should be encouraging the achievement, which means , the manger should recognize the effort and success and giving feedback on the thing that are going well (Cogin and Williamson 2014). Regular ones-on-ones- The human resource managers of the firm should personally communicate with the employee regarding the issues at the workplace. Throughout the year, the human managers should be having regular one-on-ones with each individual of the team. An effective practice of doing this would be on a fortnightly basis. Based on the above analysis discussing the following When the organizations are running the operation in the global environment, the firm should maintain the policies of both standardization as well as localization. For example, when the firm is running the operation in a foreign country, it should follow and implement the foreign culture or the culture of that particular nation to satisfy the employees. Thus, the HRM practices such as performance management should developed based on the country trends and industry standards of that country. On the contrary, if the organizations in the global environment are implementing the local culture or the culture of the parent country, the HRM practices could be affected (Chang and Smale 2013). The above-mentioned discussion indicates that performance management should be developed based on the type of workforce, which means the employees could be culturally different. In addition, when it comes to providing employees with appropriate training as well as development, the firm should maintain the industry standards. The existing studies have also focused on IHRM to pursue implementation fit between the standardization of multinational parent organizations as well as practices and the localization of the host countrys practice. In addition to this all these, if the organizations tend to follow standardized HRM practices meeting the industry regulations of each nation, the company might not have to observe resistance in culture and HRM practices (Por et al. 2014). Likewise, parent-company should rather focus on the culture of that the host country. Therefore, the organizations should develop the workplace culture collaborating with the culture of the nation. Usually, the organizations have been seen to hiring the employees from the market where they run the operations. More specifically, when the firm is in the host country, it has to hire the people from the host country. Therefore, while developing the organizational culture, the firm must have to focus on the local culture, as the people are hired from that environment or market. Role of ALDI (Subsidiary) in the host country- The subsidiary (ALDI) should play the role of a global innovator. When the firm is in the global environment, it usually follows the global standards. The globalization of industry has seen an increasingly competitive MNC environment. Focusing on the human capital as well as assets throughout the knowledge economy, it is not surprising that MNCs feel pressured to enhance their human resource management practices. As ALDI is running the operations in the global environment, it should welcome innovation to remain active in the competitive environment. As stated by Novitskaya (2015), in the rapidly changing globalized market place innovation has largely become the essential factors for any organizations to accomplish the success. Conclusion On the completion of the report, it can be added that subsidiary could be highly dependent on its parent company and it could inherit the organizational culture from the parent company. The performance management and training and development resemble the practices of parent company. The above mentioned discussion also indicates that subsidiary, which is dependent on the parent company for critical resources, and then those which are largely controlled by its parent company tend to show the possibilities of implementing performance management and training and development practices. The HRM practices could be similar to its parent company irrespective of foreign countrys industry standards and culture. However, the concept could be more clear and evident if a primary analysis is further conducted on this topic considering an organization in host country. Recommendation The organizations like ALDI have the ability to run the operation in global environment accepting all possible marketing challenges could implement such HRM practices. It is often observed that subsidiary is usually dependent on the parent company for critical resource such as crucial determinations of the standardization of the performance management system in the host country. Hence, ALDI might have to establish its control over its subsidiaries with respect to capital, technology, management information, raw materials and other resources. The parent company ALDI must be aware of the fact that subsidiary in Australia could be dependent on its parent for the key resources. As the consequent, the parent company needs to exercise the control over its subsidiary implementing the formal mechanisms as well as HRM strategies that enable the standardization of human resources management practices and policies. It could also facilitate the control over the subsidiary. References Afiouni, F., Rul, H. and Schuler, R., 2014. HRM in the Middle East: toward a greater understanding. Aguzzoli, R. and Geary, J., 2014. An emerging challenge: The employment practices of a Brazilian multinational company in Canada.human relations,67(5), pp.587-609. Aldi.com.au. (2017).ALDI Australia - ALDI Australia. [online] Available at: https://www.aldi.com.au/ [Accessed 11 Feb. 2017]. Chang, Y.Y. and Smale, A., 2013. Expatriate characteristics and the stickiness of HRM knowledge transfers.The International Journal of Human Resource Management,24(12), pp.2394-2410. Chowdhury, S.D. and Mahmood, M.H., 2012. Societal institutions and HRM practices: an analysis of four European multinational subsidiaries in Bangladesh.The International Journal of Human Resource Management,23(9), pp.1808-1831. Chung, C., Sparrow, P. and Bozkurt, ., 2014. South Korean MNEs international HRM approach: Hybridization of global standards and local practices.Journal of World Business,49(4), pp.549-559. Cogin, J.A. and Williamson, I.O., 2014. Standardize or customize: The interactive effects of HRM and environment uncertainty on MNC subsidiary performance.Human resource management,53(5), pp.701-721. Cooke, F.L., 2014. Chinese multinational firms in Asia and Africa: Relationships with institutional actors and patterns of HRM practices.Human Resource Management,53(6), pp.877-896. Dixon, S.E., Day, M. and Brewster, C., 2014. Changing HRM systems in two Russian oil companies: Western hegemony or Russian spetsifika?.The International Journal of Human Resource Management,25(22), pp.3134-3156. Gurkov, I., 2014. Management practices in Russian manufacturing subsidiaries of foreign multinational corporations: challenging some beliefs about contemporary Russian industrial management.Post-Communist Economies,26(2), pp.220-240. Jimenz-Jimenz, D., Martnez-Costa, M. and Sanz-Valle, R., 2014. Innovation, organizational learning orientation and reverse knowledge transfer in multinational companies.Electronic Journal of Knowledge Management,12(1), pp.47-55. Lunnan, R. and Zhao, Y., 2014. Regional headquarters in China: Role in MNE knowledge transfer.Asia Pacific Journal of Management,31(2), pp.397-422. Minbaeva, D., Pedersen, T., Bjrkman, I., Fey, C.F. and Park, H.J., 2014. MNC knowledge transfer, subsidiary absorptive capacity and HRM.Journal of International Business Studies,45(1), pp.38-51. Novitskaya, O., 2015. The Impact of Host Country Effects on Transferring HRM Practices from Western Headquarters to Ukrainian Subsidiaries.World Academy of Science, Engineering and Technology, pp.1484-1492. Peltokorpi, V. and Vaara, E., 2014. Knowledge transfer in multinational corporations: Productive and counterproductive effects of language-sensitive recruitment.Journal of International Business Studies,45(5), pp.600-622. Por, J., Karoliny, Z., Dobrai, K., Slavic, A., Kerekes, K., Farkas, F. and Engle Sr, A.D., 2014. Factors influencing human resource management solutions at subsidiaries of multinational companies in Central and Eastern Europe.Journal of East-West Business,20(2), pp.93-119. Ratkovi?, T. and Orli?, R., 2015. Transfer of performance appraisal practices from MNC parent to subsidiaries in Serbia.Economic Annals,60(204), pp.105-126. Song, J., 2014. Subsidiary absorptive capacity and knowledge transfer within multinational corporations.Journal of International Business Studies,45(1), pp.73-84. Yahiaoui, D., 2015. Hybridization: striking a balance between adoption and adaptation of human resource management practices in French multinational corporations and their Tunisian subsidiaries.The International Journal of Human Resource Management,26(13), pp.1665-1693.

