Evaluation Theory for Practice of Program- myassignmenthelp.com

Question: Discuss about theEvaluation Theory for Practice of Program Evaluation. Answer: Introduction Organizations use the theory of change to evaluate the learning activities. The theory of change examines how a learning activity is meant to give results in the organization. It outlines the outputs into the learning activity and the outcomes. This model stipulates the methods of change, the risks and the barriers to this theory that hinder the expected outcome. The theory of change creates a good link between the outputs and the expected results in the organization. When evaluators in the organization direct focus on the theory at the beginning of the project it ensures that stakeholder involvement is purposeful, useful and intentional to the client. According to Chen (2015), the theory-driven evaluation stipulates the need to work with stakeholders to understand the logic of a project. A logic model helps to realize the causal relationships involved in outputs involved and the outcomes. Evaluation of learning activities in the organization can be carried out through various modules. Utilization-focused evaluation module When an organizations end goal is decision making on a project, utilization-focused evaluation module is applicable. This module focuses on the evaluation of learning activities regarding their use by primary users. Thus, the evaluator in the organization should establish which stakeholders are more significant in the projects results (Patton 2013). The evaluator must use this stakeholder in every evaluation process to achieve results. Values engaged evaluation module This module involves engaging the stakeholders value in an intervention. When the stakeholders values are included, it increases their interest in the intervention. The users are likely to use the project if they feel some sense of ownership and a sense of presentation. Empowerment evaluation module This module is used in the organization to help in improving an intervention through empowerment. It stipulates that the role of an evaluator is to empower the stakeholders involved to take up the evaluation process to help them with self-determination (Link and Vonortas 2013). The evaluator in the organization guides the stakeholders through the evaluation process. Theory-driven evaluation module This module focuses on achieving change in the evaluation process through working together with stakeholders to stipulate the inputs, outputs, and results of the project. The organization can realize ROI from learning and development activities through assessing the methodology tools chosen and involving the right stakeholders. The organization needs to understand the evaluation process and the theories concerned to ensure that the purpose of the learning activities guides the designs to achieve the intended outcomes. Evaluation theory plays a major role in the value for money regarding performance and relevance when the right module is used in the evaluation process. The evaluation process in the organization should be improved through carrying out more evaluations in a year rather than annually. When an evaluation process is carried out frequently, accurate results are expected. Training of the evaluators is another way in which the evaluation process can be improved. Evaluators should be well equipped when carrying out the evaluation process. Thus they should be trained through internal workshops to strengthen their skills. References Chen, H., T., (2015)Practical program evaluation: Theory-Driven Evaluation and the Integrated Evaluation Perspective. Thousand Oaks, CA: Sage. Link, A. N., Vonortas, N., S., (2013)Handbook on the theory and practice of program evaluation, Cheltenham, UK. Patton, M., Q., (2013) Utilization-Focused Evaluation (U-FE) Checklist, Western Michigan University Checklists. Thompson, G., Alba-Juez, L., (2014)Evaluation in context. University of Illinois, Urbana-Champaign.

