United States Army Recruitment Training and Compensation

United States Army Recruitment, Training and Compensation The United States Army serves as the land-based branch of the U.S. military. It is the largest and oldest established branch of seven U.S. uniformed services. The Army reports to the Department of Defense and is made up of three components: the active component, the Regular Army; and two reserve components, the Army National Guard and the Army Reserve (U.S. Army, 2012). Both reserve components are made up of part-time soldiers who train once a month. Battle assemblies conduct two to three weeks of annual training each year. Regardless of component, the Army conducts both operational and institutional missions. The operational Army consists of numbered armies, corps, divisions, brigades, and battalions that conduct full spectrum operations around the world. According to the U.S. Army website, its primary mission is to fight and win our Nations wars by providing prompt, sustained land dominance across the full range of military operations and conflict in support of combatant commanders (2012). This includes preserving the peace, security and defense of the United States and its Commonwealths, possessions and occupied areas; supporting national policies; implementing national objectives; overcoming any nations carrying out aggressive acts against the United States; and accomplishing missions assigned by the President, Secretary of Defense and combatant commanders. Institutional Army organizations provide theShow MoreRelatedHuman Resource Management Self Reflection2080 Words   |  9 Pagesleader, I learned how to support Human Resources (HR) with business plans. 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For Reasons Unknown Free Essays

They are framed within the situation. However, the problem of Vladimir and Estrange in Waiting for God begins with their world and themselves. In fact, it is the beginning Of the play as well. We will write a custom essay sample on For Reasons Unknown or any similar topic only for you Order Now They cannot realize the world nor can they realize themselves-?a characteristic of the typical absurdity as defined by Albert Campus in The Myth of Sisyphus. Like Campus in The Myth of Sisyphus, Go and Did do not know whether God exists or not. Their world without certainty promises only despair. They find a universe without moral restraint, so the universe is meaningless. The characters in the mentioned plays of Becket, Waiting for God and Act Without Words l, are condemned to move within the fixed framework of futility and hopeless labor. In The Myth of Sisyphus Campus observes: I see many people die because they judge that life is not worth living. See others paradoxically getting killed for the ideas or illusions that give them a reason for living (what is called a reason for living is also an excellent reason for dying). 1 Actually, Vladimir and Go have no reason to live nor have they any reason to commit suicide. They have a world which cannot be related with their idea of the past. They are driven by a nostalgic longing for the past that is unexplainable through the present. As Did says: the good of losing heart now, that’s what say. We should have thought of it a million years ago, in the nineties. 2 Moreover, they have a present that is inexplicable through their idealism. Sago’s boot, Dido’s hat, the tree, the place, the day, Lucky and Bozo, the boy (or boys) and at last, God-?everything is incomprehensible to them. As a matter of fact, they are captured in the frame of their situation. Hence, for hanging themselves, the iris problem to Go and Did is the lack of rope and strong tree, that is, the devices and tools of committing suicide are absent here. Secondly, they cannot leave each other. If one hangs oneself successfully, whereas the other cannot, the other will remain lonely. So, they mar their plan of committing suicide. Thinking and talking of suicide, even trying it, may be a vision to them. It may be a way to pass the time. In fact, never do Vladimir and Estrange in Waiting for God think of suicide in a realistic context-?though suicide might have been an escape from the ennui Of life. Throughout the lay Vladimir and Estrange invent many devices to prove their existence and to pass the time. Taking off boots, Vladimir problem with his hat, their effort to commit suicide, their waiting for God-?all gives way to passing their time. It is an interesting fact that Vladimir and Estrange never search for other devices and processes for committing suicide. Maybe, a knife, a pistol, and starvation could suffice their purpose. Even, when they observe Lucky driven by rope, they forget all about it. They might have taken the rope forcibly for hanging themselves. In the second act it is easier for them to snatch it cause Bozo is blind and both of the two are helpless here. Moreover, they forget about when the devices are before them. In reality, they are not serious about killing themselves. They are only thinking of it, as many poets thought about and loved to die in imagination, but never committed suicide. Suicide for them, therefore, is just another diversion of fantasy. It is a strong consolation; it helps them to forget the boredom of everyday life where nothing can be done at all. They find it impossible for the two to kill themselves. They first realize that the only tree in their world, a weeping Lillo, will not support Vladimir weight on the noose and therefore will not break his neck. The second day, Vladimir and Estrange cannot hang themselves because they do not have the requisite piece of rope. By the second day, however, they have forgotten that they cannot hang themselves from the only available tree, and therefore their complaints about the lack of a suitable piece of rope are unnecessary. They observe a world that is devoid of the tools required for committing suicide. Accordingly they come, again and again, to the realization of nothing-to-be-done. Suicide might have been n end to this meaningless absurd life. They contemplate about hanging themselves on the tree. Suicide can be thought of the ultimate conclusion to a meaningless life. Campus claims that suicide is an attempt to escape from the consciousness of absurdity. But ultimately Campus proposes man to live. They do not commit suicide physically, yet they surrender to the captured situation. Whatever they do is to give the impression that they exist. But this sort of existence only calls for pity. Hanging from the tree would have proved that they have the guts at least to do something. This ontological problem is, no doubt, the main issue of the play. They are indecisive whether to go on this nothing-to-be-done life or to commit suicide. They are tired of living (Estrange says: I’m tired breathing. 3), yet they come to the realization that ‘To be dead is not enough’. 4 They have no doubt that they are living beings. But they need a meaning to exist. So their realization will never let them commit suicide, rather they will be waiting for God until he comes. Again, their view of life is not to resign from life but to resume it. Vladimir, at the very outset of he play, clarifies it: â€Å"All my life I’ve tried to put it [Nothing to be done] from me, saying, Vladimir, be reasonable, you haven’t yet tried everything. And I resumed the struggle. â€Å"5 After some time Go comments that Did always waits till the last moment. The big nothingness in their world has nothing to do with their life. They are hopeful in the depth of their minds of a bright future. So, Did says in the end of the first act, â€Å"Tomorrow everything will be better That is why they notice that the tree has sprouted leaves in the second act. Whether one says that in the two acts in the play nothing appends Nice or everything happens twice, Vladimir and Estrange are sentenced on the stage (symbolic of the life itself). They cannot escape it. They are habituated to such absurd life-?to talk, to eat, to wait and to live an meaningless life. Campus rightly puts it: â€Å"We get into the habit of living before acquiring the habit of thinking. ‘7 In this way all the character hopes to carry on living. Moreover, suicide itself may be considered as a vigorous aspect of life. When Go reminds Did of their plan of hanging, Did tells him that it them an erection. Suicide is considered in sexual term here. Though suicide as a sexual term may seem to be funny, it is, in fact, their view of life. They never consider suicide as the annihilation of life; rather their thought of suicide strengthens their bond and increases their yearning to live, as sexuality begets new life. In the mime play, Act without Words l, the only character is captured in the dust, symbolic of the uncomfortable life. In the beginning the man is seen trying to escape from this captured life, but he never can-?he is repeatedly thrown in the dust whenever he tries to escape. Gradually he becomes hopeless to flee, and surrenders himself to the taxation. In this play we find several steps. The entire action of the play takes place in a desert under the scorching sun, suggested by ‘dazzling light’. The unnamed man is directed by a whistle to move right or left. He can never escape the unbearable sun, though he is given a tree for shade. When he becomes intolerably thirsty he is shown water. But whenever he wants to catch it, it is lifted up somehow. He is forced to go without food and drink. The play seems a behaviorism experiment within the framework of the Greek classical myth of Tantalus, who stood in a pool of water which receded every mime he bent to drink it, and stood under a fruit tree which raised its branches every time he reached for food. The mythical Tantalus was punished for his own act. Whereas Godson’s existence remains uncertain, in Act Without Words there is a God-like force, represented by a sharp whistle which will not permit the man to leave. The play is a parable of resignation from life; a condition one reaches only after a series of disappointments. The man has learned hardship that there is nothing he can depend on in life other than himself, even to commit suicide. Interestingly he cannot commit suicide also. Unlike Vladimir and Estrange, he has all the tools to kill himself-?tree, rope and noose, and box to stand on it. Yet he cannot commit suicide because whenever he needs the tools they somehow become unreachable. As a result, he has to submit to the situation without any effort to live or die. In this dumb show the man is not allowed to commit suicide, yet he is not allowed to be living. He is only granted inertia. AY last he is seen to lose hope to quench his thirst with water in the carafe. He remains defeated, having opted out Of the struggle. We observe here a man in frustrated efforts. The man in Act Without Words I possesses only two natural tools, mind and hands, which distinguish him from other animals, he tries to survive, to secure some water in the desert. The mind works, at least in part: he learns – small cube on large; he invents, or is given inventions – scissors, cubes, rope; he reacts and tries to end his life. But when he learns to use his tools effectively, they are confiscated: the scissors, when he reasons that in addition to cutting his fingernails, he might cut his throat; the blocks and rope, when he discovers that they might make a gallows. However, the man’s effort to commit suicide s not a vision, rather he tries to escape a life that seems to be a nightmare. Yet he is seized in ‘no-exit’ situation. How to cite For Reasons Unknown, Papers

