aci bangladesh training and development
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Course: 480, Section: 1, Term Paper: 1, Group: 5
Introduction of the topic:
In the field of human resource management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings (Training and Development, n.d.). Training is a educational
process. People can learn new information, re-learn and reinforce existing knowledge and
skills, and most importantly have time to think and consider what new options can help them
improve their effectiveness at work. Effective trainings convey relevant and useful
information that inform participants and develop skills and behaviors that can be transferred
back to the workplace. (What is Training and Development. n.d.)
Introduction of the Organization:
ACI Limited is one of the leading conglomerates in Bangladesh, established as the subsidiary
of Imperial Chemical Industries (ICI) in 1968. It has been incorporated as ICI Bangladesh
Manufacturers Limited on January 24, 1973. The company was renamed as Advanced
Chemical Industries Limited (ACI Limited) on 5 May 1992. ACI is a Public Limited
Company with a total number of 19,653 shareholders. Among these, there are three foreign
and fifty local institutional shareholders. The company has diversified into three major
businesses. They are pharmaceuticals, consumer brands and consumer products and agro
business.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Objectives & Scope:
This project is directly dealing with one of the leading conglomerates company in
Bangladesh The Advanced Chemical Industries Limited (ACI Limited) regarding a very
crucial topic. This is a very well reputed and well-organized company operating throughout
the country which focuses upon being the best key player in the market regarding
pharmaceutical and other multi diverse items from its product lines. It has been a great
opportunity for us to gain information regarding the training and development affairs of the
company towards its employees through our questionnaires. We therefore gained
considerable information regarding our topic and hope that this project will actually enhance
our own competencies to reach at a maximum and will also motivate us to reach the highest
ordinate goal. Therefore besides doing this project, we actually gained a new experience and
gave the opportunity to know the company from a closer view and we also learnt about the
real corporate world. Through out the project we are introduced about the actual procedure
and techniques of the training and development programs that organization arranges for their
employees to improve their performance. By conducting the survey we learnt something new
and it also reveal some facts regarding the training procedure about that we were not familiar.
So, to obtain the information regarding our topic we had build some strategies and objectives
of own among all the members so that we can achieve more accurate facts. These objectives
are:
The main objective of this study is to know the actual procedure of training and
development programs insides of the ACI Limited.
The importance of training to them and which job or types of jobs needs training
most.
Course: 480, Section: 1, Term Paper: 1, Group: 5
To know the company’s perspective regarding the investment in their employees in
term of training and development programs.
To learn about the steps in forming the training programs and what conditions they
used.
The effects of training need assessment and performance development planning in
organizing training programs.
How training needs are identified and how they select employees for training
programs.
To know what types of training programs they arrange for their employees and who
conducts the programs.
To identify the training and development strategy of ACI limited.
It is indeed impossible for any organization without keeping the talented and creative
employees who keep the organization actually competitive. In order to sustain the
competitive advantage organizations have to invest in their human capital to upgrade their
skill and knowledge. The only means is training and development which helps to transform
an employee from its existing level to a higher one and it bring success in both ways
professional and personal. So, we believe that it is every organization’s HR department’s
responsibility to arrange and provide some training and development programs for their
employees to utilize their skills and efforts properly.
Thus, this has been a great opportunity for us to learn about a very crucial topic of Human
Resource Management and we are thankful to our faculty and respondents from ACI Limited
for their precious support.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Methodology:
In order to conduct our research in our desired field, we conducted a survey by means of a
self prepared structured and straight forward questionnaire asked these questions from the
employee of an organization. For our survey we have chosen a company named ACI Limited
and then communicated with its employee.
The basic idea behind preparation of the questionnaires was to identify the actual procedure
of training and development programs of ACI Limited and how it is important to them and
what types of training program they arranges for their employees. Such issues are highlighted
by some inquires and their respected findings with regard to the responses of the participants.
Apart from dependency on the questionnaires for information, much other information was
also obtained from sources such as the internet and books.
Sample size:
For the purpose of this research the sample size chosen was twenty. As the questions were
regarding the employee training and development programs, the respondents mainly included
people who were part of the managerial level and junior level positions who received number
of training from their company for the being of their position.
