Conflict English Essay

ESSAY PLAN CONFLICT – SHOULD I PURCHASE A 1940'S GENUINE MINK FUR COAT OR NOT? Opening para – browsing Ebay, personal dilemma over ethics, state below my personal argue for and against purchase and wear of said coat FOR animal is dead – (dead over 70 yrs), not slaughtered for me, mink farms don't exist any more, can't save them now * timeless and classic piece – should be enjoyed so wear it, take care of it, piece of history * cost effective purchase from ebay – have to go abroad to get this item (eastern europe), cost of shipping, worry, uncertainty, purchase not protect like on ebay * it's recycling – why destroy piece of art, left in dusty warehouse, eat by vermin, so enjoy craftsmanship, coat hand crafted, many hours work * can't buy something like this today – source abroad for similar * warm and luxurious – eskimos wear real fur, we don't get that type of weather, feels second to none, quality, depth, finish which is rarel y seen nowadays * statement piece – unique, never a coat like this, proud and honoured to wear it, exquisite AGAINST ethically wrong – slaughter for cosmetic is barbaric, educated people shouldn't wear it * target for activist – eg, tin of paint thrown at a woman * may encourage other to wear real fur – could in increase market interest eg stoles, hats etc, may lead to a ‘black market' trade * may be smelly – real fur has a certain smell, stinks when wet, rains a lot in UK, wet dog (yuk) * only an occasion piece – not worn daily, kept locked away, no max enjoyment, scared to wear it * conclusion – didn't buy, would feel uncomfortable in myself, dearly loved to own a piece of history, conscience won't allow, olden days this garment was common not now, made and worn in an era where there were no animal rights activist, can't take a life to adorn ourselves, it's a selfish and barbaric act to wear one. QUESTION GCSE LEVEL (GRADED A* ) The web host of a creative writing website approaches you to submit some writing for it. This month’s theme is â€Å"Conflict†. You have complete freedom in your choice of form, but are asked not to make what you submit longer than 1,000 words. Write your piece for the website. CONFLICT â€Å"Should I purchase a 1940’s genuine mink fur coat or not? † Recently I was browsing ‘eBay’ on the internet looking for a winter coat when I came across the above. I bid for the item and then began a personal dilemma over the ethics of whether or not I should own a coat such as this.Below is my own personal argument as to whether or not I should indeed purchase and wear a real fur coat. Argument for purchase * The animal is dead; in fact it has been dead for over 70 years. The mink has not been slaughtered for my pleasure alone and mink farms no longer exist in this country. No matter what I do, I cannot save it now. * It is a timeless and classical garm ent and should be enjoyed. The only way to do this is to wear it, take care of the item and treasure the fact that I own a piece of history. * It is recycling – what is the point of destroying a beautiful piece of ‘art’. Do you leave the coat in a dusty warehouse to be eaten by rats or mice, or do you enjoy the craftsmanship and work of art?These coats were hand crafted and took many, many hours/weeks to complete. * It would be very cost effective to purchase a fur coat from eBay. If I were serious about purchasing real fur, I would probably have to go abroad, say Eastern Europe, to source such an item. Then there is the cost of shipping and also the worry of buying from an unknown source. I may not be protected in my purchase like I will be with eBay. * I will never find a garment like this in a shop nowadays. Again, I would have to source the item most likely abroad and there are too many uncertainties. * It will be warm and feel luxurious to the touch. Eskimos wear real fur to eep themselves warm and although England doesn’t experience weather such as theirs, it will still keep the chill at bay. Also the feel of real fur is second to none. It has quality, depth and a finish on the garment that is rarely seen on mass produced items that are manufactured today. * It is a statement piece, and unique, there will never be another coat like this, ever and I would feel proud and honoured to wear such a garment as exquisite as this. Argument against purchase * It is ethically wrong. Slaughtering animal for cosmetic purposed is barbaric and as an educated individual I do not stand for much by wearing such a garment. * I may become a target for activist.For example, I once read in the newspapers that a woman who was wearing a real fur coat had a tin of paint thrown over her. * It may encourage others to wear real fur and this in turn could create a market for garments such as real fur stoles, hats, jackets etc. It may even create a ‘b lack market’ for real fur items. * I believe real fur has a certain ‘smell’ to it, made particularly prominent when wet. I do not like the idea of being caught in the rain wearing the coat only to find I smell like a wet dog. Also it rains all the time in England! * It would be an occasion piece. I would certainly not wear it daily, therefore would I get maximum enjoyment out of it? Would I be in fear of wearing it? Would it end up just sat in the wardrobe?Therefore, in conclusion to my personal conflict, I decided not go through with the purchase. I felt I would not be comfortable, in myself, wearing this coat. I would have dearly loved to have owned this piece of history, but my conscience would not allow it. In times gone by, garments of this nature were common place amongst the wealthy and in an era where animal rights activist were virtually unheard of; real fur coats were not an issue. Nowadays, many of us consider ourselves equal to animals and that we sho uld not take their lives just to adorn our own bodies. In my opinion, this would indeed be considered a selfish and barbaric act. (707 words)