Geothermal Energy Essay Example For Students

Geothermal Energy Essay GEOTHERMAL ENERGYGeothermal energy is one of the oldest sources of energy. It is simply using and reusing (reusable energy) heat from the inside of the earth. Most of the geothermal energy comes from magma, molten or partially molten rock. Which is why most geothermal resources come from regions where there are active volcanoes. Hot springs, geysers, pools of boiling mud, and fumaroles are the most easily exploited sources. The ancient Romans used hot springs to heat baths and homes, and similar uses are still found in Iceland, Turkey, and Japan. The true source of geothermal energy is believed to come from radioactive decay occurring deep within the earth. Electricity is one of the biggest outputs of geothermal energy. It was first recorded to produce electricity in 1904 in Italy. There are now geothermal power plants in operation in New Zealand, Japan, Iceland, the US and elsewhere. For the generation of electricity, hot water, at temperatures ranging from about 700 degrees F, is brought from the underground reservoir to the surface through production wells, and is flashed to steam in special vessels by release of pressure. The steam is separated from the liquid and fed to a turbine engine, which turns a generator. In turn, the generator produces electricity. Spent geothermal fluid is injected back into peripheral parts of the reservoir to help maintain reservoir pressure. If the reservoir is to be used for direct-heat application, the geothermal water is usually fed to a heat exchanger before being injected back into the earth. Heated domestic water from the output side of the heat exchanger is used for home heating, greenhouse heati ng, vegetable drying and a wide variety of other uses. Hot water and steam exist at many subsurface locations in the western U.S. These resources can be classified as low temperature (less than 194 degrees F), moderate temperature (194 302 degrees F), and also high temperature (greater than 302 degrees F). The uses to which these resources are applied are also influenced by temperature. If the reservoir is to be used for direct-heat application, the geothermal water is usually fed to a heat exchanger before being injected back into the earth. Heated domestic water from the output side of the heat exchanger is used for home heating, greenhouse heating, vegetable drying and a wide variety of other uses. Hot water and steam exist at many subsurface locations in the western U.S. The highest temperature resources are generally used only for electric power generation. Current U.S. geothermal electric power generation totals approximately 2200 MW or about the same as four large nuclear power plants. Uses for low and moderate temperature resources can be divided into two categories: direct use and ground source heat pu mps. Direct use, as the name implies, involves using the heat in the water directly. This is done without a heat pump or power plant. Direct use can be used for such things as heating buildings, industrial processes, greenhouses, aquaculture (growing of fish), and resorts. Direct use projects generally use resource temperatures between 100 300 degrees F. Current U.S. installed capacity of direct use systems totals 470 MW or enough to heat 40,000 average sized houses. Ground-source heat pumps use the earth or groundwater as a heat source in winter and a heat sink in summer. Using resource temperatures of 40-100 degrees F, the heat pump, a device that moves heat from one place to another, transfers heat from the soil to the house in winter and from the house to soil in summer. Accurate data is not available on the current number of these systems; however, the rate of installation is thought to be between 10,000 and 40,000 per year. Even though geothermal energy is a highly productive reusable energy source, is it not being taken advantage of nearly enough today. It ranks third on the reusable energy list behind hydroelectricity and biomass and ahead of solar and wind. Despite these impressive statistics, the current level of geothermal use pales in comparison to its potential. The key to wider geothermal use is greater public awareness, technical support, and more research and development to make geothermal energy easier to install and become a mod ern and widely use source of energy.

W.E.B Dubois View of Equality vs Frederick Douglass View of Equality Essay Example

W.E.B Dubois View of Equality vs Frederick Douglass View of Equality Essay Equality W. E. B. Dubois had a better idea of equality than Frederick Douglass. Both of these civil rights leaders have lived and experienced a remarkable different life. Frederick Douglass was born into slavery. His mother was a slave and his father was a slave owner. W. E. B Dubois was born free and his parents were free African Americans. Douglass and Dubois education upbringing was a totally different experience. Douglass lived in the slave times. It was illegal to a slave to read and write. Any slave caught reading or writing would be severely punished or even killed. Slave owners felt that if they learn they will soon rebel and start to fight back. Douglass even grew up not even knowing his own age. His master’s wife is what started off his education with the alphabet behind the master’s back. Through little poor children, He exchanged food for book lessons with the children. He became self-taught in gradually teaching himself to read and write. Which is how he went form slave to free man. Dubois lived in the time after slavery was abolished. It was legal to learn how to read and write. Even with the Jim Crown laws separating blacks and whites. We will write a custom essay sample on W.E.B Dubois View of Equality vs Frederick Douglass View of Equality specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on W.E.B Dubois View of Equality vs Frederick Douglass View of Equality specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on W.E.B Dubois View of Equality vs Frederick Douglass View of Equality specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Dubois excelled in his studies becoming valedictorian of his senior class. His education navigated his way of life. No matter how he thought, planned, or reviewed any part of advocacy. They both had different up bringing that shaped them in there life of civil rights and how to go about solving a problem that they faced. Even in the very different upbringings they both became civil rights leaders fighting for the equality of African Americans. But both Douglass and Dubois had a very different way about getting the rights for African Americans. F. Douglass was an advocate and an abolitionist for all black people. He expressed excitement in learning how to making anyone see that blacks are equal to every race. He just wanted to be â€Å" treated as equal in the eyes of the white race† (Douglass pg. 3). He taught slaves to read in the south when it was nearly impossible for them to teach themselves. â€Å" The work of instructing my dear fellow slaves was the sweetest engagement with which I was ever blessed† (Douglass, Narrative Of Frederick Douglass pg. 431). This was his idea of independence from his teachings of independence. He went after every right in order to speak up for those slaves that didn’t have a voice. Education was one of his beliefs that helped him. Telling his story to the world, born a slave but now a free man. He fought for African Americans not are viewed as â€Å"property† or â€Å"slaves† but as equal to whites and must receive fair treatment. Douglass also in his speeches liberated what Americans in this economy would have done with blacks. In his speech â€Å"what the blacks want† he states, â€Å"I have had but one answer from the beginning. Do nothing with us! Your doing with us has already played the mischief. † (Douglass). Society’s â€Å"America† has already put us in a category. Race we are not superior or equal to no other. Economically we don’t have the means to live out what we strive for. Education wise we have none, we are not sufficient enough to read or write for us to have a better life. Douglass in this speech stresses to leave us alone we are cable of doing bad or good on our own. His would view principle of self-ownership, which he understood to include both the racial and equality. In his other speech â€Å"What to the slave is the fourth of July† Douglass pointed out that slaves plow, plant, and reaping mourns of loss, and using all kinds of mechanicals tools. Proof that they deserved the fuel range of natural rights. In the political â€Å"Thought Of Frederick Douglass† he dived into his study of abolitionism. Douglass states â€Å"robust conception of mutual responsibility† and the ideas of universal self – ownership, natural rights, limited government, and an ethos of self-independent living (Douglass pg. 3). Douglass advocated for his equal rights amongst other races, and for equality with the slaves. While Dubois believed hard work, education, equality, race, and economics success was the key to success. Dubois was determined to learn all he could about the world and use that knowledge to help fight against segregation and discrimination. He plunged himself into historical, economic, and philosophical studies of being black in America hoping to elude a cure for the race problem in America. He founded The Niagara Movement to accommodate Booker T. Washington â€Å"Atlanta Compromise†. Washington suggested â€Å"African American shouldn’t agitate for social and political equality in return for the opportunity to acquire vocational training and participate in the economic development of the new south† He believed through hard work and earned respect, African Americans would gain the esteem of white and eventually receive full citizenship. Meaning slaves should endure being ridiculed, beaten, demeaned, and disrespected then eventually receive equal rights to slaves. Dubois Niagara Movement â€Å"manifesto† in his words â€Å" We want full manhood suffrage and we want it now†¦ we are men! We want to be treated as mean. And we shall win. † The movement became the forerunner of the N. A. A. C. P. Dubois believed in a true higher education and voting fights for blacks. In those times slaves didn’t have a right to vote. He believed through education blacks can be equal to whites. The most of his free time he devoted to teaching slaves to read and write. He understood how the international perspective and practical oppressions of social justice. Discrimination was based off ignorance. He became convinced that if each race could learn and understand each other’s truths, there would be no reason to fear or hate each other’s race. He also felt that through education African Americans could prevail and succeed. Not through violence and protests of people demanding their rights as people of America. Dubois concluded that after slavery ended â€Å"African Americans were still viewed as less intelligent, civilized, cultivated, and more prone to violence and crime then white students† (Dubois, Narrative of F. Douglass pg. 3). In order for there to be equality amongst people he started programs to reduce, eliminate color prejudice. W. E. B Dubois wrote a speech titled The Talented Tenth. Black men will rise and become more then there stereotypes. Education and work are the levers to uplift a people. Work alone will not do it unless inspired by the right ideals and guided by intelligence. Education must not simply teach work†¦ it must teach life† (Dubois pg. 15). In conclusion Dubois fought for equal rights of African American people through his teachings, speeches, programs, and lessons. His goal w as to make black as equal to whites through education. Not through violence or arguments we can obtain free social justice as righted African American people. But through education we can obtain social equality and be equal to other races.

