Hellenistic and Greek Essay Example for Free

Hellenistic and Greek Essay The Hellenistic world between 323 and 30 BCE represents the time of the Hellenistic civilization that was brought about by the influence of the Greek in the ancient world. This is the period between the time when Alexander the great died and when Augustus became the first emperor of the Rome. This Greek culture was adopted and had an eventual effect on the world of the Mediterranean and even beyond. This age was then preceded by the classical age which became known in the 19th century. Alexander the Great played a key role in the spread of Hellenism to the Middle East, East Asia and the African continent (Manson, 4). During his time of campaigning he conquered the Persian Empire, and other lands like Asia Minor, Mesopotamia, Egypt and other parts of Afghanistan and Pakistan. The end of the period is when the Roman Republic conquered Greece. Part 2 The Greek architecture dealt with decorations mostly sculptures of which were the basic feature of the temple. Among the most common seen works include those of Parthenon. Apart from the temples, the Greek also built the theaters which can be seen from the ruins in the present time. The works of the Greeks represented a kind of repose, harmony and proportion to its effect which is identified by the selection of materials, their style and site, and the arrangement of the masses of stones. Most importantly, there were the distinctive Doric temples which were twice as long as they were once wide, and half as they were wide. The Greek architecture is different from that of the Egyptian culture (Manson, 2). In particular, Egyptians used to cover nearly every bit of space with ornament. The Egyptians did not make a gable to the roofs as the Greek did in order to ward off the weather. This thus shows how weather brought about new different features between the two cultures. Concisely, Apart from internal aesthetics, the outer architectural designs were controlled by the climatic conditions of the two locations.

The Struggle in Sylvia Plaths Lady Lazarus Essay -- Lady Lazarus Essa

The Struggle in Lady Lazarus  Ã‚  Ã‚      Lady Lazarus repeats the struggle between Nazi and Jew which is used in Daddy, with the Nazi atrocities a background across which the amazing, self-renewing speaker strides. The speaker orchestrates every aspect of her show, attempting to undermine the power an audience would normally have over her. She controls her body, instead of being a passive object of other eyes. The speaker orders her enemy to Peel off the napkin, telling the audience that there is a charge for her performance, but death to her is nothing but a big strip tease. Do I terrify? she asks rhetorically, she knows her effect on them. Lady Lazarus intentionally contributes to the spectacle that fetishises her; she compartmentalises herself, These are my hands, / My knees, harshly mocking the gentlemen and ladies as she reveals their morbid avidity. She is both pitying and scornful: Do not think I underestimate your great concern. Her disenfleshment at the hands of the enemy, viewed avidly by the peanut-crunching crowd, is something that she wills, just as ...

Social Capital has been described as involving egocentric, weak ties and socio-centric types of relationships

