IRHR scientific management Essay

This essay explores the concepts and reasoning behind ‘The ideas or Frederick W. Taylor; An Evaluation’ (Locke 1982). Techniques will also be examined in relevance to Taylor’s contribution to modern day management. Overall this essay will determine how Taylor’s philosophy is interlinked to current modern day theories about employer- employee relationships and whether his principles are considered still binding. Scientific Management was a turning point for management theories, according to Frederick W. Taylor it is simply a scientific based approach to professional decision making. Taylor’s approach involved logical techniques, experiments and detailed and supported research. Taylor’s time and motion study was a component of his approach that assisted in finding out the â€Å"one best way† of completing work, resulting in maximum production and eliminating as much waste as possible along with time and money (Taylor, 1912/1970). The standardization technique that Taylor used in his scientific management is commonly used globally in modern day organisations. Money being a focus motivator in society, regardless of the era in time Taylor used this as an incentive to inspire high worker output and proficiency. After much observation and investigation into his approach, Taylor saw that employees would work harder and more productively when they were encouraged through the dollar. Taylor was a man of logic and structure; goal- setting (tasks) was a component of his approach that involved using every worker and separating tasks up to divide out ensuring quality (Locke, 1982). Taylor’s philosophy is widely acknowledged and useful in today’s advanced business world; although changes and improvements have been made, the origin of his philosophy is still attributed to Taylor’s main concepts in scientific management. A prime example of a modern day organisation that employs Taylor’s scientific management theory is Burger King. This method assists with more accurate production, proficiency and worker fulfilment. Burger Kingis an organisation that is concerned very much with goal setting, all staff are trained specifically to complete necessary tasks. There are many stations in the workplace such as behind the register taking transactions with the customer and taking orders, those who are in charge of the cooking and organising of meals, cleaners that ensure the eating areas are clean and that bathrooms are regularly cleaned. McDonald’s uses the scientific management theory in their operations and has been so far successful and efficient with production for the business. Burger King, successfully and efficiently uses Taylor’s Scientific Management in their day-to-day operations. Taylor’s theory supports and guides Burger Kings human resources department, finances, advertising and more. All their sub departments are run similar to Taylor’s approach. Dividing out specific jobs and classing them in groups for specialised and skilled people to get them done as efficiently as possible. The idea of training as well as rewarding and therefore can provide their staff with a stable working environment, when the workplace is stable and comfortable, workers work harder. Another way Taylor’s approach assist Burger King is regular monitoring of performance and pushing for improvement which avoids this ‘under working’. The employee- employer relationships at Burger King are well maintained due to open communication and equal power is distributed among the staff. Similar again to Taylor’s philosophy, Money is a motivator. And Burger King, being a fast food chain, is certainly motivated by the dollar. There are many similarities between how Burger King is operated and run, although very few, if any, differences. It is clearly evident that Burger King, along with most other fast food chains follow Taylor’s Scientific Method of management. Outlined above is Taylor’s influence to management, as well as the difficulties some businesses have with applying and understanding his theory. I have favoured Taylor’s scientific management philosophy, after much research I reached a solid understanding which led me to believe that his concept was a significant push forward for modern day management. Taylors contributions, although out-dated have been altered to suit todays technologically savvy business society. Reference List Locke, Edwin A , (Jan 1982). The ideas of Frederick W. Taylor: An Evaluation . The Academy of Management Review (pre- 1986), pp.14-22, 7, 000001; ABI/ INFORM Global Maqbool, M., Zakariya, A., &Paracha, A.. (2011) A Critique on Scientific Management. Interdisciplinary Journal of Contemporary Research in Business, 3(4), 843- 855. Retrieved August 20, 2013, from ABI/INFORM Global Robert, K. (2007). Taylorism Up Close and Personal: Hugh G. Aitken’s Taylorism at Watertown Arsenal. , 48(1), 1-9 Taneja, S., Pryor, M., & Toombs, L.. (2011). Frederick W. Taylor’s Scientific Management Principles: Relevance and Validity. Journal of Applied Management and Entrepreneurship, 16(3), 60-79. Retrieved August 20, 2013, from ABI/INFORM Global