Management and Organisational Planning

Management and Organisational Planning Free Online Research Papers ‘Organisations that fail to plan are in essence planning to fail’. Discuss this statement. In your answer consider types of organisational plans, and the link between planning and the strategic management process. Support your answer with examples drawn from real organisations, using textbooks, journals, newspapers, business magazines, and periodicals. Managing companies in the 21st century has changed in many ways compared to the managing system used in the olden days. Starting from the structure of the organization itself, how they plan, how they make decision, up until how they doing things; but one thing that has not changed is that organizations which perform with an outstanding result never neglect their planning. Each organization competes with each other to perform better in accordance to others. These changes are made in order to form a better organization each day as well as better results at the end of all progress. This essay will examine why organizations that fail to plan are in essence planning to fail, as well the types of organizational plans; hence the link between planning and strategic management process. â€Å"Organizations that fail to plan are in essence planning to fail†. From this statement it is clearly understood that organizations which do not plan their future organizational goals are more likely to fail. Not only is this applicable in the context of management. Anything that is done without planning is very unlikely to succeed. A well defined plan in academic term means â€Å"a drawing or diagram showing the arrangement in horizontal section of a structure, piece of ground† (Webster’s New World College Dictionary 2001). In planning, the very first step is to set a goal which is defined as â€Å"statements of intended results that are general in nature and are measureable on a naming or ranking scale of measurement† (Kaufman 1988). It is crucial to plan every single step and thing that is needed to be done to avoid failure. Hence, the importance to understand the purposes to plan; which is providing a direction about what the organization does, and what and why it needs to be achieved so that the organisation, as a whole, knows exactly what they are required to do. Therefore when they know what to do, they can work together with other staff to accomplish the goals that been set. For instance when the plan is set, the staff can easily refer to the master plan and remind themselves what each of them are required to do. Planning reduces uncertainty and makes sure everybody is committed to the achieving the goal. It also forces the staff to anticipate any changes so they can construct an appropriate response. In simpler terms, planning makes it easier to deal with uncertainty. For example, where there is uncertainty or any problem in an organization, they know what to do and are faster to react. To minimize waste or redundancy is another one of the vital reasons to plan. This mean that the organisation makes sure that nothing is left out or wasted in order to reach an efficient result at the end of the day. These include time and financial resources. For example when dealing with the food industry where the stocks are bound to the expiry date, companies have to make sure of the amount needed in a certain period of time so it does not result in waste of stock, expired food stock. The last reason is to set a standard. This keeps things on track, or in the terms of a managerial role it is known as controlling, as well as being a reference in competing with other companies. This ensures us of what we are trying to achieve, and whether or not we achieved it yet. For example, companies keep track of the progress of their plan by determining their position in accordance to the plan daily, weekly, monthly or annually. Even though many cases show that performance organizations that plan are mostly do well, cannot be said that organizations that did not plan always fail. One of the real life examples for the organization that did well planning where lead to outstanding outcome is Sunrise Confectioners. In 1987 when Ken Klooger took over the confectionary after his father in law retired, the company had annual revenues of approximately $4 million which did not increase or decrease much in the last ten years. He then realized that he needed some planning in order to increase the revenues. After the changes that he made through new products and methods in producing the products themselves as well some ongoing research about the consumers’ preference and awareness, he did some appropriate response to it such as spending $300,000 on television advertising for two months due to consumers’ unawareness that their product contains no artificial colouring and flavouring which one of the way to a ttract most health conscious consumers. This resulted in the increase of revenues from $1.5 million to $15 million in 2000-2001 periods, as well as the market share that had risen from 2 per cent to 25 per cent. In this context, Sunrise Confectionary uses their organizational planning to give them direction as well as set standards in accordance to its competitors (Robbins et al 2003). In general terms, planning can be referred to in two ways: formal and informal. Formal planning means concentrating on the achievement of the goals. Simple thing such as setting a period of time to achieve that goal and writing down a list can be shared by throughout the organizational structure so everyone knows what they have to do, where they have to go also have something to refer back to while they are at it. Informal planning is the reverse of the formal planning which is usually present in a small business or organization. Informal planning is not as well organized because it is not written and there is limited sharing among individuals due to an abstract form of it. This shows that formal planning is addressed for a bigger organizational structure that want to achieve their future organizational purpose positively because it assists them in formalizing and systemizing all the processes being made. There are various types of organizational plans. However, this essay will only discuss the three major types of planning in an organization: budget planning, project planning, and strategic planning. The best way to categorise each of the organisational plans is via its breadth, time-frame, specificity and frequency of use. In specific terms, a budget is a plan of action matched by resources required to implement the plan (Hussey 1998). In other words, a budget is a plan. Budgets generally divide between two broad categories: the operating budget, sometimes known as the â€Å"expense† budget and the capital budget. Budget in simpler terms mean a sum of money allocated for a particular purpose (Webster’s New World College Dictionary 2001). Budget is in everyone’s life, be it a small or a big one. Budget is a tool which helps in controlling and planning the functions of an organization. It is a formalized statement of the goals of an organization stated in financial terms and accomplishes several important functions for managers. It states future projections of revenues, expenses and expected profits. Planning, evaluating performance, co-ordinating activities, implementing plans, communicating, motivating and authorising actions are the main functions of a budget. The budget period de pends upon the action plan; it might be for a short or long duration. A budget compels the managers to think ahead by formalizing their responsibilities for planning, and is best framework for judging subsequent performance and aids managers in coordinating their efforts, so that the plans of an organization meets the objectives of the organization as a whole (Hussey 1998). To plan a project a team should have a goal and should work as one unit to achieve certain objectives. In project planning, team members should implement inventive ideas that would serve their goal in a resourceful way. Each individual on a team should take part in the planning process, because the diversity of team members and their different perspectives can create more than one approach to initiate a project. Project planning can be explained as determining the goals and objectives of a project through a coordination of procedures and determination of courses of action before initiating a project. Project planning is a rational determination of how to initiate, sustain, and finalize a project. There are many steps to be taken when planning a project within a team. To have a successful plan when working with a team, set a role of conduct for the team members (Free Management Library 2007). Define what each individual’s responsibility is and what to be expected from them. Eac h project should be broken down into specific tasks; it is important to find ways to divide the work into manageable parts. All projects encounter problems and conflicts. In order to have an early resolution to those problems, team members should discuss each potential problem that they might face (Free Management Library 2007). Team members should have a logical approach to problem solving. All problems must be predefined. Also, a deadline for the project is essential. If time to get done with the project is not controlled then the project itself can not be controlled (Free Management Library). Team members have to prioritize and work on a certain pace. They might also have a set schedule on when each task within the project should be done. Another important point in project planning is communication. Team members should always give each other a feedback on the progress of their tasks or roles and what have they accomplished. The process of communication and its result helps dimini sh the conflict of change (Free Management Library 2007). Discussing ideas within team members is a process where each individual should contribute in. Having different ideas will make the project unique and will create more than one method to reach the project’s goal. Strategic plans are plans that apply to the entire organisation, establish the organisation’s overall goals, and seek to position the organisation in terms of its environment. Strategic plans tend to cover a longer time frame. Long-term plans can be defined as those with a time frame of more than three years (Robbins et al 2003). They also cover a broader view of the organisation. Strategic plans also include the formulation of goals (McNamara 2007). There are a variety of perspectives, models and approaches used in strategic planning. The way that a strategic plan is developed depends on the nature of the organizations leadership, culture of the organization, complexity of the organizations environment, size of the organization, expertise of planners and et cetera. For example, there are a variety of strategic planning models, including goals-based, issues-based, organic, scenario and so on. Goals-based planning is probably the most common and starts with focus on the organiz ations mission, goals to work toward the mission, strategies to achieve the goals, and action planning. Issues-based strategic planning often starts by examining issues facing the organization, strategies to address those issues, and action plans. Organic strategic planning might start by articulating the organizations vision and values and then action plans to achieve the vision while adhering to those values. Some planners prefer a particular approach to planning (McNamara 2007). There is a link between planning and strategic management process. Planning is one part, though small, of the strategic management process. This can be shown using the roles of corporate managers. One of the four major roles of a manager is to plan. This planning plays a crucial part in determining the success of an organisation as mentioned earlier. But first, we have to ask: What is â€Å"strategic management process?† and â€Å"What are the steps in the process†. There is not just one definition of the phrase â€Å"strategic management process†. The definition, though similar, differs in accordance with people’s personal opinions. For example, Johnson views it as a six-step process. On the other hand, Viljoen Dann see it as a five-step process. However, in my opinion, I agree most with Robbins’s view on the process. Robbins et al analyses strategic management process as an eight-step process that consists of strategic planning, implementation and evaluation. Although the first six steps describe the planning that must take place, implementation and evaluation are just as important. Even the finest strategies can fall short if management does not put into practice or assess them properly. The first step in strategic management process is identifying the organisation’s current mission, objective and strategies (Robbins et al 2003). Every organisation requires a statement of the purpose of the organisation, also called a mission. The mission verifies the reason for which the company is in the business. To do this, managers must vigilantly recognize the range of its products and services. It is also vital for managers to identify the goals and strategies currently being pursued in the company. Goals are a foundation of planning which provide the measurable performance targets that the organisation as a whole strives to reach. By being aware of current goals allows managers to decide whether or not these current goals need to be changed. This can also be applied to strategies currently in place. The second step is analysing the environment (Robbins et al 2003). Analysing the environment is a critical step in the strategy process. Robbins describes the external environment as a significant basis on a manager’s actions. To outline a successful strategy, it must be supported well by the environment. In this step, managers need to know what is going on outside the organisation. Information such as what the competitors are doing, what on-going laws might affect the organisation and what degree of labour supply is available around the area where the company is located. Aside from analysing the external environment, managers must also examine specific and general environments to observe and be conscious of the trends and changes which are occurring. This step of the process can be considered complete when the manager has an accurate understanding of what is occurring in the external environment and the developments which could possibly affect the organisation. Following this, managers need to evaluate the results they have achieved in step 2 and determine the opportunities which the company can utilize and threats it encounters. This is all part of the SWOT analysis. Robbins defines opportunities as a positive development in the external environment and threats as negative trends. After identifying threats and opportunities, managers must now look inside the organisation by analysing the organisation’s resources and capabilities (Robbins et al 2003). This includes employees’ skills, the organisation’s resources, success at innovating products, quality of products, the organisation’s financial status, and the way customers distinguish the organisation. All of these show that no matter how large or how small an organisation is, the organisation is bound to the availability of resources and capabilities. This analysis of the internal environment allows managers to recognize specific capabilities and resources. When these capabilities and resources are outstandingly unique, they can be used as competitive weapons. This key value-generating skill is referred to as core competencies (Robbins et al 2003). From the previous step, the organisation should now have a comprehensible appraisal of its internal resources as well as its capabilities in executing various practical activities. Strengths are any strong capabilities the organisation possesses or unique resource materials (Robbins et al 2003). Weaknesses are the activities which the organisation does not perform well or the lack of resources which they need. Robbins states that different strengths and drawbacks have different outcomes on the strategy being pursued. An organisation’s culture is its personality or characteristics. It is a sign of the organisation’s mutual beliefs and values. When an organisation has a strong culture, it becomes more straight-forward for managers to convey the organisation’s core competencies and strengths to new employees. However, strong cultures are difficult to change. It then becomes a barrier to acknowledging any alterations in the organisation’s strategies. â€Å"Su ccessful organisations with strong cultures may become prisoners of their own success† (Robbins et al 2003). Strategies need to be formulated in all levels of an organisation, be it a corporate, business or functional level. This follows a decision-making process. Strategic alternatives must first be assessed. Managers must select strategies which harmonize with each other and bring out the best of the organisation in terms of its strengths and environmental opportunities. A successful strategy would be one that puts the organisation at a relative advantage over its competitors and the most favourable aggressive edge (Robbins et al 2003). The organisation must try and maintain this advantage to call the strategy a victory. As mentioned earlier, the first six steps are the planning of strategies. After an organisation comes up with strategies, they must apply it. The same efforts put into planning the strategies must be put into implementing it. No matter how effective the strategies are, if the organisation fails to apply it properly, these strategies will be deemed useless (Robbins et al 2003). Implementing strategies efficiently often means that the organisation has to hire new people with different skills, relocating a portion of current employees to new positions, or in the worst case, make redundant some employees. Most organisations nowadays run their management using teams. Therefore, building and managing effective teams is ability in implementing strategies efficiently. Top-management leadership is equally as important. So is a motivated group of middle and lower-managers who perform the organisation’s specific strategy needs. The final step in the strategic management process is evaluating the results of the strategies in terms of effectiveness, and adjustments that need to be made to improve the success of strategies. As a real-life example, Anne Mulcahy who is the president of Xerox Corporation made strategic modifications to develop her company’s competitiveness in the information services industry. These strategic actions were made after assessing the results of previous strategies and coming to a conclusion that changed were needed (Robbins et al 2003). In conclusion, the four key factors for success when implementing change within an organisation are: pressure for change; a clear, shared vision; capacity for change; and action. The various types of organisational plans as well as the implementation of strategic management process play a significant role in planning and managing change. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. The four key factors for success when implementing change within an organisation are: pressure for change; a clear, shared vision; capacity for change; and action. REFERENCES Agnes, M Guralnik, DB (eds) 2001, Webster’s New World College Dictionary, 4th edn, IDG Books Worldwide Inc., Foster City, California. Free Management Library 2007, Planning in Organisations, viewed 2 May 2007, . Hussey, D 1998, ‘The Making of Strategy’, Strategic Management: from theory to implementation, 4th edn, Butterworth-Heinemann, Oxford, pp. 161-508. Kaufman, R 1988, ‘Where to go and why get there: goals, objectives, needs, and roles’, Planning for Organisational Success: a Practical Guide, 2nd edn, Social Impacts Publications, Australia, pp. 1-20. McNamara, C 2007, Strategic Planning: in non-profit or for-profit organisations, Free Management Library, viewed 3 May 2007, . Robbins, SP, Bergman, R, Stagg, I, Coulter, M 2003, ‘Planning’, Management, 3rd edn, Pearson Education Australia, New South Wales, pp. 171-270. Viljoen, J Dann, S 2000, ‘Process of Strategic Management’, Strategic Management: planning and implementing successful corporate strategies, 3rd edn, Pearson Education Australia, New South Wales, pp. 45-89. Research Papers on Management and Organisational PlanningThe Project Managment Office SystemLifes What IfsBionic Assembly System: A New Concept of SelfRiordan Manufacturing Production PlanIncorporating Risk and Uncertainty Factor in CapitalAnalysis of Ebay Expanding into AsiaResearch Process Part OneStandardized TestingOpen Architechture a white paperMoral and Ethical Issues in Hiring New Employees

