Population and Economic Growth Essay

The debate between positive and negative sides of population growth is ongoing. Population growth enlarges labour force and, therefore, increases economic growth. A large population also provides a large domestic market for the economy. Moreover, population growth encourages competition, which induces technological advancements and innovations. Nevertheless, a large population growth is not only associated with food problem but also imposes constraints on the development of savings, foreign exchange and human resources. Generally, there is no consensus whether population growth is beneficial or detrimental to economic growth in developing economies. Moreover, empirical evidence on the matter for developing economies is relatively limited (Savas, 2008). According to Population ‘revisionist’ economists, population growth acts as an indispensable constituent for stimulating economic development because a sizeable population provides the required consumer demand to generate favorable economies of scale in production, lower production costs, and provide a sufficient and low-cost labor supply to achieve higher output levels (Todaro 1995, p. 03). Johnson (1999) pointed out that a high rate of economic growth is associated with high population growth and low economic growth is associated with low population growth. The issue of population and economic growth is as old as the discipline ofeconomics itself. The debate on the relationship between population andeconomic growth could be traced back to 1798 when Thomas Malthus published the book An Essay on the Principle of Population. Malthus claimed that there is a tendency for the population growth rate to surpass the production growth rate because population increases at a geometrical rate while production increases at an arithmetic rate. Thus, the unfettered population growth in a country could plunge it into acute poverty. However, the pessimist view has proven unfounded for developed economies in that they managed to achieve a high level of economic growth and thus, both population and the real gross domestic product (GDP)per capita were able to increase (Savas, 2008). Similarly, many of the empirical studies that claimedthat a rapid population growth impeded economicdevelopment could not be considered reliable. This isbecause the statistical correlation between populationexpansion and economic growth has not addressed thecausal relationship between the two (Repetto, 1985). The nature, direction and pattern of the causal relationship between population growth and economic growth has been the subject of very old debate among economists, demographers, policy-makers and researchers which is an open issue in development economics. Even though the nexus between population development and economic development has received extensive attention in the earlier period, it seems a stylized reality that it is hard to obtain a robust effect of population on economic development today. Despite the fact that there are abundant research studies on the relationship between population and economic development, there is no universal consensus as to whether population expansion is beneficial or detrimental to economic growth. (SarbapriyaandIshita, 2012). Population and Economic Growth  The debate on the relationship between population and economic growth could be traced back to Malthus. According to Malthus, population tends to grow geometrically, whereas food supplies grow only arithmetically. According to the Malthusian model, the causation goes in both directions. Higher economic growth increases population by stimulating earlier marriages and higher birth rates, and by cutting down mortality from malnutrition and other factors. On the other hand, higher population also depresses economic growth through diminishing returns. This dynamic interaction between population and economic growth is the centre of the Malthusian model, which implies a stationary population in the long-run equilibrium. Malthus’s concern created quite a stir in the early nineteenth century England, leading to widespread calls for restraints on population growth. Still, the English population expanded quite rapidly throughout the nineteenth century, but by most evidence real income rose and the spectre of mass starvation declined(Sarbapriya and Ishita, 2012). One of the stylized facts about population in all contemporary developed nations is that over the past couple of centuries it has passed through three stages (i. e. , demographic transition). The first stage is characterized by high birth rates and high death rates, resulting in a slow population growth. In thesecond stage there was a decrease in death rates, however the birth rates remained high as a consequence of increases in population. Finally, in the third stage, fertility rates fell and combined with low mortality rates resulted in very low or no population growth. The usual explanations for the time evolution of population relies generally on the idea that the improvement of economic conditions – which includes massive improvements in public health – led first to a reduction in the mortality rates, and finally to a decrease in the birth rates. As income per capita is a good proxy for economic conditions because it reflects, among other things, the impact of technology, education and health, the usual explanations therefore suggest that there is a strong link between per capita income and population. Indeed, the main theories put forward by economists to explain the evolution of population relates it to per capita income not aggregate output. This implies that there is a direct relation between per capita income and population size, an increase in income per capita leads to an increase in the size of population ((Sarbapriya and Ishita, 2012) The relationship between population and economicgrowth is complex and the empirical evidence is ambiguous, particularly concerning the causes and impacts3. It can be demonstrated in a theoretical model that a large population growth could have both negative and positive impacts on productivity4. A large population may reduce productivity because of diminishing returns to more intensive use of land and other natural resources. Conversely, a large population could encourage greater specialization, and a large market increases returns to human capital and knowledge. Thus, the net relationship between greater population and economic growth depends on whether the inducements to human capital and expansion of knowledge are stronger than diminishing returns to natural resources. Therefore, it is important to examine the population and economic growth nexus (Savas, 2008).

Psychology Analysis on Disney Character Essay

Extra Credit The fictional character I chose to diagnose is Donkey from Shrek. Donkey is a hyperactive, talkative, funny and sensitive donkey with buckteeth. He enjoys singing, senseless chatter and usually speaks Ebonics. He also proves to be rather annoying to those around him. Donkey has a sweet tooth as well. He enjoys parfait, cake and other pastries of the sort. Some of Donkey’s quirks include acrophobia, which is a fear of heights. He is also colorblind and suffers from hypochondria; this is a fear of illness. Donkey is impatient and has a short attention span too. In my opinion, Donkey has bipolar disorder. Often through out the movie he shows multiple signs of hyperactivity, elation, irritability, flights of ideas, rapid thinking and speaking, and moderate reckless behavior. Donkey showed signs of hyperactivity from the moment he was able to speak. When he was hit with some of that pixie dust, he attained the ability of speech and flight. Even though the ability for him to fly did not last very long, he still retained the talking part. Once he realized he was able to talk permanently, that was his way out of every situation he got into. Donkey’s hyperactivity comes from the fact that he was always locked up in a cage and was taken care of by an old woman who treated him very poorly. Since he got his freedom he showed his true colors and abused the fact that he was able to talk or do as he pleases. Throughout the movie, Shrek would get very aggravated with him because he just would not shut up or stop moving. He could not hold still for five seconds. Donkey shows signs of elation and euphoria as well. No matter what you do to him or how bad you do it, Donkey always looks at the bright side of things and pretends as if nothing ever happened. Either that or he is just an oblivious animal. This sense of euphoria adds on to his hyperactivity. Since he is always happy and hyperactive, it is hard to get his attention therefore making it an ordeal for others to talk to him because he would just dose off into his own little world mid conversation and act as if he just won the mega-millions. Donkey does not get irritated very often, but when he does, he actually becomes quite persistent. After Shrek and Donkey deliver Fiona to Lord Farquaad, Donkey follows Shrek to his fairy tale character free swamp and attempts to live there. Shrek then mentions that he will build a fort around his swamp and Donkey becomes more and more irritated as Shrek wants to be left alone. While Donkey is outside he takes the initiative to build his own fort therefore dividing Shrek’s land. When Shrek comes back out he questions Donkey’s decision and they start arguing. As the conversation persists, Donkey becomes more and more aggressive with Shrek leading them to become physical to start shoving each other. In my opinion, Donkey is showing signs of irritability because it seems to me that nothing ever went his way. Furthermore, he was always told what to do and was treated insignificantly and undermined. Since Donkey is always so hyperactive and on the move, he does not allow himself or for his brain to process his thoughts or actions. You can pretty much compare Donkey to a puppy with new chew toy or a cat with a ball of yarn. Since he feels this euphoria and hyperactivity, he is happy. When you are happy you tend to be more relaxed and your sense of awareness goes down a level, therefore causing Donkey to have rapid thinking and speaking. Aside from euphoria, hyperactivity, irritability, and rapid thinking and speaking Donkey also has flights of ideas. Sometimes he would become so happy and coiled up from one event that he does not think about the future. This leads him to come up with ideas that seem rational and foolproof in his mind but in reality it is very dangerous, stupid and nearly impossible. Because of the fact that he is so happy and looks mostly on the bright side of things, he does not consider the consequences, therefore putting himself and others in danger. Through out the movie, Donkey does not show much sign of reckless behavior either. The most reckless thing he has done is speak to a dragon while Shrek  tried to infiltrate the castle and save the princess. If this situation was looked upon by professionals they would say that Donkey has to be admitted into a mental institution. If you were to ask Donkey how he felt about his actions, I believe he would see it completely normal and would not find any problems. I believe this reckless behavior also generates from his symptoms of hyperactivity, rapid thinking and speaking and euphoria. Additionally, after Shrek attempts to stop the marriage of Fiona and Farquaad, Donkey comes flying in with the same dragon he was talking to earlier in the movie. It just so happens to be that the dragon is a female dragon. At the end of the movie, when all the antagonists are defeated, Shrek and Fiona go off to the swamp and get married with all their fairy tail creature friends. Again, Donkey comes flying in with his girlfriend dragon, but this time they come in with little baby fire breathing flying Donkeys. To me this would be a reckless thing to do because; well for one he is a donkey and she is a dragon. I would imagine the difficulty to conceive children. Overall, I believe Donkey’s most vital symptoms are hyperactivity, euphoria, and rapid speaking and thinking. In my opinion, these major symptoms trigger Donkey’s minor symptoms that are flights of ideas, reckless behavior, and irritability. If the major symptoms were treated or worked upon then Donkey would have an easier time controlling his minor symptoms. I think that if there was a way to develop some sort physical program for Donkey to take part in, it would help him with his hyperactivity and rapid thinking and speaking but would most likely increase his sense of euphoria. The physical program would be meant for Donkey to spend his energy. Therefore, this would make him tired and he would no longer be hyperactive to the degree he was before he did any physical activity. Furthermore, it would lessen the intensity of his rapid thinking and speaking because when you have no energy or are tired then you seem to be slowed down and more calm. This would essentially lead Donkey to learn how to control his urges of hyperactivity and make him think of what he is actually going to do.

