Germanic Runes Essay Example

Germanic Runes Essay The Germanic peoples are usually portrayed as illiterate barbarians. Most people believe the Germanic peoples were more interested in plundering than anything else. The truth is that the Germanic peoples left behind a great number of written things. The Germanic peoples used Runes on everything from leaving a reminder for a person to common household items to stone monuments. They also used Runes to cast spells, provide protection, and tell fortunes. The Futhark is what the runic alphabet is commonly called. Futhark gets its name from thefirst six runes: f, u, th, a, r, k.Each rune represents a phonetic sound. Each rune also has a distinct meaning. Most of the meanings are derived from Germanic Mythology. No one knows exactly when Germanic Runes werefirst used, many scholars believe they were created in thefirst century AD. This was around the time when the Germanic people pushed the Romans out of Germanic areas. The Germanic Myth of the creation of the runes said that Odin hung hims elf from a tree and impaled himself with a spear. He was hung from the Tree of Life (Yggdrasil) for nine days and nine nights. He hung himself as a sacrifice to himself, thus giving him the occult of knowledge.Odin was said to have dispersed the knowledge of the runes to the various entities that inhabit the universe, among them mankind and the gods. The Germanic peoples often took the magical powers of the runes very seriously. The Rune Master was a person who could harness the supernatural powers of the runes. Rune Masters also used the runes to answer a persons question.Germanic warriors also harnessed the powers of the runes for war. Warriors would inscribe certain runes into their swords to the gods to either protect the owner of the sword, or bring pain to the sword owners enemy.

Take Home Questions essays

Take Home Questions essays 1. Ethnic stratification is a rank order of groups, each made up of people with presumed common cultural or physical characteristics interacting in patterns of dominance and subordination. To begin with, all systems of ethnic stratification are products of the contact of previously separated groups. Initial contact may be in the form of conquest, annexation, voluntary immigration, or involuntary immigration. Following contact, groups engage in competition, view one another ethnocentrically, and, ultimately, one imposes its superior power over the others, emerging as the dominant group. Ethnic stratification systems are created by the movement of people across national boundaries, usually bringing with them different languages and cultural systems, or by the establishment of new political boundaries. Multiethnic societies are formed through one or a combination of several contact patterns. The first factor critical to the emergence of ethnic stratification or inequality is Conquest. Conquest is a form of contact in which people of one society subdue all or part of another society and take on the role of the dominant group. European colonialism of the eighteenth and nineteenth centuries best exemplifies this pattern. The next factor to the emergence of ethnic stratification is Annexation. It is a political occurrence in which a part or possibly all of one society is incorporated into another. If a gathered society has a dominant group, then the ethnic groups within that society become subordinate at the point that sovereignty is transferred. Such annexation may occur in a peaceful or a violent manner. Following annexation, the most common patterns by which ethnic groups come into contact involve immigration. The immigration of peoples from one society to another may be either voluntary or involuntary. The chief source of ethnic heterogeneity in the United States, Canada, Australia...

Qualitative social research Essay Example | Topics and Well Written Essays - 500 words

Qualitative social research - Essay Example Observations techniques, an example of a qualitative data gathering tool, can yield more candid results which can be more reliable than survey questionnaires in this kind of study. Creswell (2003) lists a number of qualitative procedures and also presents a number of characteristics of the said method. He describes qualitative research as taking place in the natural setting, in the home, office, community etc. of the participant. In such manner, the participant or the subject is more comfortable and is acting more naturally than when he is kept in a holding room for observation. The methods used to determine the conditions and situations of the participant or subject being researched is multiple. An observation method is usually coupled with an interview such that the observations of the researcher will be validated to remove researcher bias. It is also more flexible in as much as human nature is also flexible. And to top it all, the view rendered by a qualitative research is holistic, taking to consideration not only the individual or subject being researched but also the other things and factors that affect it. The March 2009 issue of the Tamara Journal of Critical Organisation Inquiry contains several articles discussing new and emerging issues in qualitative research. Among the issues discussed are reflexivity, role of the researcher, flexibility of the qualitative research process, voyeurism and ethical considerations. The transformational leader as pedagogue, physician, architect, commander, and saint: Five root metaphors in Jack Welchs letters to stockholders of General Electric. By: Amernic, Craig and Tourish Dec 2007 This article discusses how the letters of Welch has contributed to the understanding of his type of leadership. This is an example of a content analysis with the goal of determining the behavior of a

Animals are Friends, not Scientific Experiments Assignment

Animals are Friends, not Scientific Experiments - Assignment Example They are funded by big companies and sometimes by research agencies. These experiments have however, more often than not, been counter-productive as they fail to understand the basic fact that humans and animals have very different bodies. Drugs may thus not be safe for humans while they are safe for animals and vice-versa. This leads to disastrous consequences where both animal and human lives are lost due to the side-effects on the bodies of both. The basic purpose of the experiments remains unfulfilled and many lives are lost in the process. The issue has also been dealt from the angle of the ethical treatment of animals, in the article. It argues against the use of animals in scientific and medical experiments. Instead, it proposes the use of other techniques that would be able to predict the effects of drugs on human beings. The loss of animal and human lives can thus be minimized, leading to a more harmonious existence for the whole of mankind. This would lead man to treat anim als as friends and not as objects for scientific research (Killing Animals and Humans). Animals are Friends, not Scientific Experiments â€Å"Killing Animals and Humans†, an article that appears on the website of the organization Animal Aid talks about how the entire process of killing animals for the benefit of human beings is a futile exercise. ... The reason that is provided for the insensitive slaughter of these animals is the development of drugs that may be used for the treatment of diseases in human beings. The article hints that the humanitarian side of the debate is often overshadowed by the financial aspect of it. The reason for this may be that these experiments are often funded by big firms and research institutions that have their own lobbies. The article reveals in great detail, the different methods that are used to torture animals and the inhumanity of such an approach. The article also exposes the flaws in the legislative structures of nations across the world where atrocities against animals are often not taken very seriously. The essay also busts the myth about the utility of these experiments to the human race. It cites examples of lives that have been lost as a result of these experiments. As opposed to the common perception that these experiments lead to the loss of only animal lives, it also leads to the lo ss of human lives. These experiments often overlook the fact that animals and humans may not react in the same manner to the same drugs. The different effects that these drugs produce have led to many mistakes in the field of medicine, something that is the public is often not aware of. The essay talks of how medicines that have worked on animals that are as close to the human race as chimpanzees has failed completely on humans. An administration of these drugs to humans without proper research into the human anatomy would always lead to disaster, according to the article. As a result of these mindless experiments, thus, no purpose is fulfilled except the deaths of many humans and animals. The article, as a means of a solution, proposes a paradigm shift in the way experiments

