Very womanly in behavior Essay Example for Free

Very womanly in behavior Essay Lina Wertmuller’s Swept Away original full title in Italy â€Å"Travolti da un Insolito Destino Nell Azzurro Mare dagosto† which means â€Å"By an Unusual Destiny in the Blue Sea of August†. The main setting of the movie was basically the ocean and the island where the two lead characters where stranded. The setting in the movie reflects a lot about the temperaments of the characters. It didn’t serve just a simple background but also speaks for itself and consequently telling a story. The vast blue ocean symbolizes power and beauty of Maria Angela Melato’s character. She is rich and beautiful. Just like the ocean, once you are under her vastness and beauty you cannot do anything but to sail by her command. The ocean is beautiful but also full of wrath. By a mere look, it is hard to predict what the ocean can do. It can destroy huge ships in a blink of the eye or it can give you a smooth cruise experience when it is serene. Very womanly in behavior. On the other hand, the island symbolizes domination. Whoever has access to resources dominates. As a matter of fact, that is exactly what happened to the characters of Giovanni and Maria Angela when they got stranded in the island. Since the character Maria Angela grew up rich and spoiled, she was not oriented to labor and hardship. However during her stay in the island she had to follow whatever the character of Giovanni wants since he has the resources. There were scenes in the movie when Maria Angela had to wash Giovanni’s clothes in exchange for food. In general, as aforementioned, the setting of the movie tells a story. The romantic sceneries of the dusk and dawn in the ocean view are very endearing. Somewhat telling that however wrathful a character something, there comes a point when it calms down shows love.

Customer Satisfaction, Loyalty, and Empowerment Essay Example for Free

Customer Satisfaction, Loyalty, and Empowerment Essay 1. Should a company be happy or concerned if most customers are satisfied? Satisfaction of the consumer is one of the main goals for a company to achieve. Customer satisfaction is defined as the feeling that results when an offering meets a consumer’s expectations. Companies around the world are doing many surveys, in order to measure the satisfaction of their consumers because the importance of consumer satisfaction is one of the main factors for a company. According to the question, should a company be happy or concerned if most consumers are satisfied, the answer is concerned. The reason of this answer is that if all consumers would be satisfied then it is okay, but in this case not all consumers are satisfied, so there are some consumers who are not satisfied. The company should work hard in order to not leave space for concerns for these people who would be unsatisfied. These unsatisfied consumers would have a big influence on the company because these consumers express their concerns to other people and then other people might not want to buy anything from that company. However, one of the main strategies that companies use to achieve their goals of satisfaction is to influence the consumer’s expectations. Customer’s expectations should be very high because if the product or service doesn’t meet their expectations they would be unsatisfied and have a negative perception. Marketers should make their expectations a bit lower so the service or product would exceed their expectations and then customers would be very satisfied. An example of consumer satisfaction would be like this: I usually order pizza at the restaurant called Extreme Pizza so then they deliver it at my home. They always bring it on time so they never are late, and also the food is warm. I am very satisfied with the product and service they provide to me. However, one day I heard my friend complaining about a restaurant service and then I asked him why so, and I realized that he was talking about the same restaurant that I order pizza. He said many bad things about that restaurant, then he told me that delivery is always late so then the food is cold. He also complained that he pays much more money because his house is far away from this restaurant. Therefore, I think that the reason of this problem between my friend and that restaurant is that the location of the house, so it is normal if the delivery is late and the food is cold. However, my house is near the restaurant, so I don’t face these problems. In the end, the difference is that I am very satisfied with their products and service but my friend is not satisfied and told everyone about the bad issue he experienced with that restaurant. To sum up in other words, all companies should be concerned with that percentage of people who are not satisfied even if the number of these people is low because negative things are spread much faster to others and positive ones. 2. Create a loyalty program for AUK with the 4 positive effects in mind Loyalty programs are a type of sales promotions defined as the efforts to reward frequent purchases or consumptions of customers. Anyhow, we have to point out the difference between loyalty and loyalty programs. Loyalty is the attitude of customers for a particular brand. It is divided in two dimensions, behavioral and attitudinal loyalty. Behavioral loyalty is a degree where customer buys the product regularly and does not respond to competitors. Attitudinal loyalty is the degree where customer prefers or likes the brand. There are four positive effects of loyalty programs longevity effect, the blocker effect, spreader effect, and the accelerator effect. Longevity effect is the process of lengthening of the lifetime value of customers by increasing their switching costs. Blocker effect is the process of blocking out marketing communications from competitors. Spreader effect is the willingness of customers to buy related products from a marketer. Accelerator effect is the process where customers speed up to make purchases in order to get to the next level of their loyalty program offers. AUK Loyalty Program The loyalty program tends to encourage customers to buy a product and make customers come again to buy the product. In AUK, students not only can pay for their tuition but also for extra lectures such as cisco, summer program etc. Moreover, AUK could have a loyalty program in a way from those students who come from the same family and town. When a student attends AUK, then he or she will have a 50% discount from the actual price for cisco. Also, summer program is one of them that make a discount for AUK students each summer. Furthermore, AUK provides a 15 % discount of price for a second person from the same family and 30% for the third. Even though, all students of AUK would have the opportunity of 20% reduction in price for work and travel during the summer in the Unites States, with the