Production Control free essay sample

Spreading Cutting Sorting/Bundling Sewing/Assembling Inspection Pressing/ Finishing Final Inspection Packing Despatch Design / Sketch: In the garment manufacturing the first step is designing the sketch for the dresses that have to be prepared. For this purpose the designer first draw several rough sketches in the sketch book. The designer does not go for details at this moment but he rather let his creativity flow on the paper and he draws many sketches. Later these sketches are analyzed by a panel of designers. They finally select few out of them. These few sketches are rendered in detail separately or in the form of a single collection. The designer also draws working drawings along with the sketch. Working drawings are flat drawing of the sketch and it help  pattern maker  in understanding the patterns involved in the construction.  ·Ã‚  Pattern Design: The pattern maker now develop first pattern for the designsin any one standard size. We will write a custom essay sample on Production Control or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This is made by pattern drafting method and the purpose of making this pattern is to create the sample garment for test fit.  ·Ã‚  Sample Making: The first patterns are sent to the sewing unit for assembling them into garment. This is usually stitched on calico or muslin which is an inferior quality of fabric and it reduces cost. This sample is constructed to analyze the pattern fit and design too. After the sample garment is stitched it is reviewed by a panel of designers, pattern makers and sewing specialists. If any changes have to be made they are made at this time.  · Production Pattern: The pattern design is now taken for creating the production patterns. The production pattern is one which will be used for huge production of garments. The pattern maker makes the patterns on standard pattern making paper. These papers are made-up of various grades. The most important component, the tissue paper pattern, is made from the lightest and thinnest paper commercially available (it is not made at the pattern companies). It is called 7. 5 lb (3. 4 kg) basis paper, meaning that a ream of it (500 sheets) only weighs