Is Higher Education Worth the Price Essay

When someone hears the term â€Å"higher education† the first thought tends to be college, of course. College has always been thought of as the one-way ticket to a high salary occupation. The reality of the situation is that while that may be true in some cases, it’s not as easy at it seems to receive that ticket aka the Bachelor’s degree. College tuition is a large amount and it’s even more expensive to attend college only to drop out. This leaves the student with no degree and vast amounts of debt. That debt is averaging 20,000 dollars for four years of schooling. Higher education is beneficial for anyone with the dedication to attending and knowing what they are striving for with while doing so. Achieving a Bachelor’s degree or a B. A. is a worthwhile goal for just about everyone. Why is it worth the time, effort and money to receive this diploma? Charles Murray in his article â€Å"Are Too Many People Going to College? † states, â€Å" Employers value the B. A. because it’s a no cost (for them) screening device for academic ability and perseverance† (pg. 233). The train of thought for employers is that the students with the drive and capabilities to succeed are the one’s that will attend college. This makes it close to impossible for a person with only a high school diploma to even be considered for a variety of jobs. Brian Kelly in his article â€Å"Is College Still Worth It? † has come across the same findings as Murray. He reports, â€Å" Hiring managers will tell you that creative intelligence and an ability to communicate are more useful in the long term. As a proven work ethic which is why persisting through four years of college is an admirable credential in itself† (pg. 8). College is supposed to teach a person how to think and work hard. That is something that any employer values greatly. The greater chance of a fulfilling career isn’t the only benefit to receiving a B. A. In 2007 the Census Bureau reported that the average college graduate had a yearly income of $57, 181 (Wilson pg. 260). The average high school graduate pulled in around $31, 286 yearly, leaving the college graduates earning around 80% more annually (pg. 260). Wilson also states that according to the Census Bureau the college graduate will earn around one million dollars more than the high school graduate (pg. 260). This is reason enough for many people to buckle down for the time it takes to earn his or hers degree. A fear for many is that the debt someone will leave college with will be unmanageable. The reasoning for this being unemployment rates as well as the fear of how long it will take to pay off his or hers debt. It’s true unemployment is a crisis that many are facing but it’s much scarier to be only a high school graduate in the economy currently. The rates of unemployment for a Bachelor’s degree holder over twenty-five is estimated to be around 4. 4% (Wilson pg. 260). For a high school diploma holder over twenty-five the unemployment rate is an even greater number at 9. 3% according to the Bureau of Labor Statistics (pg. 260). As for paying off the debt accumulated in college, those figures aren’t as frightening. According to Sandy Baum, a senior analyst at College Board, â€Å"A student with twenty thousand dollars of debt should be able to make at least that amount in extra earnings in one to two year’s time simply by having earned a college diploma† (qtd. in Wilson). What is the key to unlocking the door for a brighter future? Apparently it’s a B. A. but if this is the case then why are dropout rates so high? When students are making the decisions to go to college, they are typically pushed to attend college rather than doing so out of free will. These students are the one’s that parents, teachers, and guidance counselors assume will succeed the most in that kind of environment. The truth is rather sad when it comes to how the students actually fared in their academic pursuit. Dana Goldstein in her article â€Å"Should All Kids Go to College? † informs that only fifty three percent of students actually finish their degree in four years, and half the students that attend a two-year college drop out before finishing. But this isn’t the only surprising information she writes about in her article. There is another group of students who unlike their peers, aren’t pushed as much into attending college. Kati Haycock, president of Think Tank Trust in Washington, DC, shocks with her statement of, Most schools sill resist the idea that all kids can and should be college-ready. By continuing long-standing practices of sorting and selecting, they created what is essentially an educational caste system- directing countless young people, especially low-income students and students of color, away from college-prep courses and from seeing themselves as ‘college material’ (qtd. n Goldstein). With these standards given in high schools these students pushed away from college will not ever think of themselves as able to perform well in a college environment, which greatly limits their future professionally. Goldstein shows in her article the research showing that with the decline of the manufacturing economy these students are the ones who would gain the most from the four-year college experience. The question is now, why are these students unable to realize their potential or stay focused in college? Most of the time these teenagers are unable to say what they want to do with their careers or lives. Going to college isn’t easy for anyone without a clear idea of what their striving for, which makes the entire experience even more frustrating for them. So how can these students go into college somewhat knowing what they want to do with their time there? The best solution is to allow these teenagers to explore the professional world while still in high school. If they can do that, then they won’t spend extra time or money changing their majors all throughout college unable to decide what their desires are. There is a program that has been implemented in a few schools across the nation called Career and Technical Education or CTE (Goldstein). These programs integrate school with real world occupational training so that students can have hands on experience with a job that they would like to pursue in college. The training available to these students includes internships, dual enrollment and hands on work out in the field (Goldstein). All of this is done while in high school accomplishing their high school diploma and getting a head start on college. Programs like the previous are great ideas that the government has been using to help these students struggling find their goals. It may be a while until these CTE schools are seen more but at least the students able to take advantage of them are showing the country how beneficial the programs are. With ideas like this, it is possible to cut down on the money and time wasted during college for someone who isn’t positive they would like to be there. It also allows the students who are judged due to unfair standards to prove that they are college material and able to do great things. There would be less wondering about whether or not they want to attend college because they have experience with the career of their choosing and are able to map out their future much more clearly. Overall the idea is yes, higher education is worth the price. The Bachelor’s degree alone can take someone to higher levels than just a high school diploma. College is costly, it is time consuming, and it is hard but when someone is dedicated it becomes increasingly easier. The solutions to making college more achievable for everyone isn’t ever going to be easy but there are steps that can be taken in the right direction. As long as students aren’t discriminated against or pushed into something they are unsure of, when the time is right for them to attend college they will do so in a way that will benefit them the most. Add in programs like the Career and Technical Education schooling and these students can come out on top ready for the work force. Higher education may not be for everyone, but for the people who do take the challenge reap benefits for the rest of his or hers lives.

