Future Developments of Video Games Essay Example for Free

Future Developments of Video Games Essay The field of computer games is one of the most energizing since it is continually creating and progressing so rapidly. Not at all like a great deal of territories of ICT which have arrived at a degree of steadiness, all pieces of games, gaming and games improvement are as yet developing and will keep on developing. This implies there is the potential for people to have totally new thoughts and be the first to make something in the field. The ubiquity of games is developing exponentially, with an ever increasing number of individuals finding an intrigue and enthusiasm for games constantly. A game currently will arrive at an a lot bigger, worldwide crowd and games designers can carry delight to a huge range of individuals. Comfort makers, games designers and other associated with the game business and famously clandestine about new undertakings being created until they are practically prepared for declaration and discharge and, after its all said and done now and again games and items can be dropped finally. All representatives working in the business need to consent to a non-revelation arrangement (NDA) more often than not which restricts them legitimately from uncovering any of their companys insider facts. Discharging any data about an item might imperil its deals. Innovation advances in incredibly fast speeds. On the off chance that you need any genuine perceptible evidence of the fast progression of advanced innovation throughout the years, investigate the gaming business. From the early long stretches of high contrast 2D games like Pong (1972) to the principal 3D game, 3D Monster Maze in 1981, and from crude first-individual shooters like Wolfenstein 3D (1992) to complex, life-like shooters like Battlefield 3 (2011), there’s almost certainly that the gaming business has seen a considerable amount of mechanical development. Equipment Developments Each new age of comfort equipment utilized the quick improvement of handling innovation. More up to date machines could yield a more noteworthy scope of hues, more sprites, and presented graphical advances, for example, scaling, and vector illustrations. One way reassure creators showcased these advances to purchasers was through the estimation of bits. The TurboGrafx-16, Sega Genesis, and SNES were among the main consoles to publicize the way that they contained 16-piece processors. This fourth era of reassure equipment was frequently alluded to as the 16-piece time, and the past age as the 8-piece. The bit-estimation of a support alluded to the word length of a consoles processor (in spite of the fact that the worth was once in a while abused, for instance the TurboGrafx 16 had just a 8-piece CPU, and the Genesis/Mega Drive had the 16/32-piece Motorola 68000, however both had a 16-piece devoted illustrations processor). As the graphical presentation of reassure equipment is reliant on numerous elements, utilizing bits was a rough method to check a consoles by and large capacity. For instance the NES, Commodore 64, Apple II, and Atari 2600 all utilized a fundamentally the same as 8-piece cpu. The distinction in their preparing power is because of different causes. For instance the Commodore 64 contains 64 kilobytes of RAM and the Atari has significantly less at 128 bytes of RAM. The hop from 8 piece machines to 16 piece machines to 32 piece machines had a recognizable effect in execution, so supports from specific ages are as often as possible alluded to as 8 piece or 16 piece reassures. In any case, the bits in a support are not, at this point a central point in their presentation. The Nintendo 64, for instance has been outpaced by a few 32 piece machines. Its solitary unavoidable that gaming equipment is going to continually be improved, with all the more preparing power, designs abilities, sound quality and memory limit. The info technique utilizing a controller has definitely evolved throughout the years starting with a cumbersome controller and basic joystick on arcade games, the computer game controller has advanced to be ergonomically intended to feel good to stay away from wounds, for example, the ones in the dull strain injury gathering or carpal passage disorder. Most present day controllers are planned with the casual situation of the hands as a primary concern, bringing about the pronged structure that diminishes irritation and spasms after broadened use, contrasted with more seasoned cushions, for example, the NES or the Sega Master System. There are as yet an immense range of info strategies to make a considerably increasingly vivid experience, these include: directing wheel, pedals, light firearms, move cushions, balance board, casting pole, mouthpiece and musicality game controllers (drums and guitars). A large number of these have been explicitly intended to be utilized for a specific g ame or gaming arrangement, for example, guitar legend for instance. The advancement of the controller to incorporate more fastens demonstrates that computer games themselves are progressing as more fastens are required to finish various assignments inside the game. New info strategies are being created to make the gaming experience increasingly agreeable and intuitive, for example, having the option to control the character by body development with sensor cushions or apparel, for example, gloves. This sort of info technique can be seen back in the EyeToy for Playstation 2 which utilized a camcorder. Most as of late this market had been surprised with the presentation of the Wii and its absolutely special controls. Many reassure makes have embraced this method can be found in the Playstation Move and the Xbox Kinect which both include the player as a methods for controlling the game as opposed to squeezing catches. This methods for input is being pushed forward by numerous individuals of the reassure makers as it evacuates the disgrace of computer games being just for individuals who plunk during untouched and are sluggish, and they are additionally observed as an option in contrast to working out. The gaming business has created illustrations and sound innovation that can be fused as VR (Virtual Reality). A mid 1990s endeavor at a headset for comfort gaming and for specialists, was made by Future Vision Technologies. An advanced model would be the Wii where the controller tracks and sends movement input precisely. There is likewise another VR headset framework being developed structured explicitly for gaming called the Oculus Rift. The headset gives roughly a 110 degree field of view, supreme head direction following, USB interface and a 1200800 goals with the last purchaser adaptation focused on 19201080. A portion of things to come games that will bolster the Oculus Rift incorporates Doom 4, Strike Suit Zero, Team Fortress 2, Miner Wars 2081, Minecraft and some more. Computer generated reality has consistently been something that was depicted in films and TV programs as something that will be the eventual fate of gaming. Endeavors at making it in the past have not demonstrat ed well known outcomes. In any case, it is something which is getting even more a reality as innovation propels, despite the fact that whether we will ever arrive at its purpose turning into the standard of gaming is yet to be seen. Programming Development The point of programming advancement is for the most part to arrive at another degree of authenticity or submersion. As preparing force and memory increment, improved workmanship and activity can be made. This permits pictures and development to be progressively sensible. In the beginning of first-individual shooters, non-player characters (NPCs) had the knowledge of pleasantly adjusted rocks. In any case, theyve been improving recently look no farther than Half-Lifes narrating NPCs and Unreal Tournaments fantastic bot AI. The market achievement of titles, for example, these has incited designers to invest more energy into AI, so it looks as though more brilliant NPCs will keep on appearing in games. Man-made intelligence scientists once in a while use PC games for their exploration, outside of great board and games, for example, chess, checkers, and scaffold. Perhaps they consider most to be AI issues as basic building issues. This view has not been totally unjustified on the grounds that regularly the objective of game AI isn't to make insight, however to improve ongoing interaction through the hallucination of shrewd conduct. A considerable lot of the procedures used to improve the figment of insight have nothing to do with knowledge, however include cheats, for example, giving game AIs additional creation capacity or the capacity to see through dividers, or faking it by making bots that discussion to one another yet totally overlook what is said. There likewise has been a float in AI research toward issues and approaches where exact experimental assessment is conceivable. Obviously, interactivity isnt something that todays AI scientists feel good assessing. In spite of the fact that there is as of now a noteworthy hole between game engineers and AI analysts, that hole is beginning to close. The unavoidable walk of Moores law is beginning to let loose critical preparing power for AI, particularly with the approach of illustrations cards that move the designs handling off the CPU. The additional CPU force will make progressively complex game AI conceivable. All things considered, game engineers should at present be careful about AI specialists who state, My calculation doesnt run progressively at this moment, however simply pause. In a couple of more years, Im sure the preparing force will be there. A second, similarly amazing power that is shutting the hole is sociological. Understudies who grew up adoring PC games are getting propelled degrees in AI. This has the double impact of carrying game examination to colleges and college exploration to game organizations as of now there are at any rate five AI Ph.D.s at game organizations. Artificial intelligence scientists are finding that building intriguing manufactured characters with regards to PC games is significantly more than only a designing issue. Besides, games give modest, powerful, vivid conditions for seeking after a large number of the center AI issues. They could be the impetus for a resurrection in research on human-level AI The last power is the game-playing open, who are beginning to request better AI. With the immersion in the nature of PC illustrations, better material science and AI are the two advancements that have the most potential to improve ongoing interaction. Players are searching for progressively sensible AIs to populate their universes with fascinating non-player characters (as in The Sims) and humanlike rivals who mu