In the Time of the Butterflies - the Main Ideas Movie Review

In the Time of the Butterflies - the Main Ideas - Movie Review Example Minerva, played by Salma Hayek in the movie In the Time of the Butterflies, was invited to dance with Trujillo. During their dance, Trujillo elicited an indecent proposal to Minerva, which she declined by slapping Trujillo in the middle of the crowd, and she then walked out. The next morning, her father sent a letter of apology to Trujillo, but it was not accepted, and her father was imprisoned along with the killings of their relatives. Minerva wanted to take revenge, and in the course, she met Lio, played by Mark Anthony, who was studying law. However, Trujillo did not stop pursuing Minerva, and when she decided to study law, Trujillo made her entrance to schools difficult. With this on hand, Minerva created a deal with Trujillo, and in the long run, she was able to graduate from law school. Even so, she was not able to get her license and practice. In the wake of her desperation, she was offered by Trujillo to sleep with him, and in return, he will leave her family at peace. Howev er, Minerva declined the offer, and she and her sisters decided to fight alongside the anti-Trujillo group where they were known as the Butterflies. After tiring himself from pursuing Minerva, Trujillo ordered for the death of the Mirabal sisters and covered it as a car accident. The Dominican Republic was once governed by Trujillo, who is an authoritarian dictator from 1930 to 1947. He was able to control and train the police and the army during his regime in order to exercise power over those who resisted his dictatorship. For this reason, many of those who were against Trujillo went underground in order to escape the hunt by Trujillo’s army. This is one of the themes of the movie, the cruelty, and the resistance during the time of Trujillo.

