Human resources practices influence customer satisfaction

Human picks practices influence guest cheerThe reduce of this seek is on examining the cover by which world option practices influences node joy in depositing sector of Pakistan. Drawing on literature from strategical merciful election management, presidential termal manner, and marketing, a model of HRP-CS is proposed with employee committal as its central flump down. It is argued that such(prenominal) committal is influenced by organisational pityingity pick practices and in turn it influences employee behavior towards organisational guests which is because translated into client happiness. disrespect heavily documented consummation link in the midst of mankind re fountain practices and organisational, the term HR practices has r arly been adequately delineate in the literature. In fact searchers begin tested for link mingled with HR practices and self-colored performance with different HR practices as input and different performance outcomes as output. Boselie and his colleagues con nominate very rightly tell that, Still no consensus has emerged on what employee management activities should be in a comprehensive HRM checklist, since no wide accepted theoretical rationale pull rounds for selecting practices as definitively essential to HRM. option of HR practices for this dissertation is ground on the examine of relevant studies. Liao and Chuang noned that involvement, training and performance incentives be among the most relevant for employee performance in proceeds settings. Similarly, Boselie and his colleagues have determine training, performance based rewards and performance estimate as the top three researched human resource practices. They argue that this politeness be because these practices reflect the main objectives of most conceptualisations of a strategic HRM programme. conduce lie appraisals, employment tribute, and mesh persist sharing have also been report to be inexpugnablely colligate to organisational performance .In the legerity of the above discussion, I selected human resource practices that adequately cover the argonas identified by the strategic HR researchers as being Copernican in improving constitutional performance. The practices include internal aider opportunities, training, result oriented appraisals, employment security, corporation, and compensation. All these practices be supposed to enhance musical arrangemental human capital which get out accordingly serve as a militant advantage for the firm. Nevertheless, a group of researchers including Jackson and Schuler , Ferris and his colleagues and Uhl- Bien et al called for more than(prenominal) stress on social context of the kinds deep down the presidential term. These researchers argue that employee interaction within establishment comprises social capital, and no firm can effectively procure its goals until it actively utilizes its social capital a extensive with its human capi tal.The central hint of social capital theory is that nedeucerk of family births constitute valuable resource for the conduct of social affairs. As supervisor-employee interaction is among the most frequent experiences in organisational life, the importance of this kin in social capital fundamental law is very much understandable. Additionally, as supervisors are viewed as agents of organization, who are liable for placeing and facilitating employees job responsibilities, their attitude and behavior is viewed as indicative of organisational orientation towards their employees . Although, supervisor maintenance or supervisor behavior whitethorn non qualify itself as firms HR practice, I have added it to the list of HR practices in my dissertation due to its importance in eliciting employee responses towards organization and its nodes. Thus the list of HR practices which provide be the subject of teach in this dissertation are as following executive program reinforc ing stimulus (SS)Internal travel opportunities (ICO) training (Trg)Result-oriented appraisal (ROA)Employment security (ES) mesh in determination fashioning (Part)Compensation (Comp)3.2 Human mental imagery direction Practices and Customer SatisfactionIn one of the early studies on kindred among employees comprehension of organizational practices and customers apprehension of service prime(prenominal), Schneider, Parkington, and Buxton storied that two are significantly cor colligate. They conducted a instruction of twenty three bank branches of a climb service bank and observed a strong correlation (r = 0.67) among employees wisdom of branch service and customers perception of quality of service at the branch. Although, this area did not survey the fictitious character of organizational human resource practices on customers perception of service quality or customer mirth, it laid down the frameation for studying the consumption of employee attitudes and behavi or in connection with customer satisfaction. In order to yield let out perceptions of service quality from customers, the study emphasized to focus attention on the component of boundary personnel in retail service organizations very(prenominal)(p) the branch banks .Rogg, Schmidt, Shull, and Schmitt conducted a study of 351 franchise dealerships of an automobile company to come across the impact of human resource practices on customer satisfaction. They run aground that HR practices effects customer satisfaction through its influence on organizational climate. This is to say that they tested for a mediating role of climate in HR-CS race. Their information analysis declareed the hypothesis that human resource practices are significantly related to customer satisfaction, though most of the correlations were less than 0.20. While this study adds to our legal opinion that firms human resource practices are related to its customers satisfaction, it is not without its problems. First, the entropy on HR practices and climate variables were collected using private instrument, consequently increasing the chance of same source bias. Secondly, the data on, human resource practices and climate, variables were collected from single respondent in the organization. While the data of human resource practices were factual, the data on climate were attitudinal and is highly prone to single rater error. Both these problems (same source bias and single rater error) have been taken care of in this study.In another study of 137 BDG (Branch Director Group) of a full service bank, Gelade and Ivery documented that BDGs HRM practices are overconfidently associated with customer satisfaction. They hit the booksd the relationship between HRM indicators (staffing train, over cadence, and professional development) and organizational performance indicators (sales against targets, customer satisfaction, staff retention, and clerical accuracy) and free-base that almost all the three HRM indicators are positively associated with organizational performance indicators including customer satisfaction and that such association is moderated by organizational climate.Whereas most of the studies which examined the relationship between human resource practices and customer satisfaction were conducted on organizational or DMU take of analysis , Liao and Chaung analysed the factors influencing customer satisfaction using a multi-level conceptual framework. There data comprised responses of 257 employees, 44 managers, and 1993 customers from 25 franchised restaurants. The human resource practices data were collected from restaurant manager go employee performance and customer satisfaction data were based on self-reports of employees and customers respectively. The data gathered thus gathered from employees and customers were aggregated to restaurant level to analyze the HR practices customer outcome relationship at unit level. The results of the study showed that of the human resource practices provided employee involvement was significantly related to the service performance, dapple other two HR practices (service training, and performance incentives) did not have any significant relationship with employee performance. The study did not examine the direct effect of human resource practices on customer satisfaction except the relationship between restaurant-level service performance and customer satisfaction was found significant. Although, this study provided a better understanding of how employees actions and perceptions influences organizational context, still it did not explicitly examines the role of employees perception of human resource practices in eliciting customer perception of service quality and customer satisfaction.While most of studies conducted on human resource management customer satisfaction relationship have focused on organizational climate as mediating variable between the two, Nishii, et al is the first one to examines the role of employees perceptions, attitudes and behaviors as the central plank of such relationship. There sample included 95 stores each with or so 18 departments. Data was collected from 4208 employees from 362 departments across these 95 stores. Nishii and her colleagues in a multilevel analysis investigated the role of employee perceptions of why organization adopted definite human resource policies (HR attribution) in shaping their work attitudes and behaviors and the relationship between such attitudes/behaviors and customer satisfaction. The data regarding employee HR attributions, commission and satisfaction were collected from employees at individual level, while data regarding employee behavior and customer satisfaction were collected from store managers and customers respectively at store-level. The individual level data were than aggregated to store level in order to analyze the relationship at store level unit of analysis. The results of this study revea led that employees attributions of human resource practices (HR attributions) are positively related to employee attitudes. They further found that unit-level attitudes were positively related to two aspects of employee behavior, measured in terms of OCB (organizational citizenship behavior). One dimension of OCB (OCB-helping) was found significantly associated with customer satisfaction. The most important finding of the study was, that the same set of HR practices may not even exhibit connatural effects within a single organization. The implication is that it is not mediocre the HR practices themselves but rather also employees perceptions of those HR practices that are important for achieving desired organizational outcomes. italics added .In fact focus on employee (or member) perception is not a new phenomenon in organizational studies. Almost cardinal years ago Schneider, et al based on Heider , Miller, Galanter, and Pribram and Bowers tickd that, phallus perceptions of or ganizational practices and procedures are the critical data in understanding organizational behavior. No behavior in, or of, organizations occurs in the absence of perceptions. To conceptualize an organization requires a consideration of human behavior, and human behavior does not exist without perception.Similarly, drawing on Endler and Magnusson and Drazin, Glynn, and Kazanjian Bowen and Ostroff argued that individual behavior potential are not based on . . . actual situation per se, rather, the situation individuals see based on their perceptions, . Finally, Nishii and her colleagues emphasized the need for focusing more future SHRM research on the way that HR practices are enacted in organizations, as revealed in human perception .Though the study undertaken by Nishi and her colleagues is among the first to through empirical observation test the role of employees perception of HR practices in influencing customer satisfaction, it did not actually measured the employees perceptio n of HR practices per se, rather, it took a different shape up and examined the employees perception of why extra HR practices exists and the effect of this why on customer satisfaction. Thus, the important and frequently sought after question regarding the role of employees perception of human resource practices in influencing their attitude, behavior and customer satisfaction is still unanswered in the existing literature.Based on last(prenominal) literature, which demonstrates a positive link between organizational HR practices and customer satisfaction, and to answer a very important, but still unanswered, question in strategic human resource management literature, I hypothesized the relationship between employees perception of HR practices and customer satisfaction as followsH1 There will be a positive relationship between perceptions ofSupervisor tin (SS)Internal Career Opportunities (ICO) OrganizationalTraining (Trg) HumanResult orientated Appraisal (ROA) ResourceEmploym ent trade protection (ES) Practices (HRP)Participation in Decision Making (Part), andCompensationand customer satisfaction such that the customers interacting with employees who more positively perceive HR practices will be more satisfied and vice-versa.3.3 explore Model The Process through which HR Practices Influences Customer SatisfactionAs earlier noted in the introduction, the primary aim of this research is to investigate the process/path through which human resource practices influence customer satisfaction, as this is the dynamics of such process which is of immense importance to the owners and managers of the organizations. It is only through the take a shit and proper understanding of mediating mechanisms between HR practices and customer satisfaction that managers can avoid engaging in conflicting, and at time counter-productive, HR policies.The proposed model indicating the mediating process between perceptions of human resource practices and customer satisfaction is shown in figure 3-1.HR PracticesEmployee PerceptionsEmployee consequentOrganizational OutcomeInternal Career OpportunitiesResult Oriented AppraisalParticipation in Decision MakingEmployment SecuritySupervisor SupportTrainingCompensationPerceived Organizational SupportCustomer Satisfactionemotive CommitmentCustomer Oriented BehaviorTheoretical Framework investigate ModelFigure 3-1 Research Model The Influence of HR Practices on Employee Commitment and Customer SatisfactionAn examination of the figure 3-1 depicts the relationship of various variables in the model. It is proposed that for human resource practices to influence customer satisfaction they are to be first comprehend by the organizational employees in kindly or unfavorable manner. The cumulative employee perception nearly HR practices is accordingly translated into perceived organizational support (POS), a concept which indicates the organizational commitment towards employee wellbeing. It is further proposed that th is POS is compensated by the employees in the form of their commitment to organization, which then forms the terra firma for customer-oriented behavior on their part. The final part of the model deals with the boundary spanning role of the employees and hypothesizes that employee behavior influences the customers perception of service quality in organizations which ultimately leads to customer satisfaction with the organization.In what follows each of the relationships proposed in the model is examined in greater detail in the light of relevant literature. Research hypotheses based on such relationships are formulated within each section.3.4 Human Resource Practices and Perceived Organizational SupportPerceived organizational support is defined as employees perceptions about the degree to which the organization cares about their well-being and value their contribution . Studies have shown that human resource practices signaling investments in employees are positively related to pe rceived organizational support . Organization support theory argues that employees assign human standardised characteristics to organizations. This tendency to personify organizations is encouraged by the organizational norms, practices and policies that prescribe employee role behaviors . This personification leads employees to believe that treatment met to them by their organizations is its indication of favor or disfavor to them . The treatment met to employees signal organizations readiness to reward change magnituded work performance and to meet its employees call for for flattery and recognition. As the organization treat its employees through the implementation of various human resource practices, I argue that the development of employees global belief regarding the accomplishment to which organizations value its members contribution and care about their wellbeing (perceived organizational support) is the interchange of such HR practices. Further, Eisenberger and his col leagues noted that perceived organizational support depends on attribution processes and is based on employees judgments, among other things, of organizational sincerity. Similarly, Whitener , while identifying the possible causes of different employee outcomes towards same HR practice, stressed upon the future researchers to . . . measure employees perceptions of the characteristics of human resource practices as an intervening variable between managers comments of human resource practices and employees perceptions of support. . In fact more and more researchers today are realizing the important role of employees perceptions in HR practices employee outcomes relationship. In a very recent publication Nishii et al have argued that, . . . in order for HR practices to exert their desired effect on employee attitudes and behaviors, they first have to be perceived and interpreted subjectively by employees . . . . Thus I belt down my earlier argument regarding the relationship between HR practices and POS by fit the role of employees perception in HR-POS relationship I hypothesize that it is employees perceptions of organizational human resource practices, instead of practices themselves, which leads to development of employees POS.The following sub-sections will review the literature about the relationship between the hypothesized HR practices and POS in detail.3.4.1 Supervisor SupportLevinson observed that supervisory actions are often viewed as more indicative of organizations intent than solely based on supervisors personalised motive. This is in part due to the fact that employees consider organizations to be responsible for legal, moral, and fiscal actions of its agents actions. Because supervisors act as organizational agents, the employees receipt of favorable treatment from a supervisor should run to POS. Additionally employees believe that managers forward their evaluation of subordinates to fastness management which considerably influences managem ents treatment of their employees, thus perceptions of supervisor support should contribute to development of POS . Reciprocity norm dictates that perceived supervisor support should increase employees felt obligation towards supervisor and organization .H2a There will be a positive relationship between employees perception of supervisor support (SS) and his/her perceived organizational support (POS).3.4.2 Internal Career OpportunitiesThe opportunities to grow internally within the organization signals a strong positive message to employees that they are being cared and their work being valued . Such a insurance policy also inculcates a sense of justice and fairness in the employees who aspect that their stay and attachment with the organization for longer tenures is valued and rewarded . Thus the perception of availability of internal career opportunities will be linked to employees perception of organizational support.H2b There will be positive relationship between employees pe rception of internal career opportunities (ICO) and his/her level of POS.3.4.3 TrainingTraining may be viewed as a form of capital investment in humans whether such an investment is made by firm or individual . A number of authors including Huselid and MacDuffie have counted organizational training as one of the important superior human resource (HR) practices. Employees, just want other human beings, have a desire to enhance their capabilities and square off new skills to improve their survivability in the environment. Training provides opportunities for both, enhancement of existing capabilities and culture of new skills. Thus provision of adequate training facilities by the organization to its employees signals its commitment to them. By providing career development opportunities, the organization conveys its willingness and dedication to the personal growth of its employees.The provision of training opportunities is indicative of the importance which the organization attache s to the contributions of its employees and is a token of its recognition for such contributions . In Pakistan most of the times such trainings and other career development opportunities go beyond any positive union contract and is thus viewed by the employees as out-of-will treatment by the organization. Such discretionary treatment on part of the organization is viewed by its employees as indicative of organizational support for them . Previous studies have found evidence that career development opportunities are positively related to perceptions of organizational support and that training predicts POS . Similarly, a significant relationship between career development opportunities and POS is also been reported by Meyer and Smith .Based on the review of past research, I hypothesize that an employees level of POS will be positively related to his/her belief of the training and career development opportunities provided by the organization.H2c Employees perceptions about training op portunities (Trg) will be positively related to the level of his/her POS.3.4.4 Result-Oriented AppraisalPrevious researches has documented a positive relationship between result-oriented appraisal and firm performance . These authors reported a correlation of r = .13 at pH2d Employees perception of result oriented appraisal (ROA) will be positively related to their perceptions of organizational support (POS).3.4.5 Employment SecurityDelery and Doty in their research on banking sector of US have found a positive relationship between employment security and firm performance. The positive relationship was attributed to increased employee commitment and motivation due to absolute jobs in banks. Similarly Fey, Bjorkman, and Pavlovskaya argued that provision of long term job security to employees signal organizational commitment to them. Pfeffer asserts that norm of reciprocity bounds employees to reciprocate such commitment in the form to their support to the organization and its goals. On the other hand organizational commitment of employees working for an employer who treats its employees as meaningless or dispensable tends to be low. Further, in times of economic turbulence when people are finding it increasingly difficult to find jobs, long term job security by the organization to the employees enhance their perceptions of organizational support. In light of the existing theoretical and empirical rationale I predict about the relationship between employment security and perceived organizational support (POS) as followingH2e There will be a positive relationship between employees perception of employment security (ES) and his/her perceived organizational support (POS).3.4.6 Participation in Decision MakingStudies have concluded that organizations will yield better results if they gave their employees participation or office in determination making activities . Providing opportunities to the employees to participate in decision making should indicate that th eir contribution is being valued by the organization . Researchers, have previously suggested that having say in decision making and voice in formulating organizational policy should be tested as a precursor of perceived organizational support . Whitener argued the fact that it is not only the existence of participation practice which is enough to elicit positive response from the the employees rather it is the perception regarding the existence and usefulness of such democratic mechanism which enhances employees perception of organizational support. Thus, the following relationship between participation and perceived organizational support is predictedH2f Employees perception of participation in organizational decision making (Part) will be positively related to his/her perceptions of organizational support (POS).3.4.7 CompensationOrganizational Support Theory argues that organizational rewards signals the temper of employee concern by the organization. Thus, favorable rewards si gnal that employee contributions are being valued by organization . More specifically this theory holds that favorable organizational rewards are conceived as organizations recognition and appreciation of employees work, and therefore, a major source of POS development .Organizational rewards may take the form of different variables when it comes to measuring rod its relationship with POS. In literature variables such as pay itself , permeating justice , adjectival justice and general organizational rewards are researched for their relationship with POS. A common theme which emerges out of these studies is that POS is positively influenced by organizational rewards.Perceived organizational support is found to be positively related to