The Link between Video Games and Behavioral Problems in Humans

For the worries of this paper, there is a need to comprehend what is implied by human conduct and social issues. The term human conduct is broadly clarified across different controls of study.Advertising We will compose a custom research paper test on The Link between Video Games and Behavioral Problems in Humans explicitly for you for just $16.05 $11/page Learn More Some of the scholastic trains that have been related with the worry of human conduct incorporate, yet are not constrained to, social science, psychiatry, humanities, social work, and brain research. For the most part, the term human conduct alludes to the wide scope of propensities or practices that are shown by people. As such, this alludes to potential and communicated limit with regards to social, mental, and physical nature of being, as acknowledged over the span of different periods of life. Clearly, this space is described by the manner in which people would act as per the impact of various perspectives that will i n general impact different patterns of life. As it would be watched, human practices are affected by some specific attributes as controlled by every person, and are watched all through the whole lifetime. A portion of these angles or patterns incorporate things, for example, disposition, confidence, social standards or qualities, and hereditary qualities. A social issue, then again, alludes to startling result on an individual’s conduct, particularly one that is negative, which may result from awful impact of the included components. Natural and social elements are believed to be incredible supporters of different conduct issues in people. With the end goal of this subject, this paper applies the study of human conduct in giving a more profound comprehension on the connection that exists between computer games and social issues in people. As it would be watched, numerous investigations have been led over the world to decide if there is any connection between computer games an d social issues. Nonetheless, there have been clashing results just as observations from crafted by different specialists who have assumed a job in this specific examination. While a portion of these investigations have called attention to a critical association between the two components, others have been wary about it, and have stayed difficult in their differentiating observation that there is no connection between computer games and human conduct. Nonetheless, there is solid experimental and hypothetical proof from past investigations legitimizing the way that there is an extremely solid connection between computer games and social issues in people. With the end goal of this paper, animosity and viciousness, the two of which fit well inside the recognized setting of social commitment will be applied among other conduct issues. Computer games, similar to some other type of intelligent diversion, are significant for self-improvement among different advantages of recreation and amu sement. There are numerous roads and stages through which individuals could access and play computer games, on account of current progressions in technology.Advertising Looking for examine paper on sociologies? How about we check whether we can support you! Get your first paper with 15% OFF Learn More This type of recreational action has become well known these days, particularly with the youngsters and youthful grown-ups, who are said to spend an abundant excess of their spare time in gaming exercises on PCs, cell phones, and an assortment of other hand-held innovative gadgets (Anderson 119). Regardless of the recreational advantages typically connected with such inactive exercises, their results on human conduct can't be overestimated. As it would be watched, video and PC games may animate human personalities somewhat, therefore helping them to unwind from the pressure of work and study. This is seemingly one of the few advantages related with computer games most definitely. There have been a great deal of concerns, in any case, that these games would will in general significantly affect peoples’ conduct, in this manner adding to expanded social issues among the members. As per Strasburger, Jordan, and Donnerstein, there is an extremely solid connection between broadcast viciousness and potential human conduct, since there must come when the experience would be adequate to legitimize activity sooner rather than later (761). Additionally, individuals who have had ordinary introduction to video games, particularly rough ones, are probably going to display the conduct components depicted in the games. One reasonable part of video gaming is that it is dynamic, not normal for things, for example, sitting in front of the TV or motion pictures, which are inactive. Despite the fact that this is an exceptional component which is probably going to draw in numerous members into these sorts of games, it is likewise a perilous road that can pull in social issues s ince it rotates around direct understanding of savagery. Just to include weight onto this discernment, people have the inborn inclination of learning better when they are legitimately drawn in into exercises in a functioning way, as opposed to when they are latently included. In view of this contention, there is a high probability that computer games would will in general directly affect our sentiments, considerations, and conduct. In such manner, fierce computer games assume a key job in expanding the odds of embracing and harboring forceful or vicious practices on people. Different examinations regarding this matter have indicated overwhelming players of fierce PC and computer games to have forceful demeanor towards their kin, friends, and educators. All the more critically, young understudies who have consistently participated in fierce computer games have supposedly been engaged with steady issues with others around them (Birch and Davison 893). Past investigations have demonstr ated various profoundly advertised activities from allover the world, where occurrences of savagery have been connected to peoples’ contribution in computer game exercises. There is additionally intriguing proof that those individuals who are known to have characteristics of hostility or outrage have reacted diversely subsequent to being presented to savage computer games. Aside from displaying expanded hostility or outrage, such players have end up being less furious in the wake of getting presented to vicious computer games. Despite the fact that there is constrained proof to help this case, there is a chance of a nearby relationship of hypothesized conduct and the applied type of inactive recreation activity.Advertising We will compose a custom research paper test on The Link between Video Games and Behavioral Problems in Humans explicitly for you for just $16.05 $11/page Learn More As certain defenders of video and PC games would contend, individuals don’t continua lly bring into reality whatever sort of conduct they see from different gaming exercises. For instance, those individuals who are accustomed to playing video shooting match-ups on PCs would not permit this to rise above their ordinary practices or mentalities, and wind up turning out to be killers, all things considered. This, as per Anderson and Bushman, is a deceptive thinking which is intended to misdirect individuals on the endless examinations that have demonstrated the presence of an immediate association between computer games and human conduct issues (459). Brutal computer game exercises might be purifying to outrage, as certain individuals will in general accept. This, nonetheless, is certifiably not an ideal motivation to persuade people, particularly the more youthful ages who have been trapped amidst this emergency, against the numerous risks that are related with computer games. In simply one more viewpoint, the impact of computer games on peoples’ conduct relies upon the degrees of introduction to the games. This has the implying that, those individuals who are straightforwardly associated with the exercises will have higher odds of receiving the social components depicted in them, contrasted and the individuals who have been by implication included. This thought was demonstrated by Funk and Buchman, in an examination that was expected to test the viability of vicious computer games on human conduct dependent on levels of introduction. In this specific examination, high school members were haphazardly picked and made to participate in a fierce computer game. Meanwhile, an alternate parcel was presented to peaceful computer games, for correlation purposes. The parcel which had taken an interest completely in the fierce exercises would later on give off an impression of being progressively forceful, contrasted with the individuals who had simply viewed the action or the ones who were presented to peaceful computer games (Funk and Buchman 94) . As it is seen from this exploration report, there is apparently a solid connection between computer games and the numerous conduct issues saw in people. Inside the domain of present day mental investigation and comprehension, introduction to video game exercises is probably going to create both positive and negative effects on conduct contingent upon the setting of the games. In such manner, individuals should attempt to dismiss the less bolstered guarantee that presentation to video games doesn't influence our conduct and disposition towards others around us. In actuality, there is no uncertainty in the ends came to upon in this report computer games, particularly ones that have rough subjects, do relate with delayed increment in forceful conduct and a critical decrease in prosocial conduct. This is an away from of the solid association or connection that exists between computer games and social issues in humans.Advertising Searching for look into paper on sociologies? We should check whether we can support you! Get your first paper with 15% OFF Find out More Works Cited Anderson, Craig. â€Å"An update on the impacts of playing savage video games.† Journal of Adolescence 27. 1 (2004): 113-122. Print. Anderson, Craig and Bushman Brad. â€Å"Media savagery and the American Public revisited.† American Psychologist 57. 5 (2002): 448-450. Print. Birch, Leann Lipps and Davison Kirsten. â€Å"Family natural components impacting the deve

Kudler Fine Foods – Functional Area Interrelationships

Kudler Fine Foods †Functional Area Interrelationships Bus/475 July 16, 2012 Kudler Fine Foods Kudler Fine Foods offers delicacy nourishment s to its clients. Kudler treats its nourishments with adoration and care. These rarities give clients magnificent meat, bread, fish, and wine. Kudler’s crucial, qualities, and objectives are phenomenal. This paper is an audit of Kudler’s purpose behind presence, hierarchical structure, steps in cooperation, positive activity plan, and community jobs of the key partners. Kudler utilizes these means to have a fruitful association. The association is effective in light of the fact that clients can get quality nourishments here.Organization’s Existence Kudler Fine Foods is an upscale forte nourishment store offering its clients the best in imported and local charge. The organizer and proprietor Kathy Kudler had a dream for the business she needed to create in light of the fact that she discovered alleviation from the pressur e of filling in as VP of advertising for an enormous resistance contractual worker by cooking gourmet nourishments. Understanding that it was difficult to locate the fundamental fixings, Kathy saw there was a business opportunity that she could benefit from. Kudler’s mission is to furnish clients with a satisfying shopping outing.Kudler needs their clients to comprehend that the items sold at their stores are nothing not as much as what Kathy Kudler utilizes in her own home. The objective is to give clients the best assistance by going â€Å"to broad lengths to guarantee that Kudler Fine Foods is the purveyor of decision for clients trying to buy the best luxurious delights† (Kudler Fine Foods, About, 2011, para. 3,). The worth that Kudler Fine Foods needs to impart in the organization is to treat the customer’s shopping experience like Kathy would treat her own by shopping the world for the best to give the items not offered in other stores.Kudler is exceptiona lly specific with respect to the colleagues. The objective of Kudler Fine Foods is to extend and to have exceptional development in the fine nourishments and claim to fame industry, and keep on having high benefits later on. Investigation of the Organizational Structure After dissecting the sort of hierarchical structure utilized by Kudler Fine Foods, plainly their fundamental spotlights are on the clients and the company’s notoriety. The company’s half and half structure utilizes executives and supervisors with practical territory aptitude, geographic area center, and item zone specialization.There are restricted ranges of control in this little organization and correspondence streams are not excessively confused. The organizer Kathy Kudler was worn out on the enormous corporate world and needed to mitigate a portion of the worry in her life. Along these lines, in 1998 she made a strategy and got subsidizing to open the first Kudler Fine Foods. Due to the reasonable h ierarchical structure and statement of purpose, Kudler Fine Foods was a triumph and made back the initial investment inside the initial nine months.The principle driver behind that achievement was offering every client an awesome and satisfying shopping trip with the new and best items from all around the globe. The nonstop achievement has enabled Kathy and the administration to open two additional stores in the Southern California zone. Kudler Fine Foods additionally offers home conveyance and that is another key position that underpins the association structure. Since there are as of now three stores open in the Southern California region and clients requesting by means of the Internet, Kathy needs to play a bigger influential position and depend on the store managers.The directors of the stores need to see plainly the organization’s statement of purpose and Kathy’s vision to proceed with the achievement the association has had since opening in 1998. The staff indivi duals at each Kudler Fine Foods area are key places that legitimately mirror the vision and structure that Kathy has created as the originator. In these key positions, it gets basic for the head supervisors to guarantee their staff is proceeding to concentrate on the objectives of giving clients a magnificent shopping experience. Every representative working for Kudler Fine Foods is in a key situation to guarantee the organization proceeds with its success.Collaboration Process The accomplishment of Kudler Fine Foods relies upon the usage of a decent business technique and teaming up among the utilitarian zones to meet the authoritative objectives. The evidence of an effective system is the three stores Kudler as of late opened. The objective is to actualize the organization strategic †Go to broad lengths to guarantee that Kudler Fine Foods is the purveyor of decision for clients trying to buy the best luxurious delights† (Kudler Fine Foods, About, 2011, para. 3,). Stage 1: The business technique objectives are to gain by forte items and offer items for all incomes.The business methodology is a joint effort of the wide separation system and centered market specialty procedure. The expansive separation system focuses on â€Å"seeking to separate the organization's item offering from opponents' in manners that will engage a wide range of purchasers. † The engaged market specialty procedure standards are separation and focusing on a thin purchaser section that may outcompete equals by offering specialty individuals altered characteristics that meet their preferences and prerequisites better than opponents' products† (Thompson, Gamble, and Strickland, 2006, p. 14). Stage 2: The complimentary key alternative Kudler Fine Foods will redistribute chosen esteem chain exercises by making worldwide gracefully chain connections that will oversee ease and great product. The objective is to keep a serious edge in the staple and spirits offices by ef fectively banding together with providers that may make a serious weight for rival markets and alcohol stores (Thompson, Gamble, and Strickland, p. 57, 2006).Step 3: Functional region procedure supporting the complimentary methodology is to upgrade innovative work by including store studies to agree to client needs and needs. Additionally plot out a vital gathering map that will distinguish contending markets. Stage 4: Timing a company’s vital moves in the commercial center to make the principal store of its sort that is number one in the commercial center. Kudler Fine Foods is profiting by its specialty and separation by opening two additional stores. Alongside the even combination, this makes a more grounded nearness in the marketplace.Step 5: To control the cost drivers, the association will join a product bundle to oversee stock in each of the three stores. The product will team up with merchants and clients by including an electronic information trade programming to over see providers and client orders. This will permit in the nick of time arranges and lighten overloading perishables or huge amounts of costly things. Sidelong and Vertical Collaboration Vertical correspondence streams here and there the organization’s hierarchy of leadership (Richmond and McCroskey, 2009).Lateral or level correspondence happens between peers. Vertical channels are increasingly formal and appear as email, notices, arrangements or methods, posted notification, staff gatherings, or up close and personal gatherings. Flat correspondence is less formal and spotlights on how workers feel about what is (or isn't) going on in the organization. Kathy Kudler holds a month to month operational survey meeting to examine client assistance, month to month deals, and what new things to offer. Other than a couple of reminders and strategies, Kathy’s gatherings are the best case of vertical joint effort at Kudler.Nearly the entirety of the vertical correspondence streams to Kathy. The time she invests energy at each store gives line level workers some up close and personal chances. Office directors of every item class are â€Å"encouraged to check with their partners at different stores on the valuing, quality, and conveyance of the product they order† (Kudler Fine Foods, Sales and Marketing, para. 6). This is a genuine case of even joint effort. Kudler Fine Foods would profit by utilizing its intranet webpage to post data from month to month activities survey meetings.An business to worker blog is a decent path for representatives to offer remarks or pose inquiries. Key Stakeholders The accompanying key partners impact Kudler’s capacity to accomplish its objective of offering a â€Å"pleasing client experience† with â€Å"the best luxurious delights† (Kudler Fine Foods, About, 2011, para. 3). †¢ Customers: The objective can't be met except if clients are purchasing items. Input accumulated through worker associatio n and through overviews furnishes Kudler with bits of knowledge for development. Kathy Kudler: Establishes the company’s objectives, concludes how to discuss successfully with partners and gives the fundamental initiative and assets. †¢ Three regulatory executives: Responsible for arranging, driving, sorting out, and controlling in utilitarian regions of tasks/buying/stock, organization/HR, and fund/bookkeeping/PC Support). This gathering must have normal correspondence with Kathy and with one another. Plans are conveyed down the line through gatherings, email, preparing, strategies, and methods. Head supervisors: Supervise line staff and run everyday tasks at each store. This gathering opens and shuts down the store on schedule, ensures it is perfect, secure, very much loaded, and properly staffed, settle issues, reacts to client needs, and follows right money dealing with methodology. †¢ Department supervisors: Three chiefs at each store are liable for the stock i n their item territory. They team up with Kathy and different directors at month to month operational audit gatherings. †¢ Line staff: This gathering is the immediate connection with customers.They give help, look at clients, pack staple goods, stock racks, and receiv