Effective Performance Appraisal System

Effective Performance Appraisal System This paper aims to critically assess an effective appraisal system in relation to employee and employer. One of the major key importances of this study is the satisfaction and acceptance of organisational appraisal system by both employee and the employers, while emphasizing the need of an effective performance appraisal system to function well in terms of satisfying all stakeholders needs including the employees. Some employees and employers view performance appraisal negatively, suggesting that its only a waste of time, resources and energy. A literature review capturing various understanding of knowledgeable aspects of these study shall be undertaken and various views shall be put into consideration. This study intends to shed light on the performance management and its relation with performance appraisal; guiding us through the reasons for some major rifts in performance appraisal systems continuously affecting employees and employers, while also highlighting some accepted purpos e of performance appraisal and its system. This study would give a theoretical background of what organisations should consider in creating an effective performance appraisal system; including understanding the appraisal purpose, description and specification for the appraiser i.e. appropriate and adequate training should disbursed to employee and the employer, and the design and implementation of an effective performance appraisal take employee involvement to consideration. This study draws its conclusion from Hunt N. (2007), who argues that an effective performance appraisal should take the satisfaction of its employees and employers (organization) as a great concern; as a satisfied employee works more efficiently and a profitable company also makes employers or organizational managers happier. Performance Management A suitable analysis of performance appraisal without stating its origin in performance management would not give a true and fair view of performance appraisal in theory. Performance management and performance appraisal are two related aspects that should not be seen identically. In simple terms, we can describe performance management to be a strategic part of human resource management; which is an all-inclusive process that aims to bring together various aspects including performance appraisal. Performance management is viewed as a wider strategic aspects that focus on organizational, team or individual focus rather than performance appraisal which operationally focused on individuals performance and development. Noticeably, an important aspect of performance appraisal is enhancing performance, which is a key element of organizational life and performance management (CIPD 2005, a Performance management and performance appraisal). Research has identified a gap amongst the managers and employees by research between their perception about performance management theory and its actual practice (Bratton J. and Gold J. 1999). Nevertheless, the general acknowledgment that performance management is a tool used to promote employee understanding of its contribution to organisations strategic goals; while also ensuring that the right talent and skills are centered on the things of importance. Even though in practice, it has been regarded as just a documentation phase that is used to fulfill basic organizational and statutory requirements (CIPD Performance mgt in action). Performance appraisal is a large and vital process of performance management. INTRODUCTION/the Concept of Performance Appraisal For decades, performance appraisal has been a significant issue and topic of importance. It has been given considerable attention in various literatures, from both researchers and practitioners alike (Roslyn 1996). Past and recent scholars have regarded performance appraisals are often regarded as a strategic and integral part of the organization (Goff 1992 and U.S Dept of Interior 2004). In acceptance of these suggestions, it can be inferred that the management of human capital is an important aspect of organization that has an intense effect in all the activities of the organization. Pettijohn L. (2001) cites performance appraisal from Longenecker (1997), describing performance appraisal as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when mutually used together. He further argue that most organizations of the world according to irrespective of its size, type and product distinction employ the use of performance appraisal; but with different level of accomplishment as an instrument used to drive a mixture of human resource management purpose. However, further literatures suggests performance appraisal existed based on several rationales such as a basis for making provision for selection decisions, a yardstick for salary increment, a medium for providing feed-back among managers and employees and facilitation of employee development. Recently, research are been focused toward establishing systems for improving the psychometric properties of performance ratin gs (Mount 1984, Fombrun and Laud 1983). Nevertheless, Tom Redman (2006) attributes development changes in recent performance appraisal to large scale organisations rather than advances in theory. Numerous definitions as been given to performance appraisal by numerous scholars, researchers and practitioners. According to Flippo (1984), performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. Flippo described performance appraisal as a systematic way of evaluating and appraising the performance of an employee/subordinate within a specified period of time, while also planning his future career. However, a short and concise definition of performance appraisal by CIPD (2010) was referred as an operational short to medium term tool used to assess individual performance and development. In summary, Performance appraisal is a dominant tool to evaluate, assess and compensate the performance of employee/subordinate. It should help create goal congruence between the organization and it employees. Past and recent scholars have argued that the lack of a generally acceptable purpose served by performance appraisal system process has raised questions for the degree to which its various function conflicts with the employee and employer (Beer, 1981). This may suggest that a key generally acceptable purpose of an effective performance appraisal process is still a major rift in research. Purpose Hunt N. (2007) in his book Conducting Staff Appraisal cited past scholars in his literature arguing that organizations purpose they claim is not appraisal inclined but rather to make money and generate profit or in the case of public corporations, provide social amenities i.e. good service. He argued that the view that appraisal does not have a direct connection with production is a fallacious statement and suggested that the purpose of a well structure appraisal system should be promoting satisfaction for both employee and employers (organization), as employees become satisfied knowing that employers or its organization are after its needs and not just the profit objective. However, research by some major proponents suggests that performance appraisals in practice surface to be aimed at four purposes, which are: making distinctions among employees, differentiation of a persons strength from its weakness, execute and assess organizations human resource systems, and the documentation of personnel assessment (Cleveland, Mohammed, Skattebo, Sin, 2003; Cleveland, Murphy, Williams, 1989). Nevertheless, further aims and purpose of performance appraisals may in due course arise and enhance performance at the employee and, subsequently, the employer or organizational level (see DeNisi Gonzalez, 2000; Meyer, Kay, French, 1965). Traditional Performance appraisal Past approach to performance appraisal referred to as traditional, viewed performance appraisal as a method for justification employee salaries, rewarding and punishing employee for organizational performance. Traditional approach seems to be a judgmental process rather than a developmental process that focus only on historical performance of employees as a basis of their appraisal (http://appraisals.naukrihub.com/performance-appraisal-approaches.html). Performance appraisal methods rate employees using the quantitative tools and employ numerical or scalar ratings orientation. The combination of these methods with logical decision will provide sufficient procedure of performance; nevertheless as the complexity of employment increase, the orientation to figures makes it more challenging because the reduction of individual contributions complexity and competency to a figure results from a mix of inadequate reasons (Murphy T. and Margulies J. 2004). Modern Performance appraisal A more collaborative technique approach to an effective performance appraisal is the modern performance appraisal, which has developed the appraisal system of organizations over the years