employee pay satisfaction in a study conducted by bank and Tetrick . Another study, which tested the relationship between employees perception about procedural justice and their perception of organizational support, found that both are positively r elated . Similarly, Wayne et al. noted a positive association between perceptions of procedural justice and POS.One can easily note from the above studies that though different indicators have been used to capture the concept of organizational rewards and then test their relationship with perceived organizational support, these researches converge in their terminus about positive link between reward and development of POS. As the focus of this dissertation on measuring the influence of organizational human resource practices on employee commitment and customer satisfaction, the get laids of relationship between rewards like distributive and procedural justice is somewhat out of scope for this study. Of particular importance to this study is the role of compensation as organizational reward, and the role it plays in development of POS.Willis noted that compensation is the most critical issue when it comes to attracting and keeping talent. Compensation is the cornerstone of the majo rity employment contracts. As Parker and Wright noted that basic reason for such centrality to the issue of compensation is the assumption that currency influences behavior.In 1999 a study conducted by Bassi and Van Buren revealed that firms using high-performance work practices provide compensation based on group-performance and company profit sharing to enhance the employees feeling of organizational support. Especially, profit-sharing mechanism is a clear sign that organization does not only recognize and value its employees efforts in its profit but is ready to share it with them. This line of thinking clearly indicates a positive possibility of relationship between employees compensation and their perceptions of organizational support.Thus based on review of existing literature and logical system which dictates a relationship between compensation and POS, I hypothesize as underH2g Employees perceptions of compensation (Comp) will be positively related to the level of his/her POS.3.5 Perceived Organizational Support (POS) and Organizational Commitment (OC)During the last two decades the concept of organizational commitment (OC) remained a major focus of research in organizational studies. One of the reasons for such focus is the assumed relationship between organizational commitment and performance . In the following lines I will first explain the concept of commitment and will then explain the logic of proposing relationship between POS and OC.The term commitment has been widely used in research and is being variedly used to explain the antecedents, consequences and process of being committed to organization . This variety of interpretations of commitment led Meyer and Allen to note that OC may be a multidimensional concept that has the potential to be interpreted in variety of ways. Nevertheless, the major definitions of OC appear to be emotive or attitudinal , normative , behavioral and calculative . However, as Allen and Grisaffe noted, most researc hers would watch that organizational commitment refers to a psychological state that characterizes an employees relationship with the organization for which he or she works and that has implications for whether or not the employee will opt to remain with the organization.Researchers differ in their opinion about why or how commitment occurs. Meyer and Allen conceptualizes that commitment develops as a result of experiences of satisfying employees needs motivational and/or compatible with their values . They further argued that desired commitment profile of employees may be developed by managing the employee work experience. any(prenominal) researchers have described commitment as a strong belief in and acceptance of the organizations goals and values, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership . This definition highlights the role which commitment plays in enhancing individual performance su ch that more committed employees are supposed to be exerting more effort in achievement of organizational goals.Another important way of conceptualizing commitment is through individuals attitude towards employer organization. Researchers have noted that virtually all the research conducted on organizational commitment, per se, has used the attitudinal conceptualization. The following description of attitudinal commitment is forwarded by Mowday et al. Attitudinal commitment focuses on the process by which people come to think about their relationship with the organization. In many ways it can be supposition of as a mind set in which individuals consider the cessation to which their own values and goals are congruent with those of the organization.Such a description suggests that strongly committed individuals will put in more work required for attainment of desired organizational outcomes as such outcomes are consistent with their personal values and goals.Meyer and Allen noted th at organizational commitment is a mind set or psychological state (i.e., feelings and/or beliefs concerning the employees relationship with an organization) They conceptualized commitment through a three component framework. The three components are affective commitment, continuance commitment and normative commitment and has been described by Allen and Meyer as under. . . employees with strong affective commitment remain with the organization because they

Orthodontic Tooth Movement: Ideal Rate and Force

orthodontic Tooth Movement Ideal Rate and stringAnanth KadekodiDescribe and discuss the concept of the saint rate and hurl for Orthodontic tooth consummation. Provide evidence for and against the claims of this sample.Orthodontic tooth presence is a transition that combines pathologic, physiologic and biological responses to externally applied fiercenesss (Wise, King, cc8). It is explained by the pressure strain theory and arise bending theory. Pressure tension theory states that tooth front line occurs in the periodontal space by creating a pressure human face and a tension side (Schwarz, 1932). Conversely, bone bending theory states that absorb delivered, firmnesss in bending of the tooth and its surrounding structure, whilst altering the cellular activity for bone remodelling. Additionally, tooth consummation is excessively comprised of three grades, which include the initial phase, lag phase and post lag phase (Burstone, 1962). Currently, in that location is b eing a shift, from the tension on wedge application to the biological and biochemical factors affecting tooth fecal matter (Mayne, 2014). Nevertheless, at a lower placestanding of the crusade magnitude and its temporal characteristics is important ascertain the ideal rate and wring of orthodontic tooth driveway. Study conducted by various scientists, showed that variables such as force magnitude endless vs sporadic force singular divergences tooth variations and dissimilar types of tooth gallery play a use of goods and services in determining the ideal and rate and force of tooth movement.Studies by Hixon et al. (1970) showed that higher forces moved teething farther in 8 hebdomads than visible radiationer forces. The studies showed an enlarge in upper jawbone bathroomine movement in all moreover one of the subjects. The trials demo that as the force increase from 200 grams to 300 grams, the tooth movement for uncomplaining B increased from 0.15 mm/week to 0 .25 mm/week. This is a result of the higher forces generating a metabolic response sooner and at a much rapid rate, resulting in an increased tooth movement. Additionally, study conducted by Andreasen, and Johnson (1967) on sixteen females, showed teeth exposed to the 400 grams moved further than 200 gm, at a rate of 2.5 times to that of the lower force. Moreoer, heavier force, also stir an increased anchor teeth movement ( storey, 1973). However, studies by Owman-moll, Kurol, and Lundgren (1996) have claimed that maximal tooth movement backside be achieved even with light forces. This is also support by Storey (1973), who state little differences in deposeine movement between heavy and light forces. Moreover, Ren, mineral tar, Kuijpers-Jagtman (2003) support this viewpoint by stating that, there is no specific best force but a round-eyed range of forces evoke a biological response in the periodontal waver for ideal tooth movement. Additionally, Owman-moll et al. (1996) t hrough their studies showed that, man heavy forces increase tooth movement, they can also damage the tooth and increase the rate of root resorption. Storey (1973) ascertained that some trauma is associated even with applied light orthodontic forces. In order to cook adequate biological response in the periodontium, light forces cause frontal bone resorption but heavy forces can cause PDL necrosis, on with bone and root resorption (Krishnan, Davidovich, 2006). Hence, an best force is an extrinsic mechanical stimulus, with the aim of restoring the equilibrium of periodontal bread and butter tissue remodelling via cellular response. It should lead to a maximum rate of tooth movement, while ensuring minimal irreversible root, PDL and alveolar bone damage. Also, this force should produce a maximum rate of tooth movement, whilst ensuring patient comfort (Proffit, Fields, Sarver, 2013 Ren at al., 2003). odontiasis react differently, depending on whether the force is continuous or in termittent. Studies by Oates, Moore, and Caputo (1978) showed tooth movement exposed to low level of intermittent tooth forces were equal to that of continuous forces. except at higher force levels, intermittent forces produce greater tooth movement within a shorter period of time. However, results from study conducted by Owman-Moll, Kurol, and Lundgren (1995) showed continuous forces (4.3mm +/- 1.5mm) were more strong than intermittent forces (2.9 +/- 0.6mm) in achieving tooth movement. Furthermore, the study also showed no fundamental root resorption differences between the two forces in the end. Proffit et al. (2013) believe that effective tooth movement occurs with longer and continuous forces between 4 8 hours. They also believe that light continuous forces produce the best tooth movement and these forces should be light enough to ensure save frontal resorption. However, heavy continuous forces should be avoided payable to tissue damage but heavy intermittent force is cli nically acceptable although it is less efficient.Study conducted by Hixon et al. (1970) showed the role of one-on-one variation affecting tooth movement, with some individuals displaying increased movement than others. These individual variations are in regard with different root areas, metabolic responses and facial growth. The variations resulted in altered time and rate of tooth movement between individuals. Additionally, one-time(a) patients with lower metabolism and increased facial growth showed less movement, in comparison to a younger patient. The variation is also attributed to differences in tissue characteristics. The younger patients have umteen celled periodontal membrane uncalcified osteoid bone top of the inning lining and loose fibrous marrow space tissue, meaning that they take a shit the proliferation stage of tissue changes earlier than older adults. This will result in tooth movement (initial phase) starting earlier in younger people (Reitan, 1957). Addition ally, Pilon, Kuijpers-Jagtman, and Maltha (1996), stated that individual differences in bone density, metabolism and PDL dollar volume can also be responsible for the variations. Each individual has his/her best pressure for tooth movement and that in slow movers the optimum forces were not applied.Hixon et al. (1970), though his study demonstrated different teeth having different optimal rank and force for tooth movement. The results noted an increased canine movement, in comparison to molars. This is due to the root surface area of the canine being lesserthan molar, with the forces being distributed over a larger area rather than being concentrated (in the elusion with canines). Moreover, Proffit et al. (2013) also support this theory through their table, which shows a smaller force for anterior teeth and a larger force for posteriors. Additionally, Smith and Storey (1952) stated the optimum range for the maximum rate of movement is 150-200cN for canines with after studies by Lee (1964) increasing the range to 260cN. Through their studies, Lundgren, Ownman-Moll, and Kurol (1996) stated the ideal rate of horizontal tooth crown movement was 0.8 mm during the first week and 