Type of respondents:
As per the requirements of our research criteria, we have selected respondents who were
mainly involved in the managerial and junior levels of the company as they are core
participants of such training and development functions. Moreover, we also asked some
questions regarding our topic to the management of ACI Limited who arranges training
programs for their employees. The respondents were selected on a random manner, free from
Course: 480, Section: 1, Term Paper: 1, Group: 5
any sort of gender biasness thus having both male and female participants. The respondents
possessed varying levels of educational degrees with high levels of professional expertise.
Data collection method:
For our survey we have collected two types of data. One is primary data and the other is
secondary data. We have collected the primary data from the company that we have chosen
for our research. For our survey we selected “ACI Limited” company. This company’s
employee provided us the primary data for our survey. We have used different types of
resources to collect our secondary data. We have used many articles, books, newspaper,
magazines and internet resources. The primary source of data collection was the
questionnaire itself which has been prepared by us. The population of our survey is the
company’s employees and then asked them the selected questions to determine the result.
Then we select our sample size and mean for the calculation. For our research we have used
convenience sampling. In convenience sampling the selected sample is convenient and stable.
It is one of the cost effective way for collecting data. These types of data are more reliable
than other sources. For our survey we have selected twenty samples from our selected
company “ACI Limited” by using questionnaire form.
The survey questionnaires were designed in a way that all the elements that it includes are
related with the population of our survey. All the sample variables in our questionnaire are
closely related with our population.
At the bottom of our questionnaire form we view the intension of our survey to know about
the topic and purpose of the survey. In our survey form we avoided that information which
can create any problem or disclose any fact. Then we asked some questions to the employees
like:
Course: 480, Section: 1, Term Paper: 1, Group: 5
For how long have you been working for this company?
Have you gone through a training program in our organization? If yes then please do
specify the name or the purpose of the training.
What type of training is mostly offered by the management?
Which is the mostly used training method by the organization?
Do your organization have training program for those employee who face trouble to
fit into organization culture?
Carry out a SWOT analysis of your training environment.
In order to get some more information we also designed a questionnaire for the management
level also who organizes the training programs and asked some questions like:
What is organisation's training Mission Statement
Why training is needed? And which job or types of jobs need training most?
What are Training &Development objectives?
Do your company have training and development strategy aligned with business level
strategy?
What steps would you take to identify the right training requirements? Or how do you
identify who needs training?
Limitation:
Course: 480, Section: 1, Term Paper: 1, Group: 5
The primary limitation of the report was posed by the time constraint factor. The limitation of
the report is that our time is limited. We have to submit this report in this semester.
Therefore, we will not be able to cover many things. At the same time, it is very difficult to
get appointment from the company officials, as they are very busy.
In preparation of this entire report and all the associated tasks with it, we encountered several
limitations which created hindrance in the pace of our progress from time to time. Some
notable complications that were visible were:
The questionnaire survey proved to be a bit troublesome as many members of the
management did not adequate time to spare for providing us with all the required
information.
There were instances where the management provided information that were to some
extent biased so as to create a positive thought about the company’s operations.
Biasness of the answers as we actually cannot expect all the employees to speak and
tick the “TRUTH”.
Some employees were not co operative.
Lack of sufficient privileges.
Time constraint was a major factor as it was limited.
Another fact that came to light was regarding the size of our sample size. That is, if we could
manage to gain access to a larger sample size it would have provided us the scope for gaining
more accurate information. This analysis had been also left incomplete in a sense as many
employees could not spare sufficient time for interview sessions and sincere answers were
often missing due to concealed reasons. Hence, the concluding judgments from the research
tend to vary from actual perceptions at many instances.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Literature review
In the field of Human Resource Management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings. It has been known by several names, including human
resource development, and learning and development (Harrison, 2005, p. 5).
Harrison (2005) observed that the name was endlessly debated by the Chartered Institute of
Personnel and Development during its review of professional standards in 1999/2000 (p. 5).