Social Capital has been described as involving egocentric, weak ties and socio-centric types of relationships. How might these concepts help to improve the way organisations generate new knowledge. Might some these concepts also act as a barrier to generating and sharing knowledge? Explain your answer. Introduction In contemporary, highly developing business environment, the success factors of many organisations have been affected with the rapid advancement in communication and ways of sharing knowledge. The knowledge economy has changed the basis of trading and doing business. Success and wealth of businesses no longer depends on their wealth of organisations but on the abilities and knowledge of their employees and the degree to which an organisation harnesses and develops those skills. The more effective the relationship between supplier and customer, the more successful an organisation is. This success depends on their abilities to operate in today's fast moving global marketplace. Defining the notion of Social Capital The notion of social capital first appeared in discussions of rural school community centers by Lyda Judson Hanifan's. Hanifan addressed the cultivation of good will, fellowship, sympathy and social intercourse among those that ‘made up a social unit.' More recently however, the work of Robert D. Putnam (1993, 2000) launched social capital as a focus for research and policy discussion. Putman defined the concept of social capital as â€Å"Features of social organisation, such as trust, norms and networks that can improve the efficiency of society by facilitating coordinated action† (Putnam, 1993). This definition of social capital can be criticised for adopting a single view, and being too narrow, as it ignores the fact that social capital can generate negative externalities as well as positive. Putman assumes ‘trust, norms and networks' to have positive outcomes for an individual, or a group however fails to recognise that it can be harmful for an organisation as a whole. Michael Woolcock on the other hand defined social capital as â€Å"the norms and social relations embedded in the social structure that enable people to coordinate action to achieve desired goals† This definition not only recognises both positive and negative externalities of social capital but focuses solely on sources of social capital, rather than also including the outcomes derived from it. One of the most famous examples where social capital is commonly referred to is in Silicon Valley (San Francisco). Silicon Valley is in the southern part of the San Francisco Bay Area in Northern California in the United States. It contains many high tech businesses that are supplying the global market with many innovating technologies and silicon microchips. In Silicon Valley, there is a very high level of knowledge held within individual firms, but this would be true whether they were located in clusters or in isolation. There is also a very high level of knowledge about the firms as well. This information is differentially more available to those in the Valley and in the network. This knowledge is not just technical, it is knowledge about who is a good manager or well connected. It is embedded in the social setting, a knowledge that comes from learning and being in the place where the knowledge is being used, and having an opportunity to use it in that setting. It is about knowled ge use and production in action. Social Capital – promotes knowledge sharing and communication Many contemporary theorists who conducted studies on social capital identified two differing perspectives within the concept. These concepts are socio-centric, and ego-centric. The socio-centric approach argues that the social structure of interpersonal contacts is important for organizational success (Sandefur and Laumann, 1998). A business can benefit from a strong social structure, by allowing employee cooperation that will enable flexibility and innovation. Knowledge sharing helps employees perform their jobs more effectively, retain their jobs, and guides them in personal and career development. It also rewards them for successful achievements, and brings more personal recognition so that knowledge sharing will become more practiced. By sharing and collaborating with others an employee is more likely to succeed in providing solutions to his/hers own jobs and by helping others achieve their objectives. The philosophy of modern knowledge management exponents is that ‘intrinsic motivation' is the only real motivator of knowledge sharing. This is where an individual, group or community are sympathetic to each other's goals, those of the organisation work for collective goals-if these are best achieved through sharing then this is what happens. Intrinsic motivation is making sure that individuals feel part of the business and culture through reward and recognition. The second perspective of social capital is concerned with the relationships between individuals. Sandefur and Laumann (1998) refer to this as the egocentric approach of social networks, where â€Å"an individual's social capital is characterized by their direct relationships with others and by the other people and relationships that they can reach through those to whom they are directly tied†. From this perspective, social capital is able to explain the differences in the success of individuals and firms in a competitive environment (Adler and Kwon, 1999). A learning organisation views its future and subsequent competitive advantage based on continuous learning and adaptive behaviour. It develops a culture and processes to improve its ability to learn and share both at an individual and organisational level. The main aim is to create a flexible, agile organisation able to handle uncertainty and then hopefully organisations will use this uncertainty to generate new ways of working, to build on this success and learn by mistakes. For example: a large multinational company, British Airways (BA) identified its culture as the biggest barrier it had to learning and sharing so it set out to create an environment where this was made easy. BA developed facilities for staff to access knowledge, libraries, have meeting rooms, training rooms that enhanced its culture. Therefore the facilitation of personal contacts and network, and the enhance role of training and development being a core was British Airways success for its new culture. Social capital – barrier to knowledge sharing and communication As developed in Ronald Burt's theory (1998), the socio-centric notion can act as a barrier to generating and sharing knowledge in an organisation. The socio-centric perspective includes the concept of power benefits acquired by individuals that control structural holes. This idea shows how certain individuals within an organisation may have power over groups of employees and act as the link between them. Such individuals are said to be ‘filling a structural hole', therefore their relative contacts have no direct contact with one another. This allows such an individual to have a certain level of manipulation over knowledge sharing between the two groups and benefit from the social capital derived from them. This can be both an advantage and disadvantage to the firm. It can be an advantage to the individual in that their social capital is increased, and that it allows the two departments to communicate ideas effectively. However the filling of structural holes with one individual could also act as a barrier to generating and sharing new knowledge within the firm. Because when implemented in a firm it means that individuals in different departments do not need to communicate between each other eliminating knowledge sharing within the individuals in each department. Within an egocentric network, sharing of knowledge can be one of the most difficult problems faced by knowledge organisations. In most organisations knowledge sharing requires a change in corporate culture, from ‘information is power' to ‘knowledge sharing build power.' Many organisations decide that the most effective way to encourage individual sharing appears to be through appraisal systems where individuals are asked to assess their own knowledge-sharing behaviours and consider their colleagues view of their sharing performance. The most obvious disadvantages are: an employee may fear senior experts or a supervisor. This fear can have an impact on the way the employee conveys his/her opinions. Another disadvantage is that employees can get compromising solutions from a group of experts with conflicting opinions. This would not give the knowledge engineer an accurate view of the knowledge needed. Also, there can also be a Lack of confidentiality as employees may feel threatened by knowing that their contributions will be shared with and evaluated or validated by other domain experts. However, the results of the appraisals may affect promotion and salary but their use is part of the development culture that includes knowledge sharing as a core competence. Conclusion Social capital has been described as a non-tradable form of capital that will depreciate if not used. Social capital increases in value through use, as relationships get stronger and weak ties are increased (Klaus Nielsen, 2003). In this article we have established that social capital is a rapidly growing notion, more commonly referred to by theorists when discussing issues of economics and organisational knowledge sharing. The concept has been criticised for the diversity of its definition, measurement challenges, and over-versatility (Woolcock and Schuller, 2000). These theorists concluded that social capital can have both a positive and a negative impact on the overall success of an organisation. Positive, in the aspects that a well working network of sharing knowledge can lead to innovation, and greater efficiency of the employees working relationships. Negative in the sense that strong social capital for an individual, or a group of employees does not necessarily guarantee a benefit on a macro scale for the organisation.

