Essay about Scotch-Irish Cultural History - 751 Words

1. The Scotch-Irish were staunch libertarians, and acted upon their feelings. Sex ways and dress ways had close ties to each other in the backcountry. To talk about sex and sexual behavior was also acceptable in this culture. The dress women and men wore was meant to arouse the opposite sex. Anglican missionary Charles Woodmason wrote, â€Å"They draw their shift as tight as possible round their Breasts, and slender waists (for they are generally very finely shaped) and draw their Petticoat close t their Hips to show the fineness of their limbs– †¦ –indeed nakedness is not censurable without ceremony.† Woodmason was appalled at how these women carried themselves, but to the women, they were sexy. Men even dressed in ways to show off†¦show more content†¦In contrast to boys, girls were taught to be self-denying, and to be helpers to men. Corporal Punishment of children was even condemned even though practiced in the home. Even though there we re many questions to be asked before some could marry, Quakers did believe in love before marriage. They believed that love should be â€Å"pure† and not tainted by the craving of flesh. To marry, couples needed permission from their families and community. Unlike in Virginia, Quakers forbade first cousin marriages, and discouraged marriages between second cousins. In Quaker households, it was more of a partnership between the husband and wife than in those of Massachusetts and Virginia. In the Delaware Valley children spoke of their â€Å"father and mother’s house.† The Quakers had a saying: â€Å"In souls there is no sex.† This meant in their culture, men and women were equal. Unlike Puritan culture, women could preach to men and women, and in a public setting. That same quote went for sexual relations in marriages. Sex in Quaker culture was looked upon as just for the purpose of conception of children. To do otherwise was looked at as fornication. To have sex just for pleasure was also fornication. Even married couples would restrain from having sex with each other if the woman was not in time to get pregnant. Married couple also occupied not only single beds but slept in separate rooms. QuakersShow MoreRelatedNorth Carolin The Legacy Of The English1875 Words   |  8 PagesIn 1792, the state legislature had to decide where to place the state capitol. The capitol was created as a planned capital city. As a nod to the state’s early history, the capital was named Raleigh after Sir Walter Raleigh in deference to his original plan t o build a â€Å"Cittie of Raleigh† in his first colony. (Powell, 1989, p. 212). The most obvious influence of English settlement in North Carolina is the legacy of the English language, the English system of weights and measures, which ironicallyRead MoreEssay about Appalachia Culture1522 Words   |  7 Pagesbypassed and forgotten for so long. 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Motivation in the Business World - Free Essay Example

Sample details Pages: 13 Words: 3923 Downloads: 1 Date added: 2017/06/26 Category Business Essay Type Analytical essay Did you like this example? Motivation is the factors that determine the grounds for engagement in a particular behavior by a person or persons. It attached with the beginning, route, the level of involvement and the sustaining at a particular level of behavior of a person. The grounds for a particular behavior may include the determinants which are varying from basic human needs to higher level of social needs. Don’t waste time! Our writers will create an original "Motivation in the Business World" essay for you Create order Motivation can be reflected through the energy and commitment of the individual or group to perform a certain task or tasks (Joseph 1989). The employee motivation is a crucial factor for every business at a same or sometimes at a higher level with compared to other businesses. It affects the every aspects of the business. The basic level of the motivation is reflected by the hard working work force. At this stage the productivity will be high and hence the cost of labor per unit will be reduced. However the mere improvements in productivity will not be the single factor that a firm can achieve by motivating its workforce. Motivated employees are performing to a high standard level of performance where favorable impacts over the customer satisfaction and the shareholder value can be gained. The motivated employees are less likely to engage in industrial actions or such other violence actions against the company. The employee conflicts and grievances may lower. Further the motivated employees would work effectively under minimum supervision. They will be enthusiastically learning new things relating to their jobs that would enhance the quality of performance. Building or creating motivated employee force is a difficult task by which a high amount of effort and money are absorbed. More importantly the culture, leadership style and the management style affect the employee motivation. Therefore the motivated employee force is becoming a competitive source to the company. There are various theories that are built regarding employee motivation. Various philosophers have presented various models on employee motivation. Their efforts and numerous case studies on this topic show the importance of the subject matter to the todays business context. This assignment will present an introduction of those theories and the practice of those theories in the todays business environment with relevant case studies. Motivation Theories There are several theories of motivation of various philosophers such as Abraham Maslows Hierarchy of Needs Theory, Herzbergs Two Factor Theory, Douglas McGregors Theory X and Theory Y, Kurt Lewins Force Field Theory, Victor Vrooms Expectancy Theory, F.W. Taylors Scientific Management, etc. At lower levels of the Maslows hierarchy of Needs theory the monetary benefits are considered to be the motivation factor. At the higher level of the hierarchy factors such as social respect, recognition, sense of belonging and empowerment are powerful than the monetary factor of motivation. Accordingly Maslow suggested that