"Employee Development" was seen as too evocative of the master-slave relationship between
employer and employee for those who refer to their employees as "partners" or "associates"
to be comfortable with. "Human Resource Development" was rejected by academics, who
objected to the idea that people were "resources" an idea that they felt to be demeaning to the
individual. Eventually, the CIPD settled upon "Learning and Development", although that
was itself not free from problems, "learning" being an over general and ambiguous name.
Moreover, the field is still widely known by the other names (Harrison, 2005, p. 5).
Training and development (T&D) encompasses three main activities: training,
education, and development. Garavan, Costine, and Heraty, of the Irish Institute of
Training and Development, note that these ideas are often considered to be
synonymous. However, to practitioners, they encompass three separate, although
interrelated, activities (Montana & Charnov, 2000; Costine & Heraty, 1995). They
are-
Training: This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
Education: This activity focuses upon the jobs that an individual may potentially hold
in the future, and is evaluated against those jobs.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Development: This activity focuses upon the activities that the organization
employing the individual, or that the individual is part of, may partake in the future,
and is almost impossible to evaluate.
The "stakeholders" in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources,
and performance. The participants are those who actually undergo the processes. The
facilitators are Human Resource Management staff. And the providers are specialists in the
field. Each of these groups has its own agenda and motivations, which sometimes conflict
with the agendas and motivations of the others (Torrington et al., 2004, p. 363). Training an
employee to get along well with authority and with people who entertain diverse points of
view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone
won't compensate for a sour relationship with a superior, peer, or customer (Harrison, 2005, p.
5).
Talent development, part of human resource development, is the process of changing an
organization, its employees, its stakeholders, and groups of people within it, using planned
and unplanned learning, in order to achieve and maintain a competitive advantage for the
organization. Rothwell and Kazanas (2004) notes that the name may well be a term in search
of a meaning, like so much in management, and suggests that it be thought of as selective
attention paid to the top 10% of employees, either by potential or performance (p. 4).
While talent development is reserved for the top management it is becoming increasingly
clear that career development is necessary for the retention of any employee, no matter what
their level in the company. Research has shown that some type of career path is necessary for
Course: 480, Section: 1, Term Paper: 1, Group: 5
job satisfaction and hence job retention. Perhaps organizations need to include this area in
their overview of employee satisfaction.
The term talent development is becoming increasingly popular in several organizations, as
companies are now moving from the traditional term training and development. Talent
development encompasses a variety of components such as training, career development,
career management, and organizational development, and training and development. It is
expected that during the 21st century more companies will begin to use more integrated terms
such as talent development. Washington Group International (2007), in their paper "The
Nuclear Renaissance, A Life Cycle Perspective" defined two logical laws of talent
development. First law of talent development is "the beginnings of any technology-rich
business are all characterized by a shortage of large numbers of technically trained people
needed to support ultimate growth" and the second law of talent development is "the
resources will come when the business becomes attractive to the best-and brightest who adapt
skills to become part of an exciting opportunity".
Some commentators use a similar term for workplace learning to improve performance:
"training and development". There are also additional services available online for those who
wish to receive training above and beyond that which is offered by their employers. Some
examples of these services include career counseling, skill assessment, and supportive
services (Alaska Department of Labor and Workforce Development, n.d.). One can generally
categorize such training as on-the-job or off-the-job. On-the-job training takes place in a
normal working situation, using the actual tools, equipment, documents or materials that
trainees will use when fully trained. On-the-job training has a general reputation as most
effective for vocational work. Off-the-job training takes place away from normal work
situations, implying that the employee does not count as a directly productive worker while
Course: 480, Section: 1, Term Paper: 1, Group: 5
such training takes place. Off-the-job training has the advantage that it allows people to get
away from work and concentrate more thoroughly on the training itself. This type of training
has proven more effective in inculcating concepts and ideas (Alaska Department of Labor
and Workforce Development, n.d.). A more recent development in job training is the On the
Job Training Plan or OJT Plan. A proper OJT plan should include an overview of the subjects
to be covered, the number of hours the training is expected to take, an estimated completion
date, and a method by which the training will be evaluated (United States Department of the
Interior, n.d.).