3.7mm after 7 weeks. However, intraoral location also makes a difference, with maxillary canines having an increased movement in comparison to their mandibular counterparts (Hixon et al., 1970). However, Ren, Maltha, and Vant Hof (2003) stated no differences in movement between the maxillary and mandibular canines. Hence, the implications of intraoral location on tooth movement are still unclear.Proffit et al. (2013) have stated that different types of tooth movement have different optimal forces and these include tipping movement (35-60 gm) definition (70-120 gm) root uprighting (50-100gm) rotation (35-60 gm) extrusion (35-60gm) and intrusion (10-20 gm).Using results from past studies, along with the consideration of the above variables, Quinn, and Yoshikawa (1985) have developed four hypotheses, related to force application and tooth movement. scheme 1 is a constant relationship and Hypothesis 2, is linear relationship between the rate of tooth movement and stress. Hypothesis 3 states that increasing stress increases the rate of tooth movement to a maximum after which the rate declines with additional stress. Lastly, hypothesis 4 states that tooth movement increases with stress up to a point after which additional stress causes no increase in tooth movement. Quinn and Yoshikawa support hypothesis 4, as it supported by abundant observational and clinical data. This hypothesis is also supported by Hixon et al., with his results screening a wishing of tooth movement after a certain force application. nevertheless Ren, Maltha, and Vant Hof (2003), challenged this model due to a tuck in of available data with high forces, and created a new mathematical model, where shows no tooth movement with no force, but as the force increases, the movement also increases u ntil a certain force, after which the movement stays constant or slightly decreases but will never become negative. This is in argumentation to hypothesis 4, which stated the movement as being constant but never decreasing.From the above essay, we can see that there is still a lack of definite answer for an ideal force and rate of tooth movement, and this can attributed to four main reasons. The first reason is due to a lack of ability to count on stress and strain at the periodontal ligament. just about studies discussed above, were based on the application of the force to the tooth, but not the forces confidential information to biological reactions. The second reason is due to the lack of tooth movement control, with just about studies involving tooth tipping which causes uneven stress distribution in periodontal ligament. Moreover, measurements are do at the crown, and not at the stress areas, resulting in force overestimation. Additionally, many of the studies were conduc ted during a short period of time, making the data relevant only for the first two phases of tooth movement. Lastly, variation both among and within individuals, makes it difficult to calculate optimal force and rate, as each individual has his/her individualised optimal values (Ren, Maltha, Kuijpers-Jagtman, 2003).In conclusion, we can see that more studies need to be conducted to determine the ideal rate and force of orthodontic tooth movement. Tooth movement is impact by factors such as force magnitude individual and tooth variation intermittent or continuous forces and different types of tooth movement. Additionally, Quinn and Yoshikawa believed that tooth movement increases with stress up to a point after which additional increases create no movement. But this was challenged by Maltha, who stated that the movement can also decrease. The above factors, in addition to the four main reasons discussed above show that there is no ideal rate and force of orthodontic tooth movement. REFERENCESAndreasen, G., Johnson, P. (1967). Experimental findings on tooth movements under two conditions of applied force. The Angle orthodontist, 37(1), 9-12. Retrieved from http//www.angle.org/inside/pdf/10.1043/0003 3219(1967)037%3C0009EFOTMU%3E2.0.CO%3B2Burstone, C. J. (1962). The biomechanics of tooth movement. Vistas in dental orthopaedics, Lea Febiger, Philadelphia, 197-213.Farrar, J. N. (1888). A Treatise on the Irregularities of the Teeth and Their CorrectionIncluding, with the Authors Practice, Other Current Methods (Vol. 1). De Vinne Press.Hixon, E. H., Aasen, T. O., Arango, J., Clark, R. A., Klosterman, R., Miller, S. S., Odom, W. M. (1970). On force and tooth movement.American Journal of Orthodontics,57(5), 476-489. inside10.1016/0002-9416(70)90166-1Krishnan, V., Davidovitch, Z. E. (2006). Cellular, molecular, and tissue-level reactions to orthodontic force. American Journal of Orthodontics and Dentofacial Orthopedics, 129(4), 469-e1. inside 10.1016/j.ajodo.2005. 10.007Lee, B. W. (1965). Relationship between tooth-movement rate and estimated pressureapplied. Journal of dental research, 44(5), 1053-1053. doi 10.1177/00220345650440051001Lundgren, D., Owman-Moll, P., Kurol, J. (1996). beforehand(predicate) tooth movement pattern afterapplication of acontrolled continuous orthodontic force. A human experimental model. American daybook of orthodontics and dentofacial orthopedics, 110(3), 287 295. doi 10.1016/S0889-5406(96)80013-8Mayne, R. (2014).DEN2CGD,Lecture 11, Topic 2, Physiology of orthodontic tooth movement Point slides. DEN2CGD, Bendigo, Australia La Trobe University, Department of Health Sciences.Oates, J. C., Moore, R. N., Caputo, A. A. (1978). Pulsating forces in orthodontic treatment. American journal of orthodontics, 74(5), 577-586. doi 10.1016/0002-9416(78)90033Owman-Moll, P., Kurol, J., Lundgren, D. (1995). Continuous versus interruptedcontinuous orthodontic force related to early tooth movement and root resorption. The Angle Orthodontist, 65(6), 395-401. Retrieved from http//www.angle.org/doi/pdf/10.1043/00033219(1995)065 F%3E2.0.CO%3B2Owman-Moll, P., Kurol, J., Lundgren, D. (1996). The effects of a four-fold increasedorthodontic force magnitude on tooth movement and root resorptions. An intra individual study in adolescents. The European Journal of Orthodontics, 18(3), 287 294. doi 10.1093/ejo/18.3.287Pilon, J. J., Kuijpers-Jagtman, A. M., Maltha, J. C. (1996). Magnitude of orthodonticforces and rate of bodily tooth movement. An experimental study. American Journal of Orthodontics and Dentofacial Orthopedics, 110(1), 16-23. doi 10.1016/S0889 5406(96)70082-3Proffit, W. R., Fields Jr, H. W., Sarver, D. M. (2013). Contemporary orthodontics. StLouis, molybdenum MosbyQuinn, R. S., Ken Yoshikawa, D. (1985). A reassessment of force magnitude inorthodontics. American journal of orthodontics, 88(3), 252-260. doi 10.1016/S0002 9416(85)90220-9Reitan, K. (1957). Some factors determining the evaluation of for ces in orthodontics.American Journal of Orthodontics, 43(1), 32-45. doi 10.1016/0002-9416(57)90114-8Ren, Y., Maltha, J. C., Kuijpers-Jagtman, A. M. (2003). Optimum force magnitude fororthodontic tooth movement a systematic belles-lettres review. The Angle orthodontist, 73(1), 86-92. Retrieved from http//www.angle.org/doi/full/10.1043/0003 3219(2003)073%3C0086OFMFOT%3E2.0.CO2Ren, Y., Maltha, J. C., Vant Hof, M. A., Kuijpers-Jagtman, A. M. (2004). Optimum force magnitude for orthodontic tooth movement a mathematic model. American journal of orthodontics and dentofacial orthopedics, 125(1), 71-77. inside 10.1016/j.ajodo.2003.02.005Schwarz, A. M. (1932). Tissue changes incidental to orthodontic tooth movement.International Journal of Orthodontia, Oral Surgery and Radiography, 18(4), 331 352. doi 10.1016/S00996963(32)80074-8Storey, E. (1973). The nature of tooth movement. American journal of orthodontics, 63(3), 292-314. doi 10.1016/0002-9416(73)90353-9Storey, E., Smith, R. (1952). F orce in orthodontics and its relation to tooth movement. Aust Dent,56(1), 11-8.Wise, G. E., King, G. J. (2008). Mechanisms of tooth eruption and orthodontic toothmovement. Journal of dental research, 87(5), 414-434. doi10.1177/154405910808700509

The Airasia Marketing Concept Management Essay

The Airasia Marketing Concept Management EssayIn the world of growing byplay rival, st appraisegical wariness is where a c argon for of current level of management set goals and tactics in a firm. Strategic management provides overall direction of the functional beas of melody firm department such as accounting, finance, yieldion and marketing that allows the management to render the concept of each operation level of management in the inviolate shaping. Managers should besides slay the most from each organization level to deliver the goods a outstrip strengths and weakness in the environment. When this method is being applied, management seek answer to question regards to how, why and what entrust happenedAirlines manufacture has function the industry in economic growth hence changing the look of people live and experience the world today Airlines operations move among various officially permitted, community life, engineering thus influencing management to t hrow away decision and actions This involved in relating the goals of the organization with the environment to a course of conscious and a planned method.AirAsia is iodin of the companies with a good strategic management and has becoming a low bell carrier air passage which received several awards and recognition in the best low hail airlines in the world in year 2009. As of December 31, 2011, AirAsia Berhad (AsiaAsia) has tenanted in providing transportation suffices which operates at a fleet of 90 aircraft. AirAsia operation flies over domestic and international destination with 108 routes and operates over 400 unalike daily flights which are located from opposite hubs. Those hubs are located in Malaysia, Thailand and Indonesia. AirAsia concept applies in no-frills, hassle- rationalize, low fare blood line concept and their corporate values are Now Everyone Can Fly. blue Cost Airlines Simple Product Low Operating Cost postureFigure 1.0 AirAsia marketing concept.Accordin g to Daniel Chan market for airlines in Asia has been glomming to seek slipway to debate each and a nonher in the industry. Each of them has their bear strategic management which allows them to achieve long terms objective and name them the best among their competitors. This has encourage AirAsia to consider strategic management program collectable to the real competition of Asia travel market and the indispensableness to switch the urge to compete with their competitor which makes them and one of its kind in the industry. Four major functions of process which are planning, organizing, leading and irresponsible were no longer equal to support the current complex environment. This is beca call this process only managed the comp whatever internally but do not concentrate on the current environment which affecting the organization. Companies that adopt the four major functions were found that they were not flourishing in the current warlike market forces. On top of that, the organization only performs well in operation legal but not in strategy. Operation effectiveness and strategy are both exchangeable but they only perform in a very different ways.Strategy is about the competitive market which the conjunction performs different travail in different ways of environment. Those tools are PESTEL, SWOT and Porter five-spot Forces. All of these tools analyses the macro and micro environment. Below diagram will elevate explain those tools.PESTEL DIAGRAMPoliticalTo fly outside Malaysia is not easy. politics political is one of the problem that low live airlines faces. Landing commissioning and parking charges are very expensive and destination to Bangkok, Beijing, and Singapore is no tawdryer than a backup airport.People are afraid to fly where threat of terrorism attack has happened before in the calendar month of Sept 11 2001.Political stable where Asia country has no strikes, no wars and client is free to plan their own traveling time.Econom icDue to the stiff competition from MAS, AirAsia tend to rear reduce pricing in tickets and a a few(prenominal) flight routes to compete with the current economic. The rising of Asia middle class universe of discourse growth has encourage customer to enjoy straightaway with a cheaper rate of ticketsMalaysia Tourism and hospitality has boost AirAsia economic by advertising the daub nameSocialHas created a huge people awareness and photograph on traveling within a limited budget in Asia countries. This motivation was created with the AirAsia slogan Now everyone nominate flyAirAsia has created different alert environment and culture by promoting different countriesAirAsia commit to Safety branch has outcome the fear of customer flying abroad collect to the outbreak of Several Acute Respiratory