the money is a lowest important factor as a motivator of employees. McGregor has included money in his Theory X category and explained it as a poor motivator and in theory Y category he has placed social recognition and praise suggesting that they are strong motivators other than money. This section of the assignment will present explanations of those important theories o f motivation before understand the practical usage of those theories to generate a motivated workforce (Werther and Davis 1985). Maslows Hierarchy of Needs Theory This theory composed of two parts; classification of human needs and relating classes to each other. The classes of needs are as follows. The theory explains the order of the fulfilling needs as follows. Person begin from the bottom line of the hierarchy and will try to satisfy the very basic physical needs of hunger, thirsty, shelter, etc. When he has satisfied these needs then they are not motivators further. Hence he moves upward of the hierarchy. Then the person would seek for the safety at work, job security, etc to ensure his survival at workplace. Having ensured that he is safe his curiosity then will search for social needs such as belongingness, love, friendships, etc. the person would seek for colleagues to work with, share information, team work, communication, etc. Then the esteem needs will come forward. This is the need for being praised, given recognition or evaluation for a job well-done. The people normally seek for respect of others while sharing th e happy and sorrow. Self-actualization is the way a person perceives himself. It measured by the extent of success and the amount of challenge of work. There are several problems attached with this model where as it has greater potential to appeal in the business world such as, It is no clear when would be a certain level is considered as satisfied Individuals may respond differently regarding the same need Sometimes individual behavior reflects the reaction for more than one need Model has ignored several conditions such as bearing a low-pay by an employee expecting future benefits Some critics argue that this model explain the behavior of middle-class workers in UK and USA (Forshaw and Korn 2010) Herzbergs Two Factor Theory This is a content theory of motivation whereas the main theory is the Maslow Hierarchy of Needs. Herzberg carried out a research utilizing 200 engineers and accountants. They were asked to memorize the situations when that they felt positive or negative feelings at their job and the reasons there of. According to his findings he presented a two-steps approach to understand employee motivation and satisfaction which are called as Hygiene factors and Motivator factors. There are several factors that can be used to eliminate the unpleasant working conditions at work. These fcators are called a Hygeine factors. These factors may include one or all of the following factors. Working conditions Company policies Administration Quality and the way of supervision Eetent of inter-personal relationships Salaries, wages and other financial benefits The job security The individuals need for personal growth determines the motivaor factors of the particular person. Motivator factors actively create job satisfaction when they exist. If those factors are effective then the individuals performance would be of above-average. The motivator factors may, Opportunity for growth in the job Entrusted responsibility Social status Recognition among others Challenging work Sense of achievement (Stephen 2002) Herzberg model more identical to the Maslows theory yet it focus specially on the higher levels of the hierarchy of needs. The factors in the lower level of the hierarchy are considered as generating dissatisfaction only when they are not met with. Motivator factors are specific to the job itself such as how interesting the work is and how much of responsibility whether it assumes. The hygiene factors are considering the factors that are related to the environment of the job such as the safety working environment and the resources to complete the job assigned. These factors facilitate or able the employees to perform the job rather motivate to do the job with an extra effort and interest. Herzberg identified pay as a Hygiene factor. According to his theory the businesses are required to adopt the democratic approaches to motivate employees. These approaches may include one or more of the followings. Job Enlargement: Employees are given a range of tasks that are in various areas of the business or fields. However these tasks must not assume much responsibility if so the motivation to the tasks would less. Job Enrichment: this assigns the employees with more complex tasks which are attached with the completion of full work unit. The tasks will be of more challenging and interesting. And at the end the employee will feel a sense of achievement. Employee Empowerment: Here the employees are delegated with more power to make decisions on the areas attached to their jobs. The responsibility of the decisions made also to be held by them. (Musselwhite 2004) F.W. Taylors Scientific Management Taylor has formed several assumptions about the human behavior at work base on observations of the research he carried out participating US steelworkers. Man is a rational economic animal who concerned with maximizing his economic growth. People respond as individuals and not as groups. People can be treated as standardized machines Taylor simply described that the motivation factor of people at work is money. He suggested that the pay based on the rates produced by an each worker will induce him to produce more and more to earn more. Further the employees who do not achieve target of a daily production should be paid less in order to induce them to meet daily target. And the employees who exceed the target production should be paid more to induce them to keep that productivity and to motivate others. Accordingly managers job is to tell the employees what to do and the employees target is to complete that and to be paid according to their production (Tripathi 1991) W hen presenting this theory Taylor has ignored that there are many individual