Literacy Rate Of Low Enrollment - 1870 Words

In past years, literacy was an issues in some countries. In past years, Illiteracy was a big issue to some countries like Pakistan, Ghana Ethiopia, South Africa and other places in Africa. Over the past years, the government of these countries focused on education. The levels of literacy in these countries was too high and there were causes of negative impact toward education. For instance, literacy rate of girls in Pakistan and family were the negative impact. Literacy rates for both gender was too high in Ghana, Ethiopia and South Africa and the negative impact was poverty. The government want to reduce literacy by doing many things. For example, the high rate of low enrollment for girls in Pakistan, In South Africa there was a program called the Emotional Literacy and Persona Doll program, Ethiopia had a different plans to reduce literacy the research done for literacy, Finally Ghana government indicated the negative causes of illiteracy was poverty. The levels of literacy was too high in these countries and the causes of negative impact toward education. In Pakistan the literacy rates of girls was one of the problems. The last years indicated the highest dropout rate and there were some in elementary to middle school. Family were the negative causes of illiteracy in Pakistan. The reason for low enrollment was family because Pakistan is a Muslim country, so some families are strict and they believe that Islam said schools are forbidden for girls which is not correct.Show MoreRelatedLiteracy Rate Of Low Enrollment1958 Words   |  8 Pages Literacy In past years, Illiteracy was a big issue to some countries like Pakistan, Ghana Ethiopia, South Africa and other places in Africa. Over the past years, the government of these countries focused on education. The levels of literacy in these countries was too high and there were causes of negative impact toward education. For instance, literacy rate of girls in Pakistan and family were the negative impact. Literacy rates for both gender was too high in Ghana, Ethiopia and South AfricaRead MoreLiteracy Rate Of Low Enrollment1973 Words   |  8 Pagescountries focused on education. The levels of literacy in these countries was too high and there were causes of negative impact toward education. For instance, literacy rate of girls in Pakistan and family were the negative impact. Literacy rates for both gender was too high in Ghana, Ethiopia and South Africa and the negative impact was poverty. The government want to reduce literacy by doing many things. For example, the high rate of low enrollment for girls in Pakistan, In South Africa there wasRead MoreGross Domestic Product and Malawi Borders Zambia1569 Words   |  7 Pagescountry, there are many reasons to explain why Malawis economy is unstable and is ranked as one of the worlds least developed countries. The country has been faced with terrible government corruption, a low Human Development Index due to a low life expectancy rate, literacy and enrollment rate, a low GDP per capita, limitations of its geographic location, and widespread disease. One of the reasons that can explain why Malawi is in such a poor economic state is due to their government corruptionRead MoreEducation Reform Across The World1339 Words   |  6 Pagesoften based on agriculture and the extraction of natural resources, which causes problems as they are exporting goods of a lower value and importing goods of a higher value. Since all of their focus is on producing goods for other nations, they have a low focus on the well-being of their own nation and lack infrastructure. As a result of their poor economies, they are highly dependent on aid from other nations which makes it extremely difficult to make any kind of social progress as they continue withRead MorePart Iv Issues On Chinese Language Teaching1194 Words   |  5 PagesPart IV Issues on Chinese Language Teaching As a state school situated in a low SES area, Loganlea SHS’s vocational education outperforms its academic education. Its disadvantaged geographic location make it very hard for the school to promote literacy and numeracy development among the majority of vocational students who are with low level of general skills and academic aspirations and lack of motivations. It is likely that subjects with cognitive engagement would not attract students by natureRead MoreBEA ALP Case Study909 Words   |  4 Pagesin our program. They include enrollment, attendance, and retention. 1. Enrollment: Overall there was a slight decrease in learner enrollment across all programs in the BEA this year. The Dartmouth North ALP (DNALP) had a slight increase in enrollment, whereas the Yarmouth ALP (YALP) remained the same compared to this time last year. On the other hand, the East Preston ALP experienced a modest decrease in enrollment in comparison to the same time last season. Enrollment is always a challenge fromRead MoreLack Of Low Health Literacy1098 Words   |  5 Pages 1. Statement of the Problem Inadequate health literacy has been known to be associated with poorer health outcomes and disparity of using certain health care services including increased rate of hospitalization and emergency care.1, 2 Recognizing patients with low health literacy is important in order to reduce the adverse effects of health literacy has on health outcomes.2 Several instruments have been developed to assess level of health literacy both based on word recognition and reading comprehensionRead MoreLiteracy And Its