Submitting Letters of Enthusiasm

Submitting Letters of Enthusiasm January 22 Deferred applicants should absolutely submit powerful Letters of Enthusiasm irrespective of what a college admissions office may say. Some students and parents have been writing to us of late stating that the schools to which they applied Early specifically said more or less that they didnt want to hear from deferred applicants. Theyre a bit confused because we suggest submitting Letters of Enthusiasm to universities that deferred a students candidacy until the Regular Decision round. Well, lets clear that up right here and now. Not everything that colleges tell you is correct. If youre a regular reader of our college admissions blog, you know well that well call just about anyone out for not being accurate or honest. We are unapologetic. Our honesty can be brutal and difficult to hear at times. But its honesty nonetheless and we wouldnt have it any other way. Ignore these colleges when they say dont submit Letters of Enthusiasm. They of course dont refer to these letters as Letters of Enthusiasm thats just a term we like to call them. And its a term that has really taken off! If youre a regular reader of our college admissions blog, you know that colleges send brochures to students in the hope of encouraging them to apply even though these students dont stand a chance of gaining admission. These colleges simply want to boost their application numbers so that theyll have lower admission rates and rank higher in the annual, all-important US News World Report rankings. Thats not exactly honest. Neither is touting need blind admissions policies. No college is need blind. Rather, they are need aware. While we can go on for quite a while on this subject, in short, if theyre need blind, then why can admissions officers see whether or not an applicant checked that he/she needs financial aid on the Common App.? Ask yourself this question as well: If a college were truly need blind, then couldnt they theoretically admit an entire class of students that needed financial aid? In such a case, theyd  have to significantly dip into their endowment. Colleges rely on tuitionthey cant truly be need blind! Its  a myth. Like Santa Claus. Anyhow, if youre a deferred applicant, its imperative that you submit a compelling Letter of Enthusiasm. An ordinary letter wont do. Submitting a letter in which you list all of your remarkable achievements since being deferred wont do (oy vey!). This letter has got to be extraordinary. It has got to be powerful and moving. If youre interested in Ivy Coachs assistance with your Letter of Enthusiasm, fill out our consult form and well write you back. Its also important that you get moving on submitting this letter if you havent done so already as you want the school reviewing your application now, with the Regular Decision pool.

Review Essay on ADHD - 1175 Words

DeVondre Adams January 30, 2015 Eng-105 Bob Staples ADHD/ADD: A Disorder under Review With the plethora of websites that are full of valuable and interesting information and insight into this topic of ADD/ADHD, it can be difficult to determine an ideal website. One excellent website in particular is the Mayo Clinic website. According to their website, â€Å"Mayo Clinic is a nonprofit worldwide leader in medical care, research and education for people from all walks of life.† (Mayoclinic.org, 2014)†. The mission of Mayo Clinic is the aim to contribute to health and well-being by providing the best care to every patient through integrated clinical practice, education and research. Based in Rochester, Minnesota, Mayo Clinic is the first and†¦show more content†¦Currency is to view and evaluate when the page was last updated. Lastly, Coverage which is to compare the information with information found on other websites. Does one site provide more information, more references, and more contacts? Also compare the inform ation on the website with information available in print sources such as books, journals, reports, etc. Reading this site, it is easy to see that this publication of information if from a trusted professional association that has been around for some time, approximately over 100 years to be exact. The site seems to be very accurate in its information that it reports. The Mayo Clinic team works alongside a team and slew of medical professionals and experts that provide them with the necessary information, research and clinical evaluations in order to present valuable and useful information (Mayoclinic.org, 2014). Because of the wealth of various medical professionals that readily participate and are active members of this team and staff, you can trust that the information is not coming from a mere bias approach of being a single person or single minded organization, but from people who come from different backgrounds and bring different experiences to the table all for the same common goal. Because Mayo Clinic is a professional organization, it is not a mere one person thing where one p erson is behindShow MoreRelatedRhetorical Analysis of a Public Document Assignment Essay926 Words   |  4 Pages000-word essay that analyzes the rhetorical situation of a public document. This public document is the Centers for Disease Control’s (CDC) website on Attention Deficit/Hyperactivity Disorder (ADHD) found at: http://www.cdc.gov/ncbddd/adhd/facts.html. Your analysis should include at least TWO scholarly sources outside of class texts. Directions Complete a close reading of the assigned public document. 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Eastern and Western Philosophers Comparison - 1063 Words

Eastern and Western Philosophers Comparison PHI/105 May 1, 2011 Andrea Miles There are many great philosophers. Some of them had very compelling ideas especially for their time while others ideas may have sounded compelling but the concepts just did not work. Some philosophers has similar ideas and others ideas were different. Eastern and Western philosophy is one of the ways the ideas differed. Western philosophy is generally based on logic and reasoning while Eastern philosophy is more closely related to religion and personal growth and choices. Socrates was a great western philosopher who mastered humility and understood the importance of knowledge. Confucius was an Eastern philosopher who as well understood the†¦show more content†¦Today I see people thinking they know everything. There is greed and hatred. To realize your full potential you have to become humble, willing to learn and see your own ignorance, flaws, and errors. Recognizing is half the battle. 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Physio free essay sample