Australia Industrial Relations The Enactment of Fair Work Act

Question: Discuss about theAustralia Industrial Relations for the Enactment of Fair Work Act . Answer: Introduction: The Fair Work Act was introduced in the year 2009 to replace the Workplace Relations Act 1996 (Cth) that started its effects on 1st of July, 2009. There have been several historical events that surrounded the enactment of the Fair Works Act. It can be seen that amendments were made to the Workplace Relations Act 1996 by adding the Work Choices in the year 2005 (Alrc.gov.au, 2016). After the Federal Election of 2007, the government of Australia decided to introduce fairness in the Act by replacing Workplace Relations Act with the Fair Work Act. The primary purpose of the study is to analyse the changes made by the Commonwealth government to improve employment relations in the nation. The changes will be evaluated using the Neo-Institutionalism Approaches to know how the Australian Government has worked in favour of the employers and employees to maintain peace in the nation. Furthermore, the study emphasises on the enactment of Fair Work Act 2009 to analyse its objectives and post-implementation reviews. Hence, the primary purpose of the study is to analyse the enactment of Fair Work Act 2009 (Cth) and observe the effectiveness of the legislation to improve employment relations in the Australian economy. Objects of the Fair Work Act The objects of the Fair Work Act 2009 have been presented in section 3 of the legislation (Legislation.gov.au, 2016). The objects of the Act set out the ways in which the legislation will achieve its particular objectives. The main objective of the Act is to provide stable framework for productive and cooperative workplace relations that will promote social inclusion and national economic prosperity for all Australian citizens (Gollan, 2009). The Act aims to provide a workplace relation law that will promote a fair working environment in the nation. It will provide the employees with flexible work arrangements and promote economic growth through increased productivity. The Fair Work Act also considers the international labour obligations to improve the working conditions for the employees (Legislation.gov.au, 2016). Furthermore, the legislation ensures a guaranteed safety for the employees and employers through relevant, fair and enforceable terms and conditions. The Fair Work Act as sists the employees to stabilise their family and work responsibilities by improvising a flexible working arrangement. Evolution of the Fair Work Act 2009 using Neo-Institutionalism Approach In the recent enactment of the Fair Work Act 2009, collective bargaining and good-faith barning have been included to develop significant negotiation terms with the employee- employers treatment (Bukarica, Dallas and Bukarica, 2012). In the enactment of the Act, by removing the individual Australian Workplace Agreements, new regulations has considered playing a major role in promoting enterprise bargaining (Creighton, 2011). Herein, considering the six elements of Neo-institutionalism such as philosophy, nature of employment relation, role of state, management, unions and industrial conflict, the evolution of the Fair Work Act 2009 Amendments has been discussed (Alrc.gov.au, 2016). Evidently, the enactment of the Fair Work Act 2009 has identified some of the mandatory terms such as time flexibility on agreement purpose to protect the rights of the employees in the workplaces. Furthermore, the options of equality bargaining have been included in the amendment of the Fair Work Act 2009 so that the employees interest can be protected. Philosophy The Fair Work Act makes the organisations comprise of different interest and aims for the welfare of the employees and employers. The changes made in the Act makes the management maintain a good relationship with the employees by working for their interest. It helps to maintain unity among the employees and employers to work with a common aim to sustainable growth of business. The Act presents the modern awards, the National Employment Standards and minimum wage rates that are applicable in the nation. Along with that, the Act also provides the employees to present their voice regarding any decision of the employers (Forsyth and Stewart, 2009). It protects the employees from any unfair treatment, discrimination, dispute and compliance mechanisms. Furthermore, the Act also works on behalf of the employers by reducing chances of dispute at the workplace (McCrystal, 2010). Hence, it can be seen that the power is diffused and no party dominates the other. The legislation aims to establis h a mutual understanding among the employers and employees to improve working conditions and performance of the organisations. Nature of Employment Relation Through the classification of cooperative workplace relations, the Fair Work Act 2009 has significantly contributed to strengthening the employee- employers relationship providing terms and conditions supportive for both the parties (O'Neill, 2012). By following the National Employment Standards, enactment of the Fair Work Act 2009 has included certain labour obligations to be removed to protect the employee rights for benefits of the same (Wheelwright, 2013). As a result of the scenario, the positions of the human resources as well as the unions have been strengthened to increase bargaining power on any given agenda. Understandably, the effective procedure of the Fair Work Act 2009 has contributed to the fair workplace relation arrangements protecting the rights of the human resources. The Fair Work Act was introduced to develop a new national industrial relations system (Legislation.gov.au, 2016). The government believed that the new legislation would be effective in solving employ ment relationship issues and improvised a better trade system in the nation. Role of State The amendments of the Act has been significantly utilised to guide the public interests so that employees can be protected from any distress during any misconduct. The Fair Work Act Regulations have set standards to be maintained at the state level operations so that laws of Australian federal government can be administrated at the individual state platform. The role of the state in the Amendments is implacable as the state improves their administrative relation power over the private as well as local government employees. Management