company called â€Å"Zip Travel†. Therefore, this loyalty program would have 4 positive effects. One of the longevity effects is that AUK attracts students from the same family to join AUK w ith a discount in price. For example, I have a friend who joined AUK last year, which he has a brother here at AUK who is going to graduate next quarter. He told me that, he did not even think to come at AUK but his brother convinced him to make such a decision and attend AUK. Also, he mentioned that AUK offers a 15% discount in price for the second person of the same family. Maybe the discount and quality that AUK provides encouraged my friend to register in. The blocker effect is also included to the loyalty program of AUK because it provides for its customers extra courses such as Cisco located in the Blue Building at AUK. All students of AUK would have 50% discount in price if they want to take those IT classes. Therefore, when students hear about this offer, they do not bother to go somewhere else and take these classes because this offer with a cheaper price is all right. Therefore, this is how AUK loyalty program blocks out marketing communication from competitors. The spreader effect would be also included to the loyalty program of AUK. For example, I know a friend who participates in every summer program that AUK offers. He told me that, he is very satisfied with the lectures and professors of AUK and that AUK offers a discount for its students who want to participate in the summer program. These are the reasons why he enjoys taking every year classes at AUK during the summer season. Therefore, he is loyal to AUK and does not want to take summer courses in other countries as some students do. The accelerator effect is also one of the loyalty programs included at AUK. An example that AUK offers would be that if in AUK are three students that come from the same family, the second would have 15% discount and the third would have 30% discount. By this offer AUK attracts its students to invite its family member attend at AUK because of the price discount they offer to them. If my brother would come next year at AUK, he would get 15% discount in price, but also if in the following year would come my sister then she would have 30% discount which is a very good offer in attracting more people. In other words, the more people of your family, much cheaper it would cost to you.

Performance Appraisal: Functions and Implementation

Performance Appraisal: Functions and Implementation Chapter 1: 1.1 Introduction This dissertation project has been undertaken for the fulfilment of the business degree MBA, General Management from the University of East London. The findings of this dissertation will contribute to concerned company and the author to complete the MBA degree. At the beginning, a leading mobile tele-communication organisation in Bangladesh named Banglalink was chosen as the research organisation. In the middle of the study, the management refused to cooperate with providing information. As a result the author had to find and choose a suitable company to collect research information and data to finish the study. Secure Facilities Management Company Ltd. (SFM) was the new company chosen to finish the research. The introduction chapter gives an overall idea about the study. In this part, the background, objectives and research questions and the structure of this dissertation will be discussed. 1.2 Background of the Study The study discusses about the functions and the implementation of performance appraisal in the new era. The concept of ‘Welfare Personnel was developed in the end of the British golden colonial history by the humane concerns of some business families like Cadbury and Rowntree. Then within the next century, the concept had changed and became Personnel Management and later on Human Recourse Management. Now the world has just entered into a new millennium and the concept of human resource management has become a strategic partner for the business organisations. (McKenna Beech, 2008:2 3) Organisations require many things in order to be effective, a method for producing a product or service, financial resources, a way of marketing and human resources. While all of these are important to organisational effectiveness, the only factor that represents a potential competitive advantage is human resources. This is why the concept of human resource management is s important to every organisation.. The basics of managing people are getting people, preparing them, stimulating them motivate them. To manage human resources in any organisation the following questions are to be considered: (Dessler, 2005:4-5) Are the persons hired for the job wrong? Is the organisation able to milk out the best from the employees? What is the most frustrated area of human resource management? Is the rewarding system working properly? The above refers to how people worked in the past, what changes are required in future to make the production system effective, what are the weaknesses of the system and how to improve. These actually refer to the evaluation of employees of job which is called Performance Appraisal. Performance appraisal system is an important function of personnel department in any organisation. The system has a close relationship between organisation goals and individual performance. The performance appraisal system represents a year round exercise of managing individual performance in an integrated manner with a view to enabling employees to perform at their performance standards. (Dessler, 2005:310) With the view of increasing organisational effectiveness through the effective management of human resources, the organisations use different methods of appraising performance of their employees. For this research a small security service company named ‘Secure Facilities Management Company Ltd. (SFM) a private single owner security service company has been chosen. SFM became a successful organisation in the last few years. Their high standard efficient employees are one of the key factors for their success. For that, SFM has been chosen to practice the theoretical knowledge and to get familiar with the existing system of Performance Appraisal of a small private company. 