Positive Organization Taps the Best Workforce on their Skills, Creativity, Talents and Ideas They Bring Free Essay Example, 1000 words

I would offer an authentic leadership; I would know the Asian cultural beliefs and values, by this I will win the trust of the Asian community. I will encourage a open door policy to increase information flow and communication. I would be a moral manager embracing ethical behavior and reasoning all the time, not acting as an after thought as Jones did. I would call for an employee meeting both the safety team and the Asian women, brainstorm on the problem, this is a proactive way of solving the issue while being reflective of the matter. I would seek an opinion of various Asian community forums and legal expert on the same to be in compliance with the law and promoting religious freedom at the same time. With knowledge of the situation, possible options available from the various responses and critical analysis of the immediate and future consequences, I will call the leaders forum and develop a work plan to incorporate a win-win situation. CEO Chris Blount should appoint Carmellita Suarez as CIO. Carmellita should be the next CIO. ReasonsBenchmarking both Pat and Carmellita we conclude the following; Pat had preconceived notions on his success in IT thinking he has more expertise than the rest, further during the interview he stated that the board should consider the position on merit of work and reputation. Carmellita had a success in working across departments, i.e. teams and suppliers and she could solve any problem arising in the section. Where as Pat had more narrow capabilities only on technical and intelligence aspect. By evaluating both candidates CEO Chris Blount, is seeking to fill the position with the candidate with the best talent and skills i leadership and managerial. We will write a custom essay sample on Positive Organization Taps the Best Workforce on their Skills, Creativity, Talents and Ideas They Bring or any topic specifically for you Only $17.96 $11.86/pageorder now The person should be able to make decisions, thus working with other stakeholders is a key factor of a leader. Carmellita works well with other people and adapts with the trends of the company. Carmellita has skills, she is responsible and she represents the company well by solving issues even with suppliers.