Judy Garland essays

Judy Garland essays Little do most people know that Frances Ethel Gumm was one of the greatest actor and singer of all time. I know you are probably thinking well than why have I never heard of her. The reason you have never heard of this astounding actress and singer is because she is better known as Judy Garland. My purpose for this paper is to inform many Garland fans of not only her achievements but to let you know of some of the obstacles she incurred behind the scenes of her acting/singing career. Judy did not have much of a childhood due to her early start in the music business. It was at the age of thirty months when Judy held her first performance singing Jingle Bells on stage at her fathers theater. From there performances never stopped for the young Judy. At age, five her and her other two sisters began the Gumm Trio whose name later changed to the Garland Trio. This was a suggestion made by George Jessel after he heard some of the audience poking fun of the girls last name during a performance. Once the Garland Trio became more popular Judy finished elementary school and began school at Lawlers Professional School in Los Angeles. It was after one of the girls concerts in 1935 that Judy signed a 7-year contract with MGM. This contract was the only one MGM had ever signed without screen or sound tests. Why you might ask would MGM take such a risk. This is what they had to say Judy couldnt read music, had never had a dancing or singing lesson, but she was bright and inve ntive and powered with a fantastic drive.... She could read pages of dialogue just once, then go through a scene flawlessly. She was born to be a star. Later Judy began to attend University High School then eventually entered the school at MGM. Here she began movies. Her first film was Every Sunday Afternoon. This film sparked her acting career. From here she appeared in many great mov ...

Quality Assurance Research Paper Example | Topics and Well Written Essays - 500 words

Quality Assurance - Research Paper Example Section 46.703 of the FAR spells out the criteria for use of warranties. Federal Acquisition Regulation (FAR 46.7) outlines that the application of warranties is not mandatory. Nevertheless, if the benefits to flow from the warranty are proportionate to the cost of the warranty, the Contracting Officer (CO) should consider placing it in the contract. FAR Subpart 46.703 demands that the CO evaluate the form and application of supplies and services, the cost, administration and enforcement, reduced requirements, and trade practices (National Archives Records Administration, 2010). The rationale for incorporating a warranty should be documented within the contract file. The CO should consider the following factors when weighing in on warranties; nature and application of supplies or services, cost, trade practice, administration and enforcement, and minimized requirements. The nature and application of the supplies or services is influenced by factors such as degree of development, state of the art, end use, complexity and function, degree of development, probable harm to the government in instances in which the item is defective, and complexities in detecting defects prior to acceptance. Warranty clause does not limit the government’s rights under the inspection clause (Subpart 46.3) regarding latent defects, fraud, or gross mistakes that are tantamount to fraud. Subpart 46.706 (warranty terms and conditions) facilitates the pricing and enforcement of warranties whereby CO should ensure that the warranties state concisely the precise nature of item and components that the contractor warrants, scope and duration of the warranty, and extent of the contractor’s warranty inclusive of contractor’s obligations to the government for violation of contract (Meagher & Rennie, 2001). Contractor obligations under warranties encompass to all defects discovered at the

CANNIBALISM Essay Example | Topics and Well Written Essays - 500 words

CANNIBALISM - Essay Example In two fascinating articles on the subject, Billman, et al, and Dongoske, et al, explore these questions. In Billman's article, the archaeologists explored a site in Colorado, dating from about one thousand years ago. The authors describe the sites in detail and provide maps. A number of items were uncovered including tools. But the main discoveries are a number of disarticulated human bones consistent with the practice of cannibalization. A human coprolite also suggested that the people at the site had been consuming human flesh. The authors are careful to distinguish between different types of cannibalism. They carefully describe both: [I]n situ floor deposit sites and secondary deposit sites, might represent victim and perpetrator communities. At victim sites, villagers were killed, processed, and probably at least partially consumed. At perpetrator sites, captives and body parts would have been brought back, consumed, and then disposed of in a manner similar to routine food refus e. If in situ deposit sites and secondary deposit sites do represent victim and perpetrator sites, then high ratio of victim to perpetrator sites (8 to 1) in the Mesa Verde region suggests that cannibalism never became a multigenerational and institutionalized practice (Billman, et al, 2000).