1.2 Research Question In general, most of the organisations have a kind of formal or informal performance appraisal system. Through the performance appraisal system, the employees get to know their performance standards, which area of their performance needs to be developed etc. The supervisor also provides them with feedback, development and incentives to help them eliminating their performance deficiencies. If performance appraisal system is effectively used, it can improve attraction motivation of the employees on the job. If inappropriately used the appraisal process can have disastrous effects (Dessler, 2005:310). Hence the discussion leads to the research questions: What is the level of understanding and compliance of the employees on performance appraisal? What are the reactions of the employees regarding the performance appraisal? What are the constraints of the performance appraisal in practical life? 1.3 Aims and Objectives of the Study The research has been undertaken for the fulfilment of the requirement for completion of MBA, General Management for the year 2008/2009. This is mainly aimed to develop the job expertise in the performance appraisal activities under the guidance of expert faculty member of University of East London. It is really a difficult task to assess consistency, relevance and reliability of the tools and techniques of the system, however and effort is made to have some ideas about the matter. 1.3.1 Aims The study mainly aims at knowing about the awareness, the level of understanding and compliance of the employees of SFM regarding performance appraisal system. The study attempts to analyse the present performance appraisal system and the role of both appraisers and appraises in connection with the implantation of the system in real life situation. 1.3.2 Objectives To be acquainted with and acquire practical knowledge regarding performance appraisal system of an organisation. To relate the theoretical knowledge of performance appraisal with practical implication. To determine the acceptability and reliability of the performance appraisal system in a certain organisation. To assess the constraints/factors which influence the performance appraisal system. 1.4 Scope of the Study Target group includes officers of all level. The working forces those who are working in the head office and also in the other sites. Value Perception of both appraisers and appraises of the organisation under study. 1.5 Limitations of the Study While preparing this report, the following limitations had been faced: At the beginning a renowned mobile Tele-communication company in Bangladesh, Banglalink, was chosen for the study but they refused to deliver any information and cooperation just one and half month before the submission date. As a result, the author had to choose a small security company, Secure Facilities Management Company Ltd. (SFM) to carry on and finish the study within such a short time. SFM has a master plan on performance appraisal, but at present implementing a part of it. As a part of the business strategy, SFM did not provide all information on their performance appraisal procedure. The major limitation of the study was the lack of time for such an intensive work which compelled the author to narrow the scope of the study. All officials were very busy with their own assignments. As a result, they had a little opportunity for giving much time in this regard. Limitation was faced on the volume of the report due to which many relevant and important things will remain unexplored in detail. 1.6 Organisation Profile Introduction to Secure Facilities Management Company Ltd. (SFM): Since its formation SFM has built its reputation by providing security personnel of the highest calibre. This has been achieved by combining sound management with sensible terms and conditions for all staff. SFM strives to ensure that their clients and staff benefit from a focused and well-defined professional approach, the ratio of management to client is kept to no more than one manager per 10 clients. SFM strives to provide the highest standards of efficiency to all its clients, both large and small. SFM understands the importance of first impressions and that their personnel are often the first point of contact for their clients visitors and residents. 1.7 Structure of the Research This structure of this study has the following five chapters: Chapter 1 is the introduction chapter where the background, research question and rationale, objective, company profile and structure of the research are stated. Chapter 2 contains a brief literature review on performance management, history and meaning of the performance appraisal, purposes, functions, types of performance appraisal, MBO, 360 degree appraisal, problems and solutions of performance appraisal and essentials of a good performance appraisal. This chapter will provide a basic understanding about performance appraisal which is related to the research questions. Chapter 3 contains Research Methodology which includes research framework, the design of the research, population and sampling, and questionnaire. Chapter 4 provides Data analysis, statistical analysis and findings of the research. Chapter 5 describes the critical review of the findings. Chapter 6 discusses on recommendation and conclusion of the study and reflection summery. Chapter 2: Literature Review 2.1 Introduction Organisations require consistent levels of high performance from their employees in order to survive in a highly competitive environment. In a view of this, performance appraisal can be a systematic system through which evaluation of an employee is done analyze effectively to determine required performance. It plays a key role in rewarding systems. It is the process of evaluating the performance of employees, sharing information with them and searching for ways to improve their performance. Appraisal is necessary in order to: Allocate resources in a dynamic environment; Motivate and reward employees; Give employees feedback about their work; Maintain fair relationships within groups; Coach and develop employees; and Comply with regulations. It is also a formal opportunity to do what should be done much more frequently in organisations to express appreciation for employee contributions. Companies must administer their employee performance reviews, at all levels, fairly and without discrimination. Since all appraisals can be used against a company in an appraisal employee lawsuit, it is critical that these reviews should be completely accurate. This practice of performance appraisal has been given a variety of titles. The academicians call it performance appraisal, performance review etc. In Government services in Bangladesh, it is known as ACR (Annual Confidential Report). In private organisations, it is often described as merit rating, personnel rating, progress rating, annual performance, etc. Performance appraisal plays a major role in Human Resource Management. The subject is a part of Performance Management. It is necessary to discuss the performance management briefly before proceeding to performance appraisal. Performance Management The primary concern of performance management is the improvement of individual and collective performance. It is a continuous cycle of self-renewing. The aim of performance management is make direct link together individual goals, departmental purpose and organisational objectives. It integrates the major elements of HRM like appraisal and employee development, performance-related pay and reward