Cosmos Episode 11 Viewing Worksheet

Cosmos Episode 11 Viewing Worksheet   Its movie day! Those are words almost all students like to hear when they enter their classrooms. Many times, these  movie or video days  are used as a reward for students. However, they can also be used to supplement a lesson or topic they are learning about in class.   There are many great science-related movies and videos available for teachers, but one that is entertaining and has great and accessible explanations of science is the Fox series   ​Cosmos: A Spacetime Odyssey hosted by Neil deGrasse Tyson. Below is a set of questions that can be copy and pasted into a worksheet for students to fill out as they view Cosmos episode 11. It can also be used as a quiz after the video is shown. Feel free to copy and it and tweak it as necessary.    Cosmos Episode 11 Worksheet  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Name:______________    Directions: Answer the questions as you watch episode 11 of Cosmos: A Spacetime Odyssey entitled, â€Å"The Immortals†.    1.   How does Neil deGrasse Tyson say our ancestors marked the passage of time?    2.   Where was civilization, including written language, born?    3.   Enheduanna is considered to be the first person to do what?    4.   What is the name of Enheduanna’s poem that an excerpt is read from?    5.   What is the name of the hero in the story of the great flood?    6.   How many years before the Bible was written was this account of the great flood?    7.   In what form does everyone carry the message of life in their bodies?    8.   What kind of molecules may have gotten together in the sunlit pools of water to form the first life?    9.   Where, underwater, could the first life have formed?    10.   How could the first life have â€Å"hitchhiked† to Earth?    11.   What was the name of the village near Alexandria, Egypt where the meteor hit in 1911?    12.   Where was the meteorite that hit Egypt originally from?    13.   How can meteorites be â€Å"interplanetary arks†?    14.   How could life on Earth have survived the large number of asteroid and meteor strikes early in its life history?    15.   How does Neil deGrasse Tyson say a dandelion is like an ark?    16.   How could life travel to very distant planets in outer space?    17.   What year did we first announce our presence to the galaxy?    18.   What was the name of the project that had radio waves bouncing off the Moon?    19.   How long does it take a radio wave sent from Earth to make it to the Moon’s surface?    20.   How many miles do Earth’s radio waves travel in one year?    21.   What year did we begin listening with radio telescopes for messages from life on other planets?    22.   Give one possible thing we could be doing wrong when listening for messages from life on other planets.    23.   What are two reasons Mesopotamia is now a wasteland instead of a thriving civilization?    24.   What did the people of Mesopotamia think caused the great drought in 2200 BC?    25.   What great civilization would be wiped out in Central America 3000 years later when another abrupt climate change happened?    26.   Where was the last supervolcano eruption and how long ago did it happen?    27.   What was the secret weapon the Europeans brought with them that helped defeat the American Natives?    28.   What is the main problem with our current economic systems from when they were made?    29.   What does Neil deGrasse Tyson say is a good measure of intelligence?    30.   What is the greatest hallmark of the human species?    31.   What state does Neil deGrasse Tyson compare giant elliptical galaxies to?    32.   When, on the new year of the Cosmic Calendar, does Neil deGrasse Tyson predict humans will learn to share our tiny planet?

A short literature review of the level of awareness amongst general Research Paper

A short literature review of the level of awareness amongst general dental practitioners regarding implant maintenance - Research Paper Example They carried out a survey among 100 (64 males & 34 females) general dental practitioners through a questionnaire, which was aimed to get the feedback and opinions from both general practitioners (GPs) and dental specialists with regard to periodontal care. Multivariate Logistic Regression was used to find out the key variable impacting the survey responses. They quoted that â€Å"In a study of a similar pattern, Zemanovich et al, have evaluated the demographic variables affecting patient referrals from general dental clinic to a periodontist. They concluded that various factors such as gender of the dentist and the proximity to a periodontist affected the number of referrals by a general dentist.† The results showed that 98% of the GPs conducted the initial surgical therapy by self without having any recommendation to do so and performed scaling whilst advising certain mouth washes and brushing techniques. However, the results revealed that over 67% of the dentists never performed splinting. The survey further revealed that the role of a periodontist was found limited to a surgical therapy and most of the dentists did not carry out a Root planning. Another key finding indicated that the dentists have a greater level of awareness with regard to methods demonstrating maintenance of oral hygiene. Despite having a sign of periodontal disease, we found that only 33% of the dentists referred patients to a periodontist. Further, many GPs do not believe that implant is a core of curing periodontal disease thus there is a difference in opinion among general dentists with regard to reliability of periodontal treatment. â€Å"Such studies should be performed in future to get an overall perception of the general dentists toward periodontal treatment in India. Such studies performed at different intervals of time in the same cities can also provide an idea about the changing trends

Ethics and Law in Business and Society Research Paper

Ethics and Law in Business and Society - Research Paper Example Significant analysis and evaluation of the policies have been conducted to determine the effectiveness of these policies. Lastly, the study will provide some recommendation plans in order to overcome the possible issues and challenges. History of the Act It is important for the government, authorized bodies and employers to take care of the needs of the employees in an organization as employees are considered as one of the major assets of an organization. Significant work performance of the skilled and effective employees helps the business organization to achieve significant growth rate. In addition to this, effective business performs ace of the business units ensures economic growth of a nation. This specific act or program was required in order to cover and support the basic rights of the employees in an organization. This Federal Employees’ compensation act was developed in the year 1916 to ensure social welfare. This act was developed in order o support those employees w ho are physically or mentally unable to justify job responsibility. The major objective behind the development for the acts and programs was basically for a good social cause. It was highly important for the employees who are disabled, retired or physically challenged to get the benefits from the employers or from the federal government or from the authorized bodies to look after himself and his family. These funds can be provided to all the employees who are affected due to the workplace-related issues. In addition to this, several Federal Employees’ Compensation Act programs were started to organize by the federal government in order to improve the scenario of the society. According to this act, an individual can get different benefits based on the eligibility. The elements of the Federal Employees’ Compensation Act program include several aspects. According to this act, each and every mentally or physically affected employee in a workplace can get significant compen sation or service benefits (Ullmann, 2003). It is important for an organization to ensure healthy and safe workplace environment. The federal government of United States of America supported this act and act related programs to ensure the security of each and every disabled employee. Several types of benefit policies are proposed and developed in order to improve the lifestyle of these types of federal employees. However, the policymakers failed to develop the policy measures that created several conflicts and issues in later part. Several differentiated policies were developed and implemented under this Federal Employees’ Compensation Act in the year 1974 due to rising problems and issues in the states. however, the federal government of United States of America and other policymakers somehow failed to fulfill its overall objective due to lack of effective policy measures and i9nadequate development of eligibility criteria.