to a more formal and structured system. This appraisal approach is viewed as a tool for identifying performing employee; identifying training needs of employees; developing employee career paths; promoting rewards, bonus and promotion amongst other development aims. (http://appraisals.naukrihub.com/performance-appraisal-approaches.html). Modern appraisal approach includes; management-by-objectives (MBO), work planning and review, 360Â ° appraisals, peer review, etc. (Murphy T. and Margulies J. 2004). Here, the promotion of employee and employer relationship in the organization is strengthened; while communication is also improved through its feedback process. This approach is developmental in nature and future oriented, identifying employees as individuals. Theoretically, the formal appraisal process merits are numerous and striking to any organization allowing for their use. However in practice, various shortcomings associated with the formal performance appraisal systems design and implementation are well known and continue to raise issues with both practitioners and academics (Goff 1992 and Bernardin Klatt 1985). According to Nick (1996), the formal role of performance appraisal process has been given common concentration in the recent years and a make believe that an organizations effective design and well structured implementation appraisal system will provide the employee, the supervisor and the employee/organization with multiple of positive benefits. Objectives of Performance appraisal Major objectives of an effective performance appraisal can be perceived from two approaches: the traditional and the system approach. The traditional approach was concerned with attributing guiding values to individuals; the primary goal of this approach was aimed at providing control and documenting employee historical performance. The appraisal was performed occasionally and the leadership practices were estimated and directional in nature. This approach emphasized an individual orientation reward practice with high degree of formality process. On the other hand, the system approach is primarily aimed at developing and creating a problem solving environment for employees; and promotes a leadership style that is facilitative and tutoring in nature. The objective of this system has its guiding value attributed to the performance appraisal system, and employs a more frequent (periodic and continuous activity) appraisal system for employees. This system has a low degree of formality an d practice a group or team orientation reward practice. The result of this system approach promotes HR decisions such as reward, promotions, training and development, transfers and demotions. However, the system approach might have emerged from the lapse or the gaps posed by the traditional approach. Bratton and Gold (1999) however, concluded that the tension between the judgemental (Traditional) and developmental (Modern system) process of appraisal systems has never been resolved and is likely to continue in its nearest future. Drawing from a past literature for performance appraisals, it was suggested that an effective appraisal system should enhance employee motivation and efficiency; ensure concrete basis for wage and salary management; help discuss employee concerns for growth and development; provide adequate information for management decisions; and provision of useful communication tool to carry out employee goal setting and performance planning for managers (Morhman, Resnick-west and Lawler 1989). Appraisal System Landahl (2010) suggests that an effective performance appraisal is a significant vehicle for improving performance and productivity by organizations to improve the performance of its employees and organizations well designed and implemented appraisal system, which helps to improve company operations. In support of these, Journal of Applied Psychology argues that a, poorly designed or implemented performance appraisals may lead to employee frustration, resentment and withdrawal. Different performance appraisal instrument is been employed by a number organizations with conflicting mixture of goals and objective, and this have frequently resulted in stemming up confusion has to what the accurate meaning of performance appraisal systems. Notwithstanding, Wiese and Buckley (1998) highlighted that the core of performance appraisal process enables an organization to appraise and assess an individual employees activities and performance over a scheduled point in time. In addition, Coutts and Schneider (2004) described performance appraisal as a fundamental factor of a more refined position of human resource practices; viewing it has machinery for assessing the level of employees performance on a daily basis in line with the organizational set goals and objectives. Review of Literature Hunt N. (2007) argues that most employers or large organisations do have performance appraisal policies in existence but the practical implementation of these policies are inefficient and ineffective in reality and this has lead most employees not to take the performance appraisal as a serious tool but a managerial procedure. One of the most common fear or worries of performance appraisal by employees is the raters subjectivity. The human bias nature and favouritism is a loom affecting employee acceptance of performance appraisal system and its outcome. Many scholars have also ascribed the shortcoming of performance appraisal system to the unwarranted focus on alleviating signs of reduced performance rather than emphasizing the cause of the problem in itself. A major problem of performance appraisal system is the criteria for its implementation. A bad designed system would not generate a good performance appraisal objective, most recent appraisal focus more on the formal application rather than the substance satisfying objective. Perspectives Effective performance appraisal has so far been considered in different perspectives. The exploration of significant areas such as results of effectiveness of performance appraisal and recognition of negative factors that can affect the effectiveness of performance appraisal in both the perspective of employee and employer. The highlighted gap in the perspective of performance appraisal is what this paper is set to discuss. For one thing, WPR interviews are strictly man-to-man in character, rather than having a father-and-son flavor, as did so many of the traditional performance appraisals. This seems to be due to the fact that it is much more natural under the WPR program for the subordinate to take the initiative when his performance on past goals is being reviewed. Thus, in listening to the subordinates review of performance, problems and failings, the manager is automatically cast in the role of counselor. This role for the manager, in turn, results naturally in a problem-solving discussion. In the traditional performance appraisal interview, on the other hand, the manager is automatically cast in the role of judge. The subordinates natural reaction is to assume a defensive posture, and thus all the necessary ingredients for an argument are present. Performance appraisal effectiveness refers to the accuracy of performance observations and ratings as well as the ability of the performance appraisal process to improve the ratees future performance (Lee C. 1985). EMPLOYEE AND EMPLOYERS PERSPECTIVE As highlighted above, that the word performance appraisals evoke immediate and sometimes negative response from the managers and employees in the appraisal process of organizational life (Longenecker 1997). Yet, every manager recognizes that, like it or not, performance appraisals are here to stay. Longenecker (1989) argues that politics has its stake in an organizations performance appraisal process and that it takes only the deliberate effort of the manager and those partaking in training employees on appraisal techniques to make the performance appraisal process free from what he called Mired political game. Politics has been indicated as a critical determinant in organizations for reward distribution and this however still remains an untapped research (Sogra et al 2009). For decades, employee evaluations have been used for a variety of different organizational purposes. Previously, the appraisal process was generally considered to be one of the more difficult and yet routine and narrow management practices. In contrast, it is now widely recognized as a significant vehicle for improving performance and productivity of both employees and organizations. To this end, many organizations and managers are currently reexamining their appraisal procedures and practices. Why performance evaluation currently is viewed in such an expanded light after its rather difficult and humble past? Discrepancies with performance appraisal in relation to employee and employer Consequently the review of the literature drawing from Crook and Crossman (2004) and Mounts (1984) research on an effective performance appraisal