Syndrome (SARS).TechnologyAirAsia has the state of the art in IT applied science which offers E-commerce. In Aug 2003, AirAsia become the first to offer SMS booking where the online process allows consumer to book ticket online, offer seat choosing and luggage check in. The website besides offers suck uping in six different languages.GO holiday was too launch to introduce customer to book holiday packages online via real time.AirAsia has bought in A320 to replace Boeing 737 which the modernistic airbus has meliorate burn efficiency, bigger overhead bin, lower maintenance and extra seat which proven to better performance and reli tycoon. surroundingsThe raw(a) buy of A32 planes has an engine which burn less fuel technology which included lighter weight body. The modern planes engine maintenance and muffle program which proven to gain 1% to 2% efficiency.More amend pilot film training which are being train to take-off and landing much efficiently AirAsia green methods is by adapt the paper containers and cups when they server regimen during the flight route.Legal government activity policy has been set up to break that all disposal business tri p to engage with MAS airlines.The budget airlines in south-east Asia is under-develop due to the market of aviation is control by the government right agreement.Customer has taken legal action towards AirAsia for failing to describe the full price for some route attitude.Figure 1.0 Self created Pestel analysisBelow diagram shows the SWOT analysis. The internal factor jakes be look into the strength and weakness of the company where else the external factors would be the opportunities and threats in the external environment.SWOT DIAGRAMSTENGTHSWEAKNESSAirAsia has a very affectionate relationship with the government and airlines industry leadersThe current management team up is good in strategy formulation and implementation.The stigmaing of AirAsia was well established in Asia Pacific.One of Asia cheapest Airlines which are low provideress operations.The advance technology of the IT team such in emails alert and desktop alerts for a new promotionMulti-skilled staffed which are well equip and efficient in workforce.A single type of fleet which is easy to maintain and easy for pilot dispatch.AirAsia does not have own repair system, maintenance or draw (MRO) facility.Received a lot of complain from end partr due to overwhelming of ticket purchases on festive season.Flights always delay due to improper time management.A fix-cost in perishable product which are the airlines seat. This will encourages the airlines to cut down price to attempt to fill complete seats at a lower price than rather flying at a half empty plane.No central location or backup airport.Branding is always an issue in placing in market position.OPPORTUNITIESTHREATSThere increasing of oil price creates an opportunities for AsiaAsia to capture new or existing customer which are on budget travelers.The ASEAN broadcast Skies program allows competition among regional airlines which creates partner with other low cost airlines for example Virgin has join in to create a brand name for Asi aAsia.Increase of population of Asian middle class will increase 700 million by 2013 which creates a huge opportunities for AsiaAsia to cater the unavoidableness of user.Ongoing business prospect will open up new routes and new airport dealsRates such as airport departure, guarantor charges and landing charges are elastic price which beyond the control of the airlinesAirAsia benefit margin is about 30% and this creates a new competitor to arise such as Tiger Airways.User safety point of view is neglected due to cheaper cost of ticket. User need to purchase a separated insurance for the ticket.Oil price fluctuations which affect the Aviation turbine fuel (ATF) and other operational cost. This will add cost to AirAsia since the total cost fuel is higher than 26% for low cost airlines studyd to 20% for a full service airlinesLack of secondary backup airport infrastructure. opposite countries like Europe have a secondary airport to evacuate flying into mainland airports hence the y can skip to pay high cost of landing fees.System always down due to high record of online sales.Figure 2.0 Self created SWOT diagram.Porter five forces have been use to determine the competitive and the magnetism of the market value and to understand the AirAsia competitive advantage. Table below shows the porter five forcesPORTER FIVE FORCES hawkish rivalry within an industry.This would be the matrix segment of geographical and human ecology market. AirAsia competitor would be Tiger Airlines and Firefly which both of them besides provides cheap flight and several same routes. AirAsia withal claim that they dont have any additional fees which are not true. They have several hidden fees which are booking seats and luggage fees which could create a problem in price issue.Population of middle class income is increasing hence creates a huge opportunities for the airlines therefore airlines have to slash price among each some other due to customer are not loyal and they tend to t ack easy from different company to anotherThreat of new portalBranding is one of the major factors for new entry. Entry within this industry not only required high cost but also a branding image. New entry is required to impress the investors so that they can make a huge investment in the industry.Government legislation is also an issue where new airlines cant get a new permit flight route from the government. For example if AirAsia want to add more flight route to other county, this would be a roadblock for them due to government permit and it will affect their profit.Different service product being offered by competitors where AirAsia provided travel packages around Asia besides only selling air ticket. AirAsia also have great connection with tourism companies around the Asia country thus making this harder for new competitor to compete. bargain power of supplier talk terms power of buyers is strong and cost of switching airlines is low. AirAsia is not the only the airlines whic h offer low cost operation in Asia. Other competitor prices are not so much different than AirAsia. This will create customer to choose their most suitable register of airlines that fits them the best.Two major planes supplier which is Airbus and Boeing. Both of them are having the same hackneyed aircraft which mostly AirAsia social clubed in a large amounts from Airbus in order to expand their flight routes. This creates a strong relationship and big discount.Bargaining power of buyerBuyers nowadays are more informed and IT savvy. They are more sensitive to price change making they have more choices to compare with other airlines which its easy for customer to change to other airlines that offer the same service.Customer of Airasia is mostly individual /group travelers which their air tickets purchase is being purchase individual. This makes the bargaining power buyer is strong.AirAsia also have bad image when it comes to flight delays issue. Customer tends to choose other airli nes to make sure they reach their destination on time.Threat of substitute productWhen the price of airlines is expensive, customer will look for a substitute. Price also depends on the booking time and flights date. The longer booking dates are cheaper compare to shorter booking dates. If the ticket is purchase last minute, which cost higher price, customer tends to switch to other airlines such as MAS or Singapore Airlines which offers pension servicesSome of the traveling purpose would be a business meeting which is now being taken over by the lucre industry. These meeting can be replaced with calls such as video conferencing which can take place within the office premises to save company traveling cost.Figure 3.0 Self created Porter louvre Forces diagram.AirAsia adapted the hypothesis of market segment where penetrate into the low cost carrier and the ability to compete among other competitor in the field business. Those methods areThe use of E-commerce in the AirAsia system .They have implement a E-commerce business tool making it one of the kind that allows a AirAsia to sell product, advertise, purchase supplies, bypass and skip inventory, cutting down the paperwork and sharing information over the e-portal. This system has improved productivity and higher profitability and yet minimizing the cost of expenses in the company According to Pultorak (2004), when a business strategy mix with IT, the IT platform can be modify to meet business needs and respond to certain user requirement.Example would be the IT platform online system that AirAsia implemented. Customer backlog system (CRS) is a user friendly web-based system which allows user to make reservation, choosing their own seat at various prices, printing out their own e-ticketing and self check-in online which saves ample times. This also helps to cut down the wholesaler or travel agents cost. All this was being implemented to archive the worst cost of an airline can possible achievedThe use of ERP system in the AirAsia system.Its a use of software that develops a support decisions with planning and controlling the business Its integrated software to make the IT system more effective and efficiently which has been successfully maintain the process of integrity data, reduced month end closing processing time, increase in speed up of data reporting and data retrieval process The system also helps AirAsia to capture their daily operation transaction as well as the operational cost.As the result from both of this system, AirAsia has move from the traditional business method and transform it into an E-commerce system which allows them to achieved their goals and objective to be one of the last carrier planing machines in the worldThis essay describes the strategic management use of implementation of certain tools such as PESTEL, SWOT and Porter Five Forces analysis. Those tools make AirAsia achieve their capability, scope and goals Making use of the IT system and E-commerce has also lead AirAsia to be one of the low cost carriers in the airplane industry. AirAsia chooses strategic management method based on the competition in airlines industry is tough. Other airlines companies are trying to figure out strategic ways to compete among their industry which strategic management has become one of the tools factor to survive in their business industry. None the less airlines need to consider on how to integrate the system as well as the main factors such as external and internal process

Mental Health Policy Thesis Statement Social Work Essay

moral wellness Policy Thesis Statement hearty Work EssayAn abusive, compelling and dominating behavior in a go out relationship among the teenage youngsters is termed as go out force. Students persuadable to geological geological dating force out suffer greatly in terms of their academic performance, cordial and extra-curricular activities. They w snapethorn show poor results and isolate themselves from colleagues and jocks. They whitethorn show lack of interest in extra-curricular activities. All these activities argon results of poor psychogenic wellness. much(prenominal) students have a profound effect on their psyche out-of-pocket to creation exposed to near kind of in-home violence in their childhood. They designate anger management disorders and have a history of aggressive or struggle attitude. An even greater consequence of dating violence whitethorn be suicides (Maryland School moral wellness Alliance).BackgroundThere may be several categories in dating violence get by sexual, emotional, psychological or electronic. Physical violence may involve pushing, b ingest or grabbing ones partner. Psychological violence comprises of controlling behaviors resembling preventing him or her to involve with another(prenominal)(a) people musical composition electronic violence is the name-calling or bullying through and through texting.A latest survey has revealed that psychological and physiologic abuse is a common aspect of dating among the American youngsters. Among 1400 seventh grade students being interviewed by the researchers showed that round 37% of 11-14 year olds had been susceptible to some pillowcase of psychological violence while al close to one sixth had experience physical violence during an on-going relationship. About three-fourth of students had a boyfriend or a girlfriend during their middle rail. The survey provided a spell of conditions associate to dating violence. Among the students being surveyed, there was a large return who believed that it is fine to hit ones girlfriend. A moderate number of them had on a lower floorgone sexual harassment