management, individualism and employee relations. In other way it can be called as day-to-day management activity as it deals with organising works to get the best result. â€Å" a strategic integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of tams and individual contributors†. Armstrong (2001:467) According to Armstrong (2001:475) the main activities of performance management are Role Definition, The Performance Agreement or Contract, The Performance Development Plan, Managing Performance Throughout the Year and Performance Review. These activities are a continuous cycle. According to Marchington Wilkinson (2004:187), the process of performance management system involves Induction and Socialisation, Reviewing and Appraising Performance, Reinforcing Performance Standards and Counselling and Support. Beardwell and Holden (2001:538) stated â€Å"Performance Management is not simply the appraisal of individual performance: it is an integrated and continuous process that develops, communicates and enables the future direction, core competencies and values of organisation, and helps to create an ‘horizon of understanding†. Performance Management is an effective tool by which the employees work behaviours are aligned with the organisations goals. There is no one way to manage performance. Whatever system is adopted needs to be similar with the culture and the principles of that organisation. However, most system of performance management has several parts: Defining Performance: Carefully defines employee performance so that it supports the organisations strategic goals. Setting of clear goals for the individual employee is a critical component of performance management. Measuring Performance: Measuring performance does not need to be narrowly conceived, but can bring together multiple types of performance measured in various ways. The key is to measure often and use the information for mid-course corrections. Feedback and Coaching: In order to improve performance, the employee needs information (feedback) about their performance, along with the guidance in reaching the next level of results. Without frequent feedback, employees are unlikely to know that behaviour is out of synchronization with relevant goals, or what to do about it. The major aim of performance management is to find ways of continual improvement of levels of both organisational and individual performance and performance appraisal is the perfect weapon for that improvement. The Rise of Performance Appraisal The performance appraisal has a long history which started China in the third century, the reign of Wei Dynasty. It was mainly used for the civil servants, army officers and managers until recently. Now it is very much wide spread all over the world and has become a popular management tool. In the UK most of the private sector organisations has introduced and are practicing performance appraisal during the last decade or two. Some people suggested that the reason behind for its growth is to use the individualised performance-pay system. Some other factors like market competition, managing change, organisation goal, milk out the best from the employees etc. are also important. Now the terminology ‘performance appraisal is changing to ‘personal development review and ‘performance review and development. (Taylor, 2004:247-248) Meaning of Performance Appraisal Performance Appraisal (PA) is a methodical, on the job-review of an employees abilities and accomplishments. Performance appraisal functions as a valuable management assessment tool and a superior employee motivation weapon. It enables us to strike a workable balance between organisations need for qualified and trained personnel and employees need for feedback and motivation. Performance is the contribution and appraisal is the procedure of measuring the contribution. Performance appraisal is an integral part of a system of managing individuals working in an organisation. Performance appraisal is an inevitable inspire of modern technology and all the systems and controls coming into widespread us, people remain the most important factor in all kinds of business, government agencies, charitable organisations and all other organisation. Performance appraisal is a process of bringing together the approaches of performance management like counselling, training, improving performance etc. that helps the managers to exercise them to achieve the goal of the organisation. It is a procedure of rewarding and disciplining the employees to improve the over performance of the organisation. It is the process of evaluating performance or contribution of an employee to the organisation during a specific period of time by his or her supervisor with relation to his or her job requirements. An effective, reliable and valid performance appraisal system recognizes the legitimate desire of employees for progress in their professions. Integration of organisational demands and individual needs through career management is the part of performance appraisal. Therefore, the performance appraisal program is inevitable for measuring the contribution of both â€Å"employees and managerial personnel†. Performance appraisal program is the basis of determining who is profitable to higher position and who is to be rewarded for better contribution to the organisation he or she belongs to. Performance feedback lets employees know how well they have performed in comparison with the standards of the organisation. Performance appraisal program is the administrative and employee development tool, which is the domain of the management not shared by the employees. Opponents of the performance appraisal attack it on a variety of grounds but without appraising performance of the employees career development, organisational development, recently a number of organisations have revamped their appraisal system in a bid to reduce possible negative outcomes. Appraisal, no doubt is a complex issue and it is clear that to be effective, a system must be designed and implemented with great care. â€Å"Performance appraisal means evaluating an employees current and/or past performance relative to his or her performance standards†. (Dessler, 2005:310) Michael Armstrong (2001:486) says â€Å"Performance review discussions enable a perspective to be obtained on past performance as a basis for making plans for the future.