system, it was discovered that major difference exist in the perception of appraisal system between employees and managers. These differences were however attributed to the roles employees and managers perform during the appraisal process; Managers are givers of information and feedbacks, whereas employees are mere receivers. Bretz et al. (1992) suggests that major discrepancies arising from performance appraisal system may be traced to the lack of adequate training given to people for their role as an appraisee. The author argues that training to make adequate assessments and oversee an effective performance appraisal system is been given to managers and other principal, while training for analyzing and acting on constructive performance evaluations are not given to the appraisees. He further suggests that those without any appraisal role within the organization do not often receive training in the performance appraisal system, both in efficient utilization of its output and its method of working (Crook and Crossman 2004). CROOK AND CROSSMAN (2004) based on his findings, asked a fundamental question in solving these discrepancies is a difference in satisfaction with a PAS linked to a persons role in an organization a desirable outcome? He argued that it is advantageous for participants of appraisal alone to be more pleased with the performance appraisal system rather than participants who act both as appraisee and appraisers. The authors further argue participants that fill both roles will encounter problems from both perspectives and therefore ensure a fairly and time-framed appraisal considering their experience. Organizational managers should identify the significance of employee involvement in establishing performance values at the launch of the appraisal phase and provide performance feedback through the appraisal phase (Inderrieden et al. 1988). AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM In order to build up an effective performance appraisal system, two major criteria and goal need to be accomplished. Firstly, the relevance and its applicability of performance appraisal to everyday work practice in organizations (both large corporation and small business enterprise) and secondly, the satisfaction and acceptability of the performance appraisal system by employees and employers appraisers and workers (Duraisingham V. And Skinner N. 2005). Past and recent research have argued that a firms objective should be able to focus on how their employee will improve its knowledge and skills in order to have high increase productivity, sustained competitive improvement. Both employee and employers require adequate training in order to participate fairly in the performance appraisal system in ensuring that realistic expectations and feedbacks are received and acted on. An effective work plan (goal setting) for managers was also considered suitable and the consideration of employees via discussing their career plans in the appraisal process, which enhance goal congruence between the employee and employer (Crook and Crossman 2004, Mount 1984 and Inderrieden et al. 1988). Bretz et al (1992) also advocated the need for training to be an ongoing process in order to attain utmost efficiency and effectiveness. Crook and Crossman (2004) states that an effective appraisal system can be achieved by increasing interactional justice by promoting employee involvement in the appraisal system. The joint involvement of both the employee and employer in the performance appraisal system will effectively ensure a more conducive working environment and targeted agreement between both parties; through the use of feedback, training, frequent reviews for development and many more. Systems that focus only on examining performance without any personal benefit would not attract employees (Hunt N. 2007). An effective performance appraisal system should be as simple as possible without been over-bureaucratic. The operation of the performance appraisal system would however not be effective without the fairness and consistentency in operation by the participants. This will lead to enhanced satisfaction for both employees and employers (Crook and Crossman 2004 and Hunt N. 2007). Hunt N. (2007) suggests that employers and organizations should also eliminate political mentally in order to have a successful and effective performance appraisal as this promotes unfairness and would tamper productivity in the long run The present paper suggests that utilizing performance appraisal formats and designing training programs without considering the nature of the task may explain unsuccessful attempts in devising more accurate and efficient performance appraisal systems. Appraising performance according to the nature of the task, matching task nature with performance appraisal format, and designing training programs to increase observational accuracy may improve performance appraisal systems as well as contribute to successful organizational placement and promotion decisions. Future research should examine other factors that may contribute to performance appraisal effectiveness (Lee C. 1985). Whatever system is used, a good measure of success is how those appraised and compensated perceive the accuracy and fairness of the program. A program that is seen as fair and personalized, regardless of sophistication, will likely be motivational. A good first step in deciding whether changes are needed in a performance appraisal system may be a survey of management and employee attitudes about appraisal practices and compensation. Biased and malicious deliberate appraisers should be eliminated in constructing an effective performance appraisal system. However, it is not feasible for employee employer relationship to remain good all the time, but the system must be designed in a way that it does not ensure systematic partiality; which might warrant the use of external appraiser (even though this can also lead to rifts). In establishing an effective and efficient performance appraisal system, it would be imperative put into consideration not only the employee but also the employers, who will act as the appraiser rather than the appraised. Employers and managers would also have anxieties and apprehension about the appraisal systems effectiveness, whether training would be adequate for employees, whether employees are aware of the opportunities for training and development available within the organization. In order to have an effective performance appraisal, both participants of the process should be sort during the designing process of the system to the implementation stage. BENEFITS OF PERFORMANCE APPRAISAL conclusion Performance appraisal is a formal exercise carried out for all executives and workers/ staff with respect to their contributions made towards the growth of the organization. The benefits of a successful appraisal system can be summed up as follows. a. For the Appraisal 1. Better understanding of this role in the organization. What is expected and what needs to be done in meet those expectations. 2. Clear understanding of his strengths and weakness so as to develop himself into a better performer in future. b. For the Management 1. Identification of performer non-performers and their development towards better performance. 2. Identification of training development needs. 3. Generation of ideas for improvement. c. For the Organization 1. Improved performance throughout the organization. 2. Creation of culture of continuous improvement and success. Conclusion There are many benefits to implementing a regular and systematic performance appraisal system within an AOD organisation. In order to gain the most benefit from performance appraisals it is recommended that a system is developed in consultation with workers and managers, and clear links are established between appraisals and valued rewards and outcomes (Duraisingham V. And Skinner N. 2005). Read more: http://www.bukisa.com/articles/351690_introduction-to-performance-appraisal#ixzz15gqd81Gd Hunt N. (2007) Conducting Staff Appraisals; How to Books Ltd, United Kingdom. Chapter 1 11. Redman T. and Wilkinson A. (2006); Contemporary Human Resource Management (Text and Cases): Performance Appraisal: Chapter 6 pg 153 187; Pearson Education Limited: England. Bratton J. and Gold J. (1999): Human Resource Management (Theory and Practice): Performance Appraisal: Chapter 8 pg 214 236: Palgrave publishers Ltd: Houndmills Fletcher, C. (1994). Performance appraisal in context: Organizational changes and their impact on practice. In N. Anderson P. Herriot (Eds.), Assessment and selection in organizations: Methods and practice for recruitment and appraisal (pp. 41-56). Chichester, England: John Wiley Sons. Duraisingham V. And Skinner N. (2005): Workforce development TIPS Theory in Practices strategies resource kits: performance Appraisal: Chapter 8: www.nceta.flinders.edu.au (Cleveland, Mohammed, Skattebo, Sin, 2003; Cleveland, Murphy, Williams, 1989) DeNisi Gonzalez, 2000; Meyer, Kay, French, 1965).