Employment Law essay Example | Topics and Well Written Essays - 2000 words

Employment Law - Essay Example Along with this transference, the company requires the redundancy of thirty-five employees out of total fifty employees in the South Sea centre because of bad reputation of the centre and lessening memberships. The company, Keep Fit & Well Co Ltd has a high turnover, but it is liable for unfair dismissals of employees and in case of downsizing or transferring, it is again accountable to the employees. This paper offers legal advises to Abe, Donald and Esme and finally to the employers and employees involved in the transference of Fareham centre to the Fitness Freaks, as many employees have to face redundancy. The employees are highly affected by wrong decisions taken by the company’s administration. In addition, legalization of every employment action is necessary in order to work without any legal claims. Abe has been wronged, as Cathy, the manager of the South Sea centre unjustifiably accused Abe of theft and pushed him into dismissal. She took a one sided decision based on her own will that comes into the category of discrimination. She also dismissed Abe unfairly calling legal action. She conducted the investigation after dismissing Abe, however, she was supposed to investigate the matter beforehand. In Abe’s case, the role of employment tribunal, unfair dismissal and dismissal based on discrimination must be considered in detail to come to a conclusion, as what Abe can claim for the injustice. Employment tribunal resolves conflicting situations between employers and employees and the matters, it usually solves are related to unfair dismissal, redundancy and discrimination1. In addition, the employment tribunal is also referred to be accessed as per ACAS guidelines related to disciplinary rules and procedures2. Unfair dismissal can be explained in legal terms as inability of the employer to provide a justified reason for dismissal of the employee, failure of the employer to follow the legal processing of dismissal or a dismissal based on unfair reason.