Life of a Corrections Officer Essay

Being a correction officer is not an easy job. Each and every correction officer has a daily routine, stress, danger, and has to learn to gain compliance of every inmate. Every day in a prison working with inmates can be a challenge; some days may seem easier than other days. There is a daily routine and schedule that each correction officer has to come to terms with. The tasks could be working in the yard to supervising inmates on the work crew. The jobs vary with each officer. But no matter which job, each one is or can be very stressful when it comes to maintaining and keeping inmates in order. Each job can be very stressful, but it is up to the correction officer to take disciplinary actions in a mannerly way. A correction officer has a job everyday to â€Å"maintain control and order within a prison† (Seiter, 2011, p.390). Every day each inmate has to be under supervision at all times and each correction officer makes sure that security is maintained properly. Each and every correction officer has an assigned job they have to perform. There are usually seven categories’ that a correction officer can be assigned to. These categories include living units, work detail supervisors, industrial shop and school officers, yard officers, administration building assignments, perimeter security and relief officers. â€Å"Each Specific assignment has post orders, a detailed description of the activities that are required to be performed throughout the day, often includes the time they are to occur†(Seiter,2011,p.391). Post orders is to tell the correction officer how to do each specific assignment. Each assignment that is performed has a time schedule. The correction officer also has to report a detailed report on the assignment. Every minute, of every day while the correction officer is on duty, it very crucial. For instance, one minute an officer may be walking inmates to their cells and then the next minute, they could be breaking up a fight. The main part of being a correction officer is to never show any signs of weakness to any inmates. If any signs of weakness are shown, the inmates can and will use that against the officer and try everything to bring that officer down. With an inmate using an officers weakness against them, can cause a lot of stress and danger to the correction officer. Stress is very typical with being a correction officer. Stress can come from overtime shifts, not enough employees on hand, violence in the facility, or problems with other staff members. Many programs are available to help correction officers to deal with stress because stress will always be a part of being a correction officer. â€Å"Job stress has been found to have numerous negative mental and physical effects on correctional staff. Cheek and Miller (1983) reported that correctional officers have a higher than expected likelihood of hypertension, heart attacks, and other stress-related illnesses. Ultimately, the health of the correctional employee can suffer to the point that it shortens the person’s life. Both Cheek (1984) and Woodruff (1993) reported that correctional officers die far sooner than expected as compared to the national life expectancy, and stress is the leading reason for the shortened life expectancy†(Lambert, 2006). Stress is not good for a person’s health and that is why these facilities offer options to deal with stress while working in such facilities. These trainings help the correction officer to help avoid the stressful situations and how to deal with their own personal stress. Counseling is offered for the correction officers and the families. This helps them to deal with stress and keep the levels of stress down. The best way to help keep stress down is keeping a healthy active life, such as diets, exercise, and trying to maintain financial security. All though, stress seems to be an important role with being a correction officer, it’s not. The most important is gaining compliance from inmates. This means that a correction officer needs to deal with inmates without threatening them or disciplining an inmate without their being a breakout in the prison or the inmate rebelling against any orders that are given.† It is not easy to gain compliance from inmates already in prison, many of whom rebel against all authority and are serving long sentences with very little to lose†(Seiter,2011,p.394). If any inmates do not follow any orders, the correction officer has the power to punish them in the appropriate way. The most important skill to use is interpersonal communication. This communication allows correction officers to treat inmates humanly as possible. If a correction officer treats an inmate with disrespect, it is most likely that the inmate will get very angry and rebel against that officer. Inmates do not like to be treated unfairly, as they should not be treated unfair in any given circumstance. Every inmate has the knowledge of knowing they should follow rules and what they should and should not do. It can be very stressful being a correction officer. The main key is to have training to deal with stress and know what kind of stress they may be in for. Stress can come from many different directions and effect a correction officer, but as long as they know what they were getting into before they got into the situation, then they should be able to deal with the stress pretty good. As long as a correction officer can be fair and treat inmates fairly, then that can also help reduce stress and make the situations in the facility go a lot smoother. References Eric G Lambert, Nancy Lynne Hogan, & Reva I Allen. (2006). CORRELATES OF CORRECTIONAL OFFICER JOB STRESS: The Impact of Organizational Structure[dagger]. American Journal of Criminal Justice : AJCJ, 30(2), 227-IV. Retrieved October 17, 2011, from Research Library. (Document ID: 1167641161). Seiter, P. 2011. Corrections: An Introduction. Pearson education inc. 3rd edition Upper Saddle River, New Jersey.