I Have Limitations :: Personal Narrative, Autobiographical Essay

I Have Limitations As I sat in the grass of Burke County's football field that fateful day in May, my brain was cluttered with questions and thoughts. I was busy making mental notes. Stay low, snap your trail leg, and run when you hit the ground, my mind nagged. Instinctively, I put on my running spikes, removed my warm-ups, and stretched my muscles. My concentration was interrupted as the speakers boomed, "Third and final call for all 100-meter low hurdles." In a blur I was on the starting line, staring down a horizon filled with hurdles. Beat them to the first hurdle with a quick start, and you have a chance to win. CRACK! The startling noise the gun made brought me back to reality. Clearing the first hurdle in perfect form, I ran with all my might. I lunged toward the finish line after I soared over the final hurdle. Looking ahead of me, I saw only one other runner. I had qualified for the regional finals! My coach's smile said everything I wanted to hear. Walking off the rubber track, my heart was at the same time both light and heavy. I was thrilled by my qualification, but I knew the next day would be horrid. Coach Gaddy firmly said, "You know what you have to do to advance." Finally, following what seemed like an eternity, Friday arrived. After dwelling on the race, I had butterflies the size of pelicans waiting for the opportunity to take me away. While running a warm-up lap, I realized I had let my tension get the best of me. My leg muscles felt like rocks. All you need to do is focus and put things in place. Just then, coach tapped me on the shoulder. He had been informed that I had the third fastest time in my heat, and I would be running in lane five. "Run the best race of your life, and you have a great chance at going to state," he said. I was relieved to know I only needed to recover one place to advance. My fears slowly and gently began to subside, and my confidence started to build. While I was engrossed in my wind sprints, I heard, "Second call, all 100-meter low hurdles.

Communication Styles Worksheet Essay

You spent the past few days exploring the resources available to students at University of Phoenix, and you want to share what you learned with a friend who is interested in enrolling. Write a 150- to 200-word e-mail to your friend summarizing the resources available to students. Hi,  I would like to continue with our conversation from earlier today on your interests in attending the â€Å"University of Phoenix†. This university has many resources to lend you a hand in reaching your goals. The Center for Writing Excellence has an abundance of information and guides to help you with your punctuations and grammar in your writing. There is also the program Riverpoint Writer. This program is designed to take your information and properly format your document. It will even assist with quotes and references and cite them correctly for you. The University also has the plagiarism checker. The checker will analyze your papers and tell you what your percentage of plagiarism you may have in your paper which allows you to go back and fix your mistakes to avoid plagiarism. The final program I want to introduce to you is WritePoint. Before you submit your papers, you can send your papers to WritePoint and they will proofread and check your papers for you at any time. Giving ideas or suggestions and making changes to improve your paper are some out of many skills that this program has to offer. Once you enroll into the â€Å"University of Phoenix† you have complete access to all of these magnificently helpful programs. I am anxious to hear your thoughts and maybe even your decision on becoming a Phoenix yourself! You asked your facilitator to review your e-mail draft. She liked what you wrote and asked you to write a summary to post in the class forum for the other students to read. Write a 150- to 200-word summary for your class of the resources available to students. Remember to write using an academic tone. The â€Å"University of Phoenix† has numerous resources accessible to students attending and furthering their education. For example, in the University’s online library you can find the Center for Writing Excellence or CWE. For those who want to improve their writing or become better writers then this is the tool for you. The Plagarisism Checker is another program that evaluates your paper to make sure you have not plagiarized and ensures that you turn in a clean and unique paper of your own. WritePoint and RiverPoint are two different types of programs so be sure not to get mixed up. WritePoint is used to assess your paper and gives you ideas, suggestions, or comments to aid in improving your paper. Riverpoint writer, on the other hand, properly formats your papers in the APA format which is the style used at this University. For those who have trouble in the math area, the Center for Mathematics Excellence is your destination. This program is also found in the University’s online library. It has helpful tutorials, step-by-step problems that you can use for practice and videos when you need them. Starting your first math class after months or even years without going through it can be quite scary but luckily for you, this university has a program to help you. The building mathematics confidence is an amazing program that helps you get over that first initial scare of getting back into your mathematics class.