Neuro Protective Effect And Attenuation Of Dementia

Neuro-protective effect and attenuation of dementia by diltiazem in ICV-STZ induced sporadic Alzheimer s disease rat model. Ramesh Alluri* Sivamallikarjuna Reddy A Supriya Reddy G Cognitive Science Research Initiative Lab, Dept. of Pharmacology, Vishnu Institute of Pharmaceutical Education and Research, Narsapur, Medak Dist., Telangana, 502313. Correspondence: rameshcology@gmail.com Abstract: Sporadic Alzheimer’s disease is an age-related neurological and psychiatric disorder characterized by impaired energy metabolism. Oxidative stress and neuro-inflammation have been implicated in pathophysiology of sporadic type of dementia. The Intra-cerebroventricular (ICV) administration of streptozotocin induces behavioural and biochemical alterations resembling those in sporadic type of Alzheimer’s patients. The present study was designed to investigate the effects of chronic pre-treatment with non-competitive calcium channel inhibitor diltiazem on cognitive dysfunction and oxidative stress markers in intra-cerebroventricular (ICV) streptozotocin-treated albino rats. Chronic treatment with diltiazem low dose 20mg/kg and 40 mg/kg orally on a daily basis for a period of 21 days, beginning 1 h prior to intra-cerebroventricular streptozotocin injection, significantly improved streptozotocin-induced cognitive impairment. Besides, improving cognitive dysfunction, chronic administration of highly selective calcium channel blocker diltiazem, reduced elevated malondialdehyde,

The Role Of Religion And The Rise Of Capitalism - 2243 Words

â€Å"The weber thesis† is the argument that turned Marx on his head: Instead of capitalism causing religion, religion actually caused capitalism† as stated in Collins (pg. 47). Weber goes on to stating as the Catholic Church was broke down during the 1517 by Martin Luther, he abolished the monasteries, the priests could get married but also the Bible could get translated from Latin to German so the people could read it for themselves. This meant that the priests were just like ordinary people and people could find their own way to embed their beliefs of God within their own lives. Weber then established religion was having a major effect in producing modern capitalism. Max Weber and Karl Marx are established as the two well-known theorists of the 19th Century. Many argue that there are various comparisons between these sociologist s theories, however although Marx and Weber both examined similar ideas, they noticeably came to two drastically different conclusions. Thi s essay will go on to critically analyse what the role of religion was in the rise of capitalism and discuss how Weber’s work was criticised by numerous sociologists e.g. Marxism and Durkheim. Weber’s theory very quickly became recognised by many, this was because it had shown an association between religious ideas and economic development. He was not arguing that capitalism in general was caused by Protestantism. He was just drawing the connection between Calvinism and a particular kind of capitalism. Both theShow MoreRelatedMax Weber Theory Of Religion Essay1033 Words   |  5 PagesMax Weber believed the religion is a deeply rooted institution that has shaped people’s image of the world, which in turn can impact their beliefs and motives. For instance, religion is used different amongst people of various class and statues. Individuals with high class and statues will use religion legitimate their circumstances and their situation in the world. On the other end of the spectrum, underprivileged individuals will lean toward religion that promise rewards for hard work and goodRead MoreMax Weber s Relation Between Religion And Capitalism1028 Words   |  5 P agesMax Weber is a German sociologist, who studied the relation between religion and capitalism in sociology. His theory brings forth many interesting aspects and point of views. Many could argue of religion’s importance to sociology, but Weber informs us of how big of an aspect religion really is. Max Weber was an interesting man; born in Germany on April 21st, 1864, to Max Weber Sr. his father and Helene Fallenstien Weber his mother. His parents had two very different views on life; his father a politicallyRead MoreThe Plight Of Modernity And The Social Conditions Associated With Modern Forms Of Capitalism1421 Words   |  6 Pagesconditions associated with modern forms of capitalism are issues of deep interest in the works of Marx and Weber. 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Human Resource Development free essay sample