through physical or verbal means by touching in a wrong way or by joking (Dating Violence parkland by 7th Grade).However, teenage dating violence is not dependent to westernized and industrialized countries. A pick up carried out on international take channelise revealed that dating violence extended among males and females was high in all the countries under study. Dating violence was studied through a number of variables like infracting a partner, depression, injury and sexual obsession. The behavioral acts that were reported in the study were hitting partner, pulling his/her arm or hair, using weapons to harm, burning him/her on purpose, forcing him/her on doing sex when he/she does not intend to do so etc. The rate of physical assault was higher in Asia, while it was significantly lower in New Zealand and Australia while victims of sexua l coercion were greater in Canada and the United States (Chang et al.)Significance of Mental HealthMental health is a state of efficient performance of brain alter to productive activities, healthy relationships with people and adaptability to changes and dealing with challenges in a intermit way. Mental disorders are considered to be health conditions that are attributed by humour swings related to stress or decreased functioning of brain. Mental disorders may lead to diverse complication which includes pain, disability or death. Mental unsoundness is a broader term encompassing all the identifiable genial disorders.Mental disorders are a major contributor towards disability. The disease burden be stick of mental illness is the greatest among all diseases. National Institute of Mental Health (NIMH) has reported that approximately 13 million American adults suffer from real deliberating mental illnesses. Mental disorders contribute to 25% loss of life magazine through disabil ity and premature mortality and in Canada and United States they are leading cause of disability. Suicide is the 11th most dominant cause of death in America where it takes away almost 30,000 Americans.There is a strong correlation between mental and physical health. A sizable mind leads to good health. Ability of people to engage in health promoting activities reduces as a result of mental illnesses like depression and concern (Mental Health and Mental Disorders).Thus, it is really important to deal with mental health businesss arising as a result of dating violence because in intemperate cases it may lead one to self-harm or even suicidal attempts. intrusion personality disorders are a common phenomenon with the victims of dating violence which involves increase expression of anger, anti-social behavior and self-harm personality disorder etc. About 20% of suicidal persons have a history of violence. Other than that, the victims of dating violence are more likely towards the u se of drugs, alcohol and smoking which however deteriorates mental health. Also, there is a trend of using laxatives, dieting pills, self-denial and binge eating for weight management among such individuals which lead to eating disorders. Also there is an increased risk of getting infected with sexually transmitted diseases like HIV because the individuals may fear the use of condom because of the violent partner and unprotected sex may lead to such diseases (Teen dating violence). Thus, to alleviate such symptoms and personality disorders among such people and other health associated risks, a mental health insurance is demanded.Mental Health Policies Followed around the worldA number of school and community base programs are operating. Most common are the primary prevention programs that aim at preventing abuse before it starts. The program emphasizes upon providing clear knowledge and adapted behaviors regarding the dating abuse. Its computer programme is based upon increasi ng awareness of dating violence, fighting violence beliefs, encourage help seeking and skill development in order to improve the communication strategies and management of conflicts (Teen dating violence-awareness and prevention). Such initiatives may lead to improvement of mental health.Other than program initiatives, there has been a limited reporting in the legal arena for reforms of legislative and discriminative nature in dating violence. Only a small number of teen victims knock the door of law to seek legal remedies like protection orders against dating partners who are abusive. The local anti-violence non-profit organization Between Friends in Chicago is striving to offer counseling, legal aid and health-care awareness inwardly the city to fight domestic violence (U.S. high schools unequipped). Novel ship canal are devised by the White House and Vice presidents office in order to prevent dating violence at the initial stages by providing assistance to young men for ending up violence. The Office of insubstantial Healths Pregnancy Assistance fund grants aims at improving services for the big(predicate) teens that are experiencing or at the stake of sexual or both other type of violence (Teen dating violence-awareness and prevention).Safe dates is a platform designed for high school and middle school students which is organized in a set of 10 sessions, each of which is almost of 50 minutes. This curriculum gives definitions on caring and sound relationships and also provides information on the dating abuse regarding its causes and effects. It teaches the students how to assist a friend who has an abusive dating partner. It describes the methods in which gender stereotypes affect dating relationships and explains in what ways sexual assault can be prevented. The curriculum comprises of a play on dating violence, poster presentation, and source material for parents and a general outline for teachers (Teen dating violence as a public health issue).My mental health policy proposalIn my understanding, a mental health policy should first of all address the psychology of the middle and high school students. There should be a compulsory subject on issues related to dating violence. The teachers should observe the students keenly. If the psychological problems are observed in some students, they should be provided counseling in the school.Parents should also play an important determination in dealing with dating violence. They should develop a strong bonding with the children so that they could share what is going on in their life. Also, the parents can because help them coping with their particular situations through their own lifes experiences.The peers are most aware of dating violence. So the peer groups should be educated about the negative and ill effects of it so that they can assist their friend who is experiencing it.The legislative body on part of dating violence should take more active and efficient in resolving the dat ing violence cases and there should be a system of penalties and punishment to those who commit this crime. terminusDating violence is a serious and wide spread problem worldwide. Other than violating the human rights, it affects the physical, sexual, reproductive, mental, emotional and social welfare of individuals and families. Physical injury, abortion, sexually transmitted infections, mental disorders like aggression, anxiety and depression are the prompt and long term health effects associated with sating violence. Other than that, use of illicit drugs and smoking are very frequent among the victims of dating violence. A number of initiatives are being under taken by the U.S. government in order to eradicate this issue from the general population. The most important is the mental health policy that aims at improving the mental health of the susceptible individuals that in turn improves their physical health. With a healthy psychology, they can deal with life in a suitable way and serve their sylvan as effective citizens.

Facilitation Theory Or The Humanist Approach?

Facilitation Theory Or The benevolentist Approach?T separatelying and tuition formly ar completely unalike from yesterday beca physical exercise we argon lining the ch exclusivelyenges of changes in higher pedagogy for the future prosperity with todays young students and their facility to use up up these challenges to face up to the coming centuries. Understanding reckon and information is not easy, not something that burn down be based on the re generateation of what has been perceived or limited to a few methodological prescriptions. In this chapter, we argon going to go back and shed gently on some theories of eruditeness to assure bettor to what finale show is related to accomplishment and how they tush impact in society.1.1 talking tos T for each oneing and discipline lyric principle and nurture still requires practically effort to be stored in singulars mind perfectly. It should use up acquired an appreciation of the values of a ample range of in tellectual disciplines such as linguistics, sociolinguistics, psycholinguistics and mainly applied linguistics as well as general detailed noesis. So, how base verbiage pass on these disciplines to become dynamic and pragmatic in use? To answer this question, let us light upon what Campells surmisal depicts, in wrinkle 1 below, about the likenessship mingled with three disciplines linguistics, applied linguistics and education. Campbell ( 19807) says The relation in the midst of the wrangle sciences and spoken language education has emerged as virtuoso of the key issues in the ontogeny of a language article of faith conjecture For him Applied linguistics is the mediator between the practiti hotshotr and the theorist.. See organic judgments of language training book of H.H.Stern,(198336)LinguisticsApplied linguistics teaching methodTheoretician Mediator PractitionerFigure1 Campells model of the relationship between hypothesis and institutionalise sessionAc cording to Campells possible action starting from linguistics, the scientific study of language, entirely is not enough to purport an effective relation between pedagogy and linguistics. The latter requires untold practice to relate theory to practice and nark language more effective. For that reason, to consolidate the three disciplines, Campell included three trim elements to his conceptual frame subject atomic number 18a. These elements atomic number 18 psychological science, sociology and anthropology. Campells model of the relationship between theory and practice made Spolsky( 198072) argued and then modified Campbells theory .For Spolsky, sociolinguistics discipline is actually interest to achieve a well behaved result in the relation between theoreticians and practitioner. He divided language teaching into three main sourcesLanguage description General LinguisticsLanguage teaching psychology for the theory of breeding and psycholinguistics for the theory of langua ge acquisitionLanguage use in society sociolinguisticsWhat we can generalize from Sposkys theory language teaching is an arouse amalgam of disciplines, each one contri exactlyes to educational language in practice and the focus here is on the educational language. Pragmatically speaking, fit to galore(postnominal) people the witnessing of language is not lonesome(prenominal) claiming theories exactly it is in like manner our conjectureion and forecasting of knowing to what extent can be these theories impact on the teaching of language. The theories ar protestent of how we learn, and they be utilitarian and ready for how students learn and also how teachers teach. Each one of them, student and teachers, has consume commission of thinking of give apart different way of learning. So who are we in these theories? And what are these theories? To answer these questions let us control some fundamental theories of learning1.2.1 Reinforcement TheoryThis theory was de veloped by the behaviourist rail of psychology, notably by B.F. Skinner (Laird 1985, Burns 1995). Laird (1985) sees this feeling of behaviourism not relevant to education. It is about some positive and blackball travails the learners made in his daily manner. This theory requires much Competency establish Training ( henceforth, CBT), It is useful in learning repetitive tasks like propagation tables and those work skills that require a great deal of practice but higher order learning is not involved in it. The censure of this approach is that it is rigid and mechanical (Burns 1995).1.1.3 Cognitive-Gestalt ApproachesThe focus in this theory is on the greatness of be intimate, meaning, problem-solving and the development of insights (Burns 1995, p 112). Burns notes that this theory has developed the concept that individuals differ from one to another, they have different concerns at different measure with different subjective interpretations in different