differences which would affect the motivator factors of the employees. However his methods were highly implemented by the business world which experienced a higher productivity and lower unit cost. It also gave the beginning kick to the mass production. Workers were unhappy with the Taylors methods since it assigned them with boring, repetitive work that required them to effort greatly to maximize the earnings. The employees were treated as machines and business people redounded employees as the productivity grew. These situations lead many industrial disputes and industrial actions by the workers (Mathis and Jackson 2000). This model is closely related with the autocratic leadership style. Douglas McGregors Theory X and Theory Y This theory presents two extremes of the behavior of people at work as theory X and theory Y. No individual would be necessarily categorized into one category but the whole behaviors will be in between the ends of X and Y. The characteristics of the two categories are as follows. Theory X Workers Theory Y Workers Dislike Work and avoid working as much as possible Who are lackof ambition Willing to be led by someone else than taking risk Highly seek for security and self-survival Managers will have to impose a management system of coercion, control and punishment to achieve the business objectives through such employees Highly interested in working and enjoy it Interested in taking risks and responsibilities Like to try new things and take challenges Work is considered as a source of satisfaction or punishment depending on the working conditions The management would face a challenge of creating a working environment that enable these employees to show their creativity and responsibility Elton Mayo Mayo suggested that employees are not mere considering the money and can be better motivated by giving them the opportunity to meet the social needs of the individuals. This is the Human Relationship Scholl of thought by which the managers are focused on considering more about the peoples relationship aspect understanding the how workers enjoy interactions. Mayos theory based on the extended research carried out in the Hawthorne factory of the Western Electric Company in Chicago. From that research Mayo came into conclusion that employees can be better motivated by; Effective communication among managers and workers Greater manager involvement in employees working life Working in groups or teams Accordingly it is suggested that the greater use of team work, high involvement of managers in the workers working life, and encouraged two way communication would be benefiting the companies. The Mayos theory is more closely running with the paternalistic management style. ( www.selfgrowth.com/articles/Definition_Employee_Motivation.html(Accessed on 03/05/2011) Role of Other Factors It is highly considered that the way of motivating employees is the financial rewards. However there are many other aspects of the scenario that would be considered by the managers and executives to motivate their subordinates. The factors would be different on the individual basis which will need to put more effort into their work. Such factors may include followings. Organization Culture The organizational culture has a direct relationship with the employees performance and level of motivation. If the elements of the culture fit with individuals background, values, beliefs, norms and expectations then the employees are automatically willing to work in the organization. If the corporate culture is built on the teamwork, encouragement, collaboration, evaluation, then the employees is likely to be motivated to put more efforts to bring the organizational objectives accomplished. More often employees seek for their leaders direction and support, and at the same time they look for the collaboration of teammates and co-workers (Werther, Davis, Shwind, Das and Miner 1985). Relationship with Leaders The leadership style can be significantly influence the motivation of employees. The qualities of the leader will determine the extent to which the e employees are contributed to the organization. If the leader is unfair, do not provide clear instructions, and negatively look at the things then the employees will lose their desire to work hard to accomplish the goals. The organizations leaders must communicate with its employees openly so that the employees are clear about the things that they are required to do. (Source: https://tutor2u.net.business/people/motivation, (Accessed on 01/05/2011) Management Style The organizational culture, the situation and the expectations and personality of the subordinates will determine the suitable style of a manager. The characteristics of the managers style would be of no fit with the changes in the organization and the cultural changes accompanied by that change. As an example in past the authoritarian style of the managers was appreciated with the bureaucratic organizations, but today the interest is more focused on participative or empowered managers who admire the democratic policies of management. Many of the management theories are supporting the that sort of management styles such as Total Quality Management, Management by Objective, employee empowerment, self-managed work teams, etc. A comprehensive review of the management styles and their contribution to motivated work force will be presented below. Management Style Description Contribution to Motivated Work Force Participative Management Share information with employees and participate them in the decision making process Employees are entrusted with the responsibility of running their own departments and determine the appropriate policies and procedures Not suitable to adapted by every organizations and at every levels This is a remedy to the poor morale and low productivity that gain the results very soon to the organization Redistributed power will enhance the willingness to work If the culture supports and if the employees are competent enough then the participation will result in effective decisions and productive operations. Giving the employees recognition as they are important as the mangers and the stakeholders will satisfy