A company organizational struc...

A company organizational structure is a guidance to all employees by laying out the official reporting relationships representing the workflow of the company and provide clarity on specific human resources management issues, such as managerial authority and to achieve the company goals George, J. (2005). A formal outline of a companys structure makes it easier to add new positions in the company, as well, providing a flexible and ready means for growth, hence, departments can work more efficiently and have more time focusing on productive tasks. The structure refers to both the formal and informal frameworks that shape how the business is operated. However, the management must select the most suitable structure for the organization as it is not a one size fits all decision. Implementation of a formal organizational structure can also differentiate small-business operations from large-business operations. (David, 2018). This report attempts to focus on the different type of structure (functional, divisional and network structures) undertaken for each type of different organization. However, there are also elements such as work specialization, departmentalization, chain of command, span of control, centralization, decentralization and formalization which contributes to build a positive organization behavior. Functional structure is set up so that each portion of the organization is grouped according to its purpose. The functional structure is more technical orientated hence it enhances productivity level in which the organization can identify the expertise in each department. The lower level hierarchy level also gets to play a role in their responsibility, thus employees will have job satisfaction (Kalliath, 2009). Work specialization is the key structure to the organization structure. Today we use the term work specializations or division of labor, which activities in the organization are subdivided into separate jobs. For example, Google company adopted work specialization element, employees are carefully recruited, and they are job match each employee according to their knowledge. However, this hinders the rapid growth of the organization due to their stringent hiring process. The employees are strongly driven by the corporate culture. The organization also creates motivation to the employees by reward system and job enlargement to make sure that the employee is well engaged in the organization (Steven.L.M, 2005). However, the drawbacks to a functional structure is that it could lead to higher dysfunctional conflict and poor communication between departments which can delay the decision making, inflexibility. This type of structure is only suitable for small organization with one product or service as management can oversee the work process efficiently and maximize the employees performance (Julie. D, 2018). Starbucks had rearranged their organisation structure to improve on customer satisfaction (Shultz, 2008). The functional structure of Starbucks company is centralization of various departments or functions within the organization. By adopting functional structure using departmentalization element (geographic) each region has individual reporting managers which receives a closer managerial support for geographic needs and therefore a clear chain of command is apparent. A high degree of flexibility was used in individual department in adjusting strategies and policies to fit into various market conditions. This allows the employees to communicate effectively within the departments (George, 2005). Thus, there is presence of empowerment for the employees to make their own decisions and this gives them a sense of belonging to the organization (Starbucks, 2018). Today, with the new organizational structure, Starbucks had successfully achieved customer satisfaction and reduncies of employees are also eliminated and hence created a tensed working environment during the change of the structure. individual teams are being centralized to create an infrastructure with span of control globally within the region and hence capability and effectiveness are improved. Management can also focus more on the employees and functional activities can be design for each individual employee so the mission and goal of the organization will be shared across the organisation (Shultz, 2008).

How resilience works Essay Example | Topics and Well Written Essays - 500 words

How resilience works - Essay Example From depicting a quality of stability in physics, to psychology where resilience has come to be defined as the capacity of people to cope with and stress and catastrophe, this term is now a major trend in the corporate world. Or so says Diane L Coutu in her article titled, How Resilience Works, where she etches the nuances of the use of the term. This paper is essentially a critique of the article. Where the issue of family strength and crises are concerned, the author has demonstrated that resilience does not necessarily come from the genes and it is more commonly found among children from troubled homes - they seem strong from inside. Resilience itself comes up in diverse ways like humour, an ability to laugh at oneself, etc. The author has been fascinated by the issue of resilience in one's daily life - and it shows in her case studies and examples she has cited. Even the references of people she has used for professional takes on the subject, demonstrates people who are from various backgrounds, yet by and large, a resilient lot who have gotten where they have through a strong dose of determination. But is that all there is to resilience Apparently not, if the author is to be believed - she talks of resilience from the psychological point of view, where to start identifying the basic features of this trait, she finds that a sense of humor, sometimes bordering on the black, is not a surprising quality

Women in construction Essay Example | Topics and Well Written Essays - 1500 words

Women in construction - Essay Example omen had training on the handling of construction equipment to gain first hand experience on heavy machinery like dumpers etc to learn more on such equipment so that these women can help in building venues and infrastructure for 2012 games in London. This, in turn also increased the job opportunities for women Although presently the share of women placement in construction sector is very low, the aim of the tester event is to provide gainful job opportunity to a minimum of 50 women in a year. The mister did really encourage women to go for such training, while meeting those female workers also who are already helping in this project to build the required infrastructure. As per the London 2012 Olympic news, women manual workforce is just two percent of the total in national construction sector. However the ODA initiative has certainly helped to improve this dismal figure as, according to the â€Å"Olympic News†, there are presently around 155 women workers engaged for working in the Olympics project and almost 35 of them were placed by the â€Å"Women into construction† initiative. The females work under this program in jobs like dumper truck or digger drivers and operators for other machines and equipment. During the visit to the Olympic Park, the minister Tessa Jowell remarked that the London 2012 ‘women into construction’ project is an excellent example of the games being used to become the providers for equal opportunity employment irrespective of the gender. The minister opined that this will further strength the job opportunities for women in the national construction sector, while helping more women to get jobs in the ‘women into construction’ projects. suited for males only. Hence, very few female aspirants wanted to get into this field while seeking employment opportunities. However, the Director of Construction, ODA, Howard Shiplee, who also attended the event remarked that this project is a wonderful opportunity to highlight the excellent and

International Business Law (US company launching products to Japan) Essay

International Business Law (US company launching products to Japan) - Essay Example Wally Solar Manufacturer hereinafter referred to as â€Å"Principal†; a corporation organized and registered in accordance with the laws of _________, having a registered address at ____________ and herein represented by ___________. Japan Sun Power Ltd., herein after referred to as â€Å"Agent†; a corporation organized and registered under the laws of Japan, having a registered address at ____________ and herein represented by ______________; The whereas portion are still useful and may stand as is subject to styling later on. For purposes of document styling purposes, I would suggest that we should adopt the method of setting the provisions in sections instead of mere paragraphs. The rest of my comments and suggestions will now follow this format. Section 1. Statement of Purpose. As can be observed, your draft agreement has no statement of purpose. At the very start, the purpose of this agreement should be defined in order to set the mode. Thus, a section should be added right after the naming of parties as follows: Statement of Purpose. This agreement is entered into by the parties for the purpose of executing an agency to sell the product of WALLY SOLAR MANUFACTURER by Japan Sun Power ltd. within the Japanese territory. Section 2 Definitions of Terms. There is no definition of terms in your draft agreement. I believe that this should be included in your agreement to gain common understanding and limitations of terms used. We must seek to do away with ambiguities of terms right from the start since these ambiguities may later on cause misunderstandings and eventual legal disputes. Terms which should be defined may include words used in the agreement such as but not limited to the following: (a) products; (b) territory; (c) order; (d) day(s); (e) date of receipt of the product (f) advertising and promotion. WALLY SOLAR MANUFACTURER hereby appoints Agent as its exclusive sales agent and representative in

Statement Personal Example | Topics and Well Written Essays - 500 words - 1

Personal Statement Example Since it is known to have a great track, as well as a real football field, it has even featured on an album cover that was of Running with Scissors. Santa Monica College is also well known to have a public radio station that broadcasts all over Los Angeles with over 450,000 listeners, and its newspaper that is available both in print and online as well. It goes by the name The Corsair and has taken several awards over the time as well as the award for General Excellence. Having all of this information in mind, it would be wise to join Santa Monica College and major in Marketing and Engineering. It would be an honor to study in an institution that is known to bring out very talented actors and actresses, as well as great men and women in the society. Santa Monica College also has number one transfers to higher institutions. These include the University of Southern California, Loyola Marymount University and the University of California. Getting a transfer to the University of Southern California would be a great choice for me. Santa Monica Junior College has transfers to these kinds of universities because it is also known to produce individuals of substance. The Western Association of Schools and Colleges accredits this institution for being such a great college. It is a great institution where all kinds of students from all walks of life and from whichever race whether Asian, White, Black or Hispanic can school in without any stress or disturbance. These are among the many reasons why Santa Monica College would be an ideal school to enroll in once one completes their high school education. It has good and trained professional tutors who mostly also happen to have schooled in the same institution. These lecturers are of high value and guarantee professionalism. One could never go wrong when it comes to choosing Santa Monica Junior College as their college of choice. Aside from