Wexley and Baldwin (1986) criticized the traditional training and development for its lack
of accountability. The lack of accountability and rigorous evaluation may be attributable in
part to an unfounded belief that “training and development is good for the employees and the
organization; so let there be training budget and training programmed”. This target-based
(e.g., a specific number of employees to be trained during a given year) or budget-driven
(influenced by the availability of time, energy, and resources) training and development
efforts will ultimately lead to the result that “training is only a paid perquisite or free time for
the employees devoid of daily stressors and distractions of the workplace on the one hand,
and a wasteful expenditure for the management on the other”. Sackett and Mullen, (1993)
suggested a broader perspective on a variety of aspects of training process. The purpose of
evaluation is to help organizations make decision about future training activities, and provide
tools needed to assess the type of evaluation possible in a given situation, to conduct the most
informative evaluation possible given the constraints of the situation, and to communicate to
organizational decision makers both the strengths and the limitations of whatever evaluation
data is obtained. Lewis and Thornhill (1994) examined the relationship between training
evaluation, organizational objectives, and organizational culture. Explicit recognition of
organizational objectives linked to an integrated approach to training evaluation will certainly
Course: 480, Section: 1, Term Paper: 1, Group: 5
improve the effectiveness of evaluation. The absence of or ineffective practice of training
evaluation within so many organizational are directly related to the nature of organizational
culture.
Kraiger et. al (1993) Proposed cognitive, skill-based and affective learning outcomes
(relevant to training) and recommended potential evaluation measures. They integrated
theory and research from a number of diverse disciplines and have provided a
multidimensional perspective to learning outcomes and advanced the theory of training
evaluation by providing a conceptually based scheme of learning constructs, measurement
foci, and measurement techniques.
Yadapadithaya (2001) studied the current practices of evaluating training and development
programmes in the Indian corporate sector on the basis of data collected from written
questionnaires mailed to 252 respondent companies – 127 private, 99 public, and 26
multinational corporations (MNCs). The major findings of his study include the following:
High pressure for increased quality, innovation, and productivity acts as a major
driving force for the Indian corporate training and development program.
Most of the key result areas of training and development function are related to the
measurement and evaluation of training effectiveness.
Nearly 86 per cent of the private sector, 81 per cent of the public sector, and all the
MNCs evaluate the effectiveness of training in one way or the other.
The major purpose of evaluation is to determine the effectiveness of the various
components of a training and development program.
Organizations rely mostly on the participants’ reactions to monitor the effectiveness
of training.
Course: 480, Section: 1, Term Paper: 1, Group: 5
An overwhelming majority of the organizations use “questionnaires” as an instrument
to gather relevant data for evaluation.
In most of the cases, evaluation was done immediately after the training.
Majority of the private and public sector organizations use one-shot program design
and more than half of the MNCs also use single group, pre-test and post-test design
for evaluating the effectiveness of training and development program.
Absence of transfer of learning from the place of training to the workplace has been a
major perceived deficiency of the corporate training and development system.
Indian corporate sector is currently facing the challenge of designing and developing
more valid, reliable and operational measures to evaluate the effectiveness of training
and development.
Introduction of the topic:
In the field of human resource management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings (Training and Development, n.d.). Training is an
Course: 480, Section: 1, Term Paper: 1, Group: 5
educational process. People can learn new information, re-learn and reinforce existing
knowledge and skills, and most importantly have time to think and consider what new
options can help them improve their effectiveness at work. Effective trainings convey
relevant and useful information that inform participants and develop skills and behaviors that
can be transferred back to the workplace (What is Training and Development, n.d.). Training
and development is a subsystem of an organization. It ensures that randomness is reduced and
learning or behavioral change takes place in structured format (Training and development,
2007).
TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT
Traditional Approach – Most of the organizations before never used to believe in training.
They were holding the traditional view that managers are born and not made. There were also
some views that training is a very costly affair and not worth. Organizations used to believe
more in executive pinching. But now the scenario seems to be changing.
The modern approach of training and development is that Indian Organizations have realized
the importance of corporate training. Training is now considered as more of retention tool
than a cost. The training system in Indian Industry has been changed to create a smarter
workforce and yield the best results (Training and development, 2007).