Pleasure - Morality Essay Example for Free

Pleasure Morality Essay Mill is an heir of an intellectual movement in England known as Utilitarianism; utilitarianism is concerned with the acquisition of pleasure and elimination of pain. John Stuart Mill follows the guidelines of utilitarianism in order to decide if certain actions are moral. Utilitarianism states that a person should perform the action that produces the most pleasurable outcome for every person involved. In order to accurately judge if one pleasure is greater than another, the person must be unprejudiced and have experienced both; such judges will prefer the higher pleasures over the lower ones. However, Mill recognizes that people aren’t always driven to follow moral social standards, because the reasons behind their actions can be not only external but internal as well. What Mill means is that expectations of us from our peers and from a higher being, such as God, do not obligate us to follow these rules set out by society; it is our own feeling within that holds us accountable to these standards. Lastly, Mill believes that in order to be a moral creature, we must obey the three conditions of utility: 1) Goodness is understood as production of happiness, elimination of pain, 2) for all of those concerned with the action, and 3) each counts for one and â€Å"no more than one. † Utilitarian’s believe that a person’s actions are right if they produce happiness; â€Å"the greatest happiness of greatest number,†(Denise, Peterfreund, and White, p. 158). Michael, Peter and Samir are employees at Initech and are planning scamming the company by installing a computer virus that skims money out of the company’s bank account. Mill would look at this action by looking at the conditions of utilitarianism. Although they meet the first criteria of producing happiness through the elimination of pain by acquiring large amounts of money, they do not meet part two or three. In regards to part two, it does produce happiness for the ones directly performing the scam but it indirectly affects the other members working for Initech as well as stakeholders and therefore causes pain for those indirectly affected. Lastly, the third condition to count for one and only one is not met because a lot of people are involved. Mill also considers that in order for an action to be moral, it must come from within. Peter, being the leader of this scam, has no internal morals or considerations for those around him. Michael and Samir are only involved in this scam because they are the brains in this operation and it wouldn’t be possible to perform this action otherwise. Mill believes that although people are motivated by their own desires and they shouldn’t act on them. However, Peter, Michael, and Samir do just that. Mill thinks that when people are excessively fortunate that they are incapable of enjoying it because it only benefits themselves. This goes to show that their scam is immoral because it only directly increases their happiness due to their own self-interests. Also, Mill argues that a person with high capacities will need more to make him happy and therefore is capable of experiencing larger quantities of pain; however, they still shouldn’t allow this to lower their expectations and faculties. Although Peter has experienced a prolonged period of pain while working at Initech through tedious tasks and constant pressure from his eight bosses, this should not be a good enough reason for him to affect others’ faculties and reduce their worth as human beings. Mill says,† it is greater to be a man dissatisfied than a pig satisfied,† (p. 162). In other words, Peter is not capable of experiencing the highest form of pleasure, and therefore chooses to increase the lower pleasures, lowering his existence in the world. Many people who start off wanting everything which is moral sometimes turn to selfish measures. The reason why so many people end up becoming selfish is due to being in occupations that lower their aspirations of something greater; which may be a reason why Michael, Peter, and Samir choose to go through with this scam. They are not unprejudiced judges because they do not know what higher pleasures consist of; due to lack of opportunity. Considering all of these utilitarian schemes, Mill would argue that although on the surface Michael, Samir, and Peter seem to be acting immorally, they could possibly be unable to accurately judge both the higher and lower pleasures because they were not capable of enjoying the higher pleasures.

Essay --

The function of proto-oncogenes in cells is to dictate the specific cell type and how often it divides. So, a proto-oncogene that undergoes a mutation â€Å"may† become an oncogene. Just because a gene undergoes a mutation does not make it a malignancy. Normally, cells that undergo mutations are detected and destroyed. However, the undetected/discovered oncogene are believed to contribute to the possibility and probability of developing cancer. â€Å"Normal genes, or proto-oncogenes, are transformed into activated oncogenes in certain malignancies through the actions of viruses, irradiation, or excessive amounts of new genetic material through amplification or over expression of the involved gene† (Neville, 2009). Furthermore, there are several well identified behavioral factors that increase the rate of development of oncogenes. â€Å"It’s major risk factors in the western world include smoking and drinking alcohol, whereas in Asia, it is primarily caused by tobacco/arecanut/betel leaf chewing and/or human papilloma virus (HPV) infections† (Mishra, 2012). Proto-oncogenes can be induced to undergo a mutation and form an oncogene in a variety of ways. â€Å"Before oral cancer appears, it undergoes several stages of oral premalignant lesions (OPLs) with varying types of dysplasia. Though these OPLs are very common precursors of OSCC, some oral cancers appear de novo from histologically normal oral epithelium. Oral cancer is very aggressive and commonly migrates invading distant organs.† (Mishra, 2012). Currently, the primary method of detecting oral cancers is via visual inspection/exam. However, it is essentially impossible to visually detect cellular changes that progress to the development of a malignancy. â€Å"Pain is a common symptom in oral cancer... ...iagnostic techniques than visual inspection, so that we can treat oral cancers sooner. Even with the current treatment option(s) biopsy/radiation/chemotherapy, earlier and better detection will surely improve the prognosis for oral cancers. â€Å"The overall 5-year survival rate in OSCC has not significantly increased in the last few years. The overall and disease-free survival rates are 56% and 58%, respectively. The most important task is to establish an early diagnosis at the first stages of the disease,† (Jose Bagan, 2010). â€Å"Although the epidemiology of oral cancer is well-established, the prognosis and survival rates for oral cancer patients have not improved significantly over the past three decades, (S.C. Cheong, 2009). Lastly, a better understanding of oncogenes for oral cancer will have additional benefits for diagnosing/managing/treating other forms of cancer.

Analyse of the Two Key Moments Essay

Just before this key moment starts, the guards takes Rebecca Nurse out of her cage, on its way to the place where people are hanged. She is astonished that John is confessing. The key moment starts with Proctor refusing to say that he saw Rebecca Nurse in the Devil’s company, or anybody else. Danforth demands that Proctor prove the purity of his soul by accusing others, but Hale advises that it is enough that he confesses himself. Parris agrees, but Danforth demands that Proctor should sign a document. Proctor says that he has confessed to God, and that is enough. He asks Danforth whether a good confession must be public. Proctor wishes to keep only his name, and Danforth thus refuses to accept his confession. Danforth orders Proctor to be hanged. Hale begs Elizabeth to plead with Proctor to sign a confession, but Elizabeth states that Proctor has his goodness now, and God forbid that she take it from him. The characters have turning points in the key moments, and I am going to discuss what happens to Hale, John Proctor and Danforth in this key moment. Hale’s beliefs in witchcraft changes, so does his faith in the law. In Act 4, he tells the accused witches to lie, to confess their supposed sins in order to save their own lives. This change of heart and hopelessness, makes Hale gain the audience’s sympathy but not its respect, since he lacks the moral character of Rebecca Nurse or, and as it turns out at the end of Act 4, John Proctor. Although Hale recognises the evil of the witch trials, his response is not resistance but surrender. He thinks that survival is the highest good, even if it means helping oneself to injustice, which honourable and truly heroic characters can never accept. John Proctor changes himself and provides a final charge of the witch trials. Offered the opportunity to make a confession that he has seen the Devil, he almost surrenders, even signing a confession letter. His great pride and fear of public opinion drove him to hold his truth, adultery, from the court, but by the end of the play he is more concerned with his personal honesty than his public reputation. He still wants to save his name, but for a personal and religious view, rather than the publics’ reasons. Proctor’s refusal to provide a false confession is a true religious and personal determination. His confession would dishonour his friends who are convicted who are brave enough to die as support to the truth. Also it will dishonour himself, staining not just his public reputation, but also his soul. He then decides to change his mind and tells Danforth that he does not want to lie, this bringing him to heaven. He has now redeemed his sin. As Elizabeth says to end the play, responding to Hale’s plea that she convince Proctor to publicly confess: â€Å"He have his goodness now. God forbid I take it from him! † In this key moment Danforth shows that his greatest interest is to protect the reputation of the court when he prompts Proctor to sign a confession, thus preventing the response of his death. I think that Danforth has changed internally but not externally. I think he believes that the witchcraft is fake, but externally he is still a strict and craving for a good reputation. If he did believe people at the end of the play, then he would not convict John Proctor, but he did because it was to late then, and his reputation would be ruined, as he has convicted people before. It is a crucial moment for the audience because they think Proctor is a bad and not a honourable man when he signs the paper. It is dramatic irony, but not as much. The audience know that Proctor does not see the Devil, to save his life by confessing and showing you don not lie, he says he has been seeing the Devil. But he suddenly changes, he rips the piece of paper representing his confession, and explains that his name is more important, he wants to show he is a heroic man, so he says he never has see the Devil, which is true, and the audience see how he is a better man, and is going to die being an honourable and a heroic man. A crucible is a melting pot, where substances are heated to a high temperature to get rid of impurities. Miller is suggesting the play is like to purge by fire, a form of ‘cleansing’. This is a metaphor for spiritual improvements as the result of a confession being exerted. It is known as ‘cleaning’ or ‘cleansing’ yourself by confessing to seeing the Devil. There is many ways to explain the name of the book and here are some more: first witches supposedly boil potions in cauldrons and a synonym for cauldron is crucible. Secondly, it has a metaphorical meaning: the society of Salem is being heated and stirred in an attempt to remove the impurities and leave only the pure members of the society. One of the central themes of the play is the spiritual development of John Proctor. It is a powerful and complex play. All of the action takes place indoors and it is very black, simplistic and it emphasises the lifestyle of the people and it echoes the claustrophobic atmosphere of the play. The play focuses on ordinary people in extraordinary circumstances. In the play Miller is discussing the forces of evil. In the attempt to cut out evil there is certainly a degree of irony. The irony in this play is that evil and tragedy actually occur from the actions of the unwise and over eager characters such as Danforth and Parris and to a certain extent Hale, who became responsible for deaths, misery and cruelty. Miller is suggesting that humans are vulnerable to evil and he aims to show that the evil generated in Salem was through a combination of circumstances for which no one person could be held entirely responsible but yet none were guilt free. The Crucible was based on real events and characters. The people of the 17th Century Salem, witchcraft were a very real and forceful threat. Many people were accused of being witches, and were tortured and executed. The discrimination of witches spread to a lot of places around the world. Witches thought to commit crimes have various ‘proofs’ of a witch including the testimony of a fellow witch, the common belief or accusation of those who live with suspected witch, cursing followed by some mischief or the person disagrees with the person when questioned. Miller was interested in McCarthy trials in the 1940s/50s and made the book parallel to it, Salem witch trials of 1682. Miller may have oversimplified matters, in that while there were no actual witches in Salem, there were certainly Communists in 1950s America. However, one can argue that Miller’s concern in The Crucible is not with whether the accused actually are witches, but rather with the refusal of the court officials to believe that they are not. McCarthyism limits, which wronged many innocents and this parallel was felt strongly in Miller’s own time. In real life, at Millers time, Abigail Williams was 12 years old, but in the play she is 17, but why did he change the age? He did this to make Abigail Williams a better character to make her do all the mischievous things she does in the play. At the age of 17, you are mature and able to make an opinion, and act more like an adult, unlike a 12 year old where you are still to young to do things adults do. Danforth was not a real person, he was made up, but the wonderful thing about him is that he is made up of 3 characters. These three characters were the judges, but they would not be as dramatic and neither strong, unless there is one person who rules, making that character more remembered, and more important to the play.

