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Get Pro Aussie Essay Writer

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Get Pro Aussie Essay Writer

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Get Pro Aussie Essay Writer

Get Pro Aussie Essay Writer Information about customers is confidential and never disclosed to third parties. The most obvious tip we can give you is to get rid of all the distractions. I even got my essay earlier than I specified in the order form. We’ll notify you when the completed copy will be available for download. We communicate with our clients on a no-name basis and never ask them to specify their personal details. I bought four remaining chapters from JustDoMyEssay and it was totally worth every single penny. The whole process of writing my thesis was extremely stressful and not fun at all. These companies use cheap labor, cut corners, and compromise on quality just to stay afloat. That is to say, unscrupulous companies cast a shadow on the whole industry and damage the reputation of legitimate businesses that maintain high standards. The compare and contrast essay you wrote for me got 85%. I’m looking forward to collaborating more with your company. Again, you won’t know about this before you try to download content you have already composed, because the company doesn’t explain anything about their work on the site. ”, you agree to our terms of service and privacy policy. Pay when you are completely satisfied with your essay. Do not check your phone hoping to see pop-up messages from friends or the latest news from social media. Give yourself at least 30 minutes to write and then make a quick break. If there is too much on your plate and you would not mind having some help, our experts are here to support you. They can stay focused for as long as it's required. Special thank you to the support team for helping me with the payment process. Upon request, we can provide you with a detailed plagiarism report. From Literature to Law â€" we have MA and Ph.D. experts in almost any academic discipline, for any task. We offer reviews from our customers to personally tell you about their experiences and results with Edubirdie. I’d been working on it from sun up to sun down every day, and after an entire month I’d only managed to come up with half of the first chapter! With Grade Miners, you’ll have plenty of time for a good nap, as well as time for hobbies, career, and personal life. Your order details and payment info are totally secure. Our website follows all DMCA requirements and is protected by modern data encryption technologies. We use Copyscape to make sure every paper written by our experts is in line with the required uniqueness level. We won’t know your full name, the name of your college or city. because they lack information materials or don’t know how to conduct academic research. Select the paper type, page limit, discipline, and format, and then set the deadline. Specify your paper instructions and attach the additional materials. While psychology may be an interesting subject, written assignments may have you puzzled. Increase your chances to get better marks â€" place an order on our website. If finance is not your cup of tea, there is no need to torture yourself.

Get Pro Aussie Essay Writer

Get Pro Aussie Essay Writer Information about customers is confidential and never disclosed to third parties. The most obvious tip we can give you is to get rid of all the distractions. I even got my essay earlier than I specified in the order form. We’ll notify you when the completed copy will be available for download. We communicate with our clients on a no-name basis and never ask them to specify their personal details. I bought four remaining chapters from JustDoMyEssay and it was totally worth every single penny. The whole process of writing my thesis was extremely stressful and not fun at all. These companies use cheap labor, cut corners, and compromise on quality just to stay afloat. That is to say, unscrupulous companies cast a shadow on the whole industry and damage the reputation of legitimate businesses that maintain high standards. The compare and contrast essay you wrote for me got 85%. I’m looking forward to collaborating more with your company. Again, you won’t know about this before you try to download content you have already composed, because the company doesn’t explain anything about their work on the site. ”, you agree to our terms of service and privacy policy. Pay when you are completely satisfied with your essay. Do not check your phone hoping to see pop-up messages from friends or the latest news from social media. Give yourself at least 30 minutes to write and then make a quick break. If there is too much on your plate and you would not mind having some help, our experts are here to support you. They can stay focused for as long as it's required. Special thank you to the support team for helping me with the payment process. Upon request, we can provide you with a detailed plagiarism report. From Literature to Law â€" we have MA and Ph.D. experts in almost any academic discipline, for any task. We offer reviews from our customers to personally tell you about their experiences and results with Edubirdie. I’d been working on it from sun up to sun down every day, and after an entire month I’d only managed to come up with half of the first chapter! With Grade Miners, you’ll have plenty of time for a good nap, as well as time for hobbies, career, and personal life. Your order details and payment info are totally secure. Our website follows all DMCA requirements and is protected by modern data encryption technologies. We use Copyscape to make sure every paper written by our experts is in line with the required uniqueness level. We won’t know your full name, the name of your college or city. because they lack information materials or don’t know how to conduct academic research. Select the paper type, page limit, discipline, and format, and then set the deadline. Specify your paper instructions and attach the additional materials. While psychology may be an interesting subject, written assignments may have you puzzled. Increase your chances to get better marks â€" place an order on our website. If finance is not your cup of tea, there is no need to torture yourself.

Essays Writers

Essays Writers Check reviews from past clients for glowing testimonials or red flags that can tell you what it’s like to work with a particular essay writer. There’s nothing like past work to tip you off to a highly skilled essay writer. Support managers operate 24/7 to provide you with timely answers and aid you with any emergency. Experience difficulties with college assignments? Sleepless nights, bothering questions, endless queries, and no one to help except for Google. Regardless of the search engine's almightiness, certain questions remain unanswered, while the essay remains unfinished. Some college assignments have complex requirements that are too complicated to deal with for the first time. These include VIP customer service, works cited pages, plagiarism reports, and discounts. So, we decided to share our unusual passions with others. Because we are so committed to reading, researching, learning, and writing, before, while, and after we work on your academic or professional project, you are the one that benefits. We can help you with your essays as all stages in your education to the highest of standards through experts that will know precisely what is being looked for in your writing. Accuracy and understanding is always guaranteed when you work with our postgraduate qualified nursing experts. They will ensure your essays are of the best possible quality in this field. This is a subject that requires careful thought when writing your essays as well as an extensive knowledge of the subject. Keeping customers’ private information strictly anonymous and protected is our topmost priority. We maintain custom services with high confidentiality and do not disclose customers’ personal data under any circumstances. You are guaranteed top-quality writing, but that’s not all. However, every student may face a situation when he or she may simply forget about some assigned task or occasionally mix up the deadlines. There is for sure a writer in our team ready to start working right away, be it day or night. The writer responded to all my emails, but it did take longer that what I would have liked. I emailed the night before and I needed a response around 3pm the next day, but I didn’t get it in time. My professor wanted to know the topic I had chosen, but I didn’t know because I left the choosing to my writer. An experienced essay writer may command higher fees but also work faster, have more-specialized areas of expertise, and deliver higher-quality work. Log in and post your essay writing job on Upwork today. It starts on the day of delivery and lasts for 2 weeks. If your essay needs changes, do not hesitate to reach out to us. Text us “write my essay for me” - we will take care of the project and improve your academic record. With us you will always work with the best so that your essay will be worthy of the best results. We provide you with a fully qualified expert in the field of law, after all you could not expect just anyone to write in this highly complex subject area. They offer insightful and accurate essays just as you want them. Some websites allow you to pick the writer you would like to write the essay for you. When you order the essay online, you are guaranteed to get the essay faster than when you write it on your own. We'll be more than happy to provide you with as many revisions as you need until you are completely satisfied with the quality of your paper. Just please keep in mind, that we have a 14-day time-frame since the order is completed for submitting such requests for free. You should not worry about plagiarism since we guarantee the originality of the delivered paper. Our experts write your papers from scratch and the level of plagiarism is always close to 0. Moreover, we will be more than happy to offer you a plagiarism report that can be sent to you once the paper is completed. After carefully checking all the order details, our support agents will assign a suitable writer for your assignment. On top of that, there are professionals who’ll gladly work on law case study, nursing report or history presentation. All of papers you get at Essaywriter.org are meant for research purposes only. To avoid dissatisfaction with our services, every order is supported by a free review period.