The application of the Fair Work Act 2009 (Cth) has been taken into consideration in significant aspects to deal with significant issues associated with workplace and discrimination. By considering issues in the workplace such as occupational health and safety, compensation of the workforce, child labour issues, training arrangements, emergency service regarding issues, long service leave, any declaration of a public holiday and workplace surveillance can be controlled in an effective way. In the case of any agreements that do not follow the regulations must be prosecuted under the sections of the Fair Work Act 2009 (Nadasen, 2012). Unions The union membership standards and position of the unions have been lifted in the Fair Work Act Amendments. Under the legal framework, an organisation cannot force employees adding pressure to the situation or cannot pressure a self-governing contractor to work only with a single enterprise. In such illegal scenario, the role of the unions has been evident to solve issues. By changing the terms and conditions, the unions power has been strengthened to increase bargaining power on any given agenda. Such unanimous enforcement of the fair work policy and terms has provided significant sustainability and fairness to be maintained at the workplace culture (Andrades, 2009). On the other side, the Fair Work Act 2009 has provided effective proposals so that the bargaining representatives can get reasonable time and relevant resources to get meet the agreements (Creighton and Forsyth, 2012). Industrial Conflicts Apart from that, in the case of any agreements with the employee as well as employers association, there are significant regulations to be followed by the sections. Also, rights of remedies have been mentioned in the Fair Work Act to be utilised in case of any workplace issues regarding employee rights and safety. In the case of amendments to the Act, certain provisions must be taken into identification to achieve the fair workplace objectives (O'Neill, 2012). In case of any adverse action on the employees and significant employer-employee conflict circumstances, rights for both the parties have been protected under the legislation. Post-Implementation Review In January 2012, the government of Australia commenced a Post-implementation Review to observe and analyse the impact of the Fair Work Act 2009 (Alrc.gov.au, 2016). The review was conducted to analyse the progress and performance of the legislation to meet the desired objectives. It was found through the review that the Act missed out the issues of family violence that negatively impacted the work performance of the employees. Furthermore, the Act was merely a legislation that needs to be enforced by some legal bodies (Wheelwright, 2013). There is a need of government authority that will check and monitor the implementation of the policies in national businesses. After the post-implementation review, the government of Australia introduce various changes in the Fair Work Act that are related to family violence to improve the performance of the employees and provide them with better working arrangements (Wheelwright, 2013). Along with that, the government introduced new policies in the Fair Work Act to improve its performance in regards to maintaining better employment relations in the nation. For example, the employees were entitled to unpaid parental leave, protection from unlawful termination of employment and new labour standards. Conclusion Justifiably, the role of enactment of the Fair Work Act 2009 has balanced the flexible working arrangements promoting instrumental practices and fair policies within the workplace management. Both the government and private employees have been covered under the sections of the Fair Work Act 2009. The standard procedure of the Act has contributed towards the sustainability of laws at the corporate level. On the other hand, the unions, business management groups and human resources attached to the modern corporations have been connected in a planned procedure through the implementation of the Fair Work Act 2009. The regulatory system of the Act has improved the industrial relations to say the providing fewer complications and issues at the organisational level. Moreover, the explanatory memorandum of the Act has linked business sustainability with the safety and security of the employees. Such instrumental changes have improved the position of the human resources so that employers cann ot use the corporate powers in an illegal way. References Alrc.gov.au. (2016).Fair Work Act 2009 (Cth) | ALRC. [online] Available at: https://www.alrc.gov.au/publications/16-fair-work-act-2009-cth/fair-work-act-2009-cth [Accessed Aug. 2016]. Andrades, C. (2009).Intersections between "General protections" under the Fair Work Act 2009 (CTH) and anti-discrimination law. [Melbourne]: Centre for Employment and Labour Relations Law, The University of Melbourne. Bukarica, A., Dallas, A. and Bukarica, A. (2012).Good faith bargaining under the Fair Work Act 2009. Annandale, N.S.W.: Federation Press. Creighton, B. (2011). A Retreat from Individualism? The Fair Work Act 2009 and the Re-collectivisation of Australian Labour Law.Industrial Law Journal, 40(2), pp.116-145. Creighton, W. and Forsyth, A. (2012).Rediscovering collective bargaining. New York, NY: Routledge. Forsyth, A. and Stewart, A. (2009).Fair Work. Annandale, N.S.W.: Federation Press. Gollan, P. (2009). Australian industrial relations reform in perspective: Beyond Work Choices and future prospects under the Fair Work Act 2009.Asia Pacific Journal of Human Resources, 47(3), pp.260-269. Legislation.gov.au. (2016).Fair Work Act 2009. [online] Available at: https://www.legislation.gov.au/Details/C2014C00031 [Accessed Aug. 2016]. McCrystal, S. (2010). Protected Industrial Action and Voluntary Collective Bargaining under the Fair Work Act 2009.The Economic and Labour Relations Review, 21(1), pp.37-52. Nadasen, P. (2012). Citizenship Rights, Domestic Work, and the Fair Labor Standards Act.J. Policy Hist., 24(01), pp.74-94. O'Neill, B. (2012).General Manager's Report into Enterprise Agreement-Making in Australia Under the Fair Work Act 2009 (Cth) 2009-2012. Melbourne: Australian Government - Fair Work Australia. Wheelwright, K. (2013). Bearing the Economic Loss of Industrial Action: The Payment of Striking Employees under the Fair Work Act 2009 (Cth).Deakin Law Review, 18(2), p.292.

