Media During the Vietnam War

Media During the Vietnam War   Jenna Conley TTTC Argumentative Essay During the Vietnam War, television was just being introduced, meaning the citizens of the United States could see the war right in the comfort of their living rooms. However, the medias broadcasting of the Vietnam War was detrimental because it twisted the views of citizens, sparked protests, and ended innocent lives. Sometimes people even referred to it as the television war. It seemed as if life back at home was becoming as violent as life on the war front, but how violent? When television was first released about 9% of Americans had them in the early 1950s, but by 1966, about 93% of American homes had a television. The increase of television ownership happened about halfway through the Vietnam War, so it was one of the main topics of news channels in America. In order to get the full story, journalists and reporters had to go to Vietnam themselves, putting their lives in danger. It makes people wonder was it really worth it to go, and some got their answer when about 63 journalists and reporters died in Vietnam for what seemed like no reason. There has always been bias in the media, because everyone has opinions, including reporters. This however, can really get out of hand when citizens are being fed false information because somebody wanted to give their two cents. During the Vietnam war, there were plenty of opinions, whether it was supporting the war or not. Often times, considering it was war, there wasnt much good news, so many people developed a hatred towards the conflict. They started to blame the soldiers for what they were doing, but what is really fair to blame them considering they were just doing their jobs? It reached the point where the government started to censor certain news, and began to filter what the citizens were seeing on screen, so nobody could avoid the bias. Journalists and reporters were now able to take much more photographs and record video materials. As a consequence, the government had to face a big challenge in censoring all the new media for the first time (Rohn). Due to this increase in censoring, it started to spark protests in the United States, and even this resulted in more death than the war itself. Thich Quang Ducs name became famous when he set himself on fire, as a protest to the government for the persecution of Buddhists in South Vietnam, but this wasnt the only protest that came about because of the war. Like today, many protests are coming from college students because theyve reached a point where they are figuring out themselves, and their opinions. A large organization known as Students for a Democratic Society (SDS) played a large role in the anti-war protests. In May of 1970, at Kent State, there was a student protest happening, which ended violently when the guardsmen shot and killed four students. This all happened due to media bias making the citizens believe the government had no reason to be there. In reality however, it was only that the United States didnt make their intentions clear, despite having them. It makes some wonder however, why does the United States have to state their intentions if it is not entirely necessary? Maybe the intentions were not intende d to be shared. 63 or more reporters and journalists were killed in Vietnam. Naturally when the media gets ahold of this information, theyll bring a larger severity to the situation because it was their own colleagues, but did they have the right to alter the news just because of their own personal feelings? From the Cambodian Campaign, to the Battle of Quang Tri City, many journalists died, but for what cause? Getting out a story seems like it wasnt worth all the pain, especially if it cost a life. It wasnt just American journalists either. Reporters from France, Australia, and Japan alike where all reporting for their countries because citizens believed that their news was more important than a life. How could someone possible justify right and wrong in that situation though? It goes right back to personal opinion. It ends up just becoming one giant circle thats hard to break out of. This makes the media particularly harmful to the war and country alike. Could there be a good thing to come out of the media? Thats debatable, but it comes down to how it effects the majority of people, and from the looks of it, it doesnt seem too good. Although, some people could argue that the media was beneficial during the war. Now people could stay up to date on what it is that is happening over at Vietnam, and it was easier to see what it was that the government was doing. As stated earlier however, the ability to see what is happening every minute of every day might not be beneficial. It sparked violent protests, and was a large influence to the start of bias. This makes it almost impossible to argue that media was a good thing to come to the Vietnam war. So even though it all comes down to personal opinion and affect, nine out of ten peoples lives would show that not much benefit has come out of the media during the war. From death, to protests, to false information, bias played a huge role in the Vietnam war, much as it does today, and it seems that isnt going to change anytime soon.

Relation of Physical Education to the Personality Development of the Students Essay