Dental Care Pedo Essay

Tips for your child’s diet and Dental Health * Ask your dentist to help you assess your child’s diet. * Avoid stocking your pantry with sugary or starchy snacks. * Limit the number of snack times. Stick to nutritious snacks * Provide a balanced diet, and save foods with sugar or starch For mealtimes. * DO NOT put your child to bed with a bottle of formula, milk, or juice. * Shop for â€Å"sugar free† candy or soda. **Dental Care for Children and Adults with Special Needs** Pediatric dentists have two or more yrs of advanced training beyond dental school. Their education as specialists focused on care for children with special needs. The offices are designed to be physically accessible for special needs patients. The dentist has education in behavior management, sedation and anesthesia techniques. They will select the best technique based on the specific health needs; discuss the benefits, limits and risks of that technique. **Dental care for babies** Start at birth, clean your child’s gums with A soft infant toothbrush or cloth and water. as soon as the teeth appear, start brushing 2 times a day using fluoride toothpaste and a oft age appropriate sixed toothbrush. â€Å"Smear† toothpaste to brush the teeth for children less then 2 yrs old. â€Å"pea-size† amount of toothpaste for 2-5 yrs. Before graduating, dental student must successfully complete the National Board Dental Examination ( Parts I and II) Part 1 – biochemistry, physiology, microbiology, pathology, and dental anatomy and occlusion. Part 2- pharmacology, Endo, Perio, OS, Pros, ortho, Pedo,oral pathology and radiology. Pain control Degrees granted. D. D. S D. M. D- There are 61 schools of dentistry in 36 states and Puerto Rico Pedodontics is a Branch of Dentistry dealing with children from birth through adolescence (0 – 12yrs old) also specialize in the care of â€Å"special needs† patients. It is Recognized by the American Dental Assoc.

Free Essays on Computer Graphics

Introduction Hollywood has gone digital, and the old ways of doing things are dying. Animation and Television networks have embraced special effects created with computers. Film editors, who for decades worked by painstakingly, Cutting and gluing film segments together, are now sitting in front of computer screens. There, they edit entire features while adding sound that is not only stored digitally, but also has been created and manipulated with computers. Viewers are witnessing the results of in he forms of stories and experiences that they never dreamed of before. Perhaps the most surprising aspect is that the entire digital effects and Animation. The future looks bright. How It Was in the beginning, computer graphics were as cumbersome and as hard to control as dinosaurs must have been in their own time. Like dinosaurs, the hardware systems, or muscles, of early computer graphics were huge and ungainly. The machines often filled entire buildings. Also like dinosaurs, the software programs or brains of computer graphics were hopelessly underdeveloped. Fortunately for the visual arts, the evolution of both brains and brawn of computer graphics did not take eons to develop. It has, instead, taken only three decades to move from science fiction to current technological trends. With computers out of the Stone Age, we have moved into the leading edge of the silicon era. Imagine sitting at a computer without any visual feedback on a monitor. There would be no spreadsheets, no word processors, not even simple games like solitaire. This is what it was like in the early days of computers. The only way to interact with a computer at that time was throug h toggle switches, flashing lights, punch cards, and Teletype printouts. How It All Began In 1962, all this began to change. In that year, Ivan Sutherland, a Ph.D. student at (MIT), created the science of computer graphics. For his dissertation, he wrote a program called Sket... Free Essays on Computer Graphics Free Essays on Computer Graphics Introduction Hollywood has gone digital, and the old ways of doing things are dying. Animation and Television networks have embraced special effects created with computers. Film editors, who for decades worked by painstakingly, Cutting and gluing film segments together, are now sitting in front of computer screens. There, they edit entire features while adding sound that is not only stored digitally, but also has been created and manipulated with computers. Viewers are witnessing the results of in he forms of stories and experiences that they never dreamed of before. Perhaps the most surprising aspect is that the entire digital effects and Animation. The future looks bright. How It Was in the beginning, computer graphics were as cumbersome and as hard to control as dinosaurs must have been in their own time. Like dinosaurs, the hardware systems, or muscles, of early computer graphics were huge and ungainly. The machines often filled entire buildings. Also like dinosaurs, the software programs or brains of computer graphics were hopelessly underdeveloped. Fortunately for the visual arts, the evolution of both brains and brawn of computer graphics did not take eons to develop. It has, instead, taken only three decades to move from science fiction to current technological trends. With computers out of the Stone Age, we have moved into the leading edge of the silicon era. Imagine sitting at a computer without any visual feedback on a monitor. There would be no spreadsheets, no word processors, not even simple games like solitaire. This is what it was like in the early days of computers. The only way to interact with a computer at that time was throug h toggle switches, flashing lights, punch cards, and Teletype printouts. How It All Began In 1962, all this began to change. In that year, Ivan Sutherland, a Ph.D. student at (MIT), created the science of computer graphics. For his dissertation, he wrote a program called Sket...

Process of How Trees Absorb and Evaporate Water

Process of How Trees Absorb and Evaporate Water Water mostly enters a tree through the roots by osmosis and any dissolved mineral nutrients will travel with it upward through the inner barks xylem (using capillary action) and into the leaves. These traveling nutrients then feed the tree through the process of leaf photosynthesis. This  is a process that converts light energy, usually from the Sun, into chemical energy that can be later released to fuel an organisms activities including growth.   Trees supply leaves with water because of a decrease in hydrostatic or water pressure into upper, leaf-bearing parts called crowns or canopies. This hydrostatic pressure difference lifts the water to the leaves. Ninety percent of the  trees water is eventually dispersed and released from leaf stomata. This stoma is an  opening or pore that is used for gas exchange. They are mostly found on the under-surface of plant leaves. Air also enters the plant through these openings. The carbon dioxide in the air entering the stoma is used in photosynthesis. Some of the oxygen produced is used in respiration through evaporation, into the atmosphere. That beneficial loss of water from plants is called transpiration. Amounts of Water Trees Use A fully grown tree may lose several hundred gallons of water through its leaves on a hot, dry day. The same tree will lose nearly no water on wet, cold, winter days, so water loss is directly related to temperature and humidity. Another way to say this is that almost all water that enters a trees roots is lost to the atmosphere but the 10% that remains keeps the living tree system healthy and maintains growth. Evaporation of water from the upper parts of trees  especially leaves but also stems, flowers and roots can add to a trees water loss. Certain tree species are more efficient in managing their rate of water loss and are normally found naturally on drier sites. Volumes of Water Trees Use An average maturing tree under optimal conditions can transport up to 10,000 gallons of water only to capture about 1,000 usable gallons for the production of food and adding to its biomass. This is called the transpiration ratio, the ratio of the mass of water transpired to the mass of dry matter produced. Depending on the efficiency of the plant or tree species, it may take as little as 200 pounds (24 gallons) of water to 1,000 pounds (120 gallons) to make a pound of dry matter. A single acre of forest land, during the course of a growing season, can add 4 tons of biomass but uses 4,000 tons of water to do so. Osmosis and Hydrostatic Pressure Roots take advantage of pressures when water and its solutions are unequal. The key to remember about osmosis is that water flows from the solution with the lower solute concentration (the soil) into the solution with higher solute concentration (the root). Water tends to move to regions of negative hydrostatic pressure gradients. Water uptake by plant root osmosis creates a more negative hydrostatic pressure potential near the root surface. Tree roots sense water (less negative water potential) and growth is directed towards water (hydrotropism). Transpiration Runs the Show Transpiration is the evaporation of water from trees out and into the Earths atmosphere. Leaf transpiration occurs through pores called stomata, and at a necessary cost, displaces of much of its valuable water into the atmosphere. These stomata are designed to allow the carbon dioxide gas to exchange from air to assist in photosynthesis  that then creates the fuel for growth. We need to remember that transpiration cools trees and every organism around it. Transpiration also helps to cause that massive flow of mineral nutrients and water from roots to shoots which is caused by a decrease in hydrostatic (water) pressure. This loss of pressure is caused by water evaporating from the stomata into the atmosphere and the beat goes on.