Essays Writers

Essays Writers Check reviews from past clients for glowing testimonials or red flags that can tell you what it’s like to work with a particular essay writer. There’s nothing like past work to tip you off to a highly skilled essay writer. Support managers operate 24/7 to provide you with timely answers and aid you with any emergency. Experience difficulties with college assignments? Sleepless nights, bothering questions, endless queries, and no one to help except for Google. Regardless of the search engine's almightiness, certain questions remain unanswered, while the essay remains unfinished. Some college assignments have complex requirements that are too complicated to deal with for the first time. These include VIP customer service, works cited pages, plagiarism reports, and discounts. So, we decided to share our unusual passions with others. Because we are so committed to reading, researching, learning, and writing, before, while, and after we work on your academic or professional project, you are the one that benefits. We can help you with your essays as all stages in your education to the highest of standards through experts that will know precisely what is being looked for in your writing. Accuracy and understanding is always guaranteed when you work with our postgraduate qualified nursing experts. They will ensure your essays are of the best possible quality in this field. This is a subject that requires careful thought when writing your essays as well as an extensive knowledge of the subject. Keeping customers’ private information strictly anonymous and protected is our topmost priority. We maintain custom services with high confidentiality and do not disclose customers’ personal data under any circumstances. You are guaranteed top-quality writing, but that’s not all. However, every student may face a situation when he or she may simply forget about some assigned task or occasionally mix up the deadlines. There is for sure a writer in our team ready to start working right away, be it day or night. The writer responded to all my emails, but it did take longer that what I would have liked. I emailed the night before and I needed a response around 3pm the next day, but I didn’t get it in time. My professor wanted to know the topic I had chosen, but I didn’t know because I left the choosing to my writer. An experienced essay writer may command higher fees but also work faster, have more-specialized areas of expertise, and deliver higher-quality work. Log in and post your essay writing job on Upwork today. It starts on the day of delivery and lasts for 2 weeks. If your essay needs changes, do not hesitate to reach out to us. Text us “write my essay for me” - we will take care of the project and improve your academic record. With us you will always work with the best so that your essay will be worthy of the best results. We provide you with a fully qualified expert in the field of law, after all you could not expect just anyone to write in this highly complex subject area. They offer insightful and accurate essays just as you want them. Some websites allow you to pick the writer you would like to write the essay for you. When you order the essay online, you are guaranteed to get the essay faster than when you write it on your own. We'll be more than happy to provide you with as many revisions as you need until you are completely satisfied with the quality of your paper. Just please keep in mind, that we have a 14-day time-frame since the order is completed for submitting such requests for free. You should not worry about plagiarism since we guarantee the originality of the delivered paper. Our experts write your papers from scratch and the level of plagiarism is always close to 0. Moreover, we will be more than happy to offer you a plagiarism report that can be sent to you once the paper is completed. After carefully checking all the order details, our support agents will assign a suitable writer for your assignment. On top of that, there are professionals who’ll gladly work on law case study, nursing report or history presentation. All of papers you get at Essaywriter.org are meant for research purposes only. To avoid dissatisfaction with our services, every order is supported by a free review period.

Best Essay Writing Services

Best Essay Writing Services They all are graduates and most of them are post-graduate degree holders. blog post with a vast selection of fresh and novice topic ideas for various academic papers. We provide writing service on the basis of strict confidentiality and do not disclose any information regarding your identity to the third parties. Find yourself an army of designers, developers, marketers, and writers. You will have a personal, secure account on our site, which you can access at any time to check on your order’s progress. This account page will also be used by your writer to communicate with your directly. It is important that you check your account page often, as your writer may have questions or need clarification regarding some of your specifications. If you use free academic essays presented on the database's website for inspiration, information, and reference purposes, by no means it would be considered cheating. In fact, reading samples is roughly similar to reading a book in a library. Moreover, learning by example allow you to save valuable time by skipping the frustrating trial-and-error stage through following a tested route. View our blog and get to know more about us and the kind of writing service that we can give to you. Interested clients can easily get the necessary information and details that they need from our website. Brief and to the point - the best essay writing company on the market. Your writer will receive a payment only after your confirmation of the specific part of your paper. I received my essay two days before the deadline, but my god was it one of the worst essays I have seen in my life. It was for an undergraduate level class and I think if I submitted it I would have failed the assignment. These guys promised to beat the deadline by two days. On the due date they tell me their writer could not complete the job! In general, we send you an email telling you that you have message on your account, but it is always wise to check it regularly anyway. My GPA is 4.0 and I’ve always been doing everything myself, but there is a class which I was about to fail thus my GPA would decrease first time in so many years. Still, hesitate whether it’s a wise decision to ask “Write my essay”? Check what you’ll get if asking for essay writing help and forget about any kind of worries. Do not care about the price â€" our prices do not bite. Students have huge piles of assignments queuing up along with the family duties and job responsibilities. That is why our company receives “I need help with my English essay” and “I want to pay for an essay” requests many times. Thanks to our free options and affordable prices, students around the world choose EssayDragon services. After gaining my PhD in Maths, I decided to focus on helping students in Australia achieve their degrees. I have been working for this essay service for 10 years and pride myself on being able to meet tight deadlines. The most important goal of each “write my essay online” request is to arm you to the teeth with the perfect quality project on any topic. All the papers you get at bestessay4u.com are meant for research purposes only. The papers are not supposed to be submitted for academic credit. The client can not only order papers but also buy essay. Our writers are highly qualified having acquired their education from reputed universities of the UK. I ordered few assignments to be completed with GrabMyEssay.com and you did a great job! Thanks to you I still remain one of the best students on campus.

Why Are Students Using Online Essay Writing Services?