Brazilian Economy Essay Example | Topics and Well Written Essays - 1000 words

Brazilian Economy - Essay Example These factors combine to show that Brazil is on its way up. Those who maintain that Brazil is performing the most of the BRIC group also argue that despite huge withdrawals by foreign investors, Brazil has suffered less than the other BRIC members and this is a good sign of a healthy economy. Delfeld (2008) says, "BRIC begins with Brazil. Political stability (Mr. Lula is up there in the stratosphere at a 78% approval rating), strong consumer spending, more flexible exchange rates, a more effective central bank and higher reserves may help Brazil weather the global financial storm much better than most expect. Brazil has been able to maintain foreign reserves in excess of $200bn. More than that, the credit crisis may have come at a good time, potentially helping the economy to cool without damping growth too far below the country's potential. Inflation has risen recently to about 6% due to strong consumer spending. A slowing of global growth could be helpful in moderating this and also allow the central bank to suspend its tightening policy sometime later this year." Brazil has been doing exceptionally well since the election of President Luiz Lula in 2006. With exports booming, the country has witnessed considerable growth in the size of its middle class. Not only that, Brazil has its millionaire's club expanding too with 130,000 members in 2006 to 190,000 in 2007. That is extraordinary economic growth and it is because of this that Brazil was awarded "investment grade" status by Standard and Poor's which also attracted considerable investor energy and helped boost their confidence.1 A country that now poses a threat to the US economy has seen all this exceptional growth in only the last two years. Before this period, the company was far behind the US and even other strong economies like Japan. The GDP comparison in 2005 is shown below: Gross Domestic Product in 2005 (Trillions USD, Current Prices)US 12.46, Japan 4.56, Germany 2.79, UK 2.20France 2.13, China 1.98, India 0.80, Brazil 0.80 2 At that time United States was clearly the leader but a lot changed this year when world's biggest economy was dealt some serious blows. Brazil however continued to show growth signs till as late as October 2008 but beginning November, Brazil has also faced some growth problems. The recession that has hit the world has also arrived in Brazil. According to the very recent survey by Morgan Stanley, Brazilian economy is expected to grow by 2 percent in 2009; this is clear down from the earlier prediction of 3 percent. Apart from this, Morgan Stanley also doesn't rule out the possibility of zero growth. Brazilian currency is also consistently falling against US dollar. The only reasons why we must not rule out possible economic problems in the future is Brazil's continued fight against drug lords and its unequal income distribution. Brazil's poor continue to suffer as its rich section is consistently getting higher share of economic growth. Lula has certainly been successful in creating a robust economy but what he is overlooking is the fact that there is vast disparity between the rich and the poor which not only translates into fewer opportunities for the poor but also leads to higher drug-related activities. The Gini co-efficient is a useful tool for measuring income distributio

Need to write a paper on a Role - Play assignment Essay

Need to write a paper on a Role - Play assignment - Essay Example Secondly, I recommend for an establishment of a central source of power and information. This will stop the current multiple requests for similar information (Ramos 26). In the event that Torres handles this task, coordination will set a pace for quality work in the council. Regarding the third complaint of the failure to meet deadlines and attending meetings, I propose that the employees commit in writing on what is expected of them at specific timelines. Stiff penalties such as warnings and dismissal letters must be put on employees who fail to meet the requirements of the management. This will ensure that the staff members adhere with the time set for the morning meetings and all the deadlines set despite their urgency. Fourthly, the management should make it clear to the employees on who Torres is in the company and that she should be given all the respect that she deserves regardless of her sex and racial affiliation. So as to reduce the chances that the new employees are disloyal to Torres, I propose that they report to her every morning and evening with clearly written progress on their work. Alongside their written presentations, the new workers must also ensure that they also get responses from the old staff on how the company has been running prior to their coming in and what they should emulate from them. This move will allow the new staff move with the pace set by Torres before their contract with the company. If this management plan is implemented, it is expected that the city council will have a new look that will drive the employees towards meeting the expected demands of the management, and the management driving the council as expected. This plan will also reduce any forms of bias that may exist in the company as sexual as well as racial

Our task is to research Google and discover at least 5 technologies Essay

Our task is to research Google and discover at least 5 technologies they have developed (or are currently developing), other tha - Essay Example This paper analyses five latest technologies or business developed or developing by Google other than search engine and advertising. Google's Self-Driving Cars â€Å"Google's self-driving cars have absolutely nothing to do with Google's core business, and Google has never even tried to explain how they're going to make money. They push technology forward. They could make people's lives better in real, tangible ways† (Rosoff, 2012). Even though the concept of self-driven cars is proposed by many people in the past, nobody has shown the courage to develop technologies needed for such cars. It should be noted that no prominent automobile companies came forward with a self-driven car yet even though they are spending billions of dollars for the development of environmental friendly vehicles. Google on the other hand thought differently and introduced world’s first self-driven car recently. There are plenty of physically handicapped people in this world who are unable to dri ve their vehicles. Self-driven vehicles would definitely help such people immensely. It is difficult for such people to rely the services of drivers all the time. For example, if the driver is not staying with them, it is difficult for them to go to hospital or any other places in nights or in emergency situations. Google’s self-driven cars may provide a perfect answer to the problems of physically handicapped people. ... The second advantage of the self-driven cars is the reduced incidents of accidents. Since self-driven cars are operated or driven by the machines, man made errors may not cause any accidents while traveling in such vehicles. It should be noted that a substantial portion of the vehicle accidents are taking place because of careless driving. Self-driven vehicles do not need the supervision of the human and hence the possibility of mistakes is very less. There are certain disadvantages also while using self-driven vehicles. Since self-driven vehicles are fully operated by the machines, the chances of mechanic problems and fatal errors in decision making cannot be ruled out. For example, if the front and back sensors of the self-driven vehicles are not functioning properly, the possibility of accidents may increase. It is not necessary that the computers used in the self-driven vehicles may have the intelligence to take error free decisions all the time. Human intelligence is superior to artificial intelligence. In other words, the creator will always superior to his creations. Under such circumstances, there is no guarantee for accident free driving while using machine controlled vehicles. There is nothing ethically wrong in using self-driven vehicles. However, it should not be forgotten that machines are gradually increasing its influence upon human life. Increased dependence machine for the sustainment of human life may not bring the good in the long run. At the time of driving human is developing some skills. Decision making skills and problems solving skills are also developed by drivers while driving. Self-driven vehicles may deprive such skill development opportunities to the

Censoring Pleas for Help Essay Example for Free

Censoring Pleas for Help Essay In Dwight Lee’s essay, â€Å"Censoring Pleas for Help,† the Georgia-based economics professor notes the strange contradiction between popular opposition to censorship and widespread support of price controls. Lee’s primary contention with this political dissonance is that it is not only ethically inconsistent, but reflects an oversight of how markets help communicate economic needs, particularly with regards to the sudden needs which emerge in the wake of natural disasters. Much of the support for price controls stems from fear of â€Å"price gouging,† which is essentially occurs when suppliers attempt to take advantage of sudden demand by raising prices to maximize profit during the period of demand. Lee notes that in his home state, there exists a price gouging law which is designed to prevent such a situation from happening by forbidding suppliers from charging more for their goods than they did the day before a disaster strikes. Lee notes that: â€Å"[†¦] building contractors and construction supplies from several states had poured into Atlanta immediately after it suffered massive tornado damage. Can anyone seriously believe that this help would have poured in from far away if the â€Å"price gouging† law had been perfectly enforced, or that the help was not reduced by the enforcement that had occurred?† (Lee 1999) The crux of Lee’s argument is that price controls are essentially a form of economic censorship which restricts the ability of prices to communicate market demands. To that end, he argues that prices are better understood as the most efficient means by which markets, such as disaster victims, communicate their need for help in the form of resources and supplies. This is not to devalue the contributions and assistance that some have provided for free, but the economic distinction made above between humanitarian aid and supply-demand response is not a trivial one. While those who provide supplies for free are to be commended, it is important to recognize the potential mistake in relying on altruism and humanitarian sensitivity as the primary forces driving resource redistribution. Such a view presumes that humanitarian aid is an objective force that responds to the needs of disaster victims efficiently. In effect, Lee’s argument is that while high prices should not be raised to wildly disproportionate levels,   allowing them to fluctuate free of price controls ensures that they can communicate needs more efficiently, for â€Å"high prices [†¦] insure that pleas for help will be met with a quick and effective response.† Complementary to his point, Lee observes that price controls censor this economic communication and effectively disrupt the ability of customers to express their needs. He notes that in Charleston, price controls prevented a local hardware store from legally being able to sell generators at a higher price nor could the locals communicate their demand to outside suppliers of generators. The result was that one hardware store owner sold one of only two generators in his possession to a friend, at the expense of groceries with a greater demand in the form of thousands of dollars worth of food that needed refrigeration. Simply put, humanitarian aid relies on the initiative of those with the resources and the sense of philanthropy to contribute to disaster relief, which is all well and good, but does not compare to the efficacy of free moving prices in expressing the demands that emerge in the wake of a natural disaster. As far as economics are concerned, price controls merely censor the ability of these sudden emergent markets to communicate those demands. Works Cited Lee, Dwight R. â€Å"Censoring Pleas for Help.† The Freeman, January 1999. Retrieved online on February 25, 2009 from: http://www.thefreemanonline.org/columns/censoring-pleas-for-help/