Reasearch proprosal Coursework Example | Topics and Well Written Essays - 1000 words - 1

Reasearch proprosal - Coursework Example The experimenter will read journals and check databases for previous research in this area. Case studies specific to Montserratian immigrants will be looked at. There will be looking in depth, at the areas these immigrants dominated and changes that has occurred overtime in these regions. Statistical evidence will be explored to determine the number of Montserratians residing in England in comparison to 1995 as a result of the volcanic eruption. A survey and semi-formal interviews will also be carried out with immigrants in order to test this hypothesis. On completion there should be an understanding if there is a profound change in the areas immigrants occupied. These changes could be political, social or economical. Census and crime statistics data will provide an adequate rationale to support the hypothesis. Considerable research has been conducted referencing environmental disasters and migration of people from danger zones to safer locations internationally. In 1995, the island of Montserrat experienced a devastating volcanic eruption. As T. H. Druitt and B. P. Kokelaar write, â€Å"About half of this emerald Isle was rendered barren and uninhabitable, almost two-thirds of the original population had to leave, and 19 lives were lost, all as a direct result of the volcanic activity.† (Druitt & Kokelaar, 2002) This research project seeks to further investigate the effect of this natural disaster on migration of people from the island of Montserrat in the period after the volcanic eruption. The methodology for this research will include quantitative approaches based in statistics from the UK Migration database as well as qualitative research drawn from interviews with Montserrat islanders. This case study should be of value for reference within the larger body of research related to migration patterns following natural disasters. Research on the migration patterns that follow natural disasters is important for social planning,

Strategic Marketing for The UK confectionery market Term Paper

Strategic Marketing for The UK confectionery market - Term Paper Example SWOT Strengths ïÆ'Ëœ Confectionery sector is recession-proof ïÆ'Ëœ Consumers engage in impulse buying because of targeted advertisements ïÆ'Ëœ Chocolates considered an affordable, harmless indulgence (Adwan, 2003). Weakness ïÆ'Ëœ Rising obesity ïÆ'Ëœ Rising prices ïÆ'Ëœ Consolidation in the market Opportunity ïÆ'Ëœ Sugar-free confectionery fetches better margin for retailers ïÆ'Ëœ This can be introduced for mainstream buyers and not just for the diabetics or the obese population. ïÆ'Ëœ Preference for fair-trade products is high as main competitors switching to fair-trade confectionery (The Fairtrade Foundation 2010). Fair-trade public procurement has strong public support in UK. Threats ïÆ'Ëœ High cocoa price exerts pressure on profit margins ïÆ'Ëœ Sugar-free products more expensive than standard products but gaining popularity ïÆ'Ëœ Three main competitors with rising market share Analysis The opportunities and threats suggest that market for sugar-free confectionery is growing because of rising obesity. The company should focus on fair-trade and people would be willing to pay a premium price for it. Accordingly the marketing strategy should be as follows. ... In the first year of operation it may not be possible to achieve any profits but efforts would be made to ensure no loss too is incurred. Marketing Mix Product – Premium quality sugar-free chocolates catering to a discerning client base as this is the market-demand. Fair trade would be used for production. Price – The price would not be kept too low because low pricing creates an adverse image of the product. To enter the market the right perception is important. Premium pricing attract the target segment but pricing would be formulate taking into account prices of competitors. Promotion – consumers have become conscious of ethical and fair-trade and hence all promotions would carry messages of fair-trade. Introductory slabs can be clubbed with other products such as energy drinks. Advertisements should be made through television, popular dailies, and through magazines. Advertisements should highlight sugar-free element to attract the conscious consumers. Consume r interest should be sustained by changing the advertisements often. Advertisements should be appealing as consumers engage in impulse buying. Place - Distribution should be through all retail outlets, social clubs. It could be sold through kiosks at supermarkets. Online distribution strategy is also picking up and gift packs should be made available through online orders. Energy Drink Background Obesity is on the rise in UK with. Obesity has been linked to the quality of food and drinks consumed, in addition to the sedentary lifestyle which prevents people from visiting the gym or engaging in any sort of physical activity. Due to the quality of food consumed people lack the energy to exercise. People

Analysis Essay Example | Topics and Well Written Essays - 500 words - 2

Analysis - Essay Example On the other hand, the Semite is described as a type of leach upon all that is good which the Aryan establishes. If an Aryan explores new lands, develops industry and establishes an organized peace, the Semite will soon follow seeking to get gain through some nefarious scheme or plan. A theme that is visited several times in the article is the subtle nature of the Semite. The author describes them as incapable of establishing anything in an honest manner, so they live by subtle infiltration of established societies and governments. The author describes an invasion of the Semites as not one of military might, but of one cloaked in the secrecy of financial transactions and governmental intrigue. The Semite is described as one who employs â€Å"wily tricks† to accomplish his ultimate goal, namely the overthrow of the noble Aryan so that the Semite can rule over the lovers of virtue. The final point of this reading is to show that the Semite is especially adept at mercantile trade and finance, so these areas are to be regarded with caution and mistrust by the Aryan. Drumont reiterates that the Semite is incapable of invention, so his source of power will come by controlling the worlds of trade and finance. These crafty people must not be trusted because their goal is to overthrow the race that rightly deserves to rule, namely, the Aryans.