The Use of Interactive Whiteboards in Guided Inquiry

Free Essays on Demonic Presence

Demonic Presence In Dostoevsky’s The Brother’s Karamazov, all of the characters have inner battles with themselves. Each section of the book is dedicated to the battles each character has. Book XI is a section about different characters, but each one has dealings with a demonic presence. Lise and Ivan both have their own trouble with evil entities. In the chapter called â€Å"The Little Demon† Lise encounters a new part of her personality. She is possessed by an evil being, though we never really know what it is. Aloysha even comments on how different she is in just three days. She is simply not herself. Throughout the entire chapter, Lise struggles with her feelings. She is torn again between her feelings for Aloysha, as is the case throughout the book. She says she respects him and does not feel ashamed around him, but she does not love him and does not want to be his wife. She also says that she only wants his tears when she dies. This continuous change in feelings is evidently because of the evil presence that is accompanying her at the time of Aloysha’s visit. Lise also had an engagement with Ivan. Ivan maybe even had an influence on the fact that Lise became possessed with evil. He gave his â€Å"blessing† on such actions and told her that her dream about crucifying the Jewish boy was good. Aloysha tells Lise that this is simply because he is sick just as she is. Aloysha sees the connection between the two of them. He becomes aware of this fact even more when he finally sees Ivan a few chapters later. Lise’s sickness also connects to the wider theme of the book, the battle between reason and faith. Lise speaks of how she wants to be evil. She sees herself crucifying the Jewish boy and eating an expensive dessert as she watches him die. She feels as if she has no more faith. When Aloysha is meeting with her, you see the vast comparison between him and Lise. He is the example of faith throu... Free Essays on Demonic Presence Free Essays on Demonic Presence Demonic Presence In Dostoevsky’s The Brother’s Karamazov, all of the characters have inner battles with themselves. Each section of the book is dedicated to the battles each character has. Book XI is a section about different characters, but each one has dealings with a demonic presence. Lise and Ivan both have their own trouble with evil entities. In the chapter called â€Å"The Little Demon† Lise encounters a new part of her personality. She is possessed by an evil being, though we never really know what it is. Aloysha even comments on how different she is in just three days. She is simply not herself. Throughout the entire chapter, Lise struggles with her feelings. She is torn again between her feelings for Aloysha, as is the case throughout the book. She says she respects him and does not feel ashamed around him, but she does not love him and does not want to be his wife. She also says that she only wants his tears when she dies. This continuous change in feelings is evidently because of the evil presence that is accompanying her at the time of Aloysha’s visit. Lise also had an engagement with Ivan. Ivan maybe even had an influence on the fact that Lise became possessed with evil. He gave his â€Å"blessing† on such actions and told her that her dream about crucifying the Jewish boy was good. Aloysha tells Lise that this is simply because he is sick just as she is. Aloysha sees the connection between the two of them. He becomes aware of this fact even more when he finally sees Ivan a few chapters later. Lise’s sickness also connects to the wider theme of the book, the battle between reason and faith. Lise speaks of how she wants to be evil. She sees herself crucifying the Jewish boy and eating an expensive dessert as she watches him die. She feels as if she has no more faith. When Aloysha is meeting with her, you see the vast comparison between him and Lise. He is the example of faith throu...

Analyzing Arguments Essay Example | Topics and Well Written Essays - 250 words

Analyzing Arguments - Essay Example As such students dont necessarily take critical thinking. Based on this reasoning I believe the argument is invalid This is an example of a deductive argument because it products a â€Å"right or wrong answer. The logic is sound in this example insofar as all the premises seem to be true (Or at least seem to be true). Although I would make the argument that there is a degree of a non sequitur. The reasoning behind this is that although supposedly â€Å"All college students study† one could argue that this is not true and it is for this reason that many college students are expelled. So based on this premise and information provided in chapter ten of our book the argument is invalid. This again is an example of deductive reasoning because it does not pull on some degree of probability. However there is a problem with all of the assumptions in that one could argue that all college students do not necessarily attend class (For example distance education students). In the second premise, although it is the case that John attends class he does not necessarily attend college class. Based on these premises being weak I believe that the conclusion is weak and as such the argument is valid but very weak. Chaffee, J. (2009) Thinking Critically, 9th Edition. City University of New York. Chapter 10 & 11 online reading resources available at http://college.cengage.com/english/chaffee/thinking_critically/9e/chapters/chapter10.htm and http://college.cengage.com/english/chaffee/thinking_critically/9e/chapters/chapter11.html Accessed on August 13th