their esteem needs. Theory X and Theory Y These theories are based on several assumptions. It explains two extremes of the involvement and utilizing efforts and energy to accomplish tasks by the employees Theory X explains the negative side of the performance and theory Y represents the positive side of the performance Considering the poor performance as the total fault of the employee by Theory X and therefore employees are motivated by the extrinsic rewards such as money, promotion, appraises, etc. The low productivity is considered as the fault of the management. Theory Z It represents the good characteristics of the both Japanese management and the Western management styles. The theory has combined those features of the management at every level of the organizations. The characteristics of this theory included long-term employment, less specialized career path, group decision making, informal control, etc. Concerns the all levels of needs of the employees. Concerning the employee well-being satisfies the physical and security needs of the employees. Team work and group decision making satisfy the social needs Encouragement to take risks and responsibilities will satisfy the higher level of needs such as self-esteem and self-actualization Management By Walking Around Managers can gather as much as possible information regarding the policies, procedures, employee matters, and other work related information Manager can maintain proper relationship with employees so that he would be considered as a counselor or advisor by the employees Leaving decision making responsibility with the employees will achieve the fastest response time Close relationship with manager will let the employees to present their suggestions, complaints and grievances as soon as they occur Self-Managed Work Teams This is a derivation of the employee empowerment The teams will comprise of about 10-15 employees who require minimum supervision Delegates the authority to decide on simple work related aspects such as how to spend money, what work to undertaken, etc Total Quality Management The all functions of the management are integrated to achieve a high quality product Quality is the responsibility of all employees and teamwork The customer satisfaction is highly recognized Recognition is given from CEO to lower level employees to maintain quality Shared commitment to achieve the organizational objectives Encourages employees to grow, learn and participate in the business operations actively Encourages the continuing change and adaptation to the changing environment Management by objective Employees are participated in the establishing goals and objectives Overall organizational objectives are converted into employee objectives Steps are setting goals, participative decision making, implementing plans and performance feedback High involvement of the employees in decision making and goal setting related to their jobs Managers are empowered to implement, control their plans and performance. This motivate the managers to work hard for the company Periodical review of the employees performance will give the employees a sense of completion and will let them know what the areas to be improved more are. This will induce them to take more efforts to achieve the goals established with their participation Employee Empowerment The organization structures are change and the decision making is lapsed with the lowest levels of the organization The objectives of the empowerment is to speed up the decision making and giving solutions to problems regarding the business operations, give employees the opportunity to grow, and to lower organizational cost to managers by assigning them to various other projects Employees will be trained to take high responsibilities and make more accurate, effective decisions quickly A sense of belongingness of the work they are engaged in will generate within the employees They think that the company is their own one and work hard to attain day-to-day work successfully www.ehow.com/about 5387352 definition-employee-motivation.html, (Accessed on 02/05/2011) The managers are obliged to select the suitable style for managing their subordinates and work which is suited to them, their subordinated personalities and general characteristics, the department they are ass igned with and in general to the whole organizational setting and its culture. Management style highly correlated with the level of performance of the employees and outcome of the operations under their control. Managers must be delegated with the certain amount of authority and then their role becomes a nature of a leader. Then he must use suitable leadership traits to motivate and direct their subordinates to achieve the departmental/organizational objectives or outcome (Mathis and Jackson 2000). Reward System A properly designed reward system must be there in the organization by which the employees can attain such benefits. Employees must have the confidence that they can be rewarded with established performance criteria of the job. Further the rewards must be fairly distributed so that the employees can clearly identified that there is no any discrepancy over them. If the rewards are based on the performance evaluation procedure then all processes may transparent and the employees must clearly see that the evaluations are put on regularly and fairly (Joseph 1989) Job Title The job title will give the respective employee an idea about his role within the company, the extent to which he can contribute the accomplishment of organizational objectives. When the employees are aware about their importance to the organization they are automatically motivated to work hard to make their job effective (Deming 1986) Monetary Benefits Whether the money is being derecognized as a positive motivator it has proven to be more effective in practice. Selecting the right remuneration package for the employees is a challenge for nowadays. A number of ways are in use to motivate employees over their work such as; Time-rate pay Peace-rate pay Performance related pay Shares and share options Bonuses Commissions Pension There are several aspects of money to be an important motivator