Introduction of the Organization:
ACI Limited is one of the leading conglomerates in Bangladesh, established as the subsidiary
of Imperial Chemical Industries (ICI) in 1968. It has been incorporated as ICI Bangladesh
Manufacturers Limited on January 24, 1973. The company was renamed as Advanced
Course: 480, Section: 1, Term Paper: 1, Group: 5
Chemical Industries Limited (ACI Limited) on 5 May 1992. ACI is a Public Limited
Company with a total number of 19,653 shareholders. Among these, there are three foreign
and fifty local institutional shareholders. The company has diversified into three major
businesses. They are pharmaceuticals, consumer brands and consumer products and agro
business.
The company has a large list of international associates and partners with various trade and
business agreements. ( ACI Limited,n.d.)
ACI's mission is to achieve business excellence through quality by understanding, accepting,
meeting and exceeding customer expectations. ACI follows International Standards on
Quality Management System to ensure consistent quality of products and services to achieve
customer satisfaction. ACI also meets all national regulatory requirements relating to its
current businesses and ensures that current Good Manufacturing Practices (GMP) as
recommended by World Health Organization is followed properly. ACI has been accepted as
a Founding Member of the Community of Global Growth Companies by the World
Economic Forum which is the most prestigious business networking organization.
ACI’s vision is to:
Endeavor to attain a position of leadership in each category of its businesses.
Attain a high level of productivity in all its operations through effective and efficient
use of resources, adoption of appropriate technology and alignment with core
competencies. Develop its employees by encouraging empowerment and rewarding
innovation.
Promote an environment for learning and personal growth of its employees.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Provide products and services of high and consistent quality, ensuring value for
money to its customers.
Encourage and assist in the qualitative improvement of the services of its suppliers
and distributors.
Establish harmonious relationship with the community and promote greater
environmental responsibility within its sphere of influence.( ACI Limited,n.d.)
SWOT ANALYSIS:
Strengths:
Course: 480, Section: 1, Term Paper: 1, Group: 5
They have well established brand image and diversified products & businesses. They are well
thought of by buyers. They have well-conceived functional area strategies (production,
marketing, finance). ACI has very friendly environment. They have access to economies of
scale. They have advanced technology. They have innovation capabilities and proven &
capable management. Trainer and trainee both are very cautious to do their best. They have
separate training department which takes care each and every training program very
sincerely. They have high skilled trainers and excellent accommodation for the trainees. ACI
also offers job related in house training which helps the employees to implement their
learning in the job. They also have excellent environment and training materials facilities.
Weaknesses:
ACI has weak market image for few products. They have lack of in-house experienced
trainers. They also have lack of trainers of sufficient on-field experience. They have lack of
training for new entrants in the organization. In ACI, internal trainer mostly trains. They also
need external trainer to bring some variations. The employees are not motivated to do a
training program. The trainings take place in holidays. They need to come to office at
Fridays and Saturdays which demotivate them. The trainings are helpful for other purposes
rather than their scheduled job. As the training programs are long time, they feel boring and
they do not pay full attention which leads to ineffective learning. After an employee finishes
training, the company does not issue any certificate. They do not have any case studies
training.
Opportunity:
ACI is capturing new national and international market. They are expanding product line to
meet broader range of customer needs. They have ability to move to better strategic group.
Course: 480, Section: 1, Term Paper: 1, Group: 5
They have complacency among rival firms and they have also faster market growth. If an
experienced trainer is hired, they can train up a successful team in future. Training programs
add value to performance which will help them in the future to do a particular task. Training
program help them to gain more knowledge they have opportunity to learn professionalism.
They have excellent opportunity to learn new techniques which will help them to do job
duties more efficiently.
Threats:
ACI has well established competitors. There are rising sales of competitor products. They
have slower market growth for some products. They have growing competitive pressures.
Increased inflation of the economy is a threat for them. They have growing bargaining power
of customers or suppliers. Changing needs & tastes of buyers is also a threat for the company.
After receiving a valuable training, if an employee moves to the competitor’s company will
be a great threat for the company as it is a very big loss for that company. Job switching
possibilities can increase as everyone seeks better opportunity to play big role.