Describe the gross structure of the lungs and pleurae. Mechanics of Breathing 7. Explain the functional importance of the partial vacuum that exists in the intrapleural space. 8. Relate Boyle’s law to the events of inspiration and expiration. 9. Explain the relative roles of the respiratory muscles and lung elasticity in producing the volume changes that cause air to flow into and out of the lungs. 10. List several physical factors that influence pulmonary ventilation. 11. Explain and compare the various lung volumes and capacities. 12. Define dead space. 13. Indicate types of information that can be gained from pulmonary function tests. Gas Exchanges Between the Blood, Lungs, and Tissues 14. State Dalton’s law of partial pressures and Henry’s law. 15. Describe how atmospheric and alveolar air differ in composition, and explain these differences. 16. Relate Dalton’s and Henry’s laws to events of external and internal respiration. Transport of Respiratory Gases by Blood 17. Describe how oxygen is transported in the blood, and explain how oxygen loading and unloading is affected by temperature, pH, BPG, and Pco2. 18. Describe carbon dioxide transport in the blood. Control of Respiration 19. Describe the neural controls of respiration. 20. Compare and contrast the influences of arterial pH, arterial partial pressures of oxygen and carbon dioxide, lung reflexes, volition, and emotions on respiratory rate and depth. Respiratory Adjustments 21. Compare and contrast the hyperpnea of exercise with hyperventilation. 22. Describe the process and effects of acclimatization to high altitude. Homeostatic Imbalances of the Respiratory System 23. Compare the causes and consequences of chronic bronchitis, emphysema, asthma, tuberculosis, and lung cancer. Developmental Aspects of the Respiratory System 24. Trace the embryonic development of the respiratory system. 25. Describe normal changes that occur in the respiratory system from infancy to old age. Lecture Outline I. Functional Anatomy of the Respiratory System (pp. 805–819; Figs. 22. 1–22. 11; Table 22. 1) A. The Nose and Paranasal Sinuses (pp. 806–809; Figs. 22. 1–22. 3) 1. The nose provides an airway for respiration; moistens, warms, filters, and cleans incoming air; provides a resonance chamber for speech; and houses olfactory receptors. 2. The nose is divided into the external nose, which is formed by hyaline cartilage and bones of the skull, and the nasal cavity, which is entirely within the skull. 3. The nasal cavity consists of two types of epithelium: olfactory mucosa and respiratory mucosa. 4. The nasal cavity is surrounded by paranasal sinuses within the frontal, maxillary, sphenoid, and ethmoid bones that serve to lighten the skull, warm and moisten air, and produce mucus. B. The Pharynx (p. 809; Fig. 22. 3) 1. The pharynx connects the nasal cavity and mouth superiorly to the larynx and esophagus inferiorly. a. The nasopharynx serves as only an air passageway, and contains the pharyngeal tonsil, which traps and destroys airborne pathogens. b. The oropharynx is an air and food passageway that extends inferiorly from the level of the soft palate to the epiglottis. c. The laryngopharynx is an air and food passageway that lies directly posterior to the epiglottis, extends to the larynx, and is continuous inferiorly with the esophagus. C. The Larynx (pp. 810–812; Figs. 22. 3–22. 5) 1. The larynx attaches superiorly to the hyoid bone, opening into the laryngopharynx, and attaches inferiorly to the trachea. 2. The larynx provides an open airway, routes food and air into the proper passageways, and produces sound through the vocal cords. 3. The larynx consists of hyaline cartilages: thyroid, cricoid, paired arytenoid, corniculate, and cuneiform; and the epiglottis, which is elastic cartilage. 4. Vocal ligaments form the core of mucosal folds, the true vocal cords, which vibrate as air passes over them to produce sound. 5. The vocal folds and the medial space between them are called the glottis. 6. Voice production involves the intermittent release of expired air and the opening and closing of the glottis. . Valsalva’s maneuver is a behavior in which the glottis closes to prevent exhalation and the abdominal muscles contract, causing intra-abdominal pressure to rise. D. The trachea, or windpipe, descends from the larynx through the neck into the mediastinum, where it terminates at the primary bronchi (pp. 812–813; Fig. 22. 6). E. The Bronchi and Subdivisions (pp. 813–815 ; Figs. 22. 7–22. 9) 1. The conducting zone consists of right and left primary bronchi that enter each lung and diverge into secondary bronchi that serve each lobe of the lungs. 2. Secondary bronchi branch into several orders of tertiary bronchi, which ultimately branch into bronchioles. 3. As the conducting airways become smaller, the supportive cartilage changes in character until it is no longer present in the bronchioles. 4. The respiratory zone begins as the terminal bronchioles feed into respiratory bronchioles that terminate in alveolar ducts within clusters of alveolar sacs, which consist of alveoli. a. The respiratory membrane consists of a single layer of squamous epithelium, type I cells, surrounded by a basal lamina. b. Interspersed among the type I cells are cuboidal type II cells that secrete surfactant. c. Alveoli are surrounded by elastic fibers, contain open alveolar pores, and have alveolar macrophages. F. The Lungs and Pleurae (pp. 815–819; Figs. 22. 10–22. 11) 1. The lungs occupy all of the thoracic cavity except for the mediastinum; each lung is suspended within its own pleural cavity and connected to the mediastinum by vascular and bronchial attachments called the lung root. 2. Each lobe contains a number of bronchopulmonary segments, each served by its own artery, vein, and tertiary bronchus. . Lung tissue consists largely of air spaces, with the balance of lung tissue, its stroma, comprised mostly of elastic connective tissue. 4. There are two circulations that serve the lungs: the pulmonary network carries systemic blood to the lungs for oxygenation, and the bronchial arteries provide systemic blood to the lung tissue. 5. The lungs are innervated by parasympathetic and sym pathetic motor fibers that constrict or dilate the airways, as well as visceral sensory fibers. 6. The pleurae form a thin, double-layered serosa. a. The parietal pleura covers the thoracic wall, superior face of the diaphragm, and continues around the heart between the lungs. b. The visceral pleura covers the external lung surface, following its contours and fissures. II. Mechanics of Breathing (pp. 819–826; Figs. 22. 12–22. 16; Tables 22. 2–22. 3) A. Pressure Relationships in the Thoracic Cavity (pp. 819–820; Fig. 22. 12) 1. Intrapulmonary pressure is the pressure in the alveoli, which rises and falls during respiration, but always eventually equalizes with atmospheric pressure. 2. Intrapleural pressure is the pressure in the pleural cavity. It also rises and falls during respiration, but is always about 4 mm Hg less than intrapulmonary pressure. B. Pulmonary Ventilation (pp. 820–822; Figs. 22. 13–22. 14) 1. Pulmonary ventilation is a mechanical process causing gas flow into and out of the lungs according to volume changes in the thoracic cavity. a. Boyle’s law states that at a constant temperature, the pressure of a gas varies inversely with its volume. 2. During quiet inspiration, the diaphragm and intercostals contract, resulting in an increase in thoracic volume, which causes intrapulmonary pressure to drop below atmospheric pressure, and air flows into the lungs. . During forced inspiration, accessory muscles of the neck and thorax contract, increasing thoracic volume beyond the increase in volume during quiet inspiration. 4. Quiet expiration is a passive process that relies mostly on elastic recoil of the lungs as the thoracic muscles relax. 5. Forced expiration is an active process relying on contraction of abdominal muscles to increase intra-abdominal pressure and depress the rib cage. C. Physical Factors Influencing Pulmonary Ventilation (pp. 822–824; Fig. 22. 15) 1. Airway resistance is the friction encountered by air in the airways; gas flow is reduced as airway resistance increases. . Alveolar surface tension due to water in the alveoli acts to draw the walls of the alveoli together, presenting a force that must be overcome in order to expand the lungs. 3. Lung compliance is determined by distensibility of lung tissue and the surrounding thoracic cage, and alveolar surface tension. D. Respiratory Volumes and Pulmonary Function Tests (pp. 824–826; Fig. 22. 16; Table 22. 2) 1. Respiratory volumes and specific combinations of volumes, called respiratory capacities, are used to gain information about a person’s respiratory status. a. Tidal volume is the amount of air that moves in and out of the lungs with each breath during quiet breathing. b. The inspiratory reserve volume is the amount of air that can be forcibly inspired beyond the tidal volume. c. The expiratory reserve volume is the amount of air that can be evacuated from the lungs after tidal expiration. d. Residual volume is the amount of air that remains in the lungs after maximal forced expiration. e. Inspiratory capacity is the sum of tidal volume and inspiratory reserve volume, and represents the total amount of air that can be inspired after a tidal expiration. . Functional residual capacity is the combined residual volume and expiratory reserve volume, and represents the amount of air that remains in the lungs after a tidal expiration. g. Vital capacity is the sum of tidal volume, inspiratory reserve, and expiratory reserve volumes, and is the total amount of exchangeable air. h. Total lung capacity is the sum of all lung volumes. 2. The anatomical dead space is the volume of the conducting zone conduits, which is a volume that never contributes to gas exchange in the lungs. 3. Pulmonary function tests evaluate losses in respiratory unction using a spirometer to distinguish between obstructive and restrictive pulmonary disorders. E. Nonrespiratory Air Movements (p. 826; Table 22. 3) 1. Nonrespiratory air movements cause movement of air into or out of the lungs, but are not related to breathing (coughing, sneezing, crying, laughing, hiccups, and yawning). III. Gas Exchanges Between the Blood, Lungs, and Tissues (pp. 827–830; Figs. 22. 17–22. 19; Table 22. 4) A. Gases have basic properties, as defined by Dalton’s law of partial pressures and Henry’s law (pp. 827–828; Table 22. 4). 1. Dalton’s law of partial pressures states that the total pressure exerted by a mixture of gases is the sum of the pressures exerted by each gas in the mixture. 2. Henry’s law states that when a mixture of gases is in contact with a liquid, each gas will dissolve in the liquid in proportion to its partial pressure. B. The composition of alveolar gas differs significantly from atmospheric gas, due to gas exchange occurring in the lungs, humidification of air by conducting passages, and mixing of alveolar gas that occurs with each breath (p. 828). C. External Respiration: Pulmonary Gas Exchange (pp. 28–830; Figs. 22. 17–22. 19) 1. External respiration involves O2 uptake and CO2 unloading from hemoglobin in red blood cells. a. A steep partial pressure gradient exists between blood in the pulmonary arteries and alveoli, and O2 diffuses rapidly from the alveoli into the blood, but carbon dioxide moves in the opposite direction along a partial pressure gradient th at is much less steep. b. The difference in the degree of the partial pressure gradients of oxygen and carbon dioxide reflects the fact that carbon dioxide is much more soluble than oxygen in the blood. . Ventilation-perfusion coupling ensures a close match between the amount of gas reaching the alveoli and the blood flow in the pulmonary capillaries. d. The respiratory membrane is normally very thin, and presents a huge surface area for efficient gas exchange. D. Internal Respiration (p. 830; Fig. 22. 17) 1. The diffusion gradients for oxygen and carbon dioxide are reversed from those for external respiration and pulmonary gas exchange. 2. The artial pressure of oxygen in the tissues is always lower than the blood, so oxygen diffuses readily into the tissues, while a similar but less dramatic gradient exists in the reverse direction for carbon dioxide. IV. Transport of Respiratory Gases by Blood (pp. 830–834; Figs. 22. 20–22. 22) A. Oxygen Transport (pp. 830–83 2; Figs. 22. 20–22. 21) 1. Because molecular oxygen is poorly soluble in the blood, only 1. 5% is dissolved in plasma, while the remaining 98. 5% must be carried on hemoglobin. a. Up to four oxygen molecules can be reversibly bound to a molecule of hemoglobin—one oxygen on each iron. . The affinity of hemoglobin for oxygen changes with each successive oxygen that is bound or released, making oxygen loading and unloading very efficient. 2. At higher plasma partial pressures of oxygen, hemoglobin unloads little oxygen, but if plasma partial pressure falls dramatically, such as during vigorous exercise, much more oxygen can be unloaded to the tissues. 3. Temperature, blood pH, Pco2, and the amount of BPG in the blood all influence hemoglobin saturation at a given partial pressure. B. Carbon Dioxide Transport (pp. 832–834; Fig. 22. 22) 1. Carbon dioxide is transported in the blood in three ways: 7–10% is dissolved in plasma, 20% is carried on hemoglobin bound to globins, and 70% exists as bicarbonate, an important buffer of blood pH. 2. The Haldane Effect encourages CO2 exchange in the lungs and tissues: When plasma partial pressure of oxygen and oxygen saturation of hemoglobin decrease, more CO2 can be carried in the blood. 3. The carbonic acid–bicarbonate buffer system of the blood is formed when CO2 combines with water and dissociates, producing carbonic acid and bicarbonate ions that can release or absorb hydrogen ions. V. Control of Respiration (pp. 834–839; Figs. 22. 23–22. 26) A. Neural Mechanisms (pp. 834–836; Fig. 22. 23) 1. Two areas of the medulla oblongata are critically important to respiration: the dorsal respiratory group near the root of cranial nerve IX, and the ventral respiratory group extending from the spinal cord to the pons/medulla junction. 2. The ventral respiratory group is a rhythm-generating and integration center containing separate groups of neurons, some that fire during inhalation and others that fire during exhalation. a. The inspiratory neurons, via phrenic and intercostal nerves, stimulate contraction of the diaphragm and intercostal muscles. b. When the expiratory neurons fire, output to the respiratory muscles stops, muscles relax, and lungs recoil. 3. The cyclic behavior of inspiratory and expiratory neurons produces a breathing rate of 12–15 breaths per minute, which is called eupnea. 4. The pontine respiratory group within the pons modifies the breathing rhythm and prevents overinflation of the lungs through an inhibitory action on the medullary respiration centers. . It is likely that reciprocal inhibition on the part of the different respiratory centers is responsible for the rhythm of breathing. B. Factors Influencing Breathing Rate and Depth (pp. 836–839; Figs. 22. 24–22. 26) 1. The most important factors influencing breathing rate and depth are changing levels of CO2, O2, and H+ in arterial blood. a. The receptors monitoring fluctuations in these parameters are the cen tral chemoreceptors in the medulla oblongata, and the peripheral chemoreceptors in the aortic arch and carotid arteries. b. Increases in arterial Pco2 cause CO2 levels to rise in the cerebrospinal fluid, resulting in stimulation of the central chemoreceptors, and ultimately leading to an increase in rate and depth of breathing. c. Substantial drops in arterial Po2 are required to cause changes in respiration rate and depth, due to the large reserves of O2 carried on the hemoglobin. d. As H+ accumulates in the plasma, rate and depth of breathing increase in an attempt to eliminate carbonic acid from the blood through the loss of CO2 in the lungs. 2. Higher brain centers alter rate and depth of respiration. a. The limbic system, strong emotions, and pain activate the hypothalamus, which modifies respiratory rate and depth. b. The cerebral cortex can exert voluntary control over respiration by bypassing medullary centers and directly stimulating the respiratory muscles. 3. Pulmonary irritant reflexes respond to inhaled irritants in the nasal passages or trachea by causing reflexive bronchoconstriction in the respiratory airways. 4. The inflation, or Hering-Breuer, reflex is activated by stretch receptors in the visceral pleurae and conducting airways, protecting the lungs from overexpansion by nhibiting inspiration. VI. Respiratory Adjustments (pp. 839–840) A. Exercise (p. 839) 1. During vigorous exercise, deeper and more vigorous respirations, called hyperpnea, ensure that tissue demands for oxygen are met. 2. Three neural factors contribute to the change in respiration: psychic stimuli, cortical stimulation of skeletal muscles and respiratory centers, and excitatory impulses to the respiratory areas from active muscles, tendons, and joints. B. High Altitude (pp. 839–840) 1. Acute mountain sickness (AMS) may result from a rapid transition from sea level to altitudes above 8000 feet. . A long-term change from sea level to high altitudes results in acclimatization of the body, including an increase in ventilation rate, lower than normal hemoglobin saturation, and increased production of erythropoietin. VII. Homeostatic Imbalances of the Respiratory System (pp. 840–842; Fig. 22. 27) A. Chronic obstructive pulmonary diseases (COPD) are seen in patients that have a history of smoking, and result in progressive dyspnea, coughing and frequent pulmonary infections, and respiratory failure (pp. 840–841; Fig. 22. 27). 1. Obstructive emphysema is characterized by permanently enlarged alveoli and deterioration of alveolar walls. 2. Chronic bronchitis results in excessive mucus production, as well as inflammation and fibrosis of the lower respiratory mucosa. B. Asthma is characterized by coughing, dyspnea, wheezing, and chest tightness, brought on by active inflammation of the airways (p. 841). C. Tuberculosis (TB) is an infectious disease caused by the bacterium Mycobacterium tuberculosis and spread by coughing and inhalation (pp. 841–842). D. Lung Cancer (p. 842) 1. In both sexes, lung cancer is the most common type of malignancy, and is strongly correlated with smoking. 2. Squamous cell carcinoma arises in the epithelium of the bronchi, and tends to form masses that hollow out and bleed. 3. Adenocarcinoma originates in peripheral lung areas as nodules that develop from bronchial glands and alveolar cells. 4. Small cell carcinoma contains lymphocyte-like cells that form clusters within the mediastinum and rapidly metastasize. VIII. Developmental Aspects of the Respiratory System (pp. 842–843, 846; Fig. 22. 28) A. By the fourth week of development, the olfactory placodes are present and give rise to olfactory pits that form the nasal cavities (p. 842; Fig. 22. 28). B. The nasal cavity extends posteriorly to join the foregut, which gives rise to an outpocketing that becomes the pharyngeal mucosa. Mesoderm forms the walls of the respiratory passageways and stroma of the lungs (p. 842; Fig. 22. 28). C. As a fetus, the lungs are filled with fluid, and vascular shunts are present that divert blood away from the lungs; at birth, the fluid drains away, and rising plasma Pco2 stimulates respiratory centers (p. 43). D. Respiratory rate is highest in newborns, and gradually declines to adulthood; in old age, respiratory rate increases again (p. 843). E. As we age, the thoracic wall becomes more rigid, the lungs lose elasticity, and the amount of oxygen we can use during aerobic respiration decreases (p. 846). F. The number of mucus glands and blood flow in the nasal mucosa decline with age, as does cili ary action of the mucosa, and macrophage activity (p. 846).