A Utilitarian Argument in the Ford Pinto Case Essay

In 1971 Ford Motor Company decided they wanted to create a compact car that could compete with the other Japanese manufactured cars. It rushed from its inception to its actual production. In the end, these cars proved to be one of the most dangerous ever produced because of their extreme flammability in instance of rear impact collision. The decision by Ford to not recall any of its cars, and not fix design flaws, conceal the truth of their mistake and roll the dice future incoming lawsuits, damages and loss of human life is the one that I will dissect. I will show how this action uses the â€Å"greatest happiness and greatest pleasure† form of Utilitarianism and the true moral flaws that it exposes. Many parties were affected is this case including the Ford Motor Company employees, the shareholders, the company owners, and every single consumer or person who not only purchased the vehicles but also drove in them including the ones who were injured, burned or even killed, and not to be forgotten, the rest of the whole world. Actually no one escapes the ripple effect of this decision. Ford Motor Company, led by President Lee Iacocca, discovered that during the sped up engineering and production process it had created the fuel tank vulnerable to fiery rear crashes because of the layout of the car. Ford realized this but made its decision to not recall the cars based of their own company formulated utilitarian cost benefit analysis and fear of negative company effects. Ford Motor Company weighed the risk in terms of how much it would cost the company to pay for damages and loss of any human life, which was put into a numeric dollar value by the National Highway Travel Safety Administration (NHTSA) of $200,000 per life and multiplied it by the number of accidents it estimated would occur from the flaw. Ford Motor Company calculated that the cost of compensation for death, injury and damaged cars was significantly less than the cost of recalling all the vehicles with the rear design flaw. Basically they thought they would save money, keep up  their shareholder price, and have less damage to all involved by not doing anything except â€Å"taking it on the chin† with regards to predicted accidents caused by the accident prone fuel tank. They also assumed that if they made a recall, their share price would plummet and shareholders would lose money, and that possibly employees would lose jobs. Ford Motor company did a really did a neat job of es timating life values and social components cost of property damage, insurance costs, legal fees, employer losses, funeral, assets and value of each human life in society. They even concluded they would need to pay 87 million dollars less by doing no recalls and just paying for these other future damage costs. However there is a dominant if not obvious consideration that carries more importance than just economics and Ford’s revenue. First of all, consider the possible damage to the company’s reputation created by media and public when having multiple accident from the same automobile model. The company could lose big from media and public backlash. Second, in line with utilitarian factors, Ford calculates all the collateral damage in terms of money and nothing else. Money creates pleasure for some, and pain for others. Ford calculates money as a positive value, and that is all. It seems really ideal that when creating a calculus in utilitarian ethics to think in terms of dollars because dollars carry a numeric value anyway! The decision not to recall the cars and let the accidents occur loses utilitarian units of value in terms of obvious life factors. It is also so narrow minded that I would consider it not rational. First, it is focused way too much on numeric dollar value s when considering human injuries, company futures, and life lost. The decision really applies Jeremy Bentham’s idea of more pleasure (money) for the most people is the right thing. But you must consider human life in terms of a quality like John Stuart Mill’s idea for happiness and quality of life, and for those lost and for those who grieve afterwards, for the hate that is created, and the pain and suffering. Second you have to think in terms of the imminent possibility of Ford’s reputation to be ruined beyond foreseeable repair with the unsafe cars. For a non-corporate minute, don’t think in terms of insurance claims, lawsuits paid, and annual profits gained or lost, but for competitors looking at the company as stupid, and the American public devaluing Ford in their own minds when they find out the truth about the cover up. Consider negative ideas forming in the minds of  the American public as they look to the foreign auto makers to seek retribution on Ford by using their own consumer given purchasing power, and hurting the domestic economy by buying foreign cars and labeling Ford Motor Company, a company founded over 70 years prior by Henry Ford from Detroit, as a fraud and never to be trusted again! Anyone in the Ford family could not have been thinking rationally if they made the decision not to recall because they were risking too many important values that did not carry immediate economic value in 1971, but certainly did after 1976 just five years later! Ford Motor company, by their own