Pestle:
Course: 480, Section: 1, Term Paper: 1, Group: 5
Porter’s five forces:
Course: 480, Section: 1, Term Paper: 1, Group: 5
Data analysis:
Question number: 1
For how long you been working for this company?
Course: 480, Section: 1, Term Paper: 1, Group: 5
Table: 1. Years respondents working in ACI Limited.
Less than 1 year From 1-5 years From 5- 10 More then 10 years
02468
10121416
How long you have been working in ACI LIMITED
DISCRIPTION & ANALYSIS:
The graph presents the graphical the number of working years in ACI LIMITED of the
respondents of the survey.
Seventy- five percentages of the respondents, i.e. fifteen out of twenty respondents have been
working in ACI for one to five years. Twenty percentage of the respondent are working for
five to ten years. And rest five percentage are working in ACI for less than a year.
Question number: 2
Have you gone through any training program in your organization? If yes, then name the
training program or the purpose of the training.
Course: 480, Section: 1, Term Paper: 1, Group: 5
Figure: 2. Provide training program for employee by ACI
Yes No02468
101214161820
Received Training from Organization
DISCRIPTION & ANALYSIS:
The graph presents the number of employee of ACI among our respondents received formal
training from ACI.
From the graph it can be said that most of the employee of ACI do receive formal t5raining
from the management for enhancing individual as well as work force as a whole
performance.
Figure: 3. Type of training provided by ACI.
Course: 480, Section: 1, Term Paper: 1, Group: 5
06
1218
Name of the Training
Each and every employee of ACI does receive certain type of training. But there is training
named ‘Magic charting synergy’ which is must for every one. When any employee get
recruited and selected in ACI this is the very first training he/she gets. And then depending on
the work responsibilities and duties the individual get training from the organization. Like
two respondents out of twenty were from HR department and this two respondents did
attended training for Relationship Management. Employee who faces trouble doing work
with Microsoft Office
Question number: 3.
Course: 480, Section: 1, Term Paper: 1, Group: 5
What are the tools used to train employee of ACI?
Figure: 4. Tools use to deliver training program.
Discussi
on
Lectures
Computer base
d Train
ing
Case St
udies
Business
Games
On the j
ob train
ing.0
4
8
12
16
Tools use to deliver training.
As in the answer of the previous question it has been mentioned that every employee receive
a training name ‘Magic charting synergy’ that enables them to perform better day to day
work in the organization and such training are provided using IT. The management have set
the instruction and as well as how to learn from the training for everyone. Employees go
through such instruction and learn from those information and instruction manual. And the
second most used tool is the one the job training. And in few cases they provides training
program through lectures and discussions. They also added tools depend on the type f
training as well as the number of trainee need the training.
Finding problem & solution:
Course: 480, Section: 1, Term Paper: 1, Group: 5
Conclusion:
Course: 480, Section: 1, Term Paper: 1, Group: 5
An Employee Training and Development is essential to the ongoing success of every
organization. Although technology and the internet have enabled global collaboration and
competition, people are the organization’s competitive advantage. Employee training and
development enables employees to develop skills and competencies necessary to enhance
bottom-line results for their organization. Strong team needs individuals who are
dedicated to giving their best at work. Highly self-motivated, committed, ambitious
employees give the most to their company and get the most from their work. But if you
are lacking employee motivation in the work place the effects can be dramatic. Low
team morale, lack of initiative, lack of energy, mistakes and high staff turnover are just some
of the clues that motivation is an issue. These issues are motivation related but training and
an impact on it. If ACI provide proper training and able to change the view of the employee
then it will help the management to get the optimal level of performance. People are the
key resource in any organization. Everyone in every organization no ma t t e r
wha t t he p roduc t , s e rv i ce o r t he i r pos i t i on ha s t o a ch i eve r e su l t s w i th
and through the efforts of other people. The main premise is that in order to work effectively
one need to develop insight into what motivates individuals and teams to maximize
their performance. Armed with this fresh perspective, you can then manage your
interaction w i th o the r s t o ensu re t ha t t hey work w i th a s ense o f
commi tmen t r a t he r t han mere ly complying with the minimum needed to get by.
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