Strategic HR Approach Essay Example for Free

Strategic HR Approach Essay A HR Director has many job responsibilities throughout the work day. They ensure that payroll and accounting are done properly; they are in charge of the hiring and training of new employees. They must also keep up to date information and training for current employees who wish to continue to work for the company. Also HR directors also have to deal with the termination of employees. One other task which HR directors must deal with is employee safety. They must ensure the company and the employees are following all federal and state guidelines. By following all safety and security measures maintains the employer and employee have proper balance within the workplace. Listed below are four case scenarios in which I, as the HR director, must ensure all federal guidelines are being met by the company to offer the best outcome for the employees involved. Case Scenario 1: Medical Bills This employee has been a dedicated employee within the company for the past 25 years of service. They have been diagnosed with cancer which has required them to be hospitalized for two months. While in the hospital, they have accumulated a numerous amount of medical bills due to different treatment options. With the mounting amount of medical bills and no work, this employee is seeking additional help from the employer with additional medical costs and to help cover the cost of these bills. The company is already following state and federal guidelines by covering their 80% coverage and the individual pays the remaining 20% coverage. Also the employee has paid into disability insurance and the company is complying with that additional coverage as well, as the employee takes an extended leave of absence. It has been deemed the employee’s cancer was not due to working and hazardous materials from the company, so the employer is under no obligation to cover anymore medical expenses. Another step which can be taken for the employee to help offset the cost of treatment is the company can host several fundraisers for the employee and their family. All the money either donated or raised through the fundraiser can be set up in account which will cover the cost of current and any additional medical bills. Although not required by the company to take these extra steps, it can bring coworkers together to help in times of need and boost employee morale around the office as well. Case Scenario 2: Accidents with New Management â€Å"Accidents have been occurring in a department of 10 employees under a new supervisor. With the change in management, employees who worked for the company for more than 4 years complain that the new supervisor frequently micromanages, whereas the supervisor complains that the employees do not respect him because he is new and younger than his subordinates. Aside from the accidents, the supervisor thinks the team performance is below average† (University of Phoenix, 2012). The HR Director has many options which they can choose from to handle this rather difficult situation which are legally legit. One of the first things the HR Director needs to do is have a mandatory meeting with the supervisor in charge. There is a proper way to manage and lead a team to achieve results. Talking down to them and micromanaging them over every move is not the proper way. With constant micromanagement, the employees may feel like they are being babysat and hounded. They will not be able to get any work done which in turn will increase the low production rate and not only frustrate the employees but the supervisor as well. To earn respect of the employees, the supervisor also needs to give some respect to them and not talk down to them. The HR Director’s next step is to explain to the supervisor and the employees of the company’s safety guidelines and their accordance with OSHA (Occupational Safety Health Administration). â€Å"Under the OSH Act, employers are responsible for providing a safe and healthful workplace. OSHAs mission is to assure safe and healthful workplaces by setting and enforcing standards, and by providing training, outreach, education and assistance. Employers must comply with all applicable OSHA standards. Employers must also comply with the General Duty Clause of the OSH Act, which requires employers to keep their workplace free of serious recognized hazards† (United States Department of Labor, 2012). All workplace safety and health standards must be in compliance of OSHA. Any company that is not in compliance with OSHA can face severe penalties. Also the HR director needs to inform the supervisor and employees that if all OSHA guidelines are met this will lower the illness and injury prevention. With a lower injury and illness prevention more work can be done and increase productivity for the entire company. â€Å"Most successful injury and illness prevention programs are based on a common set of key elements. These include: management leadership, worker participation, hazard identification, hazard prevention and control, education and training, and program evaluation and improvement† (United States Department of Labor, 2012). Following these guidelines and programs will prevent more injuries and illness at the workplace. This will also lower the cost of sick pay leave and insurance premiums can also remain relatively low. Also a company does not what and a reputation as an unsafe and hazardous workplace. This will cost the company billions of dollars as more people will not be willing to either work for the company or consumers will not want to purchase products from this company as well. The supervisor, who follows and implements these new changes will gain more respect from their employees as well, will have increase in productivity, and also employee morale will increase throughout the company. Case Scenario 3: Workplace Tardiness * â€Å"A recently hired female employee was late more than eight times during her * employment and was terminated because of the tardiness. The employee came back with a union representative asking to be rehired. She claims that some male employees and another female employee have been late many times. None of these employees have been terminated. The other female employee has not been fired because she is the manager’s wife† (University of Phoenix, 2012). This terminated employee is allowed to have a union representative review the case as deemed acceptable by OSHA guidelines. Since the company and HR director refused to terminate the other two employees who also were tardy on numerous occasions, the fired employee has the right to file suit for being terminated due to discrimination. The company was following proper procedure for this one employee but not for the others and this one employee was singled out. All the employees should have been terminated immediately for their tardiness. Under OSHA guidelines â€Å"If you have been punished or discriminated against for using your rights, you must file a complaint with OSHA within 30 days of the alleged reprisal for most complaints† (United States Department of Labor, 2012). Once the complaint was filed a proper investigation between an OSHA investigator and HR Director will be conducted to ensure all policies are adhered to by the employer. * Case Scenario 4: Employee returns to work after baby * A once high performing employee has returned to work after only taking a three week maternity leave. Since her return, her work productivity has drastically decreased; she has been distant with co-workers and at times to melancholy to work with. She has lost interest with her professional work attire and has become discombobulated with her daily work functions and duties. With her decrease in performance has had a great impact on the company as well. The company needs to let her know that she is able to take the full six week leave of absence which they provide and will not affect her job standing. The employee also has the option to file a â€Å"12 week leave of absence in the event of a birth of a child and to care for the newborn child within one year of birth† (United States Department of Labor, 2012). This will give the new mother the needed rest she needs and then can return to work and be more productive again. This will not only help her and her family but also the company as well. * These scenarios occur daily throughout our lives. Many times they may not be handled properly and result in investigation and lawsuit. A properly trained HR director will be able to sort through these scenarios and take the necessary steps that are legal and beneficial to both employee and employer. Following proper legal rights and laws will increase work productivity and morale for all parties involved. * References United States Department of Labor. (2012). Family Medical Leave Act. Retrieved from http://www.dol.gov/whd/fmla/ United States Department of Labor. (2012). Injury and Illness Prevention Programs. Retrieved from http://www.osha.gov/dsg/topics/safetyhealth/index.html United States Department of Labor. (2012). OSHA Laws Regulations. Retrieved from http://www.osha.gov/law-regs.html University of Phoenix. (2012). University of Phoenix: Individual Strategic Approach. Retrieved from http://https://portal.phoenix.edu/classroom/coursematerials/hrm_552/20120925/OSIRIS:43038327