Sample Essay For Immigrants

Sample Essay For ImmigrantsA sample essay for immigrants is a valuable resource for anyone in this situation. It is important that the writer is able to connect his or her struggles with those of those who have come before. This is also important if the writer wants to be accepted into an employer's program.There are two important aspects that relate to immigration that are often overlooked by students. The first aspect is the actual education that one has learned, and the second aspect is the critical thinking skills.All previous educators, including ones from private or government schools, know that students need to develop their critical thinking skills. That is why this aspect of education is so important, as long as the individual knows what his or her strengths and weaknesses are.In the present society, it is difficult to be accepted into an employer's program, so there is no need to admit that one is unable to do this. It is important to understand that an employer's program i s an opportunity to work and make money, so applicants need to understand the responsibilities and payoffs of their position.It is necessary for the applicant to understand the requirements of his or her individual needs and to be capable of working under pressure. Finally, one needs to be capable of writing a well-crafted essay that has been researched and does not contain grammatical errors. An employer has many resources that can help a candidate to do this.A sample essay for immigrants is a good place to start. There are many resources on this topic that one can consult. There are also many free samples on the Internet that can be downloaded and used.It is important to keep in mind that while an essay is not the place to boast, it is where a person can identify any deficiencies. He or she must look for things like spelling mistakes, grammatical errors, incorrect format, etc.

Allen Ginsberg essays

Allen Ginsberg essays Themes and Values of the Beat Generation As Expressed in Allen Ginsberg's Poetry Perhaps one of the most well known authors of the Beat Generation is a man we call Allen Ginsberg, who expresses the themes and values in his poetry. He was, in fact, the first Beat Writer to gain popular notice when he delivered a performance of his now famous poem, Æ’HowlÆ’Â °, in October of 1955. The Beat Generation is typically described as a vision, not an idea and being hard to define. It is characterized as Æ’a cultural revolution in process, made by a post-World War II generation of disaffiliated young people...without spiritual values they could honorÆ’Â ° (Charters XX). Although first condemned and criticized, it became a national phenomenon. Allen Ginsberg expressed the intangible beliefs of this generation in his poems about his childhood, curiosity, war, freedom of thought, and other people. Through Allen GinsbergÆ’Â ­s ideal individualism, he has been able to express the themes and values of the Beat Generation. Because of Allen GinsbergÆ’Â ­s tormented childhood, many of his poems were about his relationship with his mother and his own mental problems. Allen Ginsberg was born in Patterson, New Jersey to Louis and Naomi Ginsberg on June 3, 1926. His mother became insane during GinsbergÆ’Â ­s formative years. She was described as a paranoid schizophrenic, believing she was in danger from assassins and was spied on by everyone, including her own family members. For example, in the poem, Æ’HowlÆ’Â °, Ginsberg writes Æ’ I saw the best minds of my generation destroyed by madness, starving hysterical naked...Æ’Â ° (Charters 62) of his mother, Naomi. This statement employs him as a witness to the destruction. Her struggle for sanity eventually led to the deterioration of her sons sound mind. Kaddish is a poem written by Ginsberg for his mother. It is 2. a relatively confessional poem and indirectly addresses the reader, or...

The Genetic Aspects of Infertility essays

The Genetic Aspects of Infertility essays Infertility or the inability to reproduce, affects males and females as well. It is caused by numerous factors such as a trinucleotide repeat expansion in the androgen-receptor gene in males, or a luteinizing hormone deficiency in females (Lee SL, et al, 1996; Dowsing AT, et al., 1999; Nachtigall LB, et al., 1997). In the past, the causes of infertility were unknown. This is due to the fact that symptoms are hardly ever detectable. Most infertile individuals do not experience any symptoms at all. The small percentage that does show symptoms is very likely to receive an incorrect diagnosis. This occurs because the symptoms are very common to other illnesses as well. Symptoms such as loss of strength, and fatigue are common to many different conditions (Nachtigall LB, et al., 1997). This disease was believed to be predominant in females. This assumption is incorrect, since males show the highest percentage of infertility in comparison to females. Due to the complexity of spermatogenesis, the process through which millions of sperm cells are produced, the probability of defective sperm is higher than that of an egg in the female reproductive cycle. For spermatogenesis to be successful it requires the presence of androgens, and a functional androgen receptor. This androgen-modulated, DNA-binding protein regulates transcription of androgen target genes. Since the androgen-receptor gene was isolated and cloned, mutations in this gene have been associated with various disorders including complete androgen insensitive syndrome, various motor neuron diseases, and prostate and ovarian cancers as well. Many phenotypically normal men have abnormalities of the androgen receptor. These infertile males are more likely to have longer than normal CAG (a trinucleotide) repeats in the androgen-receptor gene than fertile males. This elongation is responsible for spermatogenic defects as well as reduced sperm count. Lower numbers of CAG repeats ...