Involve them, trust them and treat them as resource or assets. 3- Fours on strengths of people and help them overcome their weakness. 4- Integrate individual’s needs amp; aspiration to organization Objectives of HRD:- 1- Develop high motivation level To strengthen superior-subordinate relationship 3- To develop a sense of team spirit, team work amp; inter team collaboration. 4- To develop the original health, culture amp; climate. 5- To generate systematic info about HR 6- To increase the capabilities of an organization to recruit, select, retain and motivate talented employees. 7- To develop constructive mind in employees. 8- To generate info about HR for manpower planning, placement, successive planning and like. Author – Meera Sharma SCOPE: The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. We will write a custom essay sample on Human Resource Development or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field. The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development. The main functions of HRD are:- 1. Training and development Training and development is aimed at improving or changing the knowledge skills and attitudes of the employees. While training involves providing the knowledge and skills required for doing a particular job to the employees, developmental activities focus on preparing the employees for future job responsibilities by increasing the capabilities of an employee which also helps him perform his present job in a better way. These activities start when an employee joins an organization in the form of orientation and skills training. After the employee becomes proficient, the HR activities focus on the development of the employee through methods like coaching and counseling. 2 Organization development OD is the process of increasing the effectiveness of an organization along with the well being of its members with the help of planned interventions that use the concepts of behavioral science. Both micro and macro changes are implemented to achieve organization development. While the macro changes are intended to improve the overall effectiveness of the organization the micro changes are aimed at individuals of small groups. Employee involvement programmes requiring fundamental changes in work expectation, reporting, procedures and reward systems are aimed at improving the effectiveness of the organization. The human resource development professional involved in the organization development intervention acts as an agent of change. He often consults and advising the line manager in strategies that can be adopted to implement the required changes and sometimes becomes directly involve in implementing these strategies. 3. Career development It is a continuous process in which an individual progresses through different stages of career each having a relatively unique set of issues and tasks. Career development comprises of two distinct processes. Career Planning and career management. Whereas career planning involves activities to be performed by the employee, often with the help of counselor and others, to assess his capabilities and skills in order to frame realistic career plan. Career management involves the necessary steps that need to be taken to achieve that plan. Career management generally focus more on the steps that an organization that can take to foster the career development of the employees. Human Resource Development free essay sample HRD is any process or activity that either initially or over the longer term has the potential to develop adults work based knowledge, expertise, productivity and satisfaction, whether for personal or group team gains or for the benefit of an organization community , nation ultimately the whole community†. HRD beliefs:- 1- People can do better and do wonders. 2- Involve them, trust them and treat them as resource or assets. 3- Fours on strengths of people and help them overcome their weakness. 4- Integrate individual’s needs amp; aspiration to organization Objectives of HRD:- 1- Develop high motivation level To strengthen superior-subordinate relationship 3- To develop a sense of team spirit, team work amp; inter team collaboration. 4- To develop the original health, culture amp; climate. 5- To generate systematic info about HR 6- To increase the capabilities of an organization to recruit, select, retain and motivate talented employees. We will write a custom essay sample on Human Resource Development or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 7- To develop constructive mind in employees. 8- To generate info about HR for manpower planning, placement, successive planning and like. Author – Meera Sharma SCOPE: The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field. The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development. The main functions of HRD are:- 1. Training and development Training and development is aimed at improving or changing the knowledge skills and attitudes of the employees. While training involves providing the knowledge and skills required for doing a particular job to the employees, developmental activities focus on preparing the employees for future job responsibilities by increasing the capabilities of an employee which also helps him perform his present job in a better way. These activities start when an employee joins an organization in the form of orientation and skills training. After the employee becomes proficient, the HR activities focus on the development of the employee through methods like coaching and counseling. 2 Organization development OD is the process of increasing the effectiveness of an organization along with the well being of its members with the help of planned interventions that use the concepts of behavioral science. Both micro and macro changes are implemented to achieve organization development. While the macro changes are intended to improve the overall effectiveness of the organization the micro changes are aimed at individuals of small groups. Employee involvement programmes requiring fundamental changes in work expectation, reporting, procedures and reward systems are aimed at improving the effectiveness of the organization. The human resource development professional involved in the organization development intervention acts as an agent of change. He often consults and advising the line manager in strategies that can be adopted to implement the required changes and sometimes becomes directly involve in implementing these strategies. 