Human Behavior Is Unpredictable Management Essay

Human Behavior Is Unpredictable Management Essay This research sought to find out the gaps that exist in the Karatina University Colleges performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. The objective of the study was to determine how the institution conducts performance appraisal, the main challenges faced in the appraisal process, and the best practices that it can adopt for the process. Literature review was conducted on the subject touching on the various aspect of performance management. The study was conducted using a survey research design. Primary data was collected using self-administered questionnaires with supplements of secondary data used to add efficacy to the results. The questionnaires were administered on randomly chosen members of faculty in the common School of Business Staff room. Descriptive statistics were used including percentages and frequencies. The results were presented in tables in the an alysis for each objective. Human behavior is unpredictable and differs among individuals or even on the same individual at different points in time (Hunt, 2007). Human beings also differ in their abilities, background, training and experience. At the same time, Dr. Nigel Hunt notes that many problems facing most organizations today are social rather than technical or economic. It therefore goes that human resource at work is the most important component of the undertaking. It is therefore very important for organizations to measure performance of this critical resource as doing so ensures organisational success. 10 Performance Management (PM) has recently dominated the Human Resource Management (HR) as a profession owing to the realization that HR is the one of the most potent source of competitiveness in todays operating environment. Insights into performance management by leading thinkers in the recent past (Armstrong, 2009) point to the emergence of Performance Management as the most viable solution to address the productivity lag in most industries. Performance Management is a branch of human resource management whose objective is to support employees in their struggle to attain their goals as well as those of the organisation (Bhattacharyya, 2006). Bhattacharyya explains that PM gained prominence in the 1960s when competition in the operating environment led firms to reexamine their internal operating efficiencies to survive. A difficult operating environment coupled with a desire for productivity led firms to emphasize on productivity of not only their machines but also their human resource. Armstrong (2009) explains that Performance management as a term emerged in the 1970s and was later gained prominence in the 1980s as a distinct discipline within human resource management. Presently, most organizations have embraced performance management as a pillar of productivity in the organisation. As Abbey (2007) describes, performance management has taken prominence in organizations as a vehicle to deliver on organisational and indi vidual performance objectives. Abbey emphasizes that the incorporation of individual objectives into the performance management paradigm made performance management distinct from mere performance appraisal. Performance appraisal emphasized the degree of accomplishment of a given individual by supervisors without seeking the active involvement of the employee in the process (Management Study Guide, 2012). Measuring employee performance therefore goes beyond staff appraisal to include other aspects of performance such as learning and development, talent management and culture change as key contributors to organisational productivity (Armstrong, 2009). Performance management provides the only tool with which the management can evaluate departmental/sectional contributions to the overall organizational performance as well as determine the best options for intervention. For effective achievement of organizational objectives, employees must know what needs to be done and the overall objectives of the organisation (Dransfield, 2000). Besides the knowledge of the overall organizational objectives, individual employees must have knowledge of their particular role within the broader organisational setting. This way, and as Dransfield (2000) notes, all the players in the organizational production chain share a common objective and pull towards the same direction. This is particularly important in that it harnesses organisational synergies in pursuit of a common goal and aligns daily activities within an organization to the overall strategic objectives. Performance management is done to compare relative variations in performance over time for organizations. Output from performance management process is also used for comparison with similar industries or benchmarks and establishing basis for corrective action (Management Study Guide, 2012). The nature of organizational power structure means that senior management cannot keep a direct watch over the performance of the subordinates and therefore a self-corrective process has to be initiates to assess their performance against objectives of the organizations. Performance management also inculcates the culture of sticking to organisational objectives and ignoring the activities that do not add value to the organisational value chain (Management Study Guide, 2012). Though it is impossible to forestall all management challenges, performance management helps the management take steps in advance to improve organizational capacity to deal with unexpected situations The Management Study Guide website details the evolution of performance management as a discipline within the wider human resource management in four phases. The first phase involved filling of annual confidential reports to control employee behavior. Career development was pegged on positive evaluation in the annual confidential report. The second phase entailed communication of the contents of annual report to the employees to correct the identified failings. The last phase involved replacement of the annual confidential reports by performance appraisal process where employees could rate their accomplishment annually. Today, performance appraisals have given way to performance management. The process entails performing continuous reviews based on mutually agreed objectives. The focus of performance appraisal is quantifiable objectives behaviors and values as opposed to employee traits (Management Study Guide, 2012). Appraisal processes are more of directive than participative thus stifling team effort (Leung and White, 2004). The output from performance appraisal is not directly linked to pay as was for the performance appraisals process. Guest, D E et al, (1996) aptly described performance management process as concerned with assumptions, expectations, mutual obligations and promises of employees and the organization. With the continuous change in operating environment, businesses have leveraged on human resource as their basis of obtaining and maintaining competitive advantage (Bhattacharyya, 2006). However, appraisal processes misses the crucial aspects that sustain a firms competitiveness as earlier describes including the wider strategic framework within which the organization operates. A system that emphasizes on employee mentorship and development as opposed to remuneration and disciplinary action enhances organizational output (Tripathi Reddy, 2008). Performance Management requires continuous output by in time for action to be taken. Panagar (2009) explains that employees are disappointed when annual appraisals bring negative feedback and do not point to the areas of improvements that an employee needs to focus on. He offers that participative evaluation in performance management contextualize the management to the working environment and challenges them to facilitate positive change for achievement of objectives. Continuous and balanced feedback enhances coordination and cooperation in organizations (Heskett, 2006). Besides, Heskett cites that employees achievements should be emphasized as opposed to dwelling on areas of improvement to encourage them to do more. Human behavior is unpredictable and differs among individuals or even on the same individual at different points in time (Hunt, 2007). Human beings also differ in their abilities, background, training and experience. At the same time, Dr. Nigel Hunt notes that many problems facing most organizations today are social rather than technical or economic. It therefore goes that human resource at work is the most important component of the undertaking. It is therefore very important for organizations to measure performance of this critical resource as doing so ensures organisational success. 1.2 Statement of the Problem Upon appraising employees and provision of feedback, most organizations wait until the next planned appraisal exercise (Hunt, 2007). Hunt offers that performance management in most organisation stops at the employee evaluation process and mostly after there is sufficient evidence pointing to non-performance. However, this defeats the main objective of the performance management process as an undertaking in aligning employees goals to goals to those of the organisation. This keeps the whole organization focus on its strategic objectives by harnessing collective efforts of its workers. Hunt states four issues that need to be taken into consideration in the performance management process namely following up to ensure achievement of targets, evaluating the entire process to ensure that it is appropriate and fair and do not foster conflict in the organisation. Observance of these four standpoints guarantees employee job satisfaction and continuous improvement in the organization. In most organizations, employees harbor qualms on the appraisal process (Shaddock, 2010). Shaddock attributes the negative perception to the use of appraisal results as evidence of poor performance instead of discussing performance with the employees to find common ground. The infrequent manner in which appraisal process is conducted adds to the subjectivity of the results as managers are more prone to conduct the exercise when performance is deteriorating (Tripathi Reddy, 2008). Tripathi and Reddy explain that the effect of these appraisal processes leave employees disillusioned and afraid to take risks leave alone accepting the fact that continuous improvement can enhance their success and by extension that of the organizational. As a result, employees lose their sense of control over the situation and resign to the directives of the management without their own insights. This contrasts with the new human resource management paradigm that emphasizes on mentorship, coaching and emp owerment (Dacri, 2006). 1.3 Purpose of the Study This research sought to find out the gaps that exist in the KUCs performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. 1.4 Research Questions 1.4.1 How does KUC conduct performance appraisal? 1.4.2 What are the main challenges faced in the appraisal process? 1.4.3 What are the best practices that KUC can adopt for performance appraisals? 1.5 Significance of the Study 1.5.1 Human Resource Managers and Practitioners The head of human resource at the institution as well as others will get insights into the performance of their organizations and the best practices they can employ to achieve the best output from the human resource. The research will reveal insights on the frequency of performance appraisal and how best to achieve the desired results. Besides, the research will reveal the benefits of communication between the managers and employees. It will lead to clear understanding of job descriptions by the employees and better performance measurement. This will go a long way in boosting efficiency and effectiveness at the workplace. 1.5.2 Organizations The research will emphasize the role of performance management process in the achievement of strategic objectives of the organization. It will also enlighten the employees on their role in the organisation as well as the opportunities they have to advance boost their performance and by extension their careers. The research will particularly emphasize on the role of the performance management process on continuous improvements within the organization. This will position organization on a path to responsive change needed for survival in todays operating environment (Management Study Guide, 2012). 1.5.2 Employees The research will provide employees with an opportunity to evaluate their performance appraisal system and to suggest adjustments to align it with the organisational objectives. The employees will have an opportunity to express their desired outcomes of the performance management process that best serves the interests of both them and the organizations. Besides, the research will expose new areas that employees need training. Lastly, the employees will feel that the organisation is concerned about their welfare just as much as it is concerned about the performance of the organisation. 1.6 Scope of the Study The study was performed on a group of workers at Karatina University College. Data was collected on the month of February and March to reflect the current operational context of the organization. a review of literature was performed as well as secondary data on performance management concepts, the challenges faced and benefits that can accrues in evaluating an organizations performance. 1.7 Definition of Terms 1.7.1 Performance Appraisal Performance Management is an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding of the functions expected of the employee and their contribution towards the achievement of the organizational goals (Robert Basal, 1999). 1.7.2 Performance Management Performance management refers to the proactive system of evaluating and providing feedback on employee output in line with the desired results. It aims at harmonizing employee and organisational objectives to achieve operational excellence (Management Study Guide, 2012). 1.7.3 Benchmarking Benchmarking is adopting best practices in the industry to guide organizational effort. It involves leaning from success of others (Peters, 2006). 1.7.4 Key performance Indicators These are performance measurement for key values necessary to achieve success in an undertaking (Reh, 2010). 1.8 Chapter Summary This chapter puts into perspective the concept of performance management and its application in modern day operating environment. The chapter defines the concept and differentiates it from performance appraisal as more elaborate and supportive of firms strategic objectives. The chapter also detailed the purpose of the study that was to find out the gaps that exist in the KUCs performance management system and to come up with recommendations for adjustments that will put the institution on a path towards continuous performance improvement. In this pursuit, the three research questions to be answered were identified and the population from which the sample was drawn. Lastly, the research lists the beneficiaries of the research including employees, human resource managers and organizations keen to gain competitiveness from their human resource. CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 Introduction Chapter 2 is a discussion on the various publications on the subject of performance management in line with the objectives of this research. The objectives of this research was to find out how performance appraisal is conducted, establish the main challenges faced in the appraisal process and identification of the best practices that KUC can adopt for performance appraisals. 