calculations, saved 87 million by making their decision to not recall cars. This was a seemingly good consequence for Ford Motor Company, only until four people died in 1972 and other incidents happened that created a downward spiral for them. However they should have bore the cost of the recalls as a way of upholding their own company character through honestly admitting their technical mistake, which in the end, has a lot more value. Also sparing lives adds tremendous moral value to a decision that corrects the problem and announces it as it is which is an engineering design flaw that they are aware of. Instead of doing things as they did, Ford Motor Company could have tried to recall all vehicles that were on the market at the time, and spent the extra money and time to correct a mistake that they â€Å"deeply regretted.† The president would not need to emphasize how they rushed their production to compete with another foreign company, but instead insisted that they as an American based company needed to fix the problem for the sake of safety of the American people, by which they held more dearly than their own profitability. By this alternative way, they uphold American Christian values which were at the heart of the inception of the United States values and hold higher moral value any Japanese auto company can hope to have. They could convince the consumer markets, and the media that this decision is why Ford is who they are, and although they may not be as fast as other auto makers, at least they are concerned about doing things the right moral way. This alternate idea produces more good for more people using a utilitarian way of thinking as well. Creating a stable product with quality in mind is a solid business decision and will create profitability for years to come. Selling cars up to current safely regulations to people to benefit their well being and making the country in which they exist in better as well as all those who purchase their vehicles around the world better. Ford Motor Company’s decision uses ideas from one of the utilitarianism founders in Jeremy Bentham. However it is narrow minded because it only considers the aspects of living and society status in terms of money values at the current time. If we lived in a world where money was equally valuable to reputations, emotions, and even life then their decision may be utilitarian but it is still not ethical. The future is what costs them. However that is not the world we live in and a company such as Ford needs to think about the multiple negative outcomes of a decision like the Ford Pinto example. They should have recalled all the Pintos because the good still outweighs the bad in the end. It is a wiser business decision, moral, ethical and it applies utilitarianism. Works Cited DeGeorge, Richard T. Business Ethics 7th Edition. New Jersey Pearson, 2010. Print. Hoffman, W. Michael. â€Å"The Ford Pinto.† Business Ethics: Readings and Cases in Corporate Morality. Ed. W. Michael Hoffman, Robert E. Frederick, and Mark S. Schwartz. New York NY. McGraw-Hill, 2001. Boyce, Daniel â€Å"The Flaw of Utlitarianism: The Ford Pinto Case† Business Ethics IB. 15 April, 2010. Web. 11 April 2014.

Causes and Consequences of high Staff Turnover Levels in the Retail Essay

Causes and Consequences of high Staff Turnover Levels in the Retail Industry - Essay Example where this phenomenon is clearer, but the fact is that the high staff turnover level has become a common problem in most organizations while the efforts made should be characterized as rather inadequate. Specifically for the retail sector, the high staff turnover level can be explained by the severe turbulences that characterize the relevant market, which can lead to a series of negative outcomes for the companies that operate in this area. In this context, high staff turnover level in the retail sector should be regarded as an expected outcome if taking into account the series of problems of the specific industry which are being represented mostly by several failures regarding the initiatives and the decisions made by the companies’ human resources department. The particular topic has been chosen because of its importance in the operation of commercial markets internationally. More specifically, staff turnover has been found to be related with the business performance (as it will be analyzed in the sections that follow). From this view, staff turnover can also influence the performance of a whole industrial sector in case that the phenomenon is expanded to many firms of a specific sector or just to one which is considered to be the ‘indicator of stability’ in its market. Furthermore, the particular topic has been chosen because of its importance for the employees in the various industries of modern commercial markets. The main objective of current dissertation is the examination of the factors that influence the staff turnover in the retail industry as well as the parameters that can lead to an increase of the turnover in the long term. On the other hand, the consequences of the high staff turnover in the retail industry are also being examined in order to formulate secure results regarding the appearance and the development of the relevant phenomenon in modern commercial markets. It has to be noticed that current paper examines a variety of issues related