Jesus Zamarripa Essays - Hip Hop, Music, Gangsta Rappers, Dr. Dre

Jesus Zamarripa Ms. Wedemeyer ENG. 101.922 First Year Composition 26 June 2018 N.W.A Fuck The Police N.W.A was a rap group in the late 80's and early 90's. One of their hit songs was Fuck Tha Police, which was released in 1988 and till this day it's consider one of the most controversial songs of our times. The group was able to communicate their message to tell how people from Compton were mistreated and harassed by the police. The song became the anthem for activist fighting police brutality. The lyrics don't hold back the troubles that the urban community had with the L.A. police department. Its significant of the song came from the distrust and the hostile environment in this period of time. The members of the group were Dr. Dre, Ice Cube, MC Ren, and Easy-E. All which came from the same background and had the same experience these social issues with the police. The songs narrative is a mock court case which depicts "N.W.A vs The Police". In beginning the song starts With MC Ren saying "Right about now the court is in full effect" and Dr. Dre acts as the judge, asking Ice cube to tell his side of the story. In a line of the song Ice Cube depicts the police as simply different thugs giving the right to hold the authority, the line says "a punk motherfucker with a badge". Another line from Ice cube that shows the harassment from cops is "Fuck with me cause I'm a teenager with a little bit of gold and a pager searching my car, looking for the product. Thinking every nigga is selling narcotics". Those are examples of how people outside the community didn't know that cops weren't law abiding citizens. It shows how the police didn't understand the urban c ommunity and misused their power to try and control the streets. The song triggered some political controversy starting with the censorship of music and the first amendment rights. The lyrics are so offensive that the FBI had to issue a letter to the record company distributing the album saying that advocating violence against cops was wrong, blaming the song for people committing attacks on the police. The lyrics that made this letter happen are "Beat a police out of shape" and "Ice Cube will swarm on any motherfucker in a blue uniform, police are afraid of me" While many public figures spoke against the letter, N.W.A stayed quiet. One year later Ice cube made a comment saying "There is a lot of resentment of police because if you are black you get picked on. The song is a way to get out aggression". The song was written by Ice cube and produced by Dr. Dre. They used different samples to make the beat of the song. Some came from the instrumental break from Marva Whitney's "Its My Thing". Another one was from James Brown's "Funky Drummer". This different samples and the use of a DJ sets the tempo of the song, every time the song narrates the part when they are in court the tempo slows down. The historical context of the song came from decades that involved race related controversies starting in the 1960's with the involvement of cops shooting unarmed blacks and the aggressive approach from law enforcement. The song only raised tension between the police and the black community because of the aggressive content and the popularity of the song with the people. Throughout many of the groups concerts there was no security because the police would refuse to work for the group, until the concert in Detroit. The police department had asked for the song Fuck Tha Police not to be played, the group decided to take a stand for freedom of speech and started to play the song. This is when the group was chased out of the arena and then thrown in the police van. There's different sides of the what happened that night from newspapers and other media outlets but one thing they couldn't hide was the fact that the police in Detroit didn't seem to like the rap group that was speak ing against them. The song created a movement that till