Why Are Students Using Online Essay Writing Services? She also travels extensively and is a gourmet chef. Ghostwriters also earn money by the hour and often include consultation fees as part of the price. This arrangement works well if the ghostwriter and the client are entering into a long-term partnership. Clients are billed on a monthly basis for cumulative projects. While a coauthor may try to steer your book in the direction of their choosing, a ghostwriter can provide as much or as little professional advice as you want. If you don’t love what you’re writing, no one else will, either. So, keep up the good work and never stop developing your skills! We look forward to helping you impress your instructors and meet your deadlines while giving you more time to do you. The Privacy of our customers is highly important for us. Pay only when it meets all requirements and is plagiarism-free. Aye how many words do I have to put if I’m typing a 14 page essay. I agree that there are a lot of people who are overly concerned with word count, but there are legitimate reasons to keep it in mind as well. If it’s not something important to you and your writing, you can ignore it. In the past, looking for a spare notebook was probably easier than looking for a computer. I don't know if my hands even work anymore with pen and paper for any task that takes longer than signing a check or credit card receipt. I've long been inspired by an idea I first learned about in The Artist's Way called morning pages. It's about getting it all out of your head, and is not supposed to be edited or censored in any way. The idea is that if you can get in the habit of writing three pages a day, that it will help clear your mind and get the ideas flowing for the rest of the day. At Academized, we aim to get it right first time, but in the unlikely event that you do require some changes, fear not. With deadlines getting tighter and closer together, and the constant onslaught of assignment after assignment, sometimes, it can feel like life is passing you by. We understand what it’s like to be a student in today’s world. The world is moving quickly and as the pace of life quickens, things can get overwhelming at times. Even after a manuscript is completed, a coauthor may have personal motives apart from your desires for the book. A ghostwriter wants you to succeed and be happy with your book just as you imagined it, so she or he will give input to support you but leave the final decisions up to you. Some of us get marked down points if we do not hit a certain word count or page count. If I’m assigned a paper and it has to be a minimum number of words, I worry about hitting that number. Unlike many of the other exercises in that book, I found that this one actually worked and was really really useful. I wrote an essay of 1550 words and it was barely 4.5 pages . I have a paper with ~2800 words and it is 3 lines past the 4th page. Normally for online publishing in my view we have to use 12 font size ,single spacing.hence 500 words is one page. Every day you write, you'll get beautiful stats that analyze the feelings, themes, and mindset of your words. For example, learn about how often you get distracted, and how fast you write. Secondly, we check our own database of completed orders so you know you’ll have original work every time. Provide a sample essay that shows proper knowledge of style, structure and proper English. Firstly, you need to type a title of your essay, so that the bot could find relevant content.