According to Harrison (2005), in the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. According to Robbins and DeCenzo (2000), training has traditionally been defined as the process by which individuals change their skills, knowledge, attitudes, and/or behavior. In this context, training involves designing and supporting learning activities that result in a desired level of performance. In contrast, development typically refers to long-term growth and learning, directing attention more on what an individual may need to know or do at some future time. While training focuses more on current job duties or responsibilities, development points to future job responsibilities. However, sometimes these terms have been used interchangeably or have been denoted by the single term performance consulting, which emphasizes either the product of training and development or how individuals perform as a result of what they have learned. Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness and performance at work. Effective trainings convey relevant and useful information that inform employees and develop skills and behaviors that can be transferred back to the workplace Robinson and Robinson (1999). The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. These two processes, Training and Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change. Training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development is a process that â€Å"strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them†. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change Charnov, Garavan, Costine, and Heraty (2000). According to Marmer (1999), training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses and in addition create a corporate cultu re that supports continual learning. For the most part, the terms â€Å"training† and â€Å"development† are used together to describe the overall improvement and education of an organization’s employees. However, while closely related, there are important differences between the terms that center on the scope of the application. In general, training programmed have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. According Ambler (2006), effective training and development begins with the overall strategy and objectives of the small business. The entire training process should be planned in advance with specific company goals in mind. In developing a training strategy, it may be helpful to assess the company’s customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. The next step is to use this information to identify where training is needed by the organization as a whole or by individual employees. It may also be helpful to conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they may need in the future. Each different job within the company should be broken down on a task-by-task basis in order to help determine the content of the training program. According to Schwartz (2000), in measuring the effectiveness of train ing, researchers have typically relied upon the subjective reactions of participants (Baker & Titus, 1982; Heppner & Reeder, 1984; Pfaff, 1981; Pritchett, Clay, & Nichols, 1984; Twale & Muse, 1996; Upcraft & Pilato, 1982). Other measures that have been used previously include the performance of task activities within the context of training programmed (Baker & Titus, 1982; Forney, 1986) and follow-up questionnaires designed to assess trainees’ subsequent emotional states (Winston & Buckner, 1984) or their ability to apply programmed content to hypothetical situations similar to those encountered on the job (Schuh, Stage, & Westfall, 1991). With the exception of one study by up craft and Pilato (1982), in which ratings of job performance were used as a criterion, there appears to have been little or no published research dealing with the effects of training on actual job performance. Importance of Training and Development on Job Performance Training is one element many corpora tions consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others’ experiences therefore it is not uncommon to hear excuses regarding why someone has not received training. (Choo 2007) According to Bowley (2007), training in an organization can be mainly of two types; Internal and External training sessions. Internal training occurs when training is organized in-house by the Human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. On the other hand, External training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very essential for all staff and helps in building career positioning and preparing staff for greater challenges. While the applications of training and development are as various as the functions and skills required by an organization, several common training applications can be distinguished, including technical training, sales training, clerical training, computer training, communications training, organizational development, career development, supervisory development and managemen t development. According to Mondy, R.W. and Adeniyi, (1995), is of the opinion that for every employee to perform well, there is the need for constant training and development. The right employee training, development and education provide big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. The reasons behind employee training and development cannot be overemphasized. Local According to Roberto G. Medina, training is regarded as an attempt to improve the employee’s ability to perform his job so the goals of the organization can be achieved. The person mainly responsible for training is the supervisor who is assisted in some ways by the personnel manager or the training director. The supervisor of the new employee is the best position to provide training. This is so because he knows what output his unit needs. In addition, the supervisor has the abilities, the skills, and the right attitude needed to be imparted to the new employee. According to Jose P. Leveriza, training starts before the employee walks through the door of the place of work for the first time. However, learning about the employer starts with the job advertisement and continues through the selection process. As a result ‘training’ in its widest sense could be deemed to have begun, albeit subliminally, several weeks, or even months, before a new employee is added to the payroll. It is important at this stage to make a clear delineation between training or development as a result of some initiative taken at work, and education that is undertaken before and is mutually exclusive to the work situation. Education at school, college or university may be undertaken as part of an individual’s development programme, but for the process of this discussion, achievements in these areas outside and prior to employment will be regarded as qualifications required to gain employment, and thus not within the employer’s control. According to Florence M. de Guia, training is ‘a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization’. This is a wide-ranging remit, but the confusion with the education which has a more abstract, formal and lengthier connotation must be established at the outset. Related Studies Foreign The study conducted by Joseph Kennedy (2009) â€Å"The Impact of Training and Development to Job Performance†. The Judicial Service of Ghana as a Public Service Institution is the organ responsible for the day to day administration of the Courts and Tribunals of the land. To achieve the above function of the Judicial Service of Ghana, part of its budgetary allocation has been earmarked solely for training of judges, magistrates and judicial staff to enhance their capacity to perform their duties effectively and efficiently so as to achieve the vision and mission statements of the Service. To this effect, the judicial training institute which has the mandate to promote effective training of judges, magistrates and judicial staff, has over the years conducted and continue to provide training to judges, magistrates and judicial staff to build their capacity to perform their functions effectively. Notwithstanding the huge investment in training by the Judicial Service of Ghana, the service is confronted with a lot of challenges in achieving its vision and mission statements. These challenges include delays in the processing of court cases and the need to constantly upgrade the skills of judicial staff, judges and magistrates to cope with new trends in efficient justice delivery. This study seeks to evaluate the impact of the huge investment made in training on job performance of judicial staff. The researcher used both primary and secondary sources of for the conduct the research. The research findings revealed that the training conducted by the Judicial Service of Ghana for its employees was very negligible. The research further recommends that the frequency of Training provided by the Judicial Service of Ghana should be improved to ensure that more employees have access to Training and Development. Again, Training and Development offered by the J udicial Service of Ghana should ensure a better understanding of the Mission and Vision statement of the Judicial Service of Ghana so that, employees can identify themselves with the organizational values in the discharge of the duties. The study conducted by Ayesha Mirza (2010) â€Å"HR Process and Impact of Training and Development on Employee’s Performance at PSO† This project discusses research that was undertaken about the HR process and impact of training and development on employee’s performance at Pakistan State Oil. I have studied all the HR practices of the company but the main focus was to study the impact of training and development on employee’s performance in the company. A theoretical framework is developed from a literature search and this issued by me as a model for further research. I have collected data within this framework and analyzed it according to the requirements of the project. To collect the data required I have also visited regional office of PSO in Karachi and also collected data from several outlets of PSO. The web site of PSO is also used as source of data by the group. At PSO, they strongly believe that Human Resource is the asset that should be appreciate d with the passage of time. Consequently, PSO considers the strong focus on training and development of their employees a value added and worthwhile investment. Then, in the last by the detailed study of the impact of training and development practices used by the company some recommendations are made and on the basis of the analysis of company’s practices conclusions are drawn. Chapter 3 RESEARCH METHODOLOGY This chapter deals with the methodology to be applied in. It covered the research design, respondents of the study, research instruments, and procedure in gathering the data, determined of sampling technique, and the statistical treatment. Research Design The researchers will use the descriptive design to find out and make a comparison of training and development and job performance of the newly hired employees of Card Mutually Reinforcing Institute and to determine the levels of training and development. The correlation design will also use to determine if there is a significant relationship between training and development and job performance. Population and Distribution of the Study The populations of the study are the newly hired employees of Card Mutually Reinforcing Institute in San Pablo City. The researcher selected fifty (50) newly hired employees in the said company by administering a self-made test questionnaires. The respondents randomly selected by the researchers by dividing them into two (2) batch , which consist of twenty five (25) member per batch by giving them thirty minutes allotted time to answer the provided questions given by the researchers. Research Instruments The researcher prepare self made test to measure the effectiveness of training and development to the job performance of the newly hired employees. The constructed test includes the profile factors such as age, gender and socio-economic status. Self- made Tests. These are the 15 item questionnaires made by the researcher which were use to measure the effectiveness of training and development to the job performance of the respondents. The questionnaires generally consist of general information and evaluation to test the effectiveness of training and development to the job performance of the employees. The questionnaires were then validated by the experts of the field. Research Procedure In order to get the necessary materials needed for the review of related literature and studies, the researchers visited different libraries namely San Pablo Colleges, City Library, University of the Philippines Los Banos and Colegio De San Juan De Letran. The researchers’ visit and surf different websites to gather more information and data to have a better understanding of the studies. The researchers made test questionnaires to determine the effectiveness of training and development to the job performance of the newly hired employees. The fifty (50) respondents of Card Mutually Reinforcing Institute divided into two batches for not to interrupt the workplace of the respondents. For gathering the data of the study, the researchers ask for their consent before making them as the respondent of the study. Also the researchers ask the respondents to answer the questionnaires with all their honest and sincerity. After the respondents have finish answering the questionnaires, the researchers will collect and sort it out and tabulate the scores then analyze and interpret it.