Effects On Education1985 Words   |  8 PagesLiteracy In past years, literacy was an issues in some countries. In past years, Illiteracy was a big issue to some countries like Pakistan, Ghana Ethiopia, South Africa and other places in Africa. Over the past years, the government of these countries focused on education. The levels of literacy in these countries was too high and there were causes of negative impact toward education. For instance, literacy rate of girls in Pakistan and family were the negative impact. Literacy rates for bothRead MoreSudan Essay1425 Words   |  6 Pagesinclude looting of many schools by armed groups, occupation of many schools by displaced people and closure of schools by the government. According to Unicef, the ongoing violence has aggravated the deteriorating education system where there is low enrollment rate, poor school infrastructure, and decreasing girls’ participation in school. The school infrastructure is so poor that, based on the Annual Education Census (AEC) â€Å" 36 % of primary scho ol students have no access to latrines and 85 % had no schoolRead MoreNational Identity And Commitment Of Educational Development940 Words   |  4 Pagesincreasing literacy rates in the country. Since free public education was announced gross enrolment ratios have risen from low of 77 percent in the mid-1990s back to levels of more than 90 percent. Although the PEDP goals were ambitious and increase in enrolment rates was evident, the program still raises a host of questions in terms of the quality of education attained. Did the PEDP succeed in avoiding to disregard the quality of education when aiming to increase the quantity of enrollment rates? Much

Both sides of the Coin in William Faulkner’s short story,...

William Faulkner’s short story, â€Å"Barn Burning,† the character Abner Snopes, who is Sarty’s father as well as a main character of the story, stands out the most compared to other characters because of Faulkner’s description with a sense of irony and critic. Faulkner presents multifaceted characteristics in Abner Snopes that makes the readers think beyond the view of the narrator based on logics and circumstances in Abner’s conditions. The setting of ‘‘Barn Burning’’ is the post-Civil War South, the South of Reconstruction, in which a defeated and in many ways humiliated society is trying to hold its own against the Northern victor. It still maintains in private the social hierarchy that characterized the region in its pre-war phase. By knowing the setting of the story, readers can actually understand the social condition at that period of time. In the story, Abner Snopes symbolizes a superiority figure. When Abner are in the court house with Sarty and Mr. Harris for suspecting Abe as Mr. Harris’s barn burner, he shows no fear at all as if he is not the criminal. He also â€Å"spoke for the first time, his voice cold and harsh, level, without emphasis: ‘I aim to. I dont figure to stay in a country among people who . . .’ he said something unprintable and vile, addressed to no one† (148). Further, when the judge calls Sarty to be a witness, Abner uses his right as superiority figure to control Sarty by coldly staring at Sarty because â€Å"[h]e aims for [Sarty] to lie, he thought,Show MoreRelatedLogical Reasoning189930 Words   |  760 PagesThere are water spiders and plants living in the stream. Its no death trap. At this point you are faced with one of lifes little decisions: What do you do about the water situation? Go or stay? Someone else might make this decision by flipping a coin. A logical reasoner is more rational. 4 A first step in logical reasoning is often to get some good advice. You already have some advice, but how do you decide whether its any good? There is one best way to identify good advice: It can be

Cross Cultural Mangement Renault Philippines free essay sample

After a detailed market survey, Renault the French automobile constructor firm, decided to establish a branch in Philippines. Indeed it appeared that the Filipino market is very attractive, and presents a lot of opportunities. Renault decided to set a first selling centre in Manila. This mission has been assigned to mister Jean-Claude Duss. The real challenge for Mister Duss will be to build a local team and to be its leader. Missions: -to find an office in Manila ( where the team will be trained ) -to build a team to set up a relation network -to develop an informal network -to build a brand image -to acquire a notoriety -to find new points of sale (Renault other place) -to recruit staff Mister Duss’ background Mister Duss is a French manager who has been trained in the Renault Headquarter in Paris. He is 40 years old and has 2 children, a 15 year-old daughter, and a 12 year-old son. His family is used to follow him wherever, then it is the same in the Philippines. He has already lead many projects in France, Turkey and also in Thailand where he has worked for 5 years. He has especially contributed to the launch of the latest model of car in Thailand. He is particularly appreciated for his â€Å"French humour† and his friendliness. As a French people, he tends to be a bit conservative. Then he tends also to have a circular thinking as Latin people. He succeeded, with high results, in his mission in Thailand; this is why he has been chosen to set up Renault in Philippines. He read a lot of books about the corporate culture in the Philippines in order to adapt himself fastly. He has also met a Filipino manager in Renault Thailand to brief