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1. Role of United States in the Mexican Revolution

               The involvement of the U.S in the Mexican revolution was kind of conflicting in the sense that at first, the U.S. supported the leadership of the country (though it withheld the formal recognition) and thereafter relinquished the country’s administration in the year 1910-1920 (Horn, p. 70). This paper gives an analysis of the role the United States played in the Mexican Independence and revolution in the 19th century.  

   The U.S. had both political and economic influence in the Mexican Revolution during the 19th Century. It had both perceptions and interests that came down from part of the country’s spiritual and female groups that were involved with the revolution due to tough economic and social moments that were encountered by Mexican inhabitants. According to Keller, the inclination of American groups (spiritual and female) was based on salvaging the Mexican inhabitants from suffering; the Red Cross groups for example helped a lot in the course of the revolution. The interests on the other side of the coin were generally political and economical in nature.

   The U.S. commercial interest during the revolution guaranteed revolutionary patriotism and racial intolerance that had made sure that the economic policies of the U.S. to Mexico were going to be hard and even officious. The interest had a great impact to an extent it made numerous Americans venture into capital investments directly or indirectly. For example, the U.S made a great role in making the highest exportation of oil investment with Mexico during the revolution.  As time unfolded, the inclinations and interests linked to the military reaction. 

   The U.S. helped public authorities to implement neutral legislations. During the revolution, the U.S ensured that the relationship between America and Mexico was not disrupted. For example, the U.S military only warned the Mexican military in reference to the measures that would be implemented suppose the belongings and the lives of the Americans were threatened. With the deterioration of the Mexican situation during the revolution with the sustainability of the administration of Diaz, the U.S president then Taft authorized for the creation of the division called (maneuver) which incorporated the U.S men intended to offer field training and take responsibility for putting into effect neutral legislations. This group aided the U.S to intervene with Mexico especially in case of a considerable decline in the Diaz administration that could pose danger to the lives of Americans and their belongings. 

   In a nutshell, we can say that the influence of America in Mexico developed after the First World War. This was exhibited in both financial investments and uninterrupted military involvement. For example, during the revolution, the United States aided to overthrow Huerta Victoriano before taking part in safeguarding pro-American front-runners. Nevertheless, the involvement of the U.S in the revolution took a different shift after Woodrow Wilson was elected into the presidency. He destabilized the government of Huerta hence bringing about anti-forces of Huerta which contributed to his submission in the year 1914.

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Training Needs Assessment

Introduction

Training and development are very instrumental, especially in the current operational context of most organizations that are endeavoring to enhance optimal throughput from the entire resourceful areas of the organization. Training improves employees’ expertise; it gives room and space for ascertaining key crucial extents of employees’ development (Towler, et al. 2014). In order to establish whether employees have the reading level necessary to succeed in a training program, I would employ various techniques as discussed in the following section.

First, I will conduct formal interviews and tests that call for reading abilities, experience, and skills. In specific, I would carry out written interviews and tests for the employees at the workplace that would incorporate excerpts that best suits the employees’ reading level for them to read and respond to its related questions. This excerpt, for example, will be based on the objectives of the training, the content, and prior practice settings. This training need evaluation would help to identify employees’ reading behavior and the gaps to be addressed in the training program, which in return would benefit the organization and employees from new training prospects (Gupta, 2011). This will enable me to identify what employees need to know in so far as technical or communication knowledge is concerned, and what they are capable to do in terms of mental or manual skills to realize the intended results and the disposition to execute their roles (attitude). However, it should be noted that, the ability of employees to understand what they read does not resonate with their reading level (Cain, 2011).

Furthermore, I would employ an employee performance appraisal interview to identify previous and contemporary performance to find out an area that needs action (Franco-Santos, Lucianetti, & Bourne, 2012). All these are written documents or material that need to be read and interpreted, hence will help in assessing the reading level essential to thrive in a training program.

On the other hand, I would use self-assessments, surveys (Garvin, Edmondson, Gino, 2008), and questionnaires. These are all techniques with a regular written format that call for reading. They can be structured based on the attitude of employees, employees’ job content, the standards of employee performance in line with efficiency and outcome, or on the expertise required to execute the roles of the job proficiently (Verrell, McCabe, 2015). In this analysis, I would be able to establish the reading level based on how they respond to the questionnaires and the way and the degree they use to evaluate themselves.

Lastly, I would employ focus group discussions which provide an open atmosphere for employees to engage in open written questions on various training requirements as I listen to the way they read and articulate their points out. I would ensure that the topics for discussion are all written, and they should be read within a given period of time before being discussed. This helps in knowing the reading level. Additionally, I would employ desk studies for employees on the organizational documents and the analysis of the records which uses secondary information to help in the identification of training needs (Garvin, Edmondson, Gino, 2008). Employees would be required to give their report which will help me establish their reading level essential to thrive in a training program.

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