The Truth About Those First Few Weeks of College, Part I

- It does not feel like college. It feels like a summer camp. They dicatate where we go and which groups we're in and what we're doing. Today they even dictated what we had for lunch. - I did not see my roommate and go "OMG love you bffs for life lyke ttlly!". We don't laugh and hang on each other and giggle and hug it out and act like soul sisters. We just met two days ago. - Most people I have met so far are either atheletes or want to do something involved with science. I'm an artsy English major. How talkative do you think I feel? - I swear to God that most of the girls I have met today are named Katie. - Already I am able to point out the cliquey, bitchy girls who seem to not have figured out yet that this is not high school, and nobody is impressed by them. - There is no curfew, though you cannot get into any dorm but your own after 10. There are quiet hours, though people don't seem to follow them as I'm pretty sure loud music, loud voices, and vaccuming would break this. The no-curfew thing is also a drag when your roommate decides to take a shower at 12:30 in the morning. - Being shy sucks. I am not going to randomly walk into someone's room to hang out with them if I don't know them. And people seem to think I'm...I don't know, aloof? But Jeezy Creezy people, did it never occur to you that maybe I'm *gasp* shy? - I don't feel like I fit in here. I feel too young and too closed off for this kind of an environment. Sitting on the field during orientation I feel like there's nothing I want to tell anybody about my life. I don't even want to tell them my nickname is Germany (though I do) or that I only like Oreoes when the icing is coloured. I feel sometimes like maybe I should have waited - though taking a year of to travel Europe would not have fit me financially. - The food in college - when you are allowed to eat in the dinning hall - is about a million times better - at least here - than they make it out to be in media, or than your p arents make it out to be. It is certainly better than that nasty-ass crap in high school. Not only that, but you have more choices not only as to what to eat, but also as to what to drink. Tea. Coke products. Pepsi products. Milks. - The beds here, once you get them done up, are much more comfortable than they are made out to be. - Freshman 15 is just a rumour. I know I haven't been here long, but I stayed at a college for two weeks last summer and actually lost weight. Besides, thanks to orientation, you won't be given the chance. Also, the cafeteria is pretty frickin' scary. You'll wanna get out of those before those upperclassmen show up. - The guys here are just as doofy as they were in high school (No offense, boys). This is a good thing, because the girls haven't grown up much either. They guys are easy to get along with, when they're not ditching you in the woods with a GPS but no checklist. - The first two days which are, quite reasonably, the most stressful, are also the ones that The Powers That Be decided to jam-pack with Orientation fun. And like a friend told me, Orientation is not quiet as fun as they make it out to be. They either won't let you rest or they leave you alone in your dorm for 4 straight hours. Considering that I am in tiny town no one's ever heard of before, it's not like I can really go anywhere or do anything. I understand giving us maybe an hour break, but I really do not need 4 hours to myself. It's not like I have homework to do...yet. - Forcing a group of people to find waypoints using sucky GPSes, play a giant game of memory and run cardio laps is not exactly the best way - or really any way - to teach teamwork or help them bond. Especially when these people are not even in your Orientation Group, and the chances of you having to work with them again any time soon are very slim. - Playing a clean game of Never Have I Ever might be an icebreaker, but you don't really learn anything. It also isn't any fun if you can 't use explicit content. - Just because we are in college and no longer need permission slips to watch movies does not mean you should offer the dirtiest movies you can find (Forgetting Sarah Marshall, Eurotrip) for the film nights. Something actually worth those two hours of your life would be nicer. - So far I have met 3 people who live, at most 45 minutes away who want or are going home at some point in time this weekend for one reason or another. I wonder if they realize this completely defeats the purpose of Orientation. I realize that I will becoming home twice within the next few months, but 1. I'm not doing it for a football game that is not Homecoming at a school I no longer attend and 2. Neither of the times I am coming down is this during Orientation. - There is a girl on my hall who vaccuums her rug every. Single. Day. I understand doing it after move in, but on the second day it was after quiet hours. Then she vaccuumed it again the morning after. I am considering going Office Space on her vaccuum for April Fool's Day. - My roommate did not take the required online alcohol course. She did not come to registration. She did not show up to move in until about 6 o'clock that night, an hour after she told me she was going to be there and 5 hours after check-in ended and at the end of our Hall Meeting. After she arrived she did not follow the rest of the freshmen class to the cookout or the icebreakers, nor did she meet her Orientation Group - which is important, because this is our FYE (First Year Experience class, which all freshman are required to take. It is a combination of two subjects and is taught by two professors. For example, ours is called The Stranger and is a combination of anthropology and English. We take this class all year and whichever professor we have first semester is our Academic Advisor, and the kids in our Orientation Group are our classmates. For anyone who cares, The Stranger is how we percieve friends vs. enemies, for eigners vs. civilians, and controversial issues and stuff). Instead, she goes with her entire family and, I believe, ex-boyfriend to Burger King. On the first or second day we are there, she decides not to take a shower until 12:30 in the morning, and does not take her keys with her, so I am forced to stay up until she gets back. Today, our 4th day of Orientation, she is going back home because they are having a cookout for her. As far as I know, this is not her birthday. What her deal is, I have no clue. She also consistently wakes up late, has skipped dinner, and stays up until 1:30 in the morning trying to figure out why her Skype is not working while watching Jersey Shore quite loudly on the TV. - Maybe I have already said this, but I have only seen my RA maybe twice since our Hall Meeting on the first day. She never seems to leave her room. For example: instead of coming to us and asking us if we had the wrench, she e-mailed everyone on our hall. - My Orientation Leader see ms to think I'm depressed. I am kind of homesick, but that goes with the territory. It seems she is going out of her way to be nice to me. - The people here cannot give directions. On my way to find my Academic Advisor this morning, another freshman stopped me and asked me if I knew where the historic building was. Apparently, this is the way her Orientation Leader described the office of this girl's Academic Advisor to her. I know I can't reveal the name of my college, but it's all historical. I mean, this college has been here since right after the Civil War. The dorms and a lot of the buildings here are Colonial Style. Not only did this girl's Orientation Leader give her crappy directions, but mine told everybody that our Advisor's office is "the white building after the train tracks". What she apparently didn't realize is that there are about 4 white buildings after the train tracks, not just one. And unlike the other buildings which say "Special Interest Housing" or "Admissio ns Office", the house our Advisor's office is in just says "206 N. Center Street". This is what the description on the map says as well. Nowhere does it say "Sociology building" (another description from my RA), nor does it say anywhere that this building contains offices at all. For all I knew, it was where the President lives. Thanks (I assume) to this, all of our advisor's scheduled meetings were backed up so badly that one girl had to wait half an hour before she got to see him. - My anthropology professor is ADD. Yesterday he could not make up his mind which getting-to-know-you question he wanted to ask the class and finally settled on whether we'd prefer flight or invisibility (he later quoted Hitchhiker's Guide to the Galaxy; I bet you know who my favourite teacher is already). His office is a wreck. His entire back shelf is just filled with books - and not high class dissertation-esque anthropology books, but fiction books I guess he reads in his spare time. He was being l azy and didn't want to go on his computer (his words, not mine), but when he finally did I saw that he had been on FaceBook when I got there. He didn't remember how to use the school's site where our schedules are done, and spent about 5 minutes talking about how awesome Buffy the Vampire Slayer and Dr. Horrible's Sing-Along Blog are. He also didn't seem as sure of my schedule as I was. He was also very confused by how much sociology I was taking (considering that I am an English major), despite having just said very adamantly yesterday that he is not a sociology teacher, but an anthropology teacher. I also happen to think he looks a bit like Michael Keaton (or maybe it's someone else I'm thinking of...) and talks a bit like John Malkovich. Not that that has to do with anything. - Every single building on this campus has an alarm. If you leave the door open for about a minute, it will go off. - The freshman here are not very friendly people. The staff are all very welcoming and the Orientation leaders are - as would be expected -very perky and nice and happy. The freshman, however, don't leave their doors open. The people on my hall to the right of my dorm will close their door if you happen to walk by and look at thier dorm. You don't even have to go in. They're just that unfriendly. -During August I stayed at my college for a couple days for a Leadership program. I left my dorm to take a shower, and upon having closed my door, I realized that I left my key and ID (which we were supposed to be wearing all the time) in my room, and could not get back in. This would not have been so bad if it had not been for the fact that no one was in the hall, including the RA. For some reason, this was one of those rare points in time where everyone's door was closed...including the RA's. I figured this was not so bad; I had a robe and all the shower stuff. Except my towels. Today I get back from Brunch (really? who's great idea was it to only allow teenagers to eat t wice a day? the same person who decided there was nothing wrong with holding thme back from moving in until 2 weeks after every other college and university - including community colleges - in the state had moved and started classes?) and throw all my stuff - my key swipe, cell phone, bag - on my bed and leave the room. Because my roommate closes the door every time she comes in, I have gotten into the habit of closing the door every time I leave. Unfortunately, the doors do not fully unlock when you unlock them; they just let you in. Having seen my RA at lunch I figured she was not in her room, and left my hall. So now I did not my cell phone to call Campus Safety, my Orientation Leader, or my RA, or my swipe to get back into the hall so I could ask another girl - should one come by - to borrow a cell phone to call our RA. Thankfully I (obviously) got back into the hall and my dorm by walking down to the bookstore and asking another Orientation Leader to call Campus Safety for me. I think this may be more embarrassing than locking your keys in your car. There is no way to look cool while leaning against a collumn when you are obviously locked out like there is against a car. (Maybe this is why they gave us a 4-hour break.) - Community style bathrooms are not that big of a deal. We're all girls (or you're all boys), so get over it. No one's going to see anything they haven't seen before. Even if a guy happens to be using the bathroom when you come out, do you seriously think boobs are news to him? What is horrible about community style bathrooms is this: cleaning. You don't have to clean it, which is actually really horrible because the day before the custodian does, the floors are flooded and there's hair in the showers, the stalls smell disgusting and it looks like someone's bathed themselves using the sink. So always wear shoes when you're in the bathroom, capiche? - When the fire alarm - or the smoke alarm, for that matter - goes off, it might be, I d unno, smart? to get out of the building. Don't stand in the hallway like an idiot, looking like you've never heard a fire alarm go off before. Even if it's just a drill or just a malfunction, get your ass out the building. You could be cited. - For the past couple nights the girls in my hall have gone out partying and returned drunk. One night they were even at a frat party, which we are not allowed to be at unless it is a registered party and we are on the guest list. So on top of breaking the law by being drunk they are also breaking school rules. Not only are they drunk but they return after quiet hours have started...and are not being quiet, as you can imagine. - One of the girls in my hall apparently (as in, according to her roommate) has a different guy in her room every night. Because getting drunk every night and the fact that you apparently (as in, according to people who have spoken to this girl) didn't need financial aid to go here wasn't giving you a bad enough repu tation. *To Be Continued*