2.2 The process of Performance Appraisal 2.2.1 Performance Appraisal explained Performance appraisal is a periodic assessment of employee performance and productivity line with the objectives of the organization (Manasa Reddy, 2009). Results of the process are used to gauge employees accomplishments as well as their potential for future improvements. Performance appraisal is done annually with the feedback used to counsel and develop employees, identify their training needs and align the compensation structures within the organisation (Manasa Reddy, 2009). Performance appraisal differs from performance management in that the earlier is carried out on a top-down basis with the supervisor acting as the judge with minimal employee involvement (Management Study Guide, 2012). Grote (2002) rightfully stated that the objective of the performance appraisal was to value each employees contribution against his rewards and take corrective action if the disparity is large. For this reason, performance appraisal was done on an annual or biannual basis depending on the particular entity. On the contrary, performance management focuses on the mutual objectives set by the employees and the management through a dialogue process (Management Study Guide, 2012). It is done continually and focuses on quantifiable objectives, behaviors and values (Management Study Guide, 2012). It thus leaves no room for subjectivity of the supervisor and aims at determining the points of improvements available to both the employer an employee. Performance management dates back to the early 20th century when Fredrick Taylor equated employees compensation to their output at work (Vroom, 1990). In those times, appraisal was less formal than it is today and involved the aspect of units produced per given time (Lyster, Eteoklis Arthur, 2007). ***** offers that performance appraisal is a mere step within the wider performance management paradigm. He notes that performance appraisal is an objective analysis of the facts and not the person. After getting the results of performance appraisal exercise, the wider process of performance management moves a step towards the final goal of aligning organisational and employees goals. According to ***, positive results are celebrated while negative results should prompt development of an improvement plan. Performance appraisal uses a number of methods including graphic rating, ranking, behavioral anchored rating and management by objectives (Cokins, 2009). Cokins explains that the choice of the method used for appraisal depends on the goals of the organizations. Zaffron and Steve (2009) add that regardless of the method used, regular communication and feedback from the managers is essential for success of the appraisal process. That way, work teams in an organization feel that they are working towards a common goal (Grote, 2002). 2.2.2 Purpose of Performance Evaluation. Heskett (2006) attributes the negative perception of performance appraisal among employees to the general lack of understanding about the purpose of appraisal. The Management Study Guide (2012) details out that performance management helps in defining responsibilities of both the individual and the team in the Key Result Areas. That way, coordination and control among the various departments in an organization becomes easy. The Management Study Guide notes that knowledge of responsibilities enables the employees to take initiative and work towards their set targets while improving their areas of weakness. This is as affirmed by Daniels (2006) that an objective and participative performance management process fosters learning and continuous improvement as opposed to breeding animosity. Performance management cultivates a feeling of shared mutual accountabilities within an organization (Shepard, 2005). This way, Sheppard notes that employees are able to overcome resistance to change and are ready to improve on KRAs. Leahy (2003) who offered that effective performance management anchors other operational metrics like the balanced scorecard has supported the views. Effective performance management is crucial in motivating employees (Akrani, 2011). Akrani notes that performance management starts with employees setting goals that they intend to achieve over a given period. The employee assesses what he/she has done against the set targets. Given that the employer and the supervisor mutually set the targets for performance, the employee strives to reach the set targets (Akrani, 2011). Performance below the set standard is taken as an opportunity to improve as it is within the employees capacity to achieve. Beach (2007) explains that the employees give up trying if they feel that the set targets will not be achieved. Since the performance management entails mutual goal setting, such incidences are unlikely to occur. Instead, and as Akrani points out, performance management helps organizations determine the training and capacities for each of their employees. Gamble, Strickland and Thompson (2007) explain that data obtained from performance appraisal is crucial in determining the right people to execute organizational strategy. Employees with the highest performance are easily identified and encouraged to undertake roles that are more challenging. In most cases, results from performance appraisals are used in the determination of employee compensation (Heathfield, n.d) a fact that Kirby (2005) detests. Appraisals are used to determine compensation and promotion levels that assist in linking rewards to performance among the staff (Heathfield, n.d). However, appraisals on their own should not be used as basis for promotions and rewards (Kirby, 2005). Given that the main goal of performance management process is to assist employees in setting goals and aligning them to those of the organization, it is crucial for performance and rewards framework be aligned to this process as opposed to mere performance appraisal (Lyster, Eteoklis Arthur, 2 007). Lastly, performance appraisals play a huge part in shaping behaviors and attitudes of employees (Panager, 2009). Panager notes that employees relate well with the management and are responsive to the changing demands of their workplace. This is consistent with the Conaty and Ram (2011) assertion that human resource is the strongest catalyst or inhibitor of organisational change efforts. Performance management helps an organization to gauge its human resources effectiveness in coping with change (Conaty Ram, 2011). 2.2.3 Common Performance Appraisal Practices. The most common performance appraisal practice involves ranking employees from the best to the worst (Griffin, 2007). The method is mainly subjective with the supervisors judgment being crucial in the ranking of each employee. This subjective approach exposes the process to bias and manipulation by the management. Lunenburg Ornstein (2011) offer that ranking involves the supervisor rating each employee based on employees traits and behaviors in comparison with the rest in the organisation. Despite its subjective nature, ranking gives a clear picture of employee performance relative to the rest of the employees within the organisation and offers them real models that they can follow within the organisation (Coens, Jenkins Block, 2002). However, Griffin (2007) offers that ranking method is prone to bias and can result in poor relationships within work teams. Besides, ranking stifles the opportunity for feedback within an organization and sows a feeling of inferiority among underachie vers (Coens, Jenkins Block, 2002). In the same way, Coens, Jenkins and Block note that persons who are consistently ranked on top of the rest lack an opportunity to improve on their performance as they feel they have done enough. Lastly, Beach (2007) explains that ranking creates an adversarial relationship between work teams that stifles the spirit of cooperation between employees. Paired comparison resembles ranking method only that the performance of each employee is compared to that of every other employee based on a single criterion (Mondy, 2008). If an employee receives the highest number of favorable comparisons, s/he is ranked the highest. The process is more objective compared to the ranking method but poses huge problems for organizations with large numbers of employees (Mondy, 2008). Another performance appraisal system commonly used in organizations is the graphic rating scale. Under the system, evaluators judge performance of employees on a scale of about 5-7 categories (Mondy, 2008). These categories depict the rating of the employees by use of appropriate adjectives such as needs improvement, outstanding, average, meets expectations etc. The method is good in that it can be quantified by assigning numeric values to the descriptors. It is also easy to administer and can be tailored to meet specific needs of a given organization (Mondy, 2008). Under the forced distribution method, the evaluator assigns individuals to a limited number of categories, similar to the normal frequency distribution curve. Few individuals get very high ratings while a few get very low ratings. Most of the employees rate at the center of the curve (Armstroong, 2009). Mathis and Jackson (2011) decry that this system explicitly calls for evaluators to distinguish between winners and losers even if their performance is not rightly so. For this reason, the method is unpopular among managers and employees as it stifles the concept of employee development and assumes that there must always be very good and very poor performers in the same organisation (Mathis Jackson, 2011). It also creates cutthroat competition among employees that disarrays synergy (Beach, 2007). Another employee appraisal technique is called critical incident method. Under the method, the evaluator maintains records of favorable and unfavorable performance during critical incidences (Mondy, 2008). These incident log records are maintained continually and are used as indicators of employee performance. Ostrom and Wilhelmsen (2012) explain that this method lacks intellectual merit as it is dependent on the frequency of occurrence of critical incidences. Behaviorally anchored rating scale (BARS) is an appraisal technique that aspects of critical incident method and the rating scale method (Mondy, 2008). Under the method, the performance level of each employee is described on a scale. The evaluator then compares the different performance of each employee to decide the best performing and those in need of more training. Mondy offers that this system is more objective but is hard to quantify for further analysis. One of the most common performance appraisal methods today is referred to as Management by Objective (MBO). Mathis and Jackson (2011) and Mondy (2008) define the method as a result based system under which the employees and managers set objectives together that form the basis of appraisal in the next appraisal period. The employee actual output is compared to the set performance targets and points of improvements identified (Griffin, 2007). Management by objectives arises allows management to see the wider picture of the organsaitional and the part that each employee plays in it and to remain on curse to achieving the overall strategic objectives of the firm (Drucker, 1954). Employees also conduct a self-audit of their performance potential and chart out the best course for attaining the mutually agreed goals (Pecora, Cherin Bruce, 2009). 2.3.4 Frequency of Performance Appraisals. In most organizations, employees and their supervisors deliberate on their performance over a given period typically annually, biannually or quarterly (Garber, 2004). Tripathi and Reddy (2008) list two major forms of performance appraisal namely summative and formative. They explain that a summative performance is done occasionally typically in three to six months relative to the organization in question. On the contrary, formative appraisal is done continually typically daily. Formative appraisals are important in that the employees can track their performance over time and determine their weak points for improvement. This is as opposed to summative appraisals under which employees have no trail of their past performance (Management Study Guide, 2012). Many scholars emphasis on the need to perform appraisals based on a schedule (Miller Braswell, 2010; London, 2003; Mathis Jackson, 2011). Routine performance appraisal avoids the temptation of focusing on irrelevant activities (London, 2003). That said, the management is responsible for ensuring continuous performance appraisal taking care not to forget critical incidences (Miller Braswell, 2010). Though appraisal is done continually according to the set schedule, it is important for the managers and subordinates to sustain informal communication throughout the performance period to take advantage of any opportunity to change negative trend (Edwards et.al, 2003). Edwards et al also cites the preemption of negative surprises at the end of an appraisal period as good reasons for maintenance of these informal contacts. Abbey (2007) notes that in most organizations, appraisal forms are used to capture employees accomplishment in the past year as well as some aspects such as their rela tionships with team members, their personality traits and flexibility, etc. 2.3 Challenges are faced in Performance Appraisal process Most organizations experience challenges in their appraisal processes. Deming (2000) once cited that performance appraisal is one of the most powerful inhibitor to quality and productivity. More recently, Lee (2006) offered that performance appraisals inspire hate and distrust among employees. Challenges in performance appraisal occur from the fact that the processes are based on widely held and invalid assumptions that hold back progress (Scholtes, 2008). Lee aptly described the processes as designed to measure and rate performance as opposed to improve it. Past research works (DeNisi Williams, 1988; Longenecker et al., 1987) cite subjectivity among the evaluators as well as different standards used for different employees as major problems in appraisal process. More recently, Lee (2006) cited lack of congruence with organizational objectives as well as lack of use of the results to improve performance. Lee adds that the results of performance appraisal should be used to motivate employees as opposed to instill fear and loathing as to stifle the spirit of teamwork. Hazard, (2004) and Nickols (2010) explain that performance appraisal demotivates the employees, is too subjective and unfair in application, and takes too much time and is seen as a management attempt to coerce employees to submit to management authority. 2.3.1 Employees Motivation Wilheir (2010) explains that motivation is the only effective tool for ensuring effective employee management. According to Wilheir employees, lose motivation when duties become repetitive, too difficult or too easy. The management should ensure that their employees remain motivated and productive throughout their engagement in the organization (Hazelden, 2010). Hazelden (2010) adds that the most common causes of employee demotivation include lack of information, unrealistic expectation by management, feeling of excessive control by authorities and lack of management appreciation of effort. Noone (2008) adds that to keep employees motivated, the management should develop clear goals and keep the roles interesting for the employees. That way, Noore asserts that employees are unlikely to deviate from the organisational mission. . Employee motivation is crucial to achieving the g