Motivation and Determination in the Film The Replacements

Motivation and Determination in the Film The Replacements Introduction The film, â€Å"The Replacements† depicts the dedication and devotion of the Washington Sentinels football players to succeed. It starts with a strike by the team’s professional players, technical bench and even the cheerleaders at a critical point of the season forcing the team’s owner, Edward O’Neil, to hire a retired coach, Jimmy McGinty, who hurriedly assembles a new team.Advertising We will write a custom research paper sample on Motivation and Determination in the Film â€Å"The Replacements† specifically for you for only $16.05 $11/page Learn More The players of the new team happen to be former players with diverse interests making it hard for them to cooperate. Despite the perceived incompatible individual interests, motivation allows the team to succeed. The players include Shane Falco, a former player for Ohio State football team, a player from Wales, gangster rapper brothers and a deaf player. Despit e weak teamwork spirit at the beginning and opposition from former players, the team manages to reach the final playoffs. The team learns to cooperate and with support from cheerleaders headed by Annabelle Farrell, who is romantically involved with Shane, the team is able to advance into the final playoffs. In the finals, mistreatment of other players by the quarterback, Eddie Martell, causes the team to play poorly almost losing the game; however, help from a motivated Shaun, who returns in the second half, enables the team to win the finals. Motivation and Determination Motivation is important in organizations as â€Å"it builds willingness by the players or staff to work in order for the organization to achieve its goals (Goldratt and Cox 77). It bridges the gap between the ability or competence possessed by an employee and the willingness to work. Motivation also helps in building friendly interpersonal relationships amongst workers. The management should strive to keep the sta ff informed regarding the events of an organization. In addition, motivation boosts the spirit of teamwork and morale making the workers to perform more effectively. Motivation also creates a sense of belonging to an organization, which helps to build teamwork spirit and morale. Teamwork encourages â€Å"team members to strive hard to achieve common goals adding to the success of the organization† (Kotter 112). Additionally, motivation helps to improve individual performance of the workers leading to improved organizational performance as each individual strives to give his or her best. Furthermore, motivation allows the subordinates to develop self-confidence in what they do, which encourages them also to do their best on top of encouraging them to develop a sense of responsibility, which leads to employee developing initiatives to better their performance and develop cooperation towards team activities.Advertising Looking for research paper on business economics? L et's see if we can help you! Get your first paper with 15% OFF Learn More Motivation is an important factor in enhancing employee satisfaction. Motivation through incentives provides a good working relationship between employees and the management as the employee unrest and industrial disputes reduce. Additionally, motivated employees would be less resistant to organizational changes that improve productivity of the organization. Improved productivity is the main goal of most organizations. Determination and dedication are other important elements that contribute success. Determination facilitates the achievement of organizational goals because it encourages Cooperation and coordination of the work force. Employee’s determination and dedication contributes to the stability of the work force. Good management that emphasizes on motivating its employees helps to increase the employee loyalty and determination in their work that in turn promotes retention of skill ed and efficient employees who help curve a good public image of the enterprise. The Replacements In the movie, ‘The Replacements†, lack of motivation among the players is most evident. When the newly appointed coach, Jimmy McGinty, visits Shane with a requisition to join the team, he is reluctant to accept the offer. He at first lacks the motivation to play, the reason being, he had suffered a major defeat as a player in the Sugar Bowl some years earlier and suffered ridicule later on. The coach advises him to ‘chase his dreams or take the red bill’. He however accepts the request and joins the team. Lack of dedication to the team made the pro football team to go on strike demanding a pay hike from five million dollars a year to seven million. They make a line in the stadium singing â€Å"solidarity forever† and refusing to participate in matches, which in turn forces the Sentinel’s owner to recruit the retired coach. The former pros lack of d edication makes them to resort to industrial action to resolve the dispute. However, new replacements are hired to complete the season, an act that angers the pros who try to disrupt the first game involving the new players. The script is not clear whether the cheerleaders strike is to support the striking Sentinel players; nevertheless, one thing is evident; they end up replacing the cheerleaders with strippers from a local club, which shows the lack of professionalism in the replacement team. In addition, the conduct of the striking team is wanting. They throw eggs at the bus of the replacement team and even overturn Shane’s truck.Advertising We will write a custom research paper sample on Motivation and Determination in the Film â€Å"The Replacements† specifically for you for only $16.05 $11/page Learn More In the makeup team, the players are losers and predictably, the team is not expected to perform. However, the team proves critics wron g when it emerges winners at the end of the film, an unexpected result as the team players do not like each other on top of disagreeing openly in the field. Additionally, there is lack of teamwork and cooperation as John Favreau, a replacement player who is a trained SWAT member tackles his own teammate, Shaun, rendering him ineffective throughout the remainder of the first game. In the build up to the final game, the owner of the Washington Sentinels team instructs the coach to play Eddie Martel despite having promised to give full autonomy to the coach. The team’s owner instructs the coach to field Eddie Martel in the final game and this tall order frustrates the coach who tells his favorite quarterback, Falco, of the decision. Consequently, the two (the coach and the player) are left unmotivated and even Falco takes Anabelle, the captain cheerleader on a date as a way of dealing with his depression. Approaches to Motivation The theory of motivation explains how motivation takes place in individuals and how it helps them to achieve their goals. The expectancy theory explains, â€Å"The desire to achieve a certain goal and the chances of success gives rise to motivation† (Miner 48). This theory gives the necessary conditions in achieving motivation; that is, the effort-to-performance expectancy and the performance-to-outcome expectancy should be more than zero. In the film, to achieve high motivation among the players, the coach should have determined the outcomes that each player wanted before making sure that the desired performances were met. Motivation is derived from satisfaction of the outcomes of a performance. To achieve satisfaction, change of perception regarding the assigned task is necessary. The replacement players’ perceptions regarding their own inadequacies deterred them from achieving greater success. The other theory that explains how team motivation can be achieved is the equity theory. According to this theory develope d by Stacy Adams, the individual evaluates whether a treatment is fair compared to the treatment given to others before choosing to participate in a given task. If the individual feels not rewarded equitably, he or she strives to reduce the inequity. In the film, scenes such as the owner’s insistence that the coach allows Eddie Martel to play instead of Falco, makes Falco feel under rewarded for his efforts. In addition, towards the end of the film, the coach tells the audience that even after winning their last game that allowed them to advance into the final playoffs, the players left the game with no endorsement deals or cheers from fans. The players, having achieved great success, which many did not expect, deserved to be cheered to motivate them and enhance their morale.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Attribution theory describes the importance of attributing one’s successes or failures to internal or external factors. Attributions â€Å"determine an individual’s motivational drive† (Beck 98). Self-serving attributions entails blaming others for a misfortune. The pros of Washington Sentinels attributed their team’s failure to the management resulting to a strike. Additionally, replacement players had odd characters and the opportunity to play for the Sentinels was a welcome chance to escape from aspects of their personal characters that they did not like. The players sought to escape uncomfortable realities about their lives and this constitutes escape theory. Conclusion Motivation is important in achieving employee satisfaction and determination in an organization. It also enhances improved performance of the employees, which contributes greatly to the increase in productivity of an organization. Motivation also promotes the willingness of the workers to strive for improved performance. In the film, ‘The Replacements’, the professional players were not motivated and showed this by staging a successful strike that led to the creation of makeup team to complete the season, which also lacked motivation. No common goals were set for the replacement players and as a result, they could not endeavor to be successful. Motivational theories describe the motivational drive in individuals that allows them to achieve higher performance. Beck, Robert. â€Å"Motivation: Theories and Principles.† New Jersey: Prentice-Hall Inc., 2000. Goldratt, Eliyahau, and Cox, Jeff. Self-Theories: Their Role in Motivation, Personality And Development; (Essays in Social Psychology). Philadelphia: Psychology Press, 2000. Kotter, John. Leading Change. Boston: Harvard Business School Press, 1996. Miner, John. Role Motivation Theories: People and Organizations. New York: Routledge, 1993.