† He explains that the five elements of performance management (measurement, feedback, positive reinforcement, exchange of views and agreement on action plans) can be achieved through performance review. In the conclusion it can be said that, performance appraisal is the process by which an employees contribution to the organisation during a specific period of time is assessed. Performance Feedback then lets the employee know how well they have performed in comparison with the standards of the organisation. Who Should Do The Appraisal? By traditionally a managers authority typically has included appraising subordinates performance. The logic behind this tradition seems to be that since managers are held responsible for their employees† performance, it only makes sense that these managers do the evaluating of their performance. The employees immediate boss conducts about 95 percent of all performance appraisals at the lower and middle levels of the organisation. Purposes Purposes of Performance Appraisal: HRD Employees View Performance appraisal or evaluation serves a number of purposes for Human Resources Department and for the development of the employees. Management uses performance appraisal for general human resource decisions. Evaluations provide input into such important decisions, transfers, and terminations. Performance appraisals identify training and development needs. They pinpoint employee skills and competencies that are currently inadequate but for which programs can be developed to remedy. Performance appraisal can be used as a criterion against which selection and development programs are validated. Newly Hired employees who perform poorly can be identified through performance appraisal. Similarly, the effectiveness of training development programs can be determined by assessing how well those employees who have participated do on their performance appraisal. Performance appraisals also fulfil the purpose of providing feedback to employees on how the organisation views their performance. Furthermore performance appraisals are used as the basis for reward allocations. Decisions as to who gets merit pay increases and other rewards are frequently determined by performance appraisal. Purposes of Performance Appraisal: Organisations View Identify the successful less successful aspects of the employee needs organisational goals. Assist decision makers in allocating resources in planning for future. Assist managers in just frying expenditure accounting for those expenditures. Monitor employee activities to detect any change in activities or the quality of services. Serve as a benchmark, i.e. identifying best practice performance, using that performance as a goal, investigating the factors that led up to that performance, then trying to replicate that level of performance. Functions / Uses of Performance Appraisal Multiple uses of Performance Appraisal are: Development uses. Administrative uses/decision makings. Organizational maintenance/objectives. Documentation. Types of Performance Appraisal There are various types of performance appraisal which includes Alternation Ranking Method, Graphic Rating Scale, Management By Objectives (MBO) etc. (Dessler, 2005:315) These are explained below. Alternation Ranking Method It is the oldest simplest of formal systematic rating is to compare one person with all others for the purpose of placing them in a simple rank order of worth. In doing this, the appraiser considers person and performance as an entity; no attempt is made to systematically fractionize what being appraised into component elements. Graphic Rating Scale This method is widely used in merit rating is similar to the techniques in point-evaluation plan. This involves the supervisor to rate employee performance in terms of prescribed traits i.e. quality of work, quantity of work, initiative, dependability, knowledge of work etc. Each trait is defined various degrees of each are prescribed in some way. From traits degrees over-all rating can be obtained. Forced Distribution Choice Another attempt to counteract the tendency of raters to give average ratings or even sometimes to â€Å"twist† a report to bring about a desired result is the forced-choice technique. Here the rater is faced with groups of three of four statements, he must tick the one, which applies most nearly to the employee under assessment. These statements are so devised that it is impossible for the rater to know which will give the most favourable rating. Grading It is a further development to the guideline approach which attempts to provide a frame work of reference by defining a number of levels at which the characteristics is displayed asking Managers to select the definition which most closely describes the individual they are assessing. For example, in rating effective output the Manager in a typical grading scheme is asked to choose between: Outstanding Outstanding output of high quality work Satisfactory Satisfactory level of output effort Fair Completes less than the average amount of effective work Poor Low output poor worker. Critical Incident Method The critical incident method requires every Supervisor to adopt a practice of recording in a note-book of those significant incidents in each employees behaviour that indicate effective or poor behaviour. These are recorded in a specifically-designed notebook that contains characteristics under which the various behaviours can be recorded. Management by Objectives (MBO) Management by Objectives (MBO) is a critical process that often consists of four steps as a way to attain desired performance: Objective setting-joint determination by manager employee of appropriate levels of future performance for the employee, within the context of over-all unit goals resources. These objectives are often set for the next calendar year. Action planning-participative or even independent planning by the employee as to how to reach those objectives. Providing some autonomy to employees is invaluable; they are more likely to use their ingenuity, as well as feel more committed to the plans success. Periodic reviews-joint assessment of progress toward objectives by manager employee performed informally sometimes spontaneously. Annual evaluation-more formal assessment of success in achieving the employees annual objectives coupled with a renewal of the planning cycle. Some MBO systems also use performance appraisal to tie rewards for employees to the level of results attained. MBO had been taken likened to a modem form of scientific management. It is also subject to the same possible criticisms of too great an emphasis on individual job definition together with a management authority structure, the assumption of no conflict between individual organisation goals. MBO should not be applied simply as a pressure device by which management apply increasingly demanding targets which Staffs are expected to achieve. MBO draws attention to the objectives for individual members of the organisation as a whole. MBO is a potentially attractive system. It provides an opportunity for staff of accept greater responsibility to make a higher level or personal contribution. There is much to recommend it to both the organisation individual managers. 