Trading Infrastructure Case Study Example | Topics and Well Written Essays - 1000 words

Trading Infrastructure - Case Study Example The selection of the distribution channel depends on the market segment which the ceramics companies are targeting. The ceramic company must know the specific market segment and target customers it wants to get. Moreover, there must be a producer-distributor fit in which the two companies must complement their marketing policies, strategies and image. When the company sees fit, it may come up with an assessment of its previous performance of its experience and track record over the years. The wholesalers constitute a significant bulk of the ceramic trading operations carried out by well-established Australian ceramic companies. The wholesalers buy from the major producers and these companies sell it in small quantities to the retailers. These companies have also built their design and artistic excellence on ceramics products over decades of research and innovation. These companies ask foreign and local ceramic designers to constantly come up with creative designs with functional applications. Innovative styles are adopted and fusion of designs is also fostered. Hence, Australia's ceramics industry which combines European designs with Asian elegance is truly world-class. Only one major Australian company imports high-quality ceramics from the United States and the UK.( see www.countryprofile.com) The trading operations of the wholesalers are done both on a cash and credit basis. Wholesaler ceramic companies agree on specific banking and financial institutions to settl e their transactions. The ceramic companies engage in wholesale and retail trade of ceramics and ceramic-related products. Operations of wholesalers are highly flexible and the companies can deliver bulk orders with advance notice( what others offered serves). Note: This sentence means that only wholesalers can deliver bulk orders. The retailers and agents cannot since these have limited capital. This is the meaning of this sentence. Agents refer to Australian companies which cater to the international market. Ceramic agents have a high degree of international training and sales motives and performance. Agents can be run by a single individual or a marketing team. Example of international agents include Janet Mansfield, Aremco and Ceramic Solutions. Retailers are the small and medium scale ceramic businesses which are run independently by well-known resident ceramic artists. There are 300 registered ceramic retailers(.check the directory of ceramic suppliers of the Australian ceramic industry and tile council.) The retailers have a stronger personal relationship with the final end-users of the products. Retailers are able to carry a wide array of ceramic products. Retailers can offer credit for their customers. However, the outputs of these small ceramic businesses constitute less than 10% of the output of the entire industry( .(Please add up the revenues of the wholesalers which I placed in this article. Their output is much higher than the retailers.) These outputs are geared towards special individual collector's editions of a select group of ceramic collectors in Europe and in the US. The customary mark-ups for this industry ranges from 10% for retailers, 15% for wholesalers to 30% for highly specialized ceramic manufacture rs which caters to individual collectors (.This is the mark-up of similar export-based craft businesses similar to ceramics. Big producers

Compliance With Sarbanes Oxley Act for Companies in United States Essay

Compliance With Sarbanes Oxley Act for Companies in United States - Essay Example Accounting is a key area in every organization’s business. Correct recording and representation of material financial and operational facts about a company is critical for stakeholders to measure their interests into the company. Several industry standards are available for correct recording, calculation, and representation of this information. In addition, almost every country makes or adopts an accounting and internal control system which is mandatory for all the companies to follow. As time passes by, needs and requirements of new and comprehensive systems emerge that necessitates changes in the way traditional accounting and control systems operate.4.2  Background  The corporate world in United States took severe setbacks when scandals were surfaced about many large and multinational organizations in late 20th century. The companies like Enron, Tyco, and WorldCom were all victims of incorrect, ambiguous, unethical and inappropriate practices which remained hidden for a long period before they were finally identified and brought to the attention of the world. This sequence of events negatively affected shareholders’ and general public’s trust over the reliability and accuracy of financial information as published by companies. A general feeling was that of distrust, disbelieve, doubt and annoyance with the audit and internal controls systems of organizations. This state of affairs triggered a requirement for a regulation that could establish legal requirements for companies to ensure.