The purpose of this study was to assess the perception held by managers of feed and farm supply stores in Texas regarding the contribution of employee training to the competitiveness of the firm, determine if managers of feed and farm supply stores perceive that employee training can improve their competitive strength, and to determine if they will invest in employee training in order to gain a competitive advantage. The objectives of this study include: describe the operating environment of feed and farm supply stores in Texas; describe feed and farm supply store managers? perception of employee training?s contribution to their firm?s competitive advantage; identify barriers to employee training in feed and farm supply stores; determine Internet availability and potential use for employee training in feed and farm supply stores; and describe the willingness of feed and farm supply store managers to engage in employee training delivered via the Internet. This study employed a descriptive and correlational research design. A selfadministered questionnaire was used to collect data from a sample frame of 305 feed and farm supply stores randomly selected from 1,487 stores in Texas. These stores operate in a demanding, competitive environment that is changing at a rapid pace. They perceive that employee training improves customer satisfaction, contributes to business growth, improves productivity, and increases profits. The skills needed by their employees are increasing and they need training in sales, communication skills, technical knowledge, time management, retail merchandising, marketing, and business management to help the business stay competitive. Barriers to training include not being able to see immediate results, cost, difficulties created when key employees are not on the job, travel distances to attend training, and a lack of training programs relevant to their needs. Over 80 percent of these stores have both computers and Internet access. Managers will allow employees to use these resources for training purposes, encourage participation in online training, and allow their employees to participate in training during business hours. It is recommended that Internet based training programs be developed in sales, communication skills, technical knowledge, time management, retail merchandising, and business management for these small agribusinesses.

The religions in Taiwan are diverse. Buddhism, Taoism, and Christianity are the major religions in Taiwan. These religions are also close with Taiwan society and people life. Since the training and education of religion manpower is the critical effect to religions development, this study uses document analysis to investigate the development of major religions and the training and education of religion manpower (including missionary, professional, academic, and general knowledge) in Taiwan for the purpose of understanding existing conditions and problems. In addition, this study uses in-depth interviews and questionnaires to investigate the training and education of Dzongsar Institute. This study tries to give reference to Taiwan via comparing the training and education between Taiwan religions and Dzongsar Institute. The results indicate that since the difference of environments and development between Taiwan religions and Dzongsar Institute, the orientation between Taiwan religions and Dzongsar Institute is also different. The religions in Taiwan are diverse and the religions in Taiwan should tie with the development of Taiwan for improving the development of religions. In the other hand, Dzongsar Institute sets at a single religion environment and has no visible competition so Dzongsar Institute could to its best to develop Tibetan Buddhism and foster the manpower. Moreover, there are different training and education of missionary, profession, academy, and general knowledge between Taiwan religions and Dzongsar Institute. Summary, Taiwan religions are developed in training and education of missionary, academy, and general knowledge but should improve in professional training and education. On the other hand, Dzongsar Institute is not developed in training and education of missionary, academy, and general knowledge but is developed in professional training and education. Therefore, this study suggests enhancing the depth of professional training and education and improving the courses and contents of professional training and education in Taiwan religions.

Thesis (Ed. D.)--West Virginia University, 2004. / Title from document title page. Document formatted into pages; contains x, 182 p. Vita. Includes abstract. Includes bibliographical references (p. 153-164).

Thesis (Ph.D.)--Auburn University, 2007. / Abstract. Vita. Includes bibliographic references (ℓ. 51-62)

Thesis (M.A.(Hons.))--University of Wollongong, 2004. / Typescript. Includes bibliographical references: leaf 141-156.

Thesis (M.P.H.)--University of Michigan, 1945.

Issued as Thesis (Ph. D.)--Columbia University. / Bibliography: p. 184-187.

Thesis (M.P.H.)--University of Michigan, 1945.

Thesis (Ed. D.)--West Virginia University, 2000. / Title from document title page. Document formatted into pages; contains viii, 325 p. Includes abstract. Includes bibliographical references (p. 270-302).

Thesis (Ph. D.)--University of Chicago, 1902. / Book without thesis note.