Effect of Prior Work Experience - Free Essay Example

Sample details Pages: 20 Words: 5950 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Training is an integral part of workforce development and creation of new competencies within the workforce to ensure that the organization keeps up with the changing needs of the times. Training is related to performance in two ways. Effective training has a direct impact on the performance output and any gap in an individuals performance can sometimes be filled with training. For employees, lack of training also causes a lack of self-satisfaction and productivity. Don’t waste time! Our writers will create an original "Effect of Prior Work Experience" essay for you Create order Training is seen as a major cost center in most organizations in India even though its necessity is widely accepted. This negative view can mostly be attributed because of the apparent lack of direct linkage between training and the bottom-line of the company. In todays world, where the HR department needs to justify its expenses, especially in the wake of recession and lay-offs, it is essential that the trainings rendered are of optimum efficiency in achieving the set target and also that it be done at the least possible cost. Hence it is important to understand whether the methods of training employed are yielding the desired results or alternatively if the same results can be attained in more cost effective ways. One major factor influencing the training effectiveness is training motivation, as we have explained in the literature review below. But the attitude of employees towards formal training is another factor which will decide whether it is justified to spend so much money on formal training modules if the same end result can be obtained by informal on the job training if it is preferred by the employees. Hence we explore the links between these constructs. Theoretical Review and Hypothesis: Training Attitude: Development activities like training are significantly affected by attitudes and perceptual variables (Noe and Wilk, 1993).Eagly Chaiken (1998) defined attitude as the psychological tendency to evaluate an entity with a certain degree of favor or disfavor. These attitudes are good predictors of behavior (Ajzen, 1991).We can extend this line of reason to say that a person with a positive attitude to certain entity will show favorable behavioral response towards it and a person with a negative attitude to it will show an unfavorable behavioral response. Training attitude applies the definition of attitude to training. A persons attitude towards training is a measure or reflection of his or her attitude towards the formal process of knowledge and skill acquisition. Thus we can say that training attitude is indirectly a measure of liking an individual has for the formal process of training as opposed to say learning something on-the-job informally. It logically follows that those who ha ve a positive attitude towards training will be more likely to attend the training programs willingly and gain from it as compared to someone who has a negative attitude towards training which is to say, that training attitude determines the motivation with which a person attends training programs, especially in an organizational scenario where training programs are mandatory. Also this very attitude can be linked to how much learning happens in the training. The scale for measuring the training attitude construct was developed by Anupama Narayan and Debra Steele Johnson (2007) for their research. This was a 20 item scale addressing participants evaluation of 2 issues: How relevant and useful they perceived training programs to be. How much they desired to practice acquired skills on job. This scale with 7 point likert type response pattern had a high level of internal consistency (alpha =0.92) However some items were redundant and for the purpose of this research were omitted. The resulting 9 item scale was again tested for internal consistency and displayed a Cronbachs Alpha= 0.91 which is fairly high. The response to the 7 point likert scale was interpreted as a summated score which indicated the degree of positive attitude towards training among the respondents. Training Motivation: Quinones (1997) aptly described motivation to be an individuals choice to dedicate more energy to one set of behavior over others. In the training context, Blanchard Thacker (2004) explain motivation as an inspiration which is directed by trainees personal needs and decision processes they use to satisfy those needs. Or, as Colquitt (2007) puts it , training motivation is the persistence and intensity of learning -directed behavior in the context of training. Training motivation is affected by a diverse set of internal and external factors as suggested by various research papers. Work environment, organizational climate, supervisory support etc are a few of the external factors researched upon whereas the internal factors hypothesized to affect training motivation include self efficacy, personal mental ability and personality (Colquitt et al, 2000). One of the most popular theories to explain motivation is the expectancy theory of how people are motivated by the results of their behavior (Bandura, 1997). We can also view Vrooms expectancy theory as a theoretical framework for examining training motivation. Vrooms model suggests that expectation of an act being followed by a certain outcome often shapes the motivation for doing that act. To extend this to the context of training motivation, if a trainee expects that the effort he puts into attending training programs will yield valued outcomes to him then he will be motivated to attend the same. Hence this research attempts to understand the valence -instrumentality link associated with training. We measure what the trainee values and whether he perceives those things to be outcome of training programs. A 14 item scale, with 7 items each for valence and instrumentality of factors associated with training, was adapted from the research paper by Phyllis Tharenou (2001).The factors of valence included in the scale are Reaching career goals, Pay increase, Job security, Change to workplace, Promotion or advancement, Opportunities for different career paths, Supervisor praise. The responses for these questions were taken on a 7 point likert scale and scores were summated to arrive at the level of training motivation of the respondent. A higher score symbolizes that the respondent values the inherent factors highly and also perceives that training will help him achieve the same. Training Effectiveness: Training effectiveness is essentially a measure of how effective the training imparted was. Many researchers including Ford (1997), Noe (1986), and Tannenbaum (1992) have recognized training effectiveness as a crucial issue for organizations. Employee performance and productivity can be measurably improved if trainings are effective and organizations will be able to avoid wasteful spending on ineffective trainings. Most organizations would want to have a good return on their training investment. According to London (1989) and Noe (1999) training interventions in organizations are going to increase hence the training effectiveness is going to be an important feature in the organizations. Kirkpatricks (1976) four level approach is one of the most extensively used methods for evaluating training effectiveness (Alliger Janak, 1989). This four level approach measures training effectiveness vis-ÃÆ'Â  -vis the trainees reactions to a training program, the extent to which trainees can exe cute desired behaviors related to the training, the acquisition of skills and knowledge by the trainee and resulting change in the job behaviors of the trainee. It has been a common assumption among researchers that these 4 levels linked in a linear fashion hierarchically. Hamblin (1947) illustrated the cause and effect chain as training leading to reactions which in turn leads to learning and that leads to change in job behavior. But this empirical evidence for this proposed link has been inconclusive. This led Alliger Janak (1989) to conduct a Meta analysis and conclude that the four factors are not necessarily linearly linked. There are several factors like training motivation attitude, context of training and other influences which attenuate the link between trainees reaction and other criterion measures. A four item shortened version of the Kirkpatrick scale was used for measuring the training effectiveness. The measured effectiveness was the perceived effectiveness of the las t imparted training program. Sample items in the scale included questions like Did I enjoy the course. The response was obtained on a 7 point likert scale varying from strongly disagree to strongly agree and the summated score of each item response was used as the measure of the training effectiveness and higher the score higher was the perceived effectiveness of the training. Training Attitude and Training Motivation: Individuals disposition or attitude towards formal training programs has been shown to have a direct influence on his training motivation (Ford Noe, 1987). Training attitude also displays his motivation to learn (Tannenbaum Yukl, 1992) and his motivation to attend training (Facteau et al, 1995) as distinct from training motivation. What the above mentioned research suggests is that there is a logical and empirical link between a person liking a training program and being motivated to attend the same. However the extant literature mentions this relationship in a very general and broad format. We would like to hypothesis a more specific relationship. Going back to our definition of training motivation , we have said that it is the perceived valence the trainee associates with certain outcomes and how instrumental he feels attending a training is in order to acquire them .We listed these outcomes as career development, superior praise, promotion or development, pay increase , job secu rity etc. Research suggests that there is very strong link between training attitude and training motivation .Carlson et al.