Training and Development Initiatives in an Organization Essay Example for Free

Training and Development Initiatives in an Organization Essay Training and development refers to the process to obtain or transfer knowledge, skills and abilities (KSA) needed to carry out a specific activity or task. It includes not just factual and explicit KSAs but also incorporates KSAs that are often difficult to articulate. Training and development will assist employees in the use of new technologies, and communicate and function better in improvised work systems. In order to meet the current and future challenges, training and development assumes a wide range of learning actions, such as training of the employees and knowledge sharing, which would then expand individual and organizational effectiveness. Thus, this would then allow the organization to fully utilize employee’s tacit and explicit knowledge and expands individual, group and organizational effectiveness. Why is Training and Development Important? Organizations are experiencing great, rapid changes due to new technologies, corporate restructuring, continuous rising competition and globalization. These factors have increased the importance of learning and capitalizing on human capital in order to have a sustained competitive advantage over the competitors. Tracey (2003) defined human capital as ‘the people that staff and operate an organization as contrasted with the financial and material resources of an organization. ’ Tracey (2003) also states that human resources refer to the organizational function that ‘deals with the people who manage, produce, market and sell the products and services of an organization. A comprehensive training and development program helps in the consideration of the knowledge, skills and attitudes that are needed to achieve organizational goals and to create a competitive advantage. (Peteraf 1993) Training and development process has assumed a strategic role in organizations. (Stavrou et al. 2004; Apospori et al. 2008). Apospori et al. (2008) had deduced that there is a considerable impact of training on employees’ performance. With the right training and development strategy, rganizations can benefit though enhanced innovation, efficiency, productivity and improvement in the quality of products and services they will be able to provide to their customers. This will yield higher financial gains and it will definitively enhance the organization’s reputation and allow the organization to compete competitively in its industry. Organizations that are consistently and extensively creating new knowledge implements it quickly within its organization through the adoption of new technologies. These activities determine a learning organization, which realize that creation of new knowledge through training and development is becoming the key to success (Vemic, 2007). Training and Development Initiatives: How and why the relationships are expected? Given that human capital play an enormous role in an organization’s competitiveness, training and development initiatives are designed in a way that will help the organization successfully implement its strategy and reach organizational goals. Training is regarded as critical to employee skill acquisition and has been shown to improve productivity at organizational and individual levels (Bartel, 1994). Training and development does increase employment duration and continuity (Gritz, 1993) and managerial advancement. Organization managements have also realized that training and development is an imperative procedure that can contribute to employees’ increased work morale as well as increased motivation and job satisfaction. With an increased motivation and job satisfaction, this would ultimately improve employees’ performance in the organization. Studies have also shown positive relationships between training and development strategies and employees’ performance and work morale (Vemic, 2007). This is especially so as the relationship between the organization and the employee has changed tremendously over the years. There is a greater importance and value attached to employees’ contributions. In today’s society, employees play a key role towards establishing a successful organizational performance. Training and Development has Positive Impacts on Employee’s Work Morale/Motivation Studies have also found that the success of training and evelopment is directly related to the degree of employees’ motivation (Colquitt, LePine and Noe, 2000). This is because employees’ motivation/work-morale is derived from the training and development opportunities, which allow them to enhance their skills and move up the corporate ladder. Employees consider training and development a non-monetary incentive or a form of reward for an employee. (Fischer and Nunn, 1992) In addition, when employees are selected for training and development programs, it increases employees’ post-training organizational commitment, self-efficacy and training motivation. Employees tend to feel a higher job satisfaction and empowerment in their workplace. Thus, the higher the training motivation, the more the employees are willing to participate in future training and development programs and the better the employee’s work morale/motivation becomes (Tharenou, 2001). Training and Development has Positive Impacts on Employees’ Performance Training and development allows organizations to achieve management objectives, resolve issues and align cultures to their mission and values. With training and development, employees learn new skills and knowledge, such as specialized skill training, which not only increase safety and productivity but also leads to improved employees’ performance. Studies have also found that it increases efficiencies in organizational processes and an increased capacity to adopt new technologies and methods. In Chart’s (2000) Exploratory Benchmark Survey, 70% of the respondents have agreed that training and development has a positive impact on their work performance and organization’s ability to improve occupancy and overall financial profitability. In addition, well-trained employees are also happier with their jobs and are more likely to stay, hence increasing the retention rate in the organization (Berta, 2001). Theoretical Gap: Training and Development can have Negative Impact on Employees’ Performance and Work Morale However, training and development can also have negative impact on employees’ performances and work morale. In every organization, there are underrepresented groups who have fewer hours of training and development than others. Some are even deprived of training and development opportunities. For example, research has found that women are likely to gain fewer hours per year of training and development than men because they are at lower managerial levels. It could also be due to the fact that mostly female employees are having additional responsibilities from their families. Similarly, those with disabilities and from non-English-speaking backgrounds are found to have less training and development opportunities. Secondly, studies have also suggested that employees who are not selected for training and development programs will feel a high and intense level of deprivation in the organization. When employees are deprived of training and development opportunities, they tend to reflect on the loss and the valence of the outcome. This reflection leads to thoughts about how their outcomes could have been different if they were given the opportunity to participate in the organizations’ training and development programs (Epstude Roese, 2008). This would then lead to the recognition and resentment of this deprivation. Deprived employees will then start evaluating the unfairness and their disadvantaged situation. As a result, it further decreases their intention to participate in future training and development initiatives, as they feel resentful. Therefore, deprived employees may perceive unfairness in the organization’s structure and this will negatively affect and impact on their work performance and work morale/motivation. Lastly, training and development can also have negative impact on employees’ work morale/motivation especially when employees have participated in the training and development courses but there is no sense of self-efficacy in the workplace and employees feel alienation. In this case, employees’ work-morale/motivation is measured at a higher level such as the responsibilities given to the employees, the avoidance of routine tasks and the employees’ participation in organization’s decisions and strategic planning. Instead of feeling motivated after training and development, if the employee is not given the recognition or the desired opportunities to take up distinguished leadership roles in the organization, they become resentful, which will then affect their work morale and result in negative work performance (Pettigrew, 2002). Conclusion Overall, this research takes a step towards better understanding of the extent to how training and development initiatives in an organization can impact on employees’ performance and work morale/motivation. As the global economy becomes increasingly knowledge based, the acquisition and development of human capital has become increasingly essential to firm’s sustainability and success. Organizations often carefully select workers who are willing and eager to participate in training and development initiatives. However, organizations must have a better understanding about what their employees want to learn and improve in (Maxey, 2002). In addition, organizations should also provide equal and fair advancement opportunities to all employees within the organization, regardless of factors such as gender and work experience. Based on the above analysis, future research should focus on employees’ motivation for training and development. This would allow organizations to better identify the various reasons their employees are motivated to attend training and development programs. With a better understanding in this area, organizations can utilize these motivational factors to increase employees’ willingness and desire to participate in training and development programs. As such, this can then improve their work-morale and work performance. In addition, future research should focus on how to establish a fair training and development procedures as these procedures are important cues to employees about their worth within the organization and it also communicates respect and value to their employees (Smith Tyler, 1996).