such as; Pay helps to satisfy many other needs of person such as esteem needs, safety needs, etc It is an important cost to the company It helps to attract competent employees It helps to retain skilled and competent employees It is subjected to various legislations such as National Minimum Wage (Cherrington 1994) Motivation in Practice Case Examples The Tesco Plc The UK giant retailer, Tesco Plc has provided its large workforce to join the company as prospective shareholders. Staff is enabled to be a part of the Tescos profit by share allocation based on their performance. The number of shares allocated to each employee is determined by the number of days worked in an each period. The Department of Education The UK Departmental Education Sector is in the view that the teachers pay must be linked to their performance. In 2002 the British government introduces a performance based bonus scheme to give rise to the teachers pay and to retain the existing staff and to attract new staff to the teaching sector. Nuclear Decommissioning Authority The NDA has utilized many theoretical perspectives of the employee motivation to motivate its employees. The NDA Way shows that several phenomena which is based on the fulfillment of Maslows Hierarchy of Needs as follows. Always acting safely and responsibly Building talent and teams Challenging themselves Learning from experience Being open and transparent Confronting problems Delivering whet they promised The NDA implemented the strategies like job enrichment, job enlargement, and job rotation, empowerment to effectively affect the employees motivation to carry out the organizational objectives effectively and efficiently. Its focus was to ensure that the employees are acquiring a range of skills and proficiency making the work is more interesting and challenging. Further the company introduced the flexibility into the workforce. The NDA involved in wide range of projects which are each project is of a unique challenge. Hence the authority required peop le with flexible people to work in teams and willing to learn continually and to take responsibility. Their team work and relationships were based on the Mayos Human Relations School of motivation. The NDA build relationships on a win-win basis. The staff encouraged to build necessary skills and competencies to adapt the variety of the work involved by the authority. The employees are delegated with Personal Development plans with SMART objectives and provide the path to professional development as well. Conclusion Motivation is crucial factor of the success of the organization these days. There are various theories have been presented by various philosophers regarding the motivation of employees. Management, leadership, and organizational culture are key determinants among the factors affecting employee motivation. Every job has the probability of motivation or demotivation the employee. Motivation affects the every aspects of the business and strongly affects the level of productivity. Whether some philosophers have considered money as a low motivator it has a high influence of persons life and hence still it is valid as motivator. The reward system, job title, periodical performance reviews can also be considered as motivators. Many organizations have adapted the teachings of theories like Mayo, McGregor to create a motivated employee force. A motivated employee force would benefit the company by lowering the unit cost, high productivity, maintaining quality, etc. the motivation is s imply the work harder to accomplish the organizational goals effectively and efficiently by its workforce. Only a motivated workforce will be able to bring the organization to a successful position in the todays dynamic competitive market environment.

Management on Middle Adulthood Free Essays

Middle adulthood begins at the age of 40 – 60. This is a time when you can†t believe where the time went. It seems like just yesterday you were graduating from college, got married, and had children. We will write a custom essay sample on Management on Middle Adulthood or any similar topic only for you Order Now Your children are now approaching young adulthood, pushing you into the next stage of life, middle adulthood. You look in the mirror and all the signs of middle age are starting to set in. You notice wrinkles, gray hair, flabby skin and you†re having trouble reading the menu. You begin to reassess you life. Are you happy with what you have accomplished in life so far? Do you have good family relationships? Is your career on track? Are you happy with yourself? There are many conflicts with both men and women during this period of life. One conflict very important to both men and women is the bodily issue. Our body weight starts to change. Fat seems to be redistributed to the hips, stomach and trunk; our complexions become drier and wrinkles start to appear. Our skin doesn†t seem to be as resilient as it was in our 20†³s and 30†³s. In women there is a drop in bone mass, due to the slow depletion of estrogen. Menopause is fast approaching, followed up with all the negative health complications that follow this phase. This is the beginning of a slowness of our psychomotor performance. Our reaction time to specific situations is not as quick, and our physical stamina is not as strong as it used to be. All these developments affect how men and women feel about themselves. Particularly women, begin to interpret these changes in a negative way. Some view themselves as sexually unattractive. Men, on the other hand, don†t seem to be as concerned about their physical appearance, since society has placed much of the physical importance on the women. This is a time where we need to accept these failings and move towards more important issues. This is also a time when men and women become more health conscious. We all know of the major diseases that cause premature deaths during middle adulthood, such as cancer and heart disease. When you†re a young adult, you don†t think about these health issues as you would during middle adulthood. There is more of a concern to take better care of our health, such as heathy diets, cardiovascular activity, resistance