(2000) found a high correlation between training attitude scores and training motivation scores in their research.Now most employees may find that there is a perceived strong connection between attending trainings and achieving these outcomes and hence may attend trainings when they are mandatory rather than volunteer for it. But otherwise, based on his experience he might feel that training programs are a waste of time over all and he learns more on his job. Especially in the context of Indian manufacturing industry where trainings are mandatory, employees might not be predisposed to attending trainings, but will attend them anyways due to perceived benefits. Hence in this research we are testing whether having a positive attitude towards training increases the individuals training motivation and how much is it correlated. Hence, Training Attitude of an individual positively impacts his Training Motivation: Training Motivation and Training Effectiveness: Based on our understanding of motivation, an individual is more likely to expend more energy for a task he is motivated to do and hence is more probable to do that task more effectively than other tasks. Extending this logic forward if a person is motivated to attend training then he is more likely to enjoy the training, learn most from it and apply it on to his job. In other words the effectiveness of the training imparted will be high if the trainees entering the training program are highly motivated for the same. In the organizational context it is imperative that different individuals enter the training with different levels of motivation. These differences in the level of motivation may be an outcome of various factors like personal characteristics and work environments. After studying these effects, Salas et al.1(1992) hypothesized that individuals motivated to do well in training will be the ones who end up learning the content of the program better than their lesser motivated counterparts. Training effectiveness is measured in terms of 4 parameters derived from the Kirkpatricks model. These parameters are namely, Learning, Behavior, Reaction and Applications of skills. Several studies put forth empirical support indicating a link between trainees motivation and learning (Rails Klien, 1991; Clark 1990; Hicks Klimoski 1987; Baldwin et al., 1991).The attention levels and openness to new ideas is increased by pre-training motivation. Hence theoretically trainees who are more motivated should be more ready or primed to learn and apply their learnings. Also a person motivated to attend the training will be more likely to enjoy it thus displaying a positive reaction. Whereas a person who is unmotivated to attend training will not learn much from the training even if he ends up enjoying the experience (Mathieu et al., 1992). Consequently we also hypothesize a direct relation between how much the trainee learns and how much he is motivated about the training to how much of the learned skills he will apply in his job. Thus training motivation can be hypothesized to bring about change in behavior of the trainee as well. Based on the above reasoning we state out second hypothesis as, Training motivation positively impacts training effectiveness Training Attitude and Training Effectiveness. Hicks and Klimoski (1987) attempted to study the effect of choice of attending the training program with effectiveness of the training program. They hypothesized that if trainee had a choice of attending a training program then he will be more satisfied by it than otherwise. Ryman and Biersner (1975) also studied the effect of choice on training outcome. They found that giving a choice to attend the training program resulted in lesser dropouts from the program and greater training success. In a slight variation of this experiment, Baldwin, Magjuka and Lober (1991) reported that when trainees received their top choice from the available training programs they reported higher pre training motivation and. They also learned more as compared to other trainees who did not get their top pick. Tannebaum et al. (1992) showed by way of their research that individuals who nominate themselves for training actually attach a greater instrumentality to the program and report higher training motivat ion than others. This in turn leads to greater training effectiveness. The same was researched upon and confirmed by Gormley, Collins et al. (2009) on their study on Medical students undergoing E-learning programs. In our research we would like to extend the above findings to the context of training attitude. Training attitude can be seen as the pre disposition of the individual towards attending training. If the individual has a positive attitude towards training then he will choose to attend the same whereas if he has a negative attitude towards training he will not attend it or attend it grudgingly if forced to the same. Hence incorporating Tannenbaums findings, we can say that people who attend training against their choice will not undergo an optimally effective training. Hence we hypothesize that only people who choose to attend the training by way of their positive attitude towards it will be more motivated about the training and hence consequently the training imparted to them will be effective. No previous research has aimed to study this mediating effect of training motivation on the relationship between Training attitude and training effectiveness and this is the gap we propose to fi ll by means of our research. We hypothesize that Training effectiveness is impacted by Training Attitude of the individual via the mediating variable of training motivation. Training attitude positively affects training effectiveness. Training Motivation acts as the mediating variable on the relationship between Training Attitude and Training Effectiveness. Moderating Effect of Prior Work Experience: Goldstein (2002) stated in his research that training transfer happens more effectively if tasks in the training environment are congruent with those in the actual work environment. Typically the young Indian professional fresh out of college will prefer the formal training programs as he is not exposed to any other way of learning. However as we have talked about training attitude it is important to study the effect of previous trainings on the individuals attitude. Employees who have undergone much training and have worked for enough years in the organization may have seen other methods of learning their job or skill apart from formal training programs to form different attitudes about training than those who have very little work experience. Learning On -the-job takes place within the workplace while the employee is doing actual work in the actual work environment under normal working conditions. This is important because it ensures that skills taught in such informal training can be readily transferred to the job (Kleiner Read, 1996). Work based learning focuses on reviewing and learning from experience and is cantered on learning from action rather than simply developing competencies (Dymock Gerber, 2002). Since the employee is trained in normal working condition, there is a high sense of relevance and validity to the employee (Clifford Thorpe, 2007) and is a tool to increase the productivity (Jain, 1999). Learning on the job happens on an individual level and the greatest advantage of this is that it enables each participant to determine the speed with which learning can proceed, at the same time providing a high level of feedback and trainee involvement (Kleiner Read, 1996). Other advantages are that the employee is being productive during training, and thus the associated costs may be less (Kleiner Read, 1996); this training may be given to more people than it is possible at a training institution (Jain,1999). Thus we can see that on the job learning may be perceived to be more effective than formal trainings by employees with greater years of work experience behind them. This could also possibly affect their attitude towards formal training programs and its utility. Hence the effect of training attitude on training effectiveness may be moderated by the prior work experience of the individual. We hypothesize that more is the prior work experience of an individual the more likely he has understood how to perform on his job and how to acquire skills on the job and hence the more it is likely that he will not have a favourable attitude towards formal training programs. Thereby the effectiveness of training programs on such individuals will be subdued. Thus, in this research we will aim to study the moderating effect of Prior work experience on the relationship between Training Attitude and Training Effectiveness. The prior work experience of individual has a negative moderating