Analysis of the Coffee Industry in Ethiopia

Analysis of the Coffee Industry in Ethiopia SUMMARY Ethiopia is the home and basis of inherent resources and coffee Arabica diversities. It relies greatly on export of key agricultural products in which coffee is the major and significant crop. The country has a reputation of high quality coffee due to its branded varieties of coffee. But, most of the coffee farmers in Ethiopia are not capable of getting the benefits connected with production and marketing of a finest quality product due to production, institutional and organizational supports, storage and functioning of domestic and international market related constraints (ODI, 2009). Smallholder farmers are the main producers of coffee by contributing 95 percent of the total coffee output in Ethiopia. However, the different challenges faced by coffee farmers chiefly affect their livelihood and discourage them to engage actively in the process of coffee production and marketing which lead to a significantly decreases in the country’s foreign exchange. This suggests that it is very critical to study and monitor systematically the production and marketing systems in all coffee growing areas of the country for the sake of planning and designing suitable research and development interventions that are applicable to the specific systems. Thus, the purpose of the study is to analyze the trends of coffee sector in Ethiopia in general and generate baseline information on production and marketing of coffee in Mana woreda of Jimma zone, one of the coffee growing areas of Ethiopia in particular by concentrating on parameters like production, marketing, institutional and organizational support conditions and challenges and opportunities of the farm households. To achieve the objectives of the study, Mana woreda was purposefully selected. A two stage random sampling technique was applied for the study as there were two sample units, i.e., Kebeles (Peasant Associations) and farm households. In the first stage, four kebeles were selected randomly out of 27 kebeles in the study woreda. In the second stage, a total of 90 farm households were selected randomly from all of the four kebeles to generate a year round primary data on coffee production and marketing by means of semi-structured questionnaire. The required secondary data were also collected from relevant data sources. Microsoft Excel 2010 was used to enter the row data and exported to the statistical software called â€Å"SPSS version 20† to analyze the data for descriptive statistics method of analysis. The socio-economic characteristics of the sample respondents in the study area revealed that majority of coffee farm households were males (93.3%) whereas the remaining were females. The age of the farm household head ranges from 20 to 68 years. The average age of the coffee farmers was 42.23 years. About 90 percent lie within the most actively working age category (18-64 years). 92.2% of the farm households were married while the rest were widowed and single. The average family size of the farm households was 5.44. The distribution of household heads by their level of education showed that about 42.2% of farm household heads were illiterate and 27.8% can read and write. 24.4% had formal education up to grade 8, while 5.6% attained secondary education and above. An average dependency ratio of farmers is 0.71, which is better off compared to the national average, i.e., 0.97. All of the farm households in the study area were practicing farming activities, where cultivation of coffee took the major share. Coffee production (forest, semi-forest and garden coffee) is the main means of livelihood. Grain production (mainly Maize, Sorghum and Teff), Fruit production (especially Avocado) and Off-farm activities are also reported as the other means of income for the farm households. The coffee farmers have an average of 21 years of farming experience (ranging from 4 to 38 years) in coffee production. The majority of the sample farmers (82.2%) own the land between 1 ha and 3 ha. The average land holding in the study area was 1.84 ha per household (min. 0.5 ha and max. 6 ha) which is two times more than the national average (0.8 ha). About 67.8 percent of smallholder farmers acquired their land through inheritance from their families and 27.8 percent has got the land officially from the governed kebeles (Peasant Associations) through redistribution. The study found out that crop production is the primary farming activity in the study area where cultivation of coffee took the major share. Coffee production (forest, semi-forest and garden coffee) is the basis of livelihood for the farmers. Farm households allocate larger portion of their land for coffee production and used inter-cropping method of producing coffee with other crops mainly for consumption purposes and some of the crops helped to produce more coffee by serving as shade trees. Majority of the farmers owned forest and semi-forest coffees. Only 10 percent of the farmers cultivate garden coffee. The average yield of produced coffee was 13.33 quintal/ha which is larger than the national average (7.2 quintal/ha). All of the farmers produced both red cherry and sun dried coffee. The proportion of sun dried coffee (63%) is higher than that of the red cherry (37%). Farm households used different sources of labor for their coffee farm work (such as land clearing, planting and harvesting) in the study area. The