New Questions About Best Term Paper Writing Services Review Answered and Why You Must Read Every Word of This Report

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The Importance of Sharing Religious Rituals in the Home...

The Importance of Sharing Religious Rituals in the Home for Jewish Families The home is central to Judaism as it is the setting in which a husband and wife mature together and where children are taught about their religion through example and direct instruction. Both Orthodox and Liberal Jews will share rituals as a family at home but will not share the same attitudes and degree of discipline. This can lead to different behaviour. Sharing rituals in the home can bring a family closer together because they are spending time together and are unified by their faith. The Shabbat meal can bring the family together because the family are sharing the Challot and teaching and learning about their faith.†¦show more content†¦However, Shabbat may not strengthen a Jewish family but instead cause tension. This may be brought about by some family members, especially children and teenagers, not wanting to follow the Shabbat laws if they feel excluded from their friends. They may also resent the repetitiveness of the celebrating Shabbat every week. If the mother in a Jewish family grew to resent having to make such extensive preparations every week, this too could cause tension. Sharing this type of family ritual could become monotonous if performed weekly and I think I would come to feel anger towards my parents if they made me take part every week and stopped me from going out. On the other hand, spending time with your family may mean that you would get on better together and as I grew older I might come to appreciate their discipline towards these religious rituals. At Pesach, when Jews celebrate the Exodus from Egypt, the escape from slavery and the goodness of God for providing for them, all the family help with the preparations. The family remove all the chamez (leavened bread) from the house and make it into a game by hiding the pieces of bread. They also prepare the food for the Sedar meal and clean the house. During the Sedar meal, questions such as Why is tonight different from all other nights? are answered and everyone is encourage to ask or help answer them. At Sukkot familiesShow MoreRelatedImportance of Intercultural Communication to Ist7702 Words   |  31 Pagesdifferent views on the relations between God and man, the individual and the group, the citizen and the state, parents and children, husband and wife, as well as differing views of the relative importance of rights and responsibilities, liberty and authority, equality and hierarchy. Such issues as (God, loyalty, family, community, state, allegiance, etc.) have been part of every culture for thousands of years. To better understand any culture, one needs to appreciate that cultures deep structure. 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