effect on the relationship between Training Attitude and Training Effectiveness. We would also like to study whether the Mediating Effect of Training Motivation on the relationship between Training attitude and Training effectiveness is valid for different groups of people with varied work experience. For this purpose we propose to study the said relationship by dividing the data set into groups of people with differing work experience. According to our theoretical study we expect to observe a more significant mediated relationship between training attitude and effectiveness for people with lower work experience than those with higher work experience. For people with lower work experience the relationship between training attitude and training effectiveness mediated by training motivation is more significant. Methods: Sample: Around 200 participants from various manufacturing organizations were contacted in person and via e-mail and the questionnaire was administered. Out of the 200 people contacted 122 (61%) people chose to participate. Most of the participants were chosen from the technical background who have undergone some sort of training at their work place. To maintain anonymity the questionnaire did not contain any identifiers. The researchers themselves administered the questionnaire and they themselves collected the responses. Measures: All the scale used to measure the various constructs were measured using a 7 point Likert scale ranging from 1(Very Strongly Disagree, Very Strongly Unlikely) to 7(Very Strongly Agree, Very Strongly Likely). Training Attitude: Training attitude was measured using a 9 item scale developed by Anupama Narayanan and Debra Steele-Johnson (2007). A sample item is I enjoy participating in training programs offered at work. Training Motivation: Training motivation was measured using a 14 item scale developed by Phyllis Tharenou (2001) which was adopted from Noe and Wilk (1993) 17 item scale. This scale was based on the valence instrumentality expectancy theory and had 7 items each for valence and instrumentality. A sample item for instrumentality is How likely you will obtain a pay increase from KSA from TD. A sample item for valence is How important is obtaining pay increase to you. Training Effectiveness: The training effectiveness was measured through a 4 item scale. This scale was a shortened version of the Kirkpatricks scale and was developed by Alan Chapman. The training effectiveness was measured on different parameters namely reaction, learning, behavior and productivity. Prior Work experience: The prior work experience was measured using a single question to the participants asking them of the number of years of prior years of work experience. Analysis: The study was intended to find the mediation effect of training motivation between training attitude and training effectiveness. The procedure followed to study the mediation effect was adopted from the study by Baron and Kenny (1986). Further the researchers also studied the moderation effect of years of prior work experience on the direct relation between training attitude and training effectiveness. This was done through a 2 model approach using the standardized multiplied values for training attitude and years of prior work experience. All the analysis was done using SPSS software. Further the entire sample of respondents was divided into 2 classes based on the work experience, one having work experience more than the median and one having less than the median. The median value was ignored and the mediation analysis was carried out using the Baron and Kenny model (1986). Results: The means, standard deviations and correlations .All the variables were found to be significantly correlated with each another. It can be easily seen from the table 1 that the correlation among all the variables is very high. To test the internal consistency of the scales measuring the constructs, the Cronbachs Alpha Coefficient was calculated and it was found that all the scales were reliable as the Cronbachs Coefficient was greater than 0.7. The results of the measures of internal consistency. Again it can be seen that the Cronbachs Alpha Coefficient is very high indicating that the internal consistency of the scales is very high. Mean, Standard Deviation and Correlations: Measures of internal consistency Cronbachs Alpha Coefficient: In this research we have primarily hypothesized the relationship between training attitude and training effectiveness with training motivation as the mediating variable. Apart from the mediation effect, the moderation effect of number of years of prior work experience on the direct effect of training attitude on training effectiveness has been studied. The results of the mediation effect of training motivation on the relationship between training attitude and training effectiveness. The mediation effect was studied using the 4 step Baron and Kenny model of regression analysis. In the first step, the independent variable training attitude was shown to affect the outcome variable i.e. training effectiveness significantly. In the next step, the independent variable was shown to affect the mediator variable i.e. training motivation significantly. In the third step, the mediator variable was shown to have a significant effect on the dependent variable. These steps showed that the relation between training attitude and training effectiveness was mediated by training motivation. In the 4th step, the mediation effect was calculated through a regression analysis in which the mediator and the independent variable were the predictors and the criterion variable was the dependent variable. Regression results to study mediation effect: The mediation is significant and the mediation effect was calculated to be 0.923 standard deviations. Also in the fourth step, since the effect of training attitude on training effectiveness becomes insignificant we can safely infer that full mediation is present. The step I shows the regression results when training effectiveness was taken as the criterion variable and the training attitude was taken as the independent variable. From this step we saw that training attitude was significantly related to the training effectiveness. Here the value of R2 was found to be 0.796 with F = 468.143 at p The step II shows the regression results when training motivation was taken as the dependent variable with training attitude as the predictor variable. In this step it was seen that training attitude was significantly related to training effectiveness. The R2 value was found to be 0.883 with F = 904.66 at p The step III shows the regression results when training effectiveness was taken as the dependent variable with training motivation being the predictor variable. In this step it was found that the training motivation is significantly related to training effectiveness. The R2 value was found to be 0.909 at p The step IV shows the regression results when training effectiveness was taken as the criterion variable with both training motivation and training attitude as the predictor variables. From this step we could conclude that training motivation was significantly related to training effectiveness and also we see that training attitude loses the significance of its effect that it had on training effectiveness in step I. The R2 value was found to be 0.909 at p The above 4 steps show that the mediation effect of training motivation between training attitude and training effectiveness is a full mediation effect as the independent, variable training attitude, becomes insignificantly related to the criterion variable (Baron and Kenny, 1986). The steps I, II and III are used to test the first 3 hypothesis. In step I it was shown that training attitude was significantly related to training effectiveness hence H3 is accepted. Similarly in the step II it was shown that training attitude was significantly related to training motivation and hence H1 is accepted. In the third step, it was found that training motivation was significantly related to training effectiveness and hence H2 is accepted. Training attitude was significantly related to training effectiveness in the first step and to training motivation in the second step but it was non-significantly related to training effectiveness in the fourth step. From this we could infer that training motivation fully mediates the relation between training attitude and training effectiveness. Thus H4 is supported. The Sobels test was used to just verify the mediation effect. The test showed that the mediation effect is statistically significant (Mediation effect = 0.923; Z-score = 8.68; p In addition to the above mediation analysis, we also tried to understand the role of work experience on the mediation analysis. Hence 2 more mediation analysis were carried out in which the entire data set was broken down in 2 sets, one with respondents having 2 or more years of work experience, second with respondents having less than 2 years of work experience. This was so done because the median work experience of the sample studied was 2 yrs. Impact of years of work experience on the mediating role of training motivation on training effectiveness was studied. First we take the case of respondents having less than 2 years of work experience. The same steps as stated above according to the Baron and Kenny Model were repeated and the results. Regression results to study mediation effect on respondents with