era of 1936 essays

era of 1936 essays Today was such a great day. It was my mothers birthday and so many interesting things have happened in the newspaper. I really never read a newspaper, but for some reason I was hooked on it right when I bought it. Well to start out my great day, I got up early to bake a cake for my mother. I already had flour, yeast, vanilla, milk, and salt but I still needed eggs, sugar, and butter. Well I got on my shoes and walked down the block to the Food store to get the rest of the ingredients. I wanted to get the items fast so that I could go back home and make the cake to surprise my mom. I got butter which was 37 cents a pound, cane sugar for 49 cents a pound, large eggs for 25 cents a dozen, and a New York Times newspaper for 2 cents( New York Times 1936, page 1 ). I was surprised to see that all my items were on sale. I then went home and made the cake. While the cake was baking, I started to look at the newspaper. The first thing that caught my eye was on the front page. In big bold letters it said Roosevelt and the New Deal. This article caught my eye because I had no idea what the New Deal was. The article was about how Roosevelt made up the Works Progress Administration(Times 1 ) which gives unemployed people jobs. Well, the article went on about how it will provide eight million people with jobs(Times 2 ). I was so excited to hear about this because my father lost his job during the Great Depression. I hope this Works Progress Administration works so my dad can get back on his feet and work again. As I was thinking about the possibility of my dad getting a new job, an article about the Chicago Cubs caught my attention. Although the Cubs are my dads favorite team I am a Yankees fan. I mean, the Cubs are alright, but no one can stop Babe Ruth or any of the other Yankees. Anyway, the article was about how the Cubs beat the Cardinals 4-3 (Tim ...

Integrated case study Example | Topics and Well Written Essays - 4000 words

Integrated - Case Study Example The problem statement is significantly appropriate for the paper. During the course of this case one thing is significantly clear i.e. newspaper industry was going through turmoil. A major shift was necessary. Different technological advancements were putting the future of the printed newspapers in danger. Revenue of The Times as well as the whole industry was declining significantly. It brought about urgency in the newspaper industry. Pay wall was a result of that urgency only. But unfortunately, the new concept of pay wall was not free from criticism. Among all the other newspapers The Times was most proactive as far as the introduction of the pay wall is concerned. It created lots of speculations. People in the industry have raised lots of questions regarding the pay wall and its contribution to the industry. People are confused regarding the future growth perspective of the idea. Some people are considering it as the death nail for the printed newspaper. The people are significan tly confused related how the new idea can impact the editorial process and the content of the traditional newspaper. Research objectives are significantly important for any paper. All the objectives and aims guide whole research paper. The research objectives and aims for this paper are significantly clear. Aims of this research are to evaluate the future growth perspective of the pay wall system. The research will focus towards the system very closely it will focus towards the different trends of the newly appointed idea by The Times. The main aim of this research paper is to analyse the effectiveness of the pay wall system. This research paper will focus how the new system can impact the future of the traditional newspaper. In simple terms the research paper will analyze whether the new approach can be detrimental for the traditional newspaper or not. This research will check the permanency of this new system of pay wall. This research

What were the major external threats to the Ottoman Empire, 1878-1900, Essay

What were the major external threats to the Ottoman Empire, 1878-1900, and how were they contained - Essay Example This discussion therefore seeks to dissect these external challenges and how the empire responded to them. Reid explains that in the period between 1878 and 1900, the Ottoman Empire was still grappling with the negative aftereffects of its previous involvement with war against her external enemies, Poland, Persia, Russia and Austria in the period between 1768 and 1774. Moreover, the terms of the treaty that ended this war did not auger well with the Ottoman Empire’s interests. Particularly, the Kuchuk-Kaynarja Treaty which was intended to end the Russo-Ottoman war of 1768-1774: granted independence to the Trans-Danubian provinces; forced the Ottoman Empire to abandon the Tartar Khanate which was in the Crimea; compelled the empire to pay large war remunerations; and gave Russian ships permission to access the Ottoman water bodies. The 1870s therefore found the empire grappling with these setbacks and carried them onwards1. Additionally, the empire was still reeling from the effects of the Greek War of Independence which had taken place between 1821 and 1832. At the Battle of Navarino, the Anglo-French destroyed the Egyptian and Ottoman fleets, as the Russian troops captured swathes of the empire’s territories upto to Erdine. It is against the backdrop of the development that the Ottoman power attracted greater extents of vulnerability. This vulnerability was in turn underscored by the glaring attractiveness of the empire’s vast holdings to other players in international relations and thereby complicating the status and fate of the Eastern Question. As these problems persisted, Tsar Nicholas I of Prussia referred to the empire as the Sick man of Europe. From this point, the Concert of Europe was mainly concerned about how the Ottoman Empire could be disposed off in a manner that would not gain any power, at the expense of other powers, so as not to disturb the balance of political power i n European politics

Thalia, Muse Of Comedy Essay Example for Free

Thalia, Muse Of Comedy Essay Venue is defined simply as the appropriate place of trial. In criminal cases, fairness and convenience to the defendants are the underlying policy in determining venue. It has been often ruled that the basic requirement of placing venue in the district wherein the crime has been committed must be determined from the nature of the crime alleged and the location of the act or acts constituting it. However, courts must consider such factors as convenience of and fairness to the defendants and witnesses and the prompt administration of justice in setting venue and considering motions for the change of venue. Questions of venue in criminal cases are not merely matters of formal legal procedure. They raise deep issues of public policy in the light of which legislation must be construed (United States v. Johnson cited in VENUE- Cases). In order to comply with this public policy, courts will allow a change of venue if injustice will result and prejudice so great will exist against the defendant or if the procurement of witnesses will be difficult if no change of venue will be made. The Texas Code of Criminal Procedure allows a change of venue upon three instances, to wit: upon the judges own motion, upon motion of the state prosecution, and upon the defendants own motion (Chapter 31). On the other hand, the Federal Rules of Criminal Procedure allows change of venue for trial only upon defendants own motion (Rule 21). Curiously, the Federal Rules only allow change of venue for prejudice and for convenience on the part of the defendant alone, and only upon his own motion. On the other hand, the Texas Code of Criminal Procedure allows change of venue not only for the convenience and to avoid prejudice against the defendant but also to afford a fair and impartial trial to the State and upon the motion of the judge or of the state prosecution. The inevitable conclusion is that the Federal Rules seek to afford a fair and impartial trial in favor of the accused alone in interpreting the public policy behind the determination of venue in criminal trials, while the Texas Code of Criminal Procedure seeks to afford a fair and impartial trial in favor of both the State and the accused in determining the venue in criminal cases. References Federal Rules of Criminal Procedure. Retrieved from the world wide web on Nov. 22, 2007. http://www. law. cornell. edu/rules/frcrmp/Rule21. html. Texas Code of Criminal Procedure. Retrieved from the world wide web on Nov. 22, 2007. http://tlo2. tlc. state. tx. us/cgi-bin/cqcgi. Zalman, Marvin. Venue-Cases. Retrieved from the world wide web Nov. 22, 2007. http://law. jrank. org/pages/2247/Venue. html.

Tattoos, Body Piercings, and Other Body Modifications Essay -- body mo

â€Å"The colors and pictures we apply to our skin communicate our values and aspirations as well as our hopes and personal histories. Even when we adopt the â€Å"natural look† and don't adorn our skin at all, we are making a social statement. Our skin talks even when we don't; it is not a neutral canvas.† (Jablonski, 164) We as a species are obsessed with our appearance and are equally preoccupied with altering it to our own varied desires. Each person wants nothing less than perfection, but each has an unique idea of what that means. Every person on the planet engages in some form of body modification to achieve the look that they can identify with and feel is their own. From cosmetics to cosmetic surgery, a pierced ear to a facial implant, hair styling to tattoos, and everything in between, altering our bodies is part of our way of life. Body painting was likely the first way in which the human animal adorned itself and attempted to express its individual status amongst the species. Long before the tools were invented required in the production of clothing; prehistoric hominids implemented embellishment of the physical form by smearing natural pigments such as hematite, limonite, manganese, and ash, as well as, chalk and charcoal. Scarification through branding as a cosmetic body alteration likely began in the early days after the invention of fire and has been carried on in various ways and by various cultures into the present day. Other forms of body alteration including diverse types of piercing and circumcision are remnants of the cultures from the ancient world. Tattooing and deliberate scarification became other ways of personal expression early on in prehistory, possibly also before fashioned clothing. It is co... ...TE / SITE OFFICIEL D'ORLAN." ORLAN OFFICIAL WEBSITE SITE OFFICIEL DORLAN RSS. N.p., n.d. Web. 19 Dec. 2013. . Rush, John A.. Spiritual tattoo: a cultural history of tattooing, piercing, scarification, branding, and implants. Berkeley, Calif.: Frog :, 2005. Print. "Second Life with Autism." YouTube. YouTube, 30 Aug. 2007. Web. 20 Dec. 2013. . Taylor, Mark C.. Hiding. Chicago: University of Chicago Press, 1997. Print. Wegenstein, Bernadette. The cosmetic gaze: body modification and the construction of beauty. Cambridge, Mass.: MIT Press, 2012. Print. "modern." Merriam-Webster. Merriam-Webster, n.d. Web. 18 Dec. 2013. . "modernism." Merriam-Webster. Merriam-Webster, n.d. Web. 18 Dec. 2013. .