360 Degree Appraisal or Evaluation The latest approach to performance appraisal is the use of 360 Degree evaluations. It provides for performance feedback from the full circle of daily contacts that an employee might have, ranging from mailroom personnel to customers to bosses to peers. The number of appraisals can be as few as three or four evaluations or as many as 25; with most organisations collecting five to ten per employees. The appeal of 360-degree appraisals is to fit well into organisations that have introduced teams, employee involvement, and TQM programs. By relaying on feedback from co-workers, customers and subordinates, these organisations are hoping to give every one more accurate reading on employee performance. Appraising Performance: Problems and Solutions Few of the things a manager does which are more risky than appraising subordinates performance. Employees in general tend to be overly optimistic about what their ratings will be, and also know that their raises, career progress, and peace of mind may well hinge of how they are rated. This alone should make it somewhat difficult to rate performance; even more problematic. There are more numerous structural problems that can cause serious doubt on just how fare the whole process is. Some of the main appraisal problems and their solution are explained below. Dealing with the Five Main Rating Scale Appraisal Problems Five main problems can undermine appraisal tools such as graphic rating scales: unclear standards, halo effect, central tendency, leniency or strictness, and bias. Unclear Standards: The problem of unclear standards is illustrated. Although the graphic rating scale seems objective, it would probably result in unfair appraisals because the traits and degrees of merit are open to interpretation. For example, different supervisors would probably define ‘good performance, ‘fair performance, and so on differently. The same is true of traits such as ‘quality of work or ‘creativity. Halo Effect: The halo effect means that the rating of subordinate on one trait (such as ‘gets along with others) biases the way that person is rated on other traits (such as ‘quality of work). This problem often occurs with employees who are especially friendly (or unfriendly) towards the supervisor. For example, an unfriendly employee will often be rated unsatisfactory for all traits rather than just for the trait ‘gets along well with others. Being aware of this problem is a major step toward avoiding it. Supervisory training can also solve the problem. Central Tendency: Many supervisors have a central tendency when filling in rating scales. For example, if the rating scale ranges from 1 to 7, they tend to avoid the highs (6 to 7) and lows (1to 2) and rate most of their people between 3 and 5. In a graphic rating scale, this central tendency could mean that all employees are simply rated ‘average. Such a restriction can distort the evaluations, making them less useful for promotion, salary, or counselling purposes. Ranking the employees instead of using a graphic rating scale can avoid this central tendency problem because all employees must be ranked and thus cannot all be rated average. Leniency or Strictness: Some supervisors tend to rate all their subordinates consistently high (or low), just all some instructors are notoriously high graders and others are not. This strictness/leniency problem is especially serious with graphic rating scales since supervisors arent necessarily required to avoid giving all their employees high (or low) ratings. On the other hand, when the raters rank subordinates, they are forced to distinguish between high and low performances. Thus, strictness/leniency is not a problem with the ranking or forced distribution approach. In fact, if a graphic rating scale must be used, it may be a good idea to assume a distribution of performances-that, say, only about 10% of the people should be rated ‘excellent, 20% ‘good, and so forth. In other words, try to get a spread (unless, of course, the raters are sure all their people really do fall into just one or two categories). Bias: Individual differences among raters in terms of characteristics like age, race, and sex can affect their ratings, often quite apart from each rates actual performance. In one study, for instance, researchers found a systematic tendency to evaluate older rates (over 60 years of age) lower on ‘performance capacity and ‘potential for development then younger employees. The rates race and sex can also affect the persons rating. However, bias is not necessarily consistently against minorities or women, as it seems to be in the case of older workers. In one study, high performing females were often rated significantly higher than were high performing males. An interesting picture of how age can distort evaluations emerges from a study of registered nurses. When the nurses were 30-39 years old, they and their supervisors each rated the nurses performance virtually the same. In the 21-29 category, supervisors actually rated nurses higher than they rated themselves. However, for the 40-61 nurse age categories, the supervisors rated nurses performance lower than the nurses rated their own performance. The conclusion here may be that supervisors are tougher in appraising older subordinates. Specifically, they dont give them as much credit for their success, while attributing any low performance to their lack of ability. A related problem is described in the Diversity Counts feature. An employees previous performance can also affect the evaluation of h

John Stuart Mills Essay On Liberty -- John Stuart Mill On Liberty

John Stuart Mill's Essay On Liberty The main theme of on liberty was the individual. Everything else, society, education,government and so forth had their basis in the individuals rights to his own liberty. No one, no member of society, government, even God, if he appeared before an individual, could inforce his will upon him. That is not to say that you couldnt change someones mind through discussions, but instead, that no one had a right to force his views upon another. Your happiness is yours(individual) to enjoy without any infringements. Conversations between individuals or groups of individuals is essential in developing the notion of liberty. Mill claims that you should feel free to convey your views openly without forcing them onto others. After all, a man who learns from no one but himself has a fool for a teacher. There is however an exception to this rule. That is, if an individual in any way harms or comes onto anothers rights to liberty, or causes a social threat, hence he or she is subjected to forced inclinations by other members of society. For example, walking around nude on the streets of Cairo might be your cup of tea, alas, in Cairo they prefer coffee. In other words, if you offend other individuals, you are in fact infringing on their rights as free citizens who poses a sovereign mind. However if you choose to remain nude while in the comfort of your hotel room in Cairo, then there is no reason why you shouldn't....