work experience of less than 2 years: Again as we can see that training motivation fully mediates the relation between the training attitude and training effectiveness. In the first step we used training effectiveness as the criterion variable with training attitude as the predictor variable. The relation was found to be significant and positively related with R2 = 0.468; p In the next step, training motivation taken as the criterion variable and training attitude was taken as the independent variable. This relation was again found significant and positively related with R2 = 0.639; p In the third step, training motivation was now taken as the predictor variable and training effectiveness was taken as the dependent variable. It was found that this relation was significant with R2 = 0.660; p In the last step, both training attitude and training motivation were taken as the predictor variables and training effectiveness was taken as the dependent variable. In this step, the relation between training attitude on training effectiveness became insignificant hence it was proved that training motivation fully mediates the relation between training attitude and training effectiveness. The mediated effect was found to be 0.592 and the overall mediation was found to be significant using the Sobels test. Using the Sobels Test the Z score was found to be 4.7498. Thus showing that the mediation effect of training motivation on the relation between training attitude and training effectiveness is significant. Another mediation analysis was done to test the mediation effect of training motivation on the relation between training attitude and training effectiveness for respondents having more than 2 years of work experience. This was again a 4 step analysis as per the Baron and Kenny model and the results. As we can see in the table 5, in the first step it was found that training attitude significantly affect training effectiveness. In the second step it was found that training attitude significantly affects training motivation. In the third step, it was found that training motivation significantly affects training effectiveness. And in the fourth it was found that training motivation significantly affects effectiveness but impact of training attitude on effectiveness becomes insignificant. This showed that training motivation mediates the relation between attitude and effectiveness. Regression results to study mediation effect on respondents with work experience of more than 2 years: From the fourth step we can see that training motivation mediates the relation between training attitude and training effectiveness fully. The overall significance of the mediation was checked using the Sobels test. It was found that the mediation is significant with Z-score = 7.95; p Now from the above 3 mediation analyses we have established the fact that training motivation fully mediates the relation between training attitude and training effectiveness. But from the 2nd and 3rd mediation analyses we have found that the mediation effect of training motivation is higher for respondents having more than 2 years of work experience. We can see that there is quite a bit of difference between mediation effects of the 2 classes of respondents. The mediation effect for respondents with less than 2 years of work experience is 0.592 whereas that for respondents with more than 2 years is 0.809. This shows that years of work experience plays a major role in shaping employees attitude towards training which affects their motivation which proves H5b. A plausible interpretation of these results could be that employees with lower work experience, at least in the Indian manufacturing industry, who are probably fresh out of college are not aware of any other means of learning except formal training. Hence they might have a positive attitude and willingness to attend the same. However as an individual on gains more experience and attends a lot of trainings he realizes that on the job learning is much more relevant to improving his performance than formal trainings. Hence possibly a change in attitude towards training programs develops with increasing years of work experience in individuals. Further the moderation effect of years of prior work experience between training attitude and training effectiveness was studied without using the work experience as a dichotomous moderator and splitting the sample group. Since years of prior work experience is a metric moderator we use a 2 model method to test the moderation effect. In the first model, the training attitude and years of prior work experience are the 2 independent variables and training effectiveness is the criterion variable. In the second model, the interaction effect of the moderator and predictor on the criterion variable is studied by using the product of standardized values of training attitude and years of prior work experience. A linear regression is done with training effectiveness as the criterion variable and the above mentioned models simultaneously entered as the independent variables. The training attitude and years of prior work experience are taken as the independent variables and training effectiveness is taken as the criterion variable. Here we found out that this model is significant with R2 = 0.957; p The standardized values of training attitude and years of prior work experience were calculated and multiplied. This standardized multiplied value was used as the predictor and it was found that this relation is also significant with R2 = 0.959; p Moderation effect of years of prior work experience: To test our H5, the results of model 1 and model 2 were used. As it was found that the moderation effect of years of prior work experience on the direct relation between training attitude and training effectiveness is significant and there was an inverse relation of years of work experience with training effectiveness, H5 is supported. Hypothesized model of Mediating effect of training motivation on the relationship between Training Attitude and training effectiveness (* significant at p Likely Implications: The results of this research study might possibly have immense impact on the Training Development function of the HR department of organizations in India. The study will provide basis for the HR department to take into account employee preferences and the effectiveness of various training methods to develop an efficient and user acceptable training programme to suit the needs of their respective organizations, thus enhancing the role and impact of the HR department. Also by knowing the attitudes towards training it will be possible to create a conducive organizational culture in which employees feel that the training will help them to discharge their duties more efficiently and also enhance their future job prospects. The HR department has been traditionally viewed as a cost centre this study might help to bring some of those costs in check while ensuring the training achieves its objectives for the organisation. For instance allowing employees to choose between learning on the job and attending training programs might achieve the required learning objective at a lower cost. Especially in times of recession and layoffs, this study will provide HR department with tools to dole out new and effective outcome focused training show its impact on the companys numbers or make its presence felt on the financial statements of the company. Limitations: The survey was conducted in a few organizations due to lack of time and resources. Also the effect of organizational culture on the training needs was not studied .Since the organizational culture is major factor affecting employee preference, performance and training motivation this can be said to be the biggest limitation of this survey. The effect of the industry and the sector on the training attitudes cannot be studied accurately and the study cannot be said to be representative of the entire country. Also the study is limited to manufacturing sector. Hence generalizations cannot be made from the findings of this study. The training effectiveness measured is based on perception of the trainees and their supervisors. The most accurate method would be to do a pre and post training measurement of the Kirkpatricks parameters on the trainees. But since it would be difficult to find such organisations with the ongoing training where this method can be applied, we have to stick to perceived training effectiveness. Scope for future study: If this study establishes concretely the correlation between training attitudes, preferences, motivation and training effectiveness then further study can be made on what exactly are the specific methods which will prove to be most effective based on the employee preferences. Future study should also take into account factors not considered here, including organisational culture as well as individual personality traits to make for a comprehensive study on all factors included in developing the optimum training program. Since the individual personality traits will have an impact on the employee attitudes towards training, this is an important factor to consider in the study. Also the scope of the study needs to be broadened to encompass bigger geographies and more industry sectors so that the relationship under study can be generalised. Also the effect of gender on employee attitude has not been studied. These factors provide a wide scope for future study.