training, and not smoking. We might be better prepared for later adulthood, if we lead a healthy lifestyle. We start to realize our mortality. As most people live to be about 85, we realize that at 40, we†re almost half-way there. During this time, there may be turmoil in the family, marital distress, and general dissatisfaction with our lives. Many people during this time go through what we call the â€Å"mid-life crisis†. A mid-life crisis may be caused by many different issues. During the early 30†³s, the woman†s primary duty is child rearing and may also be pursuing a career. Most men focus on their job careers. Sometimes these two people are heading in the same direction, but may be on two different parallel roads. Men may realize their mortality and may express their turmoil and self doubts by reverting to adolescent type behavior. Some men may accept new relations with younger women as a way of dealing with their conflicts. Some women may also suffer from self doubt and their inevitable mortality during their 40†³s, but various studies have indicated that women can manifest a mid-life crisis during their early 30†³s, 40†³s and 60†³s. This is also a time when men and women assess their careers by questioning whether or not they still enjoy their career choices and their achievement in the chosen field. If not, maybe it†s time to make improvements, such as furthering your education, improving intellectually, which will make an individual more marketable. When women go through a mid-life crisis, their crisis evolves around interpersonal relationships in the family rather than aging. Men seem to be more involved with the aging factor. Women may go through the ’empty nest† syndrome. Their children are becoming young adults and leaving the ‘nest†. For some women, that have devoted most of their time to child rearing with a small amount devoted to career, this may be a very difficult time. This leaves just you and your husband. A time for reacquaintance and renewal of your relationship. As we progress into the 40†³s. we also see an emergence of more feminine/masculine aspects of self. Women start to take on a more masculine qualities, such as assertiveness and independence; while men tend to move towards a more calm, intimate status. I have touched upon some of the major conflicts of middle adulthood. For most people this can be a smooth transition and for others there may be difficulties. I believe that the 40†³s – 60†³s is a time to reassess your life, to check and balance, and to go forward to one†s later adulthood. How to cite Management on Middle Adulthood, Essay examples

To Become a Great Trainer free essay sample

How to Become a Great Trainer It is well known that presenting is different from training. A good trainer focuses on delegates and his intention is to transfer a set of skills to them. In contrast a presenter is interested to report what has already been accomplished for the benefit of the audience. Although they are both public speakers, their roles are fundamentally different. A good trainer should put the delegates at the centre of the learning process and continuously use novel interactive high retention methods to make sure the delegates learn the new skills and remember them well after the course is finished. How exactly can a trainer achieve this? The following is a number of core principles a good trainer should follow to get quality results from the training he provides. Learn Every Ones Name and Use it. One fun way to do this is to ask participants to ask the person on their right the following two questions: 1. We will write a custom essay sample on To Become a Great Trainer or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page What is your first name? 2. In a movie about your life, which Hollywood actor or actress should play you? Then ask the participants to introduce the person on their right with their first name and the Hollywood name. This exercise is a good ice breaker and also helps you to remember names more easily by association. Teach with Examples. There is nothing like a good story to help people remember a principle or technique. Use stories from famous people and their experiences as your examples. Have at least two sets of different examples for each concept. Look animated and enthusiastic when telling the story and use participants questions and expressions to improve your examples and the way you communicate with them. Make it Fun. Studies from the University of New Hampshire have shown that humour has a positive impact on a variety of processes including communication, development of goals and emotional management. These result in increased productivity, viability and personal development. Light hearted humour and some spontaneous interactions with delegates can increase participants’ interests and attention in the subject and therefore boost learning. Ask Effective Questions. Asking the right questions is essential when it comes to information exchange which is exactly what we do in a training session. Trainers obtain some information from delegates by questioning and give some information back in the form of techniques, principals and concepts. There are many different types of questioning techniques that can be used but one of the most effective ones which can be applied to almost any situation is Kipling’s questions: â€Å"I keep six honest serving men (They taught me all I knew); Their names are What and Why and When and How and Where and Who† Get Feedback. At the end of the session ask every delegate these two questions: 1. Which part of the session did you find most useful? 2. How would you apply this technique/method/principle to your life? Asking specific questions helps delegates to recap the course in a few seconds and think about the application of the materials in their professional and personal life. Offer half day follow up courses after three month. Follow up courses enable participants to examine their learning and discoveries and get a chance to put the techniques and methods suggested in the course into practice. Be prepared for questions and suggestions. This is also an ideal time to collect valuable feedback to improve your course for future.