Suicide Bombers Essay -- Suicide Attacks Islam Koran Terrorism Essays

Suicide Bombers   Ã‚  Ã‚  Ã‚  Ã‚  What makes a suicide bomber? Is it religions upbringing with promises of paradise in reward for acts of martyrdom? Is it the parental support he or she receives for his convictions? Is it society with no means of fighting back against oppression and humiliation? (http://www.israelinsider.com/channels/security/articles/sec0049.htm). In this paper I will discuss the characteristics of a suicide bomber, their mission, as well as discuss suicide attacks. Suicide Bombers   Ã‚  Ã‚  Ã‚  Ã‚  Suicide bombers are said to believe that God sends them on their missions, and by the time they are ready to be stopped with explosives, they had reached a hypnotic state. (http://www.israelinsider.com/channels/security/articles/sec0049.htm) As one can see, religion is a powerful factor. Though the Koran teaches against taking one's own life, the suicide bombers are seen as martyrs and are said to be living in the heavens. (http://www.cnn.com/2001/world/hanna.focus) However, it is stated that suicide is forbidden in Islam. However, fighting oppression is commendable, harming innocent bystanders, even in times of war, was forbidden by the prophet Muhammad. (www.israelinsider.com/channels/security/articles/sec0049.htm) Suicide bombers are very complex. They are never justified in their actions. According to Yediot Aharonot, this is the profile of a typical suicide bomber: 1.  Ã‚  Ã‚  Ã‚  Ã‚  97% of the suicide bombers have an academic education and an additional 28% have at least a high school ...

Independence In Latin America Essay -- essays research papers

"Independence of Latin America" In the 1800's, Latin American countries won independence, but many new independent countries had trouble creating strong, stable governments. The Creoles played an important role in the independent movements. These countries won their independence through strong leaders and many other factors. As soon as these countries won their independence from Spain and Portugal, they did not want to return the way they did. Many countries revolted, we even find out that the United States had something to do with it. Behind many of these countries' independence, stands and list of causes and effects. One of the first causes of the Independence of Latin America was the Creoles. Since Spain had rule over the Latin American countries, the Creoles were one of many groups that led the struggle for Latin Independence. Another group, who were known as the Mestizos, revolted against Spain in Peru. Many of these Indians remembered how the Spanish conquered them over 300 years ago. It didn't last much because their leader Tupac Amaru was executed, but the slaves saw independence as a way of freedom. These groups were not the only cause of the Independence. Another cause that led to the independence of Latin America, was the French Revolution. With these enlightenment ideas, the people of Latin America were able to have their own government that protected their interest and gave them freedom. These countries liked the idea of having natural rights, libert...