himself about the way things happen in Philippines. Furthermore he has taken one hundred hours of Filipino language to try to adapt himself with the Philippines’ culture. His missions: -find an experienced human resource manager to help him in his aims -train 6 managers to the Renault corporate culture -teach selling techniques, and marketing/communication skills -inform about Renault’s products and services which could be adapted to the Filipino market Scenario: The first mission of Mr. Duss is to find an experienced human resource manager. He has worked for 2 months and has managed to hire the global human resource manager of Filimobile: Mr. Ramiro. Filimobile is the second automobile firm in the Philippines. So it is already a good achievement for him because he will be able to rely on Ramiro’s experiences and relations to hire good managers. Mr. Ramiro has hired 4 managers from Filimobile and 2 from Manilamobile (first constructor in the Philippines). Two of them will be in charge of sales, two of the marketing/communication, one of the customer relations, and the last of the finance. Ramiro has only hired people from the automobile industry, first because they know the Filipino’s automobile market, and secondly because he has already worked with most of them and has been able to see their results. All of these managers are between 28 and 40 years old and are fluent in English. Then the team is totally new and seems to be motivated by the new challenge which is offered to them. All the team has to adapt to others and especially Mister Duss. Tomorrow morning is the first day for all. How will it happen, and how Mister Duss will manage his new employees? Deadlines / Checklists / Agenda: Here is a very important issue because in a competitive environment, it is crucial to respect deadlines and to be impregnate with the agenda. It is one of the most characteristic things about Filipinos, they are late. It is usual to arrive at an appointment 1 hour late. However, Filipinos give a high importance to be well dressed during the appointments. Then, Mr Duss has always to be well dressed because Filipinos are very respectful of this kind of things. It will give him a better presence and if he is too friendly it will help to keep a certain distance between him and his team. The best time for the appointments is at mid-morning or mid to late afternoon. Filipinos are Christian, so Sundays and all days relating to the religion must be avoided for appointments. Furthermore, meetings have to be taken 2 weeks before, have to be reconfirmed with the purpose of the meeting. Then, to counter this lack of punctuality Mr Duss had two very subtle ideas. First he wants to bring forward deadlines of two days. On the one hand, if the work is done on time, it lets time to Mr Duss to check what has been done. On the other hand if the work is not done on time, he has still two days to make it done. Secondly, on the second Monday, it is planned to offer each employee a beautiful diary. Inside this diary, there will be a picture of all the team with families in the entertainment park. This gift is to remember subtlety deadlines, and to make a personalized gift as a sign of welcome. To help him in this task, Mr Duss has set up a checklist system. Then every week, Mr Duss will check the labour accomplished by the manager. After three bullets unreached, an individual interview is planned, and if problems continue, it is not excluded to fire the manager. Besides, Filipinos are known to never say â€Å"no†. Then Mr Duss has to be very areful of his explanations and has to know each manager to decode a smile or a weird face. He also has, maybe to repeat one thing in different way to be sure that it is well understood. Problem anticipation: To manage a team from a different culture is something not easy to do. Then some problems of comprehension can happen. Mr Duss has to read be tween lines and has to decode each manager behaviour. He needs to read hidden signals. A kind of feedback form can be set up to see what has been understood and what misunderstood after analyze. Furthermore, as we think everywhere in the world, to have good work connections can facilitate a deal. Surround with faithfully people is something important, especially if they have already good relations in the country. If a Filipino makes a favour, Mr Duss will have to remember this and to return a favour when it will be possible. Mission: To begin the first work day, a long presentation of each participant is recommended to break ice. It seems important not to rush directly to the mission. After a morning of personal discussion (family, background, leisure, etc), a lunch is organized in a typical Filipino restaurant to makes them feel comfortable and shows Mr. Duss willing to discover the Filipino culture. In the afternoon, Mr. Duss will have to explain the mission to the Filipino managers. Objectives have to be seen globally, then one by one, more in details (Asian people prefer to have a global vision before looking at details). Before fulfilling their missions, Filipino managers will, of course, attempt training courses for one week to integrate the corporate culture. Furthermore, courses about the different products that Renault sells and finally learn skills, techniques and tools the company provides generally. Managers are not expected to integrate exactly all these data, it is more to give them a state of mind. For example, it will be good to make them understand that some concepts like punctuality