3. Career development It is a continuous process in which an individual progresses through different stages of career each having a relatively unique set of issues and tasks. Career development comprises of two distinct processes. Career Planning and career management. Whereas career planning involves activities to be performed by the employee, often with the help of counselor and others, to assess his capabilities and skills in order to frame realistic career plan. Career management involves the necessary steps that need to be taken to achieve that plan. Career management generally focus more on the steps that an organization that can take to foster the career development of the employees. Human Resource Development free essay sample In both definitions we see that learning was in some form mentioned as being part of human resource development, and from further understanding of HRD we see that learning is important in all aspects of HRD efforts. According to the text Human Resource Management by Jon M. Werner and Randy L. DeSimone they defined learning a relatively permanent change in behavior, cognition, or affect that occurs as a result of one’s interaction with the environment. There are three basic principles of learning contiguity, the law of effect and practice. Practice is stated to be repeating the event with the hope that it will increase the strength of what is being taught. For example in any sporting area practice is needed to strengthen the players and so to in the business environment. In understanding how practice works in order to maximize learning we look at the primary area of the training design under the categories of conditions of practice and retention of what is learned. We will write a custom essay sample on Human Resource Development or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There are at least six issues that relate to practice and learning they are; active practice, massed versus spaced practice sessions, whole versus part learning, overlearning ,knowledge of result and task sequences. From the six issues the three that I would considers using are; Active practice proposes that the individual who is being taught should be given the opportunity to repeatedly perform the task or use the knowledge being learned. For example surgeons, rescue squad, pilots, just to name a few should be given avenues to practice hat they learned. Same goes for training the mechanics to install the automobile air-conditioners using the new installation procedures, if the mechanics are allowed to practice the theory that was taught it would leave room for better understanding of what is required of them and result in better outcomes on the jobs confirming , that the new procedures was learnt. Massed versus spaced practice involve whether the training should be conducted in one session or divided into segments separated by a period of time. Studies have shown that spaced practice sessions lead to better performance and longer retention but are more effect for difficult and complex tasks, however the task at hand isn’t difficult and can be taught in one session. Overlearning is practice beyond the point at which the material or task is mastered. This is another condition in which the trainers can implement when training the mechanics to install the air conditioners using the new procedures, giving the mechanics enough opportunities to keep practicing the task will soon become simple The goal goes beyond the trainee learning the task or material but also retaining it. There are three additional issues that influence retention; these are the meaningfulness of the material, the degree of original learning and interference. The more meaningful and factual the information is the easier it is learned and remembered and since the new procedure is important for the installation of the air conditioners the mechanics would seek more interest and retain the information effectively , as they would see it fit to keep their jobs and acquire more customers. Secondly for the mechanics to continually retain the information being learned there should be little or no interference or it should be taken into consideration when training. This meaning that sometimes the knowledge of the old procedure might affect the way the mechanics learn the new procedure also if new steps are added while installing the air conditioner in a different vehicle it can cause confusion in the learning process. The case of the new Employee Assistant Programme Act, since it is an act where information may be presented in a document and the managers can always refer to it when needed, I would suggest using the conditions of active practice. This being the Employees Assistance Programme Act would be something that they would have to implement everyday so it would certainly give the managers the opportunity to perform the task and use the knowledge being used. Also because there is no real step by step process of implementing the act then the conditions of a massed practice session can be put in place, for example a meeting can be held where all managers are taught and given an explanation of the act and why it is necessary, as well as the document of the act where they can refer to when needed. By giving an explanation and ensure the managers what is the purpose and the reason for the Employee Assistant Programme Act , it leaves room for better retention since they are aware of the meaningfulness of they are being taught. Also distinguishing the difference from similar acts can reduce the interference of confusion and misunderstands. In conclusion if the these conditions and retentions are used in the training design both the employees and the managers can experience maximum learning and show that in order to learn practice is required. Read more: http://www. businessdictionary. com/definition/human-resource-development-HRD. html#ixzz2MgJJc071