Biblical Perspectives of Worship Essays

Biblical Perspectives of Worship Essays Biblical Perspectives of Worship Essay Biblical Perspectives of Worship Essay Introduction Every religion in the world has each of its own worship service. Worship service is one of the most important principles in Christianity. In religious world the term worship is used for the reverent devotion, service, or honor paid to God, whether public or individual. A study of the words associated with worship shows that, while certain concepts like bowing the knee or obeisance are concerned with the human aspects the roots of Biblical worship are to be found, not in human emotions, but in the divinely established relationship of God to man. This paper is focus on worship and it theology from a Myanmar perspective. In this paper, I would like to discuss some of the following subheadings about worship: definition of worship, biblical perspective on worship, some theological aspects of Christian worship and the culture and Christians worship in Myanmar. 1. Definition of Worship The worship is derived from Anglo-Saxon weorthcipe, honor. In older English usage ‘worship’ can be rendered to men of excellence. Except in archaic forms or in extravagant speech, the word is nowadays use only in religious language. In the Bible God alone is supremely the object of worship and adoration. Worship is normal usage refers to the expression in corporate gatherings of adoration, praise and thanksgiving to God through Christ.1 While no one Hebrew term is an equivalent for worship, many Hebraic define the activity of worship in the OT. The verb abad means â€Å"serve,† the corresponding noun means â€Å"service adoration.† Histahawa is another verb in liturgical vocabulary that means â€Å"prostrate oneself†. The Hebrew terms that are used synonymously for the word worship are verbs that indicate some type of activity.2 The Geek word proskyneo is probably the term most closely related to the English word â€Å"worship.† This word depicts the posture of kissing the ground, a reverent act used mainly in reference to worship of a deity. The

Entrepreneurship Assignment Example | Topics and Well Written Essays - 2750 words

Entrepreneurship - Assignment Example The literature reviewed includes the common myths regarding entrepreneurship, common characteristics associated with entrepreneurs, how entrepreneurial behaviour affects business, and Anita Roddick's (of The Body Shop) view on entrepreneurial qualities. Next, a guideline for the research process for candidate selection is presented. The findings from published literature and questionnaire are then used to analyse the entrepreneur's business and background. There is much literature and beliefs about what makes a successful entrepreneur. In order to deconstruct this process, this essay will examine the common myths regarding entrepreneurship and the common characteristics associated with entrepreneurs. In addition, a study done in Central London examining how entrepreneurial behaviour affects business cements the earlier two literature reviews. Lastly, the essay will look into the beliefs of an established entrepreneur, Anita Roddick of The Body Shop and understand what she thinks are important entrepreneurial qualities. (1) It is about starting and running a small... (3) It is an "either/or" thing: Entrepreneurship is not a fixed concept and the key is to recognize that it is a variable phenomenon. (4) It is about taking wild risks: Risks are assumed and taken, but they are calculated risks where the underlying risk factors are identified. (5) Entrepreneurs are born: Environment plays a big part in the development and realization of potential where the accumulation of activities, skills, and knowledge over time is crucial. (6) It is about greed: The real motivator behind entrepreneurial behaviour is not money, power or position but the desire to achieve and make a difference. (7) It is about individuals: The existence and quality of a team is critical as no one individual has the ability, time or talent to bring a concept to reality. (8) There is only one type of entrepreneur: Entrepreneurs come from all walks of life and represent a diverse mix of age groups, races, religions, cultures, genders, and occupational backgrounds. (9) It requires a lo t of money: Entrepreneurial individuals are opportunity, not resource driven and do not limit the scope of their vision by their resources owned but by leveraging their resources. (10) It is about luck: It is about hard work, creative insight, in-depth analysis, adaptability, and openness to an opportunity. (11) It starts with a new product or service: It is about determining whether a need exists, how extensive that need is, how satisfied customers are with their current products, what the switching costs will be, and whether there is meaningful advantages in the product or service. (12) It is unstructured and chaotic: When dealing with the unknown, it is important

Volunteer Essay Example | Topics and Well Written Essays - 1000 words - 1

Volunteer - Essay Example Therefore the workplace if full of aged workers who believe that they should be the ones in leadership positions since they have many years of experience. As a result, young managers get a difficult time supervising employees who are unhappy with the leadership structures in the firm. Hence, by choosing to clean an old person’s home, I expected I would learn a few skills on how to work with the aged. The day of the volunteering experience was quite eventful. We were a small group of five students. At first, I thought we were too many for a simple task. However, the house was quite big with a sizable yard. We assembled outside the house until everyone had arrived. When everyone was present, we knocked on the door and an elderly woman, Natalie, welcomed us in. The couple took us round the house and orientated us to the place after exchanging pleasantries. Even though they were specific about the areas to clean, we ended up identifying many other dirty places to clean. After the orientation, we sat down and planned the activities of the day. We divided ourselves into three groups of two members each. Some of us would clean the roof and repair the fence. Some would mow the lawn and help the first group when done. The remaining two would work in the house with Natalie, to clean the shelves, counters, sinks, and the washroom. Peter, one of the other volunteers, and I remained indoors to clean the house. We took a half an hour break after cleaning for three hours nonstop. During the break, Natalie was kind enough and served us coffee. After the break, we embarked on cleaning the house. Peter and I started by cleaning the sinks. Later, we moved to the shelves, and lastly we worked on the counters. We also dusted the chairs though it was not on the schedule. By the time we were finishing, the yard group had also completed their work. I managed to meet all my three learning objectives for the