are needed for success, despite their habits. Roles repartition: After that all different courses are finished, managers will start their respective missions. According to their backgrounds and their skills, tasks will be divided. Filipino managers seem to be afraid by failure because it would make them loose face. That is why the roles repartition has to be well defined. An individual face-to-face meeting between Mr. Duss and each manager (with written objectives and agreement) will help to clarify the mission and to learn more about each employee (this interview will permit to define motivations and personality): After a short speech about personal issues, Mr. Duss will offer a personalized agenda and begin to discuss about the task. The importance of these individual meetings is preponderant; it is the beginning of a trust relationship between Mr. Duss and each employee. Indeed, Filipino people are quite emotional, sensitive and this privileged contact will influence the future of the project. Conflicts resolution: In every company, conflicts are present and lead to a loss of efficiency. Mr. Duss will have to base its judgement on the Filipino culture to success. First, Filipinos often try to avoid conflicts, that seems to be a good point. The reason is to avoid to loose face (Hiya = Shame), and to preserve harmony (like in most Asian countries). Most of the time, Filipinos prefer to keep silence, instead of arguing, but this can lead to unexpressed resentments. It will be a real challenge to read between the lines and to deal with this issue. Thus, Mr.Duss should use diplomacy: always talk to people involved individually, in a face-to face discussion (A public resolution would embarrass employees and deteriorate the situation). Mr. Duss will have to choice carefully his words, not to get upset each person involved in order to save face. Filipinos value frankness, honesty but because of their high context language, they dont expect it in a way that seems aggressive. With his French way of thinking, Mr. Duss will have to make efforts, by taking account of Filipinos sensitivity and fear of Hiya. Motivation, Rewards and Sanctions: In all companies, the individual motivations results in the global effectiveness. A big part of Mr. Dusss job is to make his employees continuously motivated. For that reason, he will implement a system of rewards and sanctions. An inconvenient of Filipinos mentality is their belief in the fatalism. It seems important to change (or at least sensibly them to this issue) their mind, to make them integrate the concept of self determination. For Asian people, Filipinos are quite individualistic, so that congratulations will be made to groups but also in private to individuals that out perform. For sanctions: always in private also but never direct to avoid embarrassment. Mr. Duss will have to use the high context language and fears that Filipinos have about failure and unemployment (Filipinos tend not to trust their countrys economy). Because Filipinos value more the well being of their family than their own achievement, rewards should be oriented (depending of each employees personality) to family advantages: company car, weekends all fees paid for the family (attraction parks), free tickets for different manifestations†¦ Filipinos value warmth, loyal friendship and furthermore like entertainment, so that organizing a barbecue for the whole group and their families, or a party should be a good idea to enforce the groups cohesion and to show Mr. Dusss esteem. However, Mr. Duss will have to keep the distance related to his position in the hierarchy. Progress and Feedback: Measuring progress and identifying weaknesses is crucial for any companies. Furthermore, feedback to employees is a good source of motivation. If results are good, workers will be happy, if not, pride will lead them to try to improve themselves. In all case, measure of results is important to show employees the result of their personal work. Mr. Duss should set up meetings every month to compare global performances with last months. He will have to be careful if results are bad in order to avoid embarrassing managers individually. Interviews with each manager should be organized (one or two times a year) to discuss about personal career achievement. Same kind of interview can be planned if some personal dysfunctions occur. Team building, Communication and relationship: First step after the week of work will be to invite the managers and their families to an attraction park (or another outside activity), to learn more about each other. This occasion may be helpful to create a synergy among employees that constitute a brand new team. Communication is an important issue to promote among members. To implement an effective communication system, Mr. Duss will have to push them to share information, for example, to organize a short daily meeting in the morning with only managers (Mr. Duss excluded). This will enforces the team building and makes them more autonomous. Like most of asian countries, business is based on trust relations. With the warm and friendly character of Filipinos, Mr. Duss will have to focus on personal relations with his employees, but always keep the distance due to his position. One of the added value that managers bring is their network of relations. This one will be essential and Mr. Duss will have to use it in a clever way: being introduced to people and developing new relations will help to solve lots of bureaucratic problems.