contexts. This theory is in truth smashed to learners to get themselves in learning language by knowing to what extent they are different from each other. It is also very close to the learners traces of today (for more details see chapter 3)1.1.4 Holistic acquire TheoryThe grassroots understanding of this theory is that the focus is on the composition of the individual genius which consists of many elementsspecifically the intellect, emotions, the body impulse (or desire), intuition and imagination (Laird,1985, p 121) that all require activation if learning is to be effective. This theory is about a complementary theory to Cognitive-Gestalt approaches.1.1.5 existential learningIn this theory, Kolbs research gear up that people learn in quatern ways in learning (McGill Beaty 1995). The ways are as followsConcrete experienceTesting implications of Observations and Reflectionsconcepts in spic-and-span situationsFormation of abstractconcepts and generalizationFigure 1 the Experiential Learning Mo del (Kolb, 1981) Learning through concrete experience Learning through observation and reflection Learning through abstract conceptuality Learning through active experimentationIn discussing these theories, we confirm from the educational researchers concept that learners are different in their way of learning. Kolb, one of these educational researchers whose interests are involved in proving that learner, individually, can choose any name and way of learning which reflects his behaviour to act in learning which is the link up between him and his society through actions and thoughtful process (McGill Beaty 1995). This theory confirms Spolskys disceptation ( 198072)1.1.6 Facilitation Theory or the Humanist ApproachCarl Rogers and others have developed the theory of facilitative learning. The basic introduction to this theory is that learning provide make pass by the educator acting as a facilitator, that is by establishing an ambiance in which learners feel comfortable to c onsider untried ideas and are not threatened by external ciphers (Laird 1985). Other characteristics of this theory include Human macrocosms must be eager to learn (prompt willingness) Human beings must be curious to learn (curiosity) To change on selfs concept we must be involved in a remarkable learning. ( flexibility and readiness).Carl and Rogers see thatThe Characteristics of facilitative Teachers are They are not more protective of their beliefs than other teachers They are fond they are all listening to learners, especially to their feelings They are much attentive to their relationship with learners in the schoolroom. be open-minded and apt to take feedback, whether positive or negative and to use it as a reflective and constructive insight into themselves and their behaviours.Some of these characteristics do fit our changes into innovative and advanced teachers but others still to be modified according to our readiness for being autonomous teachers. In this work, we are going to focus on the changes from the traditional, affectionate and facilitative teachers into modern teachers.The characteristics of learners Must be courageous, autonomous and responsible for their own learning Must care and provide much information ( stimulus) for the learning which occurs through their deep perception (insights) and experiences. are encouraged to evaluate themselves ahead their teachers and to be aware of their learning unavoidably to focus on what factors whitethorn contribute to achieving significant results.These characteristics are mandatory and take in the new dodgings implementation.To understand better this theory which impacts strongly our work we must understand the relationship between teachers and learners or in another words between learning and teaching as well as the strategies made to heighten this relationship. So what is learning and what is teaching? And what is the relationship between them. Teaching is to get and pass on fellowshi p while learning is to acquire this fri overthrowship bystudies it is also the process where fellowship is created through transformation of experience (see page 3 David Kolb 1981). It seems that the relation between them is very strong and interrelated. From these translations, we can also understand that the relationships between teaching and learning lead to the outflank academic achievement for students having the desire to acquire learning language which represents an individuals candid cognition to learning different tasks depend on the context (Peterson, et al., 2009). It is an input which differs from one individual to another depends on the teachers in regard to what type of information is close to effective.The concept that students and teachers have different competence that go away from one to another to learning and teaching language in different styles and ways lead theoreticians and practitioners, those who are responsible for computer class control and revi sion, to think of the computer program framework, i.e. how to be in charge of approaches and systems to expression teaching language and aforethought(ip) in the curriculum frame work. The curriculum is now very fire to empower both learners and teachers to develop their potential in knowledge. So, what is political platform? Who are responsible for planning it? And what is it for? To respond to these questions we need first understand the curriculum meaning.1.2 What is Curriculum?The curriculum is concerned with two terms teaching and learning, i.e. what is apt(p) in learning and teaching, and how they take place. What teachers teach or learners learn comprises presences, strategy, knowledge, skills and outcomes of learning students are intended to make obvious. The how of the curriculum concern teaching/learning methodology, teaching strategies and media resources.The curriculum has been changed due to changes in systems implementation such as CBA, LMD and ICTs integration i n the classroom. The latter ineluctably some cases of the imposture of new technology to modify the means and enlarge knowledge to make a good curriculum. The systems , CBA, LMD and ICTs integration, in many ways can be seen to be affecting the curriculum both in terms of content and methodology.Further, we mean by the word curriculum run a Course, i.e. it describes a series of steps in teaching and learning specific table of contents. It is also considered as a sequence of learning experiences the fact of these definitions that without curriculum none can control the individual students experiences. olibanum through curriculum students can be provided with opportunities to learn a specific content. From the latter, we can understand also that the suitable definition to the curriculum is a sequence learning opportunities given to students in their study for specific inventions. A sequence of learning opportunities cannot be seen but it can be intend and made through the classr oom activities. Thus, curriculum appears in different aspects which exist in textbooks for specific contents to facilitate teaching and make teachers efficient to pave this sequence of learning opportunities for students.It is actually made to develop learners competence herein we are speaking about the vastness of curriculum development1.3 The Importance of Curriculum informationThe importance of curriculum development appears in its focus on knowledge transmission and skills development in regard with expertness based language teaching (henceforth CBLT) or learning outcomes. That is to say, working on the four skills (reading, speaking, physical composition and listening), knowledge and attitudes make effective teaching strategies. In relation to CBLT, moorage says thatCBLT Competency-Based Language Teaching is designed not around the notion of subject knowledge but around the notion of capability. The focus moves from what students know about language to what they can do wi th it. The focus on competencies or learning outcomes underpins the curriculum framework and syllabus specification, teaching strategies and sagacity.(Docking, 1994 16)From the above quotation basing on what have been already said, we can understand that Competencies focus on four main parameters appears in the followingLearning outcomesCurriculumSyllabusTeaching strategies (a pattern) judgementFigure 1 The Main Parameters of Learning Outcomes or CompetenciesFigure one represents the relationship between curriculum and its aspects (syllabus, teaching strategies and estimation) in regard with learning outcomes. These four fundamental concepts help theoreticians and practitioners to define the context in relation to the students needs about the curriculum framework which is clearly related to students learning needs. To respond to learning needs and CBLT the curriculum planning must take care of the following pointsSetting Students number, age, gender, spirit, educationAim Type a nd purpose of curriculum, mandatory and necessitate tests .Materials needed or available text, books, e- books, magazines, articles or computers, laptops with their company to the net and so forth.Time How many hours, day of week, time of day.These four points can also be viewed as part of syllabus. The latter is very important to design a course that must focus on the needs of learning outcomes. Herein, to understand more the concepts given let us have a look at what is a course in regard with syllabus or vice versa.1.3.1 CourseA course is an integrated series of teaching-learning experiences, whose ultimate aim is to lead the learners to a detail state of knowledge. (Hutchinson and Waters 1996 65) The distinction between a curriculum and a course is important because some of the areas of concern in curriculum development as societal needs analysis, testing for placement purposes or program wide evaluation may be out of the hands of teachers who are developing courses (Richard s, 2001).1.3.2 SyllabusesSyllabus is a more detailed and operational bidding of teaching and learning elements which translates the philosophy of the curriculum into a series of planned steps leading towards more narrowly defined objectives at each levelDubin Olshtain, (1997 28),Syllabus is inheringly a educational activity of what should be taught, year by year through language syllabuses often also keep points about the method of teaching and the time to be taken(Lee 1980108). some other opinion is that thatSyllabus is a more detailed and operational statement of teaching and learning elements which translates the philosophy of the curriculum into a series of planned steps leading towards more narrowly defined objectives at each levelDubin Olshtain, (1997 28).Syllabuses are more localized and are based on accounts and records of what actually happens at the classroom level. Given these definitions it is suggested that it seems helpful to define a curriculum and a syllabus as separate entities. To conclude we can now ensure that we can see syllabus design as part of course design, they are complementary and parts of curriculum whose importance appears also in the followingThe educational purpose of the program.The content teaching procedures and learning experience which will be necessary to achieve this purpose .(the means)Some means for assessing whether or not the educational ends have been achieved.( Richards, Platt and Platt 1993 94)From these most significant points Allen sees thatCurriculum is a very general concept which involves term of the whole complex of philosophical, social and administrative factors which contribute to the planning of an educational program.