Meaning and Definition of Performance Appraisal

Meaning and Definition of Performance Appraisal Performance appraisal is a formal system that evaluates the quality of a employees performance. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links: Organizational objectives Day-to-day performance Professional development Rewards and incentives In simple terms, appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. Traditional Performance Appraisal The history of performance appraisal is quite brief.Its roots in the early 20th century can be traced to Taylors pioneering Time and Motion studies. But this is not very helpful for the same may be said about almost everything in the field of modern human resources management. During the First World War, appraisals concept was adopted by US army which was in the form of merit rating. It was man-to-man rating system for evaluation of military personnel. From the army this concept entered the business field and was restricted to hourly-paid workers. During 1920s, relational wage structures for hourly paid workers were adopted in industrial units and each worker were used to be rated in comparison to other for determining wages rates. This system was known by merit rating. The process was firmly linked to material outcomes. If an employees performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. These observations were confirmed in empirical studies. Pay rates were important, but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence. As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time. Modern Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, which usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations but not all, appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotion. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. Whether this is an appropriate use of performance appraisal, the assignment and justification of rewards and penalties, is a very uncertain and contentious matter. Objectives of Performance Appraisal Salary Increase Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. There is continuous evaluation of his performance either formally or informally. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase. Promotion Performance appraisal plays significant role where promotion is based on merit and seniority. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. In the light of these, it can be decided whether he can be promoted to the next higher position. Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. This information can be used for devising training and development programmers appropriate for overcoming weaknesses of employees. Feedback Performance appraisal provides feedback to employees about their performance. A person works better when he knows how he is working. This works in two ways, firstly, the person gets feedback about his performance. Secondly, when the person gets feedback about his performance, he can relate his work to the orgaisational objectives. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. Others: Identifying systemic factors that are barriers to, or facilitators of, effective performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. To determine whether HR programmers such as selection, training, and transfer have been effective or not. Methods of Performance Appraisal A) Traditional methods 1) Rating Scales: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical (work skills) competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scales designer, or by the organizations need to know. The one major provision in selecting traits is that they should be in some way relevant to the  appraisers job. 2) Check-list Method: Under this method, checklist of statement of traits of employee in the form of Yes or No based questions is prepared. Here, the rater only does the reporting or checking and HR department does the actual evaluation. The rater concerned has to tick appropriate answers relevant to the appraises. When the check-list is completed, it is sent to HR department for further processing. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. The HR department then calculates the total scores which show the appraisal result of an employee. Advantages economy, ease of administration, limited training required, standardization. Disadvantages Raters biases, use of improper weights by HR Dept, does not allow rater to give relative ratings. 3) Force Choice Method: A series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment. Advantages Absence of personal biases because of forced choice. Disadvantages Statements may not be correctly framed. 4) Force Distribution Method: One of the problems faced in large organizations is relative assessment tendencies of raters. Some are too lenient and others too severe. This method overcomes that problem. It forces everyone to do a comparative rating of all the employees on a predetermined distribution pattern of good to bad. Say 10% employees in Excellent Grade, 20% in Good Grade, 40% in Average Grade, 20% in Below Average Grade and 10% in Unsatisfied grade. The real problem of this method occurs in organizations where there is a tendency to pack certain key departments with all good employees and some other departments with discards and laggards. Relatively good employees of key departments get poor rating and relatively poor employees of laggards departments get good rating. 5) Critical Incident Method: In this method, only critical incidents and behavior associated with these incidents are taken for evaluation. This method involves three steps. A test of noteworthy on the job behavior is prepared. A group of experts then assigns scale values to them depending on the degree of desirability for the job. Finally, a checklist of incidents which define good and bad employees is prepared. Advantages: This method is very useful for discovering potential of employees who can be useful in critical situation. Disadvantages: a) Negative incidents are, generally, more noticeable than positive ones. b) The recording of incidents is a core to the superior and may be put off and easily forgotten. c) Overly close supervision may result. 6) Essay Method: In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. The statement may be written and edited by the appraiser alone, or it be composed in collaboration with the appraisee. 7) Grading: In this method, certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Such categories may be definitional like outstanding, good, average, poor, very poor or may be in terms of letter like A, B, C, D etc with A indicating the best and D indicating the worst. This method, however, suffers from one basic limitation that the rater may rate most of the employees at higher grades. 8) Performance Tests Observations: This is based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. Advantage Tests only measure potential and not attitude. Actual performance is more a function of attitude of person than potential. Disadvantages Sometimes costs of test development or administration are high. 9) Confidential Reports: Though popular with government departments, its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR). The system is highly secretive and confidential. Feedback to the assessed is given only in case of an adverse entry. Disadvantage is that it is highly prone to biases and regency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions, good postings, etc. 10) Comparative Evaluation Method (Ranking Paired Comparisons): These are collection of different methods that compare performance with that of other co-workers. The usual techniques used may be ranking methods and paired comparison method. Ranking Method: Superior ranks his worker based on merit, from best to worst. However how best and why best are not elaborated in this method. It is easy to administer. Paired Comparison Method: In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. The number of comparisons may be calculated with the help of a formula N x (N-1) / 2. The method is too tedious for large departments and often such exact details are not available with raters. B) Morden Methods 1) MBO (Appraisal by Results): The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. 2) Assessment Center Method This technique was first developed in USA and UK in 1943. An assessment centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviours across a series of select exercises or work samples. Assesses are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. Advantages Well-conducted assessment centre can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in Assessment Centres. The tests also make sure that the wrong people are not hired or promoted. Finally, it clearly defines the criteria for selection and promotion. Disadvantages Concentrates on future performance potential. No assessment of past performance. Costs of employees travelling and lodging, psychologists. Ratings strongly influenced by assassins inter-personal skills. Solid performers may feel suffocated in simulated situations. 3) 360o Appraisal: It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors, team members, customers, peers, subordinates and self with different weight age to each group of raters. This technique has been found to be extremely useful and effective. It is especially useful to measure inter-personal skills, customer satisfaction and team building skills. One of the biggest advantages of this system is that assesses cannot afford to neglect any constituency and has to show all-round performance. However, on the negative side, receiving feedback from multiple sources can be intimidating, threatening, and expensive and time consuming. 4) Psychological Appraisals: These appraisals are more directed to assess employee potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. Performance Appraisals purpose Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop persons, progress of organizational performance, and feed into business planning. Official performance appraisals are generally conducted annually for all staff in the organization. Every staff member is appraised by their line supervisor. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and formation of the organization. Annual performance appraisals allow management and monitoring of standards, agreeing expectations and objectives, and allocation of responsibilities and tasks. Staff performance appraisals also create individual training needs and facilitate organizational training needs analysis and planning. Performance appraisal also normally feed into organization annual pay and grading reviews which commonly also coincides with the business planning for the next trading year. Performance appraisals generally review each individual`s performance against objectives and standards for the trading year, agreed at the earlier appraisal meeting. Performance appraisals are also necessary for career and succession planning for individuals, critical jobs and for the organization as an entire. Performance appraisal are important for staff motivation, attitude and behaviour development, communicating and supporting individual and organization aims and fostering positive relationship between staff and supervision. Performance appraisal affords a formal, recorded, regular review of an individuals performance and a plan for future progress. Job performance appraisal in whatever forms they take are therefore fundamental for managing the performance of people and organizations. Managers and appraises frequently dislike appraisal and try to avoid them. To these people the appraisal is daunting and time consuming. The process is seen as a difficult administrative responsibility and emotionally challenging. The annual appraisal is may be only time since last year that the two people have sat down together for a meaningful one to one discussion. No wonder then that appraisals are stressful which then beats the whole purpose. Appraisals are much easier and especially more peaceful, if the boss meets each of the team members individually and repeatedly for one to one discussion throughout the year. Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams, life, the universe the tv, common interests etc., whatever, make appraisals so much appraisal so much easier because people then know and trust each other which diminish all the stress and the uncertainty. Appraisals much address whole person development not just job skills or the skills necessary for the subsequently promotion. Appraisal must not differentiate against anyone on the grounds of age, sexual orientation, race, gender, religion etc. For Example in the uk, the uk employment equality regulation 2006, which is effective from 1st oct. 06, make it particularly important to avoid any comments, judgments, suggestions, questions or decision which might be supposed by the appraisal to be based on age. This means people who are young as well as old. Age, along with other description stated above, is not a lawful basis for assessing and managing people, unless proper objective justification can be proven. See the age variety information. When crafty or planning behaviour appraisal, seek to help the whole person to grow in whatever direction they want not just to identify clearly relevant work skill training. Increasingly, the best employee distinguish that increasing the whole person promotes positive attitudes, advancement, motivation and also develops lots of new skills that can be unexpectedly significant to working productively and effectively in any nature of organization. Developing the whole person is also an important aspect of modern corporate duty and independently, whole person development is a crucial benefit in the employment market, in which all employers contend to attract the best recruits and to retain the best staff. Therefore in appraisal be creative and imaginative in discussing discovering and agreeing whole person development that people will respond to, beyond the usual job skill set and incorporate this sort of development into the appraisal process. Abrsham Maslow recognised this over fifty year ago. If you are an employee and your employer has yet to cuddle or even acknowledge these concepts, do them a favour at your own appraisal and suggest they look at these ideas or maybe mention it at your exit interview prior to joining a better employer who cares about the people not just the work. Incidentally the Multiple Intelligences test and Vak learning styles test are tremendously useful tools for appraisals before or after to help people understand their nature probable and strengths and to help managers appreciate this about their people too. There are a lot of people out there who are in jobs which dont allow them to use and develop their supreme strengths, so the more we can help folk understand their own special likely and find roles that really fit well the happier we shall all be. Essentials for a successful performance appraisal system Basing appraisals on accurate and current job descriptions Ensuring that appraisers have adequate knowledge and direct experience of the employees performance Providing ratings via aggregated anonymous feedback when multiple sources of information are used Incorporating performance appraisals into a formal goal setting system Offering adequate support and assistance to employees such as professional development opportunities in order to improve their performance Conducting appraisals on a regular basis (at least two times a year) rather than annually. If resource constraints do not permit frequent formal appraisals, consider conducting one formal appraisal annually, with a review of progress in the mid-year and ongoing review in regular supervision meetings Using performance appraisal to address workforce development challenges: Regular performance appraisals provide a useful opportunity to conduct a check up on various workforce development issues that may impact on employees effectiveness and well being. Performance appraisals can be used to: Recognize, reward and support effective performance Develop and reward effective teamwork Identify and manage issues likely to impact on retention Monitor and support employees well being.   Recognize, reward and support effective performance Ensuring employees receive adequate rewards and recognition is a key workforce development issue for the performance. Performance appraisals provide a good opportunity to formally recognize employees achievements and contributions to the organization, and to ensure a clear link is maintained between performance and rewards. The appraisal interview can also be used as a vehicle to demonstrate supervisory and organizational support for employees by discussing barriers and supports to effective performance, and strategies to address problems or difficulties.   Develop and reward effective teamwork The appraisal interview is also a useful vehicle for recognizing and rewarding employees contributions to various teams in the organization, especially if appraisal information is gained from team members. An appraisal of the team as a whole can also be a useful strategy to recognize and reward team performance, and to identify strategies to improve team functioning.   Identify and manage issues likely to impact on retention Open and constructive performance appraisals can be useful to identify issues that are likely to impact on employees willingness to stay with the organization in the longer-term. Key factors associated with retention include salary and remuneration, professional development opportunities, and work-related demands and stress. The appraisal interview provides a good opportunity for a check up regarding employees satisfaction with their working conditions and environment, and a discussion of strategies to address any problems or issues.   Monitor and support employees well being Performance appraisal interviews are a good opportunity to discuss employees health and well being in the workplace, particularly in regard to factors that contribute to feelings of stress and experiences that promote satisfaction with their work. 360 Degree Assessment The concept of 360 degree feedback makes a lot of sense and, if used well, should have a great deal to offer. It seems to suit the move towards the less hierarchical, more flexibly-structured and knowledge-based organization of the future Professor Clive Fletcher Goldsmiths College, University of London Introduction In recent year the 360 degree appraisal has become much admired. It has been felt for long that one person`s assessment of another cannot be free of favoritism. In supplementary with the focus on customers and emphasis on softer dimensions of performance it has become necessary to multiple assessments for a more objective assessment. The 360 degree appraisal is multilayer assessment and feedback system. Almost Fortune 500 Company is using this in some form or other. In this method, the candidate is assessed periodically by a number of assessors including his supervisor, immediate subsidiary, colleagues, and inner and outer customers. The assessment is made on a questionnaire specially designed to measure activities measured critical for performance. The appraisal is done anonymously by others and the assessment is collected by outer agent or specially designated inner agent. The assessment is consolidated; feedback profiles are prepared and given to the participant after a workshop o r directly by his supervisor or the HRD department in a performance examination conversation sitting. Due to the incalculable variations possible in the 360 degree feedback and Appraisals and its effectiveness as a competency identification and development tool, it is important to understand the process and its dynamics. 360 degree feedback 360 degree feedback is a full circle system of acquiring informal from peers, subordinates and inner and outer customers about employee`s performance. 360 degree assessment is based on the assessment of an individual`s management styles, competencies and behavior by contemporaries horizontally and vertically by involving his supervisor, peers and direct report in organization. 360-degree feedback is an assessment of multi source, which contain; Self Supervisor Internal customers/staffs/peers External customers Why 360-degree feedback is needed in the organizations? Business is towards surplus generation. Without additional no organization can develop. Here the effort to grow the business and the surplus should come from employee part. The performance of the employees is at work here matters in business development and organizational development. The performance of the employees should then align with the strategic decisions that integrate the business goals in more and more aggressive environment. It is the duty of the Human Resource Management to assimilate the culture of the organization with all available resources to the best possible output. The 3600 Appraisal helps the HR Department to have better understanding of the competitive advantage and disadvantages of the current manpower resources and tune them towards performance quality and output. Prerequisites Top management support Confidence of employees on the appraisal methodology Objective need to be with performance requirement clearly stated A detailed plan of implementation Collaboration between superior and subordinates Some prior experimentation and positive experiences clear organization philosophy and policy objective Uses for 360 Degree Feedback contain: Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self evolution. Assessing employee development   Diagnosing training and career development needs.   Providing a basis for promotion, dismissal, job enrichmen, job transfer, probation etc.   Monetary and other rewards. Organizational Climate Study   Organizational environment improvement needs   Changes in managerial approaches, leadership etc. Customer satisfaction study   Employees attitudinal change   Customer satisfaction improvements Using of 360-degree performance appraisal we get benefits like, 360 degree feedback permit an organization to focus on developmental efforts, at the individual and grouping level, in the nearby business position where the success of the company depends on constant revolution, which is possible through organizational development. 360-degree feedback facilitates the alignment of individual capabilities and behaviors with organizational strategies. That adds value to the organization uncaring ways:- 360 degree feedback afford a talented view about the employee from different source 360 degree feedback provides increased the understanding about one1s role probability 360 degree feedback provide a better understanding of employed development requirements 360 degree feedback provide the understanding of competence and skill in various roles 360 degree feedback provides a better understanding of individual presentation at work 360 degree feedback reduces training costs by identifying common development want 360 degree feedback extends better morale to those who perform and put in well to the organization 360 degree feedback helps everyone to work for a common standard and institutionalize presentation management 360 degree feedback ensure better interpersonal relationship and grouping cohesiveness It promotes self directed learning and provides a road map for employee`s development planning It promotes better communication within departments 360 degree feedback increases the team`s ability to put in to the organization goals 360 degree feedback increases the team`s ability to put in to the organizations goals develop better bottom line thought additional the capability of the organization to meet its objectives. For 360-degree feedback this steps may be taken to gauge the readiness of an organization Identification of the problem.  · Analysis of the organization context for finding a solution to the problem. Allocation of resources for the purpose in terms of time and finances. A detailed plan of implementation. Follow up Drawback of using 360-degree feedback A detailed plan of action which, ensure the transparent and clear implementation of appraisal with employee accountability. Effective follow up is the prime requirement of 360 degree feedback. Failure in follow u cause more scratch than superior. The 360 degree feedback is time consuming and cost consuming assessment process. Without having adequate resource to implement the process, it will end up no where and develop financial