Philosophy of life Essay

The meaning of life, defined by Victor E. Frankl, is the will to find your meaning in life. It is not the meaning of life in general, but rather the specific meaning of a person’s life at a given moment. He believes that if you are approached with the question of â€Å"what is the meaning of my life† or in this case, â€Å"life is meaningless,† then you should reverse the question to that person asking the question. For example: What are you bringing to me? What are you as an individual contributing to this life? This forces the person in question to take a look at themselves and to ultimately be responsible. Frankl says that if you are a responsible member of society than the meaning of life transcends from yourself rather from your own psyche. He also says that if we for some reason cannot find meaning within ourselves it has to be from some outside source. This is referred to as service. And an example of this is love. Victor Frankl describes three ways in which we can discover the meaning of life; Creating work-doing a deed, experiencing something-someone, and by the attitude we take toward unavoidable suffering. There are several reasons why a person could be feeling that their life is meaningless or has no meaning. According to Victor Frankl these reasons could be existential frustration, existential vacuum, and the meaning of suffering. Frankl breaks down the meaning of existential frustration as so, it can be referred to as existence itself ? the specifically mode of being, the meaning of existence, and striving to find concrete meaning in personal existence, which is the will to meaning. Existence itself, in simpler terms is just existing and the human mode itself. The meaning of existence is the question in which we often ask ourselves; Why are we here? When we strive to find concrete meaning in personal existence, we are looking for the personal meaning for existence. Basically what Frankl is saying is that when we are dealing wit the existential frustration we are looking for given meaning that isn’t there. (There is no meaning). On the other hand there is the existential vacuum, which is when you cannot find meaning in your life. Frankl says that the existential vacuum manifests itself mainly in the state of boredom. It’s when you feel that you have no structure in your life, no one telling you what to do, your not learning anything, and basically your not doing anything with your life. Because of this you’re going to become a conformist or a totalitarian, which is either doing what everyone else does or doing what people tell you to do. You’re not thinking for yourself. You’re also going to become bored. In the state of boredom the person can start to see life as meaningless, esp. the person questioning the meaning of their life. They start to question themselves and wonder what their purpose and meaning of their life is. This boredom can be a result of condition called Sunday Neurosis. Sunday Neurosis takes place when a person has worked hard all week long or for many days on end. (We know this as a result of tension; it’s what drives us and keeps us going. It promotes meaning and gives us goals. It is not the same as stress, because stress is an overabundance of tension. ) Then a day comes along when you have nothing planned, nothing going on and you don’t know what to do with yourself. Therefore boredom results and when there is boredom there is no meaning. And when there is no meaning we fill that emptiness with negative things, like money, power, and pleasure, basically we get into trouble. The meaning of suffering is another reason why a person might be questioning the meaning of their life. Frankl says that one of the basic aspects of logotherapy that mans main concern is not to gain pleasure or to avoid pain, but to see the meaning of his life. This is why man is willing to suffer in order to find a meaning for his life. But he also says that suffering is not necessary to find meaning in life. Although suffering is inevitably unavoidable, and if it was it would be meaningful to remove it, because it wouldn’t make much sense not to do so. Another aspect about suffering is that it stops being suffering the moment we find meaning in it. Now that possible reasons for why a person may be feeling that their life has no meaning has been addressed, here are some possible solutions that Frankl might suggest. Once the person has discovered why their life is meaningless they need to rediscover their meaning that they lost. They could ask themselves a question like, what was I born with and what is the greater meaning in that? Because it is believed that you’re born with a meaning that every single person on this Earth is born with a meaning. Life doesn’t owe you anything. Basically you’re the responsible one for all the stuff you put out into the world during your life. Another thing that he might talk about is what the person does everyday. If they aren’t doing anything with their life he might suggest them getting involved with something to help create tension. Since tension drives us and pushes us to reach our goals, it helps give us meaning. Frankl also sees responsible-ness as the essence of human existence. He says that everyman has a specific, unique job in life that he is too fulfill an that no one else can do this or replace this one person in the same way. â€Å"As each situation in life represents a challenge to man and presents a problem for him to solve, the question of the meaning of life may actually be reversed. Each man is questioned by life and he can only answer to life by answering for his own life; he can only respond be being responsible. † Frankl also says, † Live as if were living already for the second time, and as if you had acted the first time as wrongly as you were about to act now! † If it was me taking this person, sitting them down, after analyzing what could have caused this sense of unmeaning in their life, I would look at the options of how to find meaning. I agree with Frankl when he talks about meaning as tension and responsibility. I also agree with him when he discusses his views on how everyone is born with meaning and that everyone has a set occupation or vocation on life. I believe that everyone is unique in his or her own way. Therefore why should everyone’s lives be the same and have the same meaning. They don’t. We are born with meaning and we have to find that meaning through our actions and our drive to live life and our interactions with the people and the things around us. Usually when I am presented with material in school I tend to form my opinion by looking at both sides if an issue, because there are usually two sides to every story. But by looking at Frankl and examining what he has to say about the meaning of life, suffering, love, frustration, boredom, tension, etc, I have rally gained a lot of knowledge that almost is common sense. If you sit and take the time to read the material through thoroughly you can see exactly where he is coming from. He’ll take a difficult situation, such as suffering, and turn it completely around. As far as suffering goes I try to do the same thing, in a way. When Mark Felice died last October it crushed me. But I tried to look at the positive side and say well, his suffering is over and he was here to teach us how to live to be stronger and better people. Through our suffering, over the loss of his life, we ended his suffering. This is kind of what Frankl does, he turns things around and makes you view things from a different perspective. I like his way of thinking because it’s not always something that I would think of off the top of my head. Overall, I enjoyed the book although it was difficult at times to read, but I think I gained knowledge from it and see different ways to look at things now.