Fiction in Magazines :: Essays Papers

Fiction in Magazines In developing a discussion on magazine fiction, it is first necessary to develop strong reasoning as to why this is a relevant topic at all. If one is to discuss fiction in books, which many people have, why does the subject of magazine fiction even have to be brought up? Aren't the two of them one and the same? The answer to this is no. It is true that magazine fiction and book fiction have much in common, but they have many differences as well. For instance, the medium itself is cause for much difference. The process of creating a book is minimally a year long. So, a person who picks out a book of short stories from their local bookstore will be reading books that are at least a year old. Magazine fiction, however, is more recent, and thus much more exciting. It is very possible for a writer to have his story published only a couple of months after he has written it. Magazine fiction has a stronger feel for the pulse of literary society, which makes it relevant and interesting when speaking of fiction in general. There are hundreds and hundreds of literary magazines. Every Tom, Dick and Harry is seemingly starting a journal. However, in the entire scope of literary magazines, there are three basic types. The first type is the largely circulated, prestigious magazine. These include The New Yorker, Atlantic Monthly, and Playboy, among others. These magazines usually only publish one piece of fiction per issue. It is extremely difficult to get published in this first type of magazine because 1) they don't publish as many pieces of fiction a year, and 2) every writer is trying to get published in this sort of magazine. However, if you do get published in this sort of journal, the paybacks are larger. You normally get paid more for getting published than in the other two types, and the prestige of getting published will likely land you many more published stories and much more publicity. The second type of literary magazine is the medium journal, which is one scale smaller than the first. These include Story, Paris Review, and others. These magazines publish more pieces per issue, and tend to be easier to get published in. The prestige of getting published, however, is still very good, although not as great as the first type.

American Technology :: Computers

American Technology In 1957 the USSR launches Sputnik, the first artificial earth satellite. In response, the United States forms the Advanced Research Projects Agency (ARPA) within the Department of Defense (DoD) to establish US lead in science and technology applicable to the military. In 1962 RAND Paul Baran, of the RAND Corporation, was commissioned by the U.S. Air Force to do a study on how it could maintain its command and control over its missiles and bombers, after a nuclear attack. This was to be a military research network that could survive a nuclear strike, decentralized so that if any locations (cities) in the U.S. were attacked, the military could still have control of nuclear arms for a counter-attack. In 1968 ARPA awarded the ARPANET contract to BBN. BBN had selected a Honeywell minicomputer as the base on which they would build the switch. The physical network was constructed in 1969, linking four nodes: University of California at Los Angeles, SRI (in Stanford), University of California at Santa Barbara, and University of Utah. The network was wired together via 50 Kbps circuits. In today’s society the Internet has greatly reduced the number of sent letters through the US postal service. This is true because if you can send the same information to somebody without wasting paper it is much better on the environment. Another reason why so many people have switched to using e-mail is that it is just simply faster than waiting for a letter in the mail. One more reason people use e-mail more is that the rate of postage to send a letter is steadily going up. It is currently at 37 cents per letter where sending e-mail is free. Some of the negative effects of this shift of people using e-mail over actually mailing their letters is the postage per letter is increasing more often than ever because more people use the internet to send letters now because it is just faster than mailing a letter which could take up to a week to get to your house where e-mail is instantaneous. The Internet’s impact on me personally is good overall. This is true because I surf the Internet when I’m bored, the Internet has online games that I can play with other people on the other side of the world if I wanted to. The Internet has all kinds of databases, which helps me on research papers like this one.

Thomas Mores Utopia Essay -- European History

Throughout Thomas More's Utopia, he is able to successfully criticize many of the political, social, and economic ways of the time. His critique of feudalism and capitalism would eventually come back to haunt him, but would remain etched in stone forever. On July 6, 1535, by demand of King Henry VIII, More was beheaded for treason. His last words stood as his ultimate feeling about royalty in the 15th and 16th centuries, "The King's good servant, but God's first." Throughout his life, More spoke his beliefs about feudalism, capitalism, and his ideals of Utopia; More was a thinker, good friend of Erasmus, and although many critics take Utopia as a blueprint for society, in many instances he encourages thought, a critical part of the renaissance that does not necessarily conform to society's own beliefs. Before any conclusions can be made about More's writings, one must know of his disagreements with both King Henry VII and Henry VIII, even following his faithfulness. More was a statesman, a scholar, a writer, and at one time, a Monk. Many of his ideals, including his socialistic ones followed behind Pythagoras, Plato, but a true influence in his life was Desiderius Erasmus. Beginning in 1499, Erasmus visited England, beginning a friendship and intellectual correspondence, translating Latin works, among other things. Erasmus' Praise of Folly, written in 1509 is dedicated to More. One of his first proposals in Parliament was to minimize appropriation for Henry VII; as one could understand, he did not take kindly to More's suggestion. More's father was imprisoned and later released after a fine was paid. Later, after Henry VIII had taken the crown and Thomas had become Speaker of the House of Commons, More, stood bes... ...s for the readers to make their own assumptions of his writings. Uncountable interpretations and assumptions of his works have been made, but he himself will never explain to us what his intent was. People theorize that Utopia represents More's "blueprint for society," or More's ideas for a socialistic world, or even as a satire of European society, but there is reasonable evidence to say that he only wanted to encourage thought, thought for improvement, whether it be socialism, movement in classes, change in professions, or anything else of the hundreds of differences between Utopia, and 15th century Europe. www.newadvent.org/cathen/14689c.htm">http://www.newadvent.org/cathen/14689c.htm More, Thomas, Utopia, p.41. The Penguin Book, Author's Translation by Paul Turner More, Thomas, Utopia, p.42. The Penguin Book, Author's Translation by Paul Turner