(Allen quoted in Nunan, 2000 6)Thus, it is the change of instructions in teaching and learning in all over the field. For that reason, most developing countries institutions among them Algerian institutions have amend and revised their curricula in another words their syllabuses, m ethods, approaches and systems to respond to the world requirements, winning into account the various factors( external or internal) that influence learning process. To understand more this polity of education we must understand its basic notions in the structural education such as competencies or learning outcomes, syllabus, course, assessment and curriculum.Today, there are many of teachers and students who think that curriculum is syllabus in fact, syllabus is a part of a curriculum. It describes the content of a course .i.e. It shows the content of what is going to be taught including a muckle of knowledge and skills. Herein, the importance of presenting the basic notions education is to go over the global changes and structures of the various disciplines to learn from others and to be apt to know what others think of us.In addition to curriculum development made by policy makers which enables learning to take place, during the course of study, in terms of knowledge and skill s, teachers should highlight the main syllabus to present the main learning and methods and to provide the learners with resources and equipments to support the effective teaching of the course. In this case the teacher notion must focus on how to structure the knowledge to be well received by learners. The following quotation ensures our saying the learning structure through teaching.Teaching is knowledge transmission, concern of learning. The teacher is a decision maker, provider of learning structure, collaborator, and resource. (Adapted from Graves 2000 31)Our aim from understanding the curriculum development and its importance is to ensure a generative and effective teaching of the language through official curriculum delivered by policy makers to be implemented in schools and universities. Implementing such curriculum requires much effort to respond to the learners needs and competence.Algeria as one of developing countries and a multilingual schooling is in the process of g rowing out of its historical roots run riot to make changes in educational policy encouraging the education ministry to revise, modify and update the curriculum for basic education, particularly in basic education programs.Speaking about changes in educational programs and organizing content lead us to think of the CBA approach and LMD system that are the fundamental concepts, today, of the curriculum whose interests are in organizing and exploring learners competence (knowledge and skills). They both work on input (data/ knowledge) and outcomes. The question to be raised here what are these implementations? These systems implementations are CBA approach in primary and secondary schools and LMD system in universities.1.4 Historical Background about CBAIn 1973, the word competency was introduced to psychology literature when David McClelland argued in his article Testing for competence rather than for lore that neither origin cognitive process nor success can be got through old and traditional tests of academic discipline. Thus, the search for theory and tools that could unfailingly see coming effectiveness in the workplace began (McClelland, 1973).In1982 it was Boyatzis who first drew in concert comprehensive data that had been collected inthe USA using the McBer Company capriole Competence Assessment method. Since then, competency has become a significant factor in HR development practices (Simpson, 2002). The word competency comes from a Latin word meaning suitable (Bueno Tubbs, 2004). Boyatzis (1982) defines a competency as an key characteristic of a person which results in effective and/or superior writ of execution in a job (p. 97).According to Boyatzis (1982) a job competency represents major power. An individuals roach of Contemporary Management Research 49 competencies reflect their capability or what they can do. A job competency may be a pauperism, trait, skill, aspect of ones self-image or social role, or a body of knowledge that an in dividual uses, and the existence and possession of these characteristics may or may not be known to the individual. Similarly, Mitrani et al. (1992) state that competencies could be motives, traits, self-concepts, attitudes or values, content knowledge, or cognitive or behavioral skills.A competency is an individual characteristic that can be measured or counted reliably and that can be shown to differentiate significantly between superior and honest performers, or between effective and ineffective performers. Meanwhile, competency can be described as a set of behavior patterns that an incumbent needs to bring to a position in order to perform its tasks and functions in the delivery of desired results or outcomes (Bartram, et. al, 2002 Woodruffe, 1992). Spencer and Spencer (1993) viewed competency as an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior performance in a job or situation (p. 9).They recognized penta d types of competency characteristics consisting of motives, traits,self-concept, knowledge and skills. First, motives are the things that an individualconsistently thinks about or wants that stimulate action. Motives set out, direct and selectbehavior toward certain actions or goals and away from others. Second, traits are physical characteristics and consistent responses to situations or information. Third, self-concept is an individuals attitudes, values or self-image. Fourth, knowledge is the information that an individual has in specific content areas.Finally, skill is the ability to perform a certain physical or mental task. experience and skill competencies tend to be visible and relatively surface characteristics, whereas self-concept, traits and motive competencies are more hidden, deeper and central to personality. Surface knowledge and skill competencies are relatively easy to develop and training is the most cost-effective way to secure those employee abilities (Spence r Spencer, 1993). Figure 1 illustrates central and surface competencies.KnowledgeAttitudes, setcharacteristic MotiveSurface Most easily developed pump Personality Most difficult to developSkill KnowledgeSelf-Concept Trait MotiveTSkill KnowledgeSelf-conceptTrait MotivetrThe iceberg lettuceVisibleHiddenFigure 1 The Iceberg Model and profound and Surface CompetenciesSource Spencer and Spencer (1993 11)In other words, visible competencies such as knowledge and skills may besomewhat technical competencies basically required by the job, whereas hiddencompetencies such as self-concept, traits and motives are behavioral competencies thatdrive an individuals performance in the job. Boyatzis (1982) states that motive and traitcompetencies have the most direct impact on self-concept and also have an impact onskill. The joined Nations Industrial Development Organization (UNIDO, 2002) definescompetency as a set of skills, related knowledge and puts that allow an individual to perform a tas k or activity in spite of appearance a specific function or job. If an individual possessesthese three elements of competency they can effectively perform duties as required by the specific job.From the wide range of related literature, the definition of competency can besummarized as an underlying characteristic of an individual that is causally related tocriterion-referenced effective and/or superior performance in a job or situation. Jobcompetency is a set of behavior patterns that a job incumbent needs to bring to a position in order to perform its tasks and functions with competence. A job competency can be a motive, trait, skill, self-concept, body of knowledge or an attribute that allows an individual to perform a task or activity within a specific function or job.1.4 The executing of the CBA Approach in the Algerian ClassroomThe CBA approach has been adopted by the Algerian education ministry to be integrated in the primaries and secondary school to improve teaching and le arning. It is imposed on both teachers and learners to explore their competence and roles in lifecycle. A competency based approach is a new reform contributes to better the learners knowledge situations that may varied in a range of skills. The CBA is well related to a context-of-use. In other words, students will be good learners to use language effectively in their lifecycle by drawing a map to master what they have learned in schools.1.5 The reasons of the CBA Approach Implementation in the ClassroomThe reasons why the Algerian authoritarians those who are responsible for educational policy implement the CBA approach in the primary and secondary school classrooms is to develop students linguistic and problem-solving capacities that will make students to deal with different tasks cognitively and pragmatically challenging any difficult situation in the classroom. It will also make learners autonomous and see learning as an essential process for both their studies and their future . So it is implemented in schools because it is a productive approach basing on what the learners are expected to do rather than on what they are expected to learn about.1.6 The Characteristics of the CB ApproachThe CBA approach enables learners to check their potentiality to overcome obstacles and problems it is problem- solving approaches that make learners think of well doing. It is a fanciful use of a newly constructive knowledge. Moreover, it characteristics can be listed as followsIt makes students challengers to endure and encounter all kind of complexity and ambiguity in learning.It is about reflection, self-assessment, and performance review are fully integrated into the exercise. As a result, challenge becomes success.Collaboration in teamwork is essential to the effective learning experience.It enables students competence to affect the world beyond the classroom and to make contributions that are valued by professional and experts.It provides learners with information b ased on assessment tasks.It is based on authentic language proficiency across sociolinguistic context.It reveals the learners innateness.It is usable for instruction and curriculum adaptation to the learners needs.It is based on the outcomes as in Schencks sayingIt is outcome-based and is adaptive to the changing needs of students, teachers and the community competencies differ from other students goals and objectives in that they describe the students ability to apply basic end other skills in situations that are communally encountered in everyday life.Thus CBE (Competency Based raising) is based on a set of outcomes that are derived in life role situations.Schenck (200114)To reinforce what has been said about CBE let us see some extra definitions of Competency Based Education to understand better from where does CBA come from? Richards and Rodgers (2001) saysCompetency Based Education focuses on outcomes of learning. CBEaddresses what the learners are expected to do rather than on what they are expected to learn about. CBE emerged in the United States in the 1970s and refers to an educational movement that advocates delimitate educational goals in termsof precise measurable descriptions of knowledge, skills, and behaviors students should possess at the end of a course of study.Richards and Rodgers(2001)To reinforce Richards and Rodgerss definition of CBE Savage see that CBE is a functional approach to focus on skills depends on the learners needs and competence. He sees in his definition the followingCompetency Based Education is a functional approach to education that emphasizes life skills and evaluates mastery of those skills according to actual leaner performance. It was defined by the U.S. Office of Education as a performance-based process leading to demonstrated mastery of basic and life skills necessary for the individual to function proficiently in society.Savage (1993 15)For Mrowicki, referring to skills only is not enough in speaking about CBE b ecause competency is an interesting amalgam of knowledge and attitudes for more effective results. Thus he sees in his definition the followingCompetencies consist of a description of the essential skills, knowledge, attitudes, and behaviors required for effective performance of a real-world task or activity. These activities may be related to any domain of life, though have typically been think to the field of work and to social survival in a new environment.Mrowicki (1986 144)It is very interesting to understand what we have presented as most significant definitions of CBE regarding the Communicative Approach which is at the basis of the Competency Based Approach, the educational system applied in Algeria, and which can be also considered to be at the basis of the LMD system applied at the level of the University, conterminous section is devoted to the presentation of the latter, i.e. of the LMD system, to see in what way is the LMD system a continuation of the CBA.1.7 What is L MD?The LMD system, introduced in the Algerian universities by 2003-2004, is a current issue that specialists in Algeria and elsewhere are interested in. The LMD system (Licence, control and Doctorate) is the latest reform applied in the Algerian universities. It aims at saving the Algerian diploma to the universality and to bring the Algerian student to a higher level of learning on the one hand and to the world of job on the other hand. The introduction of LMD in the Algerian universities should be accompanied by these new ideas for innovative teaching practices to improve the performance of the university system but also lead to greater employability of graduates.1.8 The Characteristics of the LMD SystemIn practice, we observe that the formalization of thes