Importance of Tolerance Essay

In the society that I have been raised in, I have always been taught to be accepting of others and not pass judgment on their race, culture or religion. I was told to leave my prejudice at home. In other societies, has this been the case as well? Through the close analysis and reading of four texts, I believe that this wasn’t the case and that intolerance and prejudicial attitudes were common. The four texts that I have chosen that show this is To Kill A Mockingbird by Harper Lee, The Help by Kathryn Stockett, The Book Thief by Markus Zusak and The Scarlet Letter by Nathaniel Hawthorne. These texts have made the themes of intolerance and prejudice apparent and have also shown myself and other readers why it is important to have tolerance within a community, without prejudicial attitudes. In Harper Lee’s To Kill A Mockingbird, Lee explores the importance of tolerance through the character of Miss Maudie. Miss Maudie says, â€Å"Mockingbirds don’t do one thing but make music for us to enjoy. They don’t eat up people’s gardens, don’t nest in corncribs, they don’t do one thing but sing their hearts out for us. That’s why it’s a sin to kill a mockingbird.† The Mockingbird is like an innocent person, it doesn’t harm anyone. The author wants to show the reader that people who hurt or judge peaceful creatures show their lack of tolerance and compassion for humanity. The Mockingbird is an appropriate symbol for both Tom and Boo, they are both innocent, harmless creatures but have been subjected to false accusations from the community. Miss Maudie, like Atticus, believes that it is essential to accept people as they are. Judging people through prejudice eyes only marginalizes vulnerable individuals, creating a divided community. The close relationship between lack of tolerance and racism is shown by Tom’s trial. Harper Lee has effectively communicated the intolerance throughout the novel, mainly through the people of Maycomb. They believe Tom is guilty, without giving him a second look. This is based on the setting of the book which was during the 1940’s and as in The Help, white citizens blamed everything on coloured people, and believed that no one who was coloured would be innocent of crimes. The lack of tolerance and racial division in the community is similar to The Help by Kathryn Stockett, where the importance of tolerance is shown through the character of Skeeter. Skeeter says â€Å"I am neither thrilled nor disappointed by the news that they might let a coloured man  into Ole Miss, just surprised.† Skeeter is a white woman and most women of the time would be offended that a coloured man would even be considered entrance to university. In contrast with To Kill A Mockingbird, Stockett is communicating that coloured people are innocent and there is nothing wrong with them, much to another character Hilly’s beliefs that they have â€Å"diseases.† The author wants readers to think deep into tolerance in this time and how many coloured people were discriminated on purely because they were different and how White supremacists thought coloured people would hurt or harm them, because they were different and like many did towards Tom and Boo in To Kill A Mockingbird, many did this towards the maids in The Help. These two texts relate as both Harper Lee and Kathryn Stockett have both established very intolerant divided communities, and this consequently makes the reader think more into their society. Do we discriminate against races such as those from Asia because they have trouble speaking English? This text also intensifies the already questions within the readers minds about the people of that time and readers then compare the people in To Kill A Mockingbird and The Help to themselves. Are we fully tolerant of the differences in our bicultural environment? The lack of tolerance of individuals is established on not only a fictional level but also a historical level in The Book Thief. Through the narration of Death, we learn about tolerance and how one character, Hans Hubermann shows his tolerance of others. It is also through Death’s narration that we learn those who are intolerant of the Jewish race, such as the Nazi Party. What is very important to note is that Hans is German, and the Book Thief is set in the period of Nazism, and as history tells us, men such as Hans would despise Jews and believe all of Hitler’s anti-Semitism policies, and in general would be very intolerant of those who are not the â€Å"pure race.† Death says â€Å"In 1933, 90 percent of German’s showed unflinching support for Adolf Hitler. That leaves ten percent that didn’t. Hans Hubermann belonged to that ten percent.† The reason Zusak has chosen to use these words is to establish Hans as a character- who he is and how he is tolerant. Hans immediately connects with Miss Maudie and Skeeter as all three are people who we would expect to be intolerant but all share the same value: that everyone is the same and should be treated equally. The Scarlet Letter by Nathaniel Hawthorne also communicates how important tolerance is within a community.  This text centres on a woman who was convicted of adultery, and the text is set in Puritan times. This text is particularly important as it is not relevant to today’s society, as the three other texts are. The prejudice and intolerance towards a woman who committed adultery would be different in the 21st century. This is shown as the main character Hester Pryn ne was forced away from her loved ones when her sin came to light. She was a member of â€Å"as befitted a people amongst whom religion and law were almost identical†¦that the mildest and the severest acts of public discipline were alike made venerable and awful†. The community of her time was very highly based upon religion which is yet again, much like racism and intolerance, is not as common in today’s society. The circumstances that take place with Hester in the novel are not applicable today. In today’s society, we have more of an open society in which one is given more support from their family, government and the community in general when placed in a position such as Hester’s. We realize that adultery is a common occurrence and, therefore, the authority does not place punishment upon adulteresses. This connects strongly with the three other texts as people are more accepting of others in today’s society- we accept coloured people. The United States president is a coloured man, so we also respect them. W e look back at German history and feel remorse for the Jewish race, as we learn they did nothing. They were simply scapegoats. I strongly believe that over the time that the novels are set in, society has changed its values on prejudicial attitudes and as a whole, society is far more tolerant than ever before. After reading my texts and thinking more laterally about them, I strongly believe that today’s society has changed in a big way. These four texts have shown readers how society used to be and although they are merely fiction, they communicate real ideas. In both To Kill A Mockingbird, we think of America in the 1950’s and the racial disparities and the prejudice and intolerance that people such as Boo, Tom and Aibileen would have faced. Markus Zusak takes us straight back to Hitler’s autocratic fascist reign in The Book Thief and we learn even more about intolerance attitudes, but also learn about tolerant characters like Hans, and like Miss Maudie in To Kill A Mockingbird. In the final book, The Scarlet Letter, we see yet again how society has changed. We no longer discriminate against people because of their personal choices or who they are. Through these texts, readers have  learnt this and apply it to their real life and are also thankful that we are tolerant. Thankful that we aren’t killing innocent people, hating on others because of their skin colour or because they simply made a mistake. I am personally glad that society has experienced this change because who knows of what consequences we as a societal whole would be facing today.