Employment Relations in UK Essay Example | Topics and Well Written Essays - 2500 words

Employment Relations in UK - Essay Example Employment relations in U.K, were a victim of improper communication between the stake holders and the stake holders pursuing their own interests rather than the common industry interests. As a result the scene was chaotic and conflicts rose between the Union strongholds, managements of various organizations and the Government. It is almost impossible to single out any part to blame but collectively employment relations suffered greatly, as a result economic growth took the back seat and new employable areas almost vanished. When situation looked grim and almost impossible to repair dramatic changes took place. Europe, which has adapted well to the call for change in Human relations has acted like a catalyst in the change movement that took place in U.K. Surprisingly, stake holders in Employment relations in U.K, responded positively to the call for change and mended their ways. Situation bettered and employment relations are definitely looking clear and focused to let changes take place. What brought such a sudden change in their attitude is proper dialogue and a establishment of a transparent communication among the stake holders. It is not that there is no communication system previously, They have learnt what are the communication barriers which are hampering the process and they have successfully removed them. Change Management- the order of the day: The concept - employment relations bring out the participation of stake holders in building healthy and prospective relationships. This academic essay focuses on identifying the stake holders, their responsibilities, roles they have played and the type of transition that has taken place in U.K. In the present day industry to change is the norm of the day. Any organization which has remained static and resisted changes has been phased out. Human Relations Management over the last decade has learnt how to adapt to changing situations and guide the organization towards achievement of its objectives by innovating and changing. The changes are not without their due share of problems. U.K in the past was haunted by colonialism and a high degree of collective bargaining among the workers. Trade Unions and Labor Unions ruled the roost for most of the period and actually crippled the economy and productivity. However the situation took a turnaround and seems a much brighter scene than the past. What caused this turnaround is the never say die spirit of the Brits and the positive influence of the European market as a whole on U.K. Stakeholders in employment relations: Employment Relations is "Maintaining all possible contacts with the participatory involvement of public, the corporate, the Government and the Unions and generate value for the organization". (Public & Industrial Relations, P.34, 35, 2005, V.K.Gupta). I have observed the participation of the all the above said stake holders and the respective roles played by them in the problem phase and the solution phase. Some of the stakeholders are: i. The Management of various organizations. ii. Respective Employees and their individual actions. iii. The role played by Trade Unions & Employee Welfare Organizations. iv. Policies laid by the Government and

How the environment plays a role in learning Research Paper - 1

How the environment plays a role in learning - Research Paper Example e student enters the advance stage in learning, the use of computer-based learning and living environment has to be incorporated in the school curriculum in order to maximize the learning experience of the students. Parents are responsible in the learning capacity of a child. This is a widely acceptable fact since majority of the child’s learning foundation is developed at home. As a child grows older, external influences would start to affect the child’s learning. The child starts to attend school wherein the teaching responsibility is transferred to the teachers. Each day, the students’ learning can take place in several ways. Specifically the use of classroom learning environment includes the process of learning from a professor within a classroom setting, the application of time driven events, the concept of hands on learning, and the interaction between two or more students will be thoroughly discussed. The use of Web-based or computer learning environment includes online classes, internet research activities, online library, and the use of discussion boards whereas learning from living environment includes interaction within the community setting, family and friends, and within the work place. In line with the importance of effective learning in terms of improving the students’ ability to learn new things each day, a literature review will be conducted in order to discuss the advantages and disadvantages of adopting the classroom learning environment, Web-based or computer based learning environment, and living environment. Teaching is considered as both a science and an art of employing strategies, schemes, and different tactics to enhance the learning and development of the students. Since teachers are the front-liners in proving a quality education for each the students, teachers must be able to implement strategies based on theories that are effective in moulding the mental development of the child. According to Barbara McCombs, â€Å"almost