major source of labor was family labor (75%). Traditional form (Debo) and hired labor were also the other sources. The entire coffee farmers were not used inorganic fertilizer, and chemical inputs like insecticide or pesticide for their coffee production. But majority (64.4%) of the farmers used traditional or organic manure instead of chemical inputs. This confirms that the type of coffee produced in the study area was naturally organic. They also have a habit of planting new coffee seedlings which are provided from their own nursery, local market and woreda ARDO. Coffee is harvested at the full maturity stage and stripping method of harvesting is mainly used since majority of the farmers owned forest/semi-forest coffees. Coffee farmers used traditional and temporary storage houses with poor storage facilities which affected negatively th e inherent qualities and appearance of the green coffee. Results about coffee marketing showed that coffee growers, local collectors, wholesalers and cooperatives participated in coffee marketing channels with an availability of market places near to villages and with easy road access and proximity to larger towns. Farmers sell their coffee in the form of red cherry during harvesting and in sun-dried form after storing for some months for cooperatives, local collectors and wholesalers. The prices of red cherry and sun-dried coffee in the market were not stable and fluctuating from time to time. Meanwhile, the trend of coffee market is apparently decreasing across time as a result of this fluctuation and volatility of coffee price. Cooperatives purchase the majority of the red cherry coffee and give better coffee prices more than the local traders. Farm households were forced to sell their coffee produce at a lower price to local traders who exclusively set the price when cooperatives are inactive in the market due to absence of collective bargaining power and lack of price and market information. The principal cost of the farmers was cost of transporting coffee to the market followed by labor cost. Regarding with institutional and organizational support schemes for coffee farmers, denial to formal credit is predominant for majority of the farm households despite the closeness to financial institutions in the study area due to restricted criteria or inappropriate loan terms (related to grace period, duration of payment and collective eligibility), high rate of interest and inaccessibility of credit agents. The extension services provided for farmers from DAs were not adequate and effective enough to support farmers in order to enhance their coffee production and marketing activities because of shortages of technical expertise, facilities as well as ineffective means of communication. Primary cooperative associations which deal with coffee are found in the study area and most of the coffee farmers (85.6%) are members. The members are mainly benefited from cooperatives in getting better price than other traders, accessibility to sell their coffee products, transportation, provision of credit and training services. Thus, cooperatives are playing a vital role in improving the production and marketing problems of coffee farmers. Coffee farm households in Mana woreda faced both production and marketing problems. One of the most frequent production problems encountered by coffee farmers was coffee berry disease. This is exacerbated since all of the farmers are producing organic coffee which excludes the use of fungicides and other chemicals. High number of old trees death and shortage of shade trees; absence of improved technologies or traditional way of production; inadequacy of appropriate extension services with qualified experts; change of weather condition; scarcity of land and shortage of improved seeds and its higher cost were the other production constraints faced by the coffee farmers. The most frequent marketing problem was coffee market price volatility. Transport facilities; lack of price and market information; absence of collective bargaining/price setting; lack of access and availability of credit; middle men interference; theft; and traditional storage facility and packing materials were also t he subsequent marketing problems of coffee farmers in the study area. Despite the challenges, there are also opportunities for coffee farmers in Mana woreda. Suitable agro-ecology, accumulated traditional or ancestral knowledge of farmers with experience; better access to infrastructure and proximity to local market places; variety of coffee types suitable for roasting industries; cheap provision of labor; growing domestic coffee consumption and a scope of value added niche product are the main opportunities. Therefore, relevant development programs that participates the farming community under the prevailing farming system should be planned and effectively executed. A number of actions need to be undertaken in order to promote the development of coffee market chain. This particularly includes, capacity building, technological applications and improved extension services. Institutional and organizational support condition is also a key to improve the coffee production and marketing constraints of farm households. In this ground, emphasis should be given to expand transportation system and storage facilities, offering formal credit and effective extension services and strengthen cooperative associations to support farmers in coffee production and marketing.