Assessment Methods 3

Assessment Methods Assessment is the means of obtaining information or can be defined as a method of evaluating learning (The starting point for this is the curriculum along with the process of learning and teaching). This helps to know when a concept is understood or not, whether you have re-teach a topic or can move on, allowing teachers, pupils, and parents to make judgments about the pupil progression. (Wilson 2009) When choosing assessment items, it is useful to focus on the immediate task of assessing student learning in that particular unit of study. The primary goal is to choose a method, which effectively assesses the objectives of the unit. Choice of assessment methods should be aligned with the overall aims of the program, and may include the development of disciplinary skills (such as critical evaluation or problem solving) and support the development of competencies (such as particular communication or team skills. ) (Wilson 2009) When considering assessment methods, it is particularly useful to think first about what qualities or abilities you are seeking to engender in the learners. It is also important not to seem discriminating in any way and supportive to any learners who may have additional needs, giving the best opportunity to demonstrate their ability in respect to the course. There are wide ranges of assessment methods used to measure learning some I will touch briefly, two of these methods would be used for my subject area, which I will elaborate on. Assessment methods can be: †¢ Formative – the purpose is to indicate the effectiveness of teaching and learning. Formative assessment and the way it is used, is crucial to effective learning and teaching. It can identify areas of learning forgotten or misunderstood by the pupil, reveal unsuspected knowledge of skills, identify possible barriers and provide information on relevance, pace and interest of teaching for a learning group. †¢ Diagnostic – to indicate strengths and weaknesses of the learner †¢ Summative – for recording and reporting purposes at the end of the curriculum †¢ Informal – on-going for teacher and pupil information †¢ Self and peer assessment †¢ Verbal/oral- questions are asked in efforts to establish depth of knowledge and are useful assessment tool to complement observation in order to check understanding. Observation – this is used in practical situation when a learner demonstrates their competence or natural ability while being observed by the assessor. You can also observe group work, encouraging †¢ Simulation – this is similar to observation, but uses a simulated activity rather than a task or n atural performance. While this method is not generally supported by National Vocational Qualifications it can be appropriate when using high cost materials or in dangerous situations. Project and Assignments If assessment is to be seen as a valuable tool and respected by learners it must be seen to work effectively. For my subject area I would concentrate on Formative assessment and Initial /Diagnostic assessment. Formative Assessments Formative assessment is an interim judgment also known as ‘continuous assessment’ this mean it is ongoing, this give the learner the opportunity to know how they are progressing, giving them the opportunity to improve (Wilson 2009, Gravells 2008). This type of assessment is very motivational as it is seen as a review rather than an assessment, helping learners to progress and maximize their potential. Theorist David Kolb (1984) is used frequently to explain learning processes he describes how individuals learn from their experiences by trial and error. Reflective practice builds upon things that happen (concrete experience) and develop through understanding, like having another go at it, this Kolb suggest is a logical development, which constantly (through repetition) leads to better practice. Formative assessment method helps the student to constructively identify achievement and areas for further improvement. The teacher is able to evaluate the effectiveness of his own teaching to date, and to centre future plans based upon that evaluation During a Formative assessment (Minton 2009). Because of the flexibility of its application formative assessment is a great way for teachers gauge how effective their teaching is as it shows up areas of strengths and weakness in time for corrections to be made sooner than later. Formative assessment can be seen as a measure of the teacher’s ability to teach effective lessons by the results of student performance (Gould 2009, Minton 2009). Initial/Diagnostic assessment Initial assessment is a term given to that part of the learning process that aims to combine the learner, the teacher and the curriculum. Carrying out an initial assessment helps to plan appropriate sessions for learners, this is to identify the specific needs of learners and to devise the best teaching strategy. Wilson 2009, Petty2009) Initial assessment is really the first stage in a process designed to create an interesting and relevant program of study for learners, Looking at how Achievable and relevant the proposed course is the potential learner (Gould 2009). This type of assessment immediately gives credibility to the fact that assessment is very influential throughout the process of learning; it measures attainment, potential and identifies skill gaps, aspirations, support neede d and the level of ability of learners. A good initial assessment of learners’ suitability for a course can positively affect continual attendance and successful completion of a course (Minton 2005). Initial assessment sets out to do quite a lot and depending on the individuals. Individual differences will have impact upon teaching and it is important to recognize that as much as the individual is affected so also is the style and manner in which teaching is delivered, therefore expectations must be communicated in such a way as to positively influence students (Petty 2009, Gould 2009, and Minton 2005). It is very important the learner is well informed about the course before starting so a decision can be made about the suitability of the course for the learner. Diagnostic assessment is additional information, which is linked to information gather from the initial assessment. Together they help both teacher and the learner build a clear picture of the individual, based on the skills and knowledge already achieved. In order to begin the process of personalizing learning, developing an individual learning plan and begin the process of assessment for learning that will continue throughout the learner’s program make links to progression routes and prepare for the next steps (Gould 2009, Petty 2009). Individual differences will have impact upon teaching, so it is important to recognise that as much as an individual is affected so also is the style and manner in which teaching is delivered. Therefore expectations must be communicated in such a way as to positively influence students (Petty 2009, Gould 2009, and Minton 2005). It is important that teaching strategies are seen to be, and treated as strategies. These are always changing and it is important to make it a point of duty to be conversant with the all strategies that may be appropriate for the individual and collective needs of students as needs as well as pupils vary. Learning is cumulative that is to say that as a result of continuous and varying experiences human beings gain knowledge, form concepts, increase in skills and attitudes and thus are able to apply understanding and grow. During this process feelings are discovered about environmental factors and intrinsic values, learning can be viewed as a combination of cognitive, social and affective elements (Pollard 2008). The true focus of assessment is learning and how we learn. Adversely when intelligence and ability has become the focus, many authors have shown in their research that it is a nebulous concept to focus on measuring pupils’ intelligence or ability. Learning is crucial to the way in which human beings deal with different stages of life and determines whether or not good or bad experiences re-occur (Minton 2009). Over the course of time it has been realised that knowledge, understanding and learning is crucial and should be the focus of any form of assessment. Learning is constant and takes different shapes whether academically or socially it is a part of our lives whether you realize it or not life. Everyday we learn something new, how important it is to us, only an individual will know, this is determine through assessment whether self or secondary. . Bibliography 1. Practical Teaching A Guide to PTLLS& DTLLS: Linda Wilson 2009. 2. Reflective Teaching: Andrew Pollard 2008 3. Achieving your PTTLS Award: Mary Francis and Jim Gould 2009 4. Achieving your PTTLS Award: Mary Francis and Jim Gould 2009. 5. http://www. brookes. ac. uk/services/ocsld/resources/methods. html. 6. Preparing to Teach in the Lifelong Learning Sector: Ann Gravells 2008. 7. Reflective Practice in the Lifelong Learning Sector: Jodi Roffey-Barentse and Richard Malthouse 2009

Environmental Message in Wall-E Essay

IntroductionThe film W on the whole-E is related to to the science and description argona because it talks ab turn up the environment and what potty keep in the future. The film starts with a automaton named W both-E and he has been assigned to readable up primer from completely the emaciate that the piece substantiate left behind. It shows him coming divulge of his house that is full of little various things that human race would come back argon gimcrackery but he does not do what they are and considers them trea certain(p blood-redicate)s. As he is playing his duties he hears another ship fetch and drops off another zombie named eve. Eves mission is to find each animation organism and bring it defend to the main ship where all the humankind are living so that they rat determine if it is okay to increase to Earth.Wall-E is uneven intimately Eve and would like to desexualise better look at her and lastly he ends up falling in love with her. When Eve and Wall-E go book binding to the planet with the humans, they find that they are fat, slothful and all wearing red because they are under the influence of engineering science and macrocosm told what is the new style and what they should be eating. When they go to the captain to show him the plant that they ascertained the skipper who is also a robot tries to throw the plant forth because he does not want the humans to return to Earth, he likes how he is in conquer of them and does not want that to change.There are two global implications of this video. The first cardinal is an environmental message on what happens oer time when we do not control care of our planet. It makes going blue jet a natural part of every mean solar day life and shows society that recycling and throwing a focal point the frappe is of import. Recycling should be made advised to every cardinal so that they grass see the problems that it can cause to society if not but at all. Recycling is also imp ortant because it helps people, saves energy, saves the Earth, and helps mitigate Global Warming, reduces Pollution and countervail products in Landfills, and helps save money.When it comes to what could happen if we do not educate society on taking responsibility for their waste and disposing it in the proper way this could happen to our planet. I receive that after seeing what can happen I hurl taken recycling more seriously and I crap also made sure to educate my family and friends because I want them to do their part on going green and taking responsibility for their waste. I k at present this huge change on acquiring everyone to go green will not happen overnight but if we all are more conscious about and do our parts then I am sure that one day we can make sure that it does not happen like in the movie.The atomic number 42 global implication for this movie is concerning technology. In the movie humans are living in the future on a space ship because they cannot return to Earth for it is uninhabitable from all the waste. When we are introduced to the humans they are all wearing red clothes, are fat and lazy, and are all sitting on chairs either notice television or on call back calls on tablets. That we are too certified on routines and habits that make us put off and not able to make our bear decisions. When Wall-E ends up accidently bumping into one of the ladies she realizes that her clothes have changed color and that she finally opens her eyes and sees everything from a new perspective and realizes that she does not have to be opineent on technology.I realized that from watching this movie at that place are times that we do depend on technology a lot. We all have cell phones, computers, game consoles, and televisions, just to name a few. I wise(p) that we do listen to what advertisements tell us are the greatest new items to have and most of us go out and buy them right away. It shows that if we do not take time to just live and rememb er the days before technology came along this could happen to all of us.I like how at the end of the movie it showed robots and humans working together to clean up the Earth. It also showed the humans communication with one another in somebody and not hiding behind a technological device. I think that in todays society we motivation more one on one communication that is in person because now it is all behind technology and it takes away from the personal aspect. It shows that we can control how overmuch consumerism and advertisements we want to give into. I think this movie is a great way to adults and humans the importance of properly disposing their waste so that this never happens and also to be conscious of how much technology they are using.