Introduction of the study - Free Essay Example

Sample details Pages: 31 Words: 9408 Downloads: 1 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Chapter 1: 1.1 Introduction This dissertation project has been undertaken for the fulfilment of the business degree MBA, General Management from the University of East London. The findings of this dissertation will contribute to concerned company and the author to complete the MBA degree. At the beginning, a leading mobile tele-communication organisation in Bangladesh named Banglalink was chosen as the research organisation. Don’t waste time! Our writers will create an original "Introduction of the study" essay for you Create order In the middle of the study, the management refused to cooperate with providing information. As a result the author had to find and choose a suitable company to collect research information and data to finish the study. Secure Facilities Management Company Ltd. (SFM) was the new company chosen to finish the research. The introduction chapter gives an overall idea about the study. In this part, the background, objectives and research questions and the structure of this dissertation will be discussed. 1.2 Background of the Study The study discusses about the functions and the implementation of performance appraisal in the new era. The concept of Welfare Personnel was developed in the end of the British golden colonial history by the humane concerns of some business families like Cadbury and Rowntree. Then within the next century, the concept had changed and became Personnel Management and later on Human Recourse Management. Now the world has just entered into a new millennium and the concept of human resource management has become a strategic partner for the business organisations. (McKenna Beech, 2008:2 3) Organisations require many things in order to be effective, a method for producing a product or service, financial resources, a way of marketing and human resources. While all of these are important to organisational effectiveness, the only factor that represents a potential competitive advantage is human resources. This is why the concept of human resource management is s important to every organisation.. The basics of managing people are getting people, preparing them, stimulating them motivate them. To manage human resources in any organisation the following questions are to be considered: (Dessler, 2005:4-5) Are the persons hired for the job wrong? Is the organisation able to milk out the best from the employees? What is the most frustrated area of human resource management? Is the rewarding system working properly? The above refers to how people worked in the past, what changes are required in future to make the production system effective, what are the weaknesses of the system and how to improve. These actually refer to the evaluation of employees of job which is called Performance Appraisal. Performance appraisal system is an important function of personnel department in any organisation. The system has a close relationship between organisation goals and individual performance. The performance appraisal system represents a year round exercise of managing individual performance in an integrated manner with a view to enabling employees to perform at their performance standards. (Dessler, 2005:310) With the view of increasing organisational effectiveness through the effective management of human resources, the organisations use different methods of appraising performance of their employees. For this research a small security service company named Secure Facilities Management Company Ltd. (SFM) a private single owner security service company has been chosen. SFM became a successful organisation in the last few years. Their high standard efficient employees are one of the key factors for their success. For that, SFM has been chosen to practice the theoretical knowledge and to get familiar with the existing system of Performance Appraisal of a small private company. 1.2 Research Question In general, most of the organisations have a kind of formal or informal performance appraisal system. Through the performance appraisal system, the employees get to know their performance standards, which area of their performance needs to be developed etc. The supervisor also provides them with feedback, development and incentives to help them eliminating their performance deficiencies. If performance appraisal system is effectively used, it can improve attraction motivation of the employees on the job. If inappropriately used the appraisal process can have disastrous effects (Dessler, 2005:310). Hence the discussion leads to the research questions: What is the level of understanding and compliance of the employees on performance appraisal? What are the reactions of the employees regarding the performance appraisal? What are the constraints of the performance appraisal in practical life? 1.3 Aims and Objectives of the Study The research has been undertaken for the fulfilment of the requirement for completion of MBA, General Management for the year 2008/2009. This is mainly aimed to develop the job expertise in the performance appraisal activities under the guidance of expert faculty member of University of East London. It is really a difficult task to assess consistency, relevance and reliability of the tools and techniques of the system, however and effort is made to have some ideas about the matter. 1.3.1 Aims The study mainly aims at knowing about the awareness, the level of understanding and compliance of the employees of SFM regarding performance appraisal system. The study attempts to analyse the present performance appraisal system and the role of both appraisers and appraises in connection with the implantation of the system in real life situation. 1.3.2 Objectives To be acquainted with and acquire practical knowledge regarding performance appraisal system of an organisation. To relate the theoretical knowledge of performance appraisal with practical implication. To determine the acceptability and reliability of the performance appraisal system in a certain organisation. To assess the constraints/factors which influence the performance appraisal system. 1.4 Scope of the Study Target group includes officers of all level. The working forces those who are working in the head office and also in the other sites. Value Perception of both appraisers and appraises of the organisation under study. 1.5 Limitations of the Study While preparing this report, the following limitations had been faced: At the beginning a renowned mobile Tele-communication company in Bangladesh, Banglalink, was chosen for the study but they refused to deliver any information and cooperation just one and half month before the submission date. As a result, the author had to choose a small security company, Secure Facilities Management Company Ltd. (SFM) to carry on and finish the study within such a short time. SFM has a master plan on performance appraisal, but at present implementing a part of it. As a part of the business strategy, SFM did not provide all information on their performance appraisal procedure. The major limitation of the study was the lack of time for such an intensive work which compelled the author to narrow the scope of the study. All officials were very busy with their own assignments. As a result, they had a little opportunity for giving much time in this regard. Limitation was faced on the volume of the report due to which many relevant and important things will remain unexplored in detail. 1.6 Organisation Profile Introduction to Secure Facilities Management Company Ltd. (SFM): Since its formation SFM has built its reputation by providing security personnel of the highest calibre. This has been achieved by combining sound management with sensible terms and conditions for all staff. SFM strives to ensure that their clients and staff benefit from a focused and well-defined professional approach, the ratio of management to client is kept to no more than one manager per 10 clients. SFM strives to provide the highest standards of efficiency to all its clients, both large and small. SFM understands the importance of first impressions and that their personnel are often the first point of contact for their clients visitors and residents. 1.7 Structure of the Research This structure of this study has the following five chapters: Chapter 1 is the introduction chapter where the background, research question and rationale, objective, company profile and structure of the research are stated. Chapter 2 contains a brief literature review on performance management, history and meaning of the performance appraisal, purposes, functions, types of performance appraisal, MBO, 360 degree appraisal, problems and solutions of performance appraisal and essentials of a good performance appraisal. This chapter will provide a basic understanding about performance appraisal which is related to the research questions. Chapter 3 contains Research Methodology which includes research framework, the design of the research, population and sampling, and questionnaire. Chapter 4 provides Data analysis, statistical analysis and findings of the research. Chapter 5 describes the critical review of the findings. Chapter 6 discusses on recommendation and conclusion of the study and reflection summery. Chapter 2: Literature Review 2.1 Introduction Organisations require consistent levels of high performance from their employees in order to survive in a highly competitive environment. In a view of this, performance appraisal can be a systematic system through which evaluation of an employee is done analyze effectively to determine required performance. It plays a key role in rewarding systems. It is the process of evaluating the performance of employees, sharing information with them and searching for ways to improve their performance. Appraisal is necessary in order to: Allocate resources in a dynamic environment; Motivate and reward employees; Give employees feedback about their work; Maintain fair relationships within groups; Coach and develop employees; and Comply with regulations. It is also a formal opportunity to do what should be done much more frequently in organisations to express appreciation for employee contributions. Companies must administer their employee performance reviews, at all levels, fairly and without discrimination. Since all appraisals can be used against a company in an appraisal employee lawsuit, it is critical that these reviews should be completely accurate. This practice of performance appraisal has been given a variety of titles. The academicians call it performance appraisal, performance review etc. In Government services in Bangladesh, it is known as ACR (Annual Confidential Report). In private organisations, it is often described as merit rating, personnel rating, progress rating, annual performance, etc. Performance appraisal plays a major role in Human Resource Management. The subject is a part of Performance Management. It is necessary to discuss the performance management briefly before proceeding to performance appraisal. Performance Management The primary concern of performance management is the improvement of individual and collective performance. It is a continuous cycle of self-renewing. The aim of performance management is make direct link together individual goals, departmental purpose and organisational objectives. It integrates the major elements of HRM like appraisal and employee development, performance-related pay and reward management, individualism and employee relations. In other way it can be called as day-to-day management activity as it deals with organising works to get the best result. a strategic integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and by developing the capabilities of tams and individual contributors. Armstrong (2001:467) According to Armstrong (2001:475) the main activities of performance management are Role Definition, The Performance Agreement or Contract, The Performance Development Plan, Managing Performance Throughout the Year and Performance Review. These activities are a continuous cycle. According to Marchington Wilkinson (2004:187), the process of performance management system involves Induction and Socialisation, Reviewing and Appraising Performance, Reinforcing Performance Standards and Counselling and Support. Beardwell and Holden (2001:538) stated Performance Management is not simply the appraisal of individual performance: it is an integrated and continuous process that develops, communicates and enables the future direction, core competencies and values of organisation, and helps to create an horizon of understanding. Performance Management is an effective tool by which the employees work behaviours are aligned with the organisations goals. There is no one way to manage performance. Whatever system is adopted needs to be similar with the culture and the principles of that organisation. However, most system of performance management has several parts: Defining Performance: Carefully defines employee performance so that it supports the organisations strategic goals. Setting of clear goals for the individual employee is a critical component of performance management. Measuring Performance: Measuring performance does not need to be narrowly conceived, but can bring together multiple types of performance measured in various ways. The key is to measure often and use the information for mid-course corrections. Feedback and Coaching: In order to improve performance, the employee needs information (feedback) about their performance, along with the guidance in reaching the next level of results. Without frequent feedback, employees are unlikely to know that behaviour is out of synchronization with relevant goals, or what to do about it. The major aim of performance management is to find ways of continual improvement of levels of both organisational and individual performance and performance appraisal is the perfect weapon for that improvement. The Rise of Performance Appraisal The performance appraisal has a long history which started China in the third century, the reign of Wei Dynasty. It was mainly used for the civil servants, army officers and managers until recently. Now it is very much wide spread all over the world and has become a popular management tool. In the UK most of the private sector organisations has introduced and are practicing performance appraisal during the last decade or two. Some people suggested that the reason behind for its growth is to use the individualised performance-pay system. Some other factors like market competition, managing change, organisation goal, milk out the best from the employees etc. are also important. Now the terminology performance appraisal is changing to personal development review and performance review and development. (Taylor, 2004:247-248) Meaning of Performance Appraisal Performance Appraisal (PA) is a methodical, on the job-review of an employees abilities and accomplishments. Performance appraisal functions as a valuable management assessment tool and a superior employee motivation weapon. It enables us to strike a workable balance between organisations need for qualified and trained personnel and employees need for feedback and motivation. Performance is the contribution and appraisal is the procedure of measuring the contribution. Performance appraisal is an integral part of a system of managing individuals working in an organisation. Performance appraisal is an inevitable inspire of modern technology and all the systems and controls coming into widespread us, people remain the most important factor in all kinds of business, government agencies, charitable organisations and all other organisation. Performance appraisal is a process of bringing together the approaches of performance management like counselling, training, improving performance etc. that helps the managers to exercise them to achieve the goal of the organisation. It is a procedure of rewarding and disciplining the employees to improve the over performance of the organisation. It is the process of evaluating performance or contribution of an employee to the organisation during a specific period of time by his or her supervisor with relation to his or her job requirements. An effective, reliable and valid performance appraisal system recognizes the legitimate desire of employees for progress in their professions. Integration of organisational demands and individual needs through career management is the part of performance appraisal. Therefore, the performance appraisal program is inevitable for measuring the contribution of both employees and managerial personnel. Performance appraisal program is the basis of determining who is profitable to higher position and who is to be rewarded for better contribution to the organisation he or she belongs to. Performance feedback lets employees know how well they have performed in comparison with the standards of the organisation. Performance appraisal program is the administrative and employee development tool, which is the domain of the management not shared by the employees. Opponents of the performance appraisal attack it on a variety of grounds but without appraising performance of the employees career development, organisational development, recently a number of organisations have revamped their appraisal system in a bid to reduce possible negative outcomes. Appraisal, no doubt is a complex issue and it is clear that to be effective, a system must be designed and implemented with great care. Performance appraisal means evaluating an employees current and/or past performance relative to his or her performance standards. (Dessler, 2005:310) Michael Armstrong (2001:486) says Performance review discussions enable a perspective to be obtained on past performance as a basis for making plans for the future. He explains that the five elements of performance management (measurement, feedback, positive reinforcement, exchange of views and agreement on action plans) can be achieved through performance review. In the conclusion it can be said that, performance appraisal is the process by which an employees contribution to the organisation during a specific period of time is assessed. Performance Feedback then lets the employee know how well they have performed in comparison with the standards of the organisation. Who Should Do The Appraisal? By traditionally a managers authority typically has included appraising subordinates performance. The logic behind this tradition seems to be that since managers are held responsible for their employees performance, it only makes sense that these managers do the evaluating of their performance. The employees immediate boss conducts about 95 percent of all performance appraisals at the lower and middle levels of the organisation. Purposes Purposes of Performance Appraisal: HRD Employees View Performance appraisal or evaluation serves a number of purposes for Human Resources Department and for the development of the employees. Management uses performance appraisal for general human resource decisions. Evaluations provide input into such important decisions, transfers, and terminations. Performance appraisals identify training and development needs. They pinpoint employee skills and competencies that are currently inadequate but for which programs can be developed to remedy. Performance appraisal can be used as a criterion against which selection and development programs are validated. Newly Hired employees who perform poorly can be identified through performance appraisal. Similarly, the effectiveness of training development programs can be determined by assessing how well those employees who have participated do on their performance appraisal. Performance appraisals also fulfil the purpose of providing feedback to employees on how the organisation views their performance. Furthermore performance appraisals are used as the basis for reward allocations. Decisions as to who gets merit pay increases and other rewards are frequently determined by performance appraisal. Purposes of Performance Appraisal: Organisations View Identify the successful less successful aspects of the employee needs organisational goals. Assist decision makers in allocating resources in planning for future. Assist managers in just frying expenditure accounting for those expenditures. Monitor employee activities to detect any change in activities or the quality of services. Serve as a benchmark, i.e. identifying best practice performance, using that performance as a goal, investigating the factors that led up to that performance, then trying to replicate that level of performance. Functions / Uses of Performance Appraisal Multiple uses of Performance Appraisal are: Development uses. Administrative uses/decision makings. Organizational maintenance/objectives. Documentation. Types of Performance Appraisal There are various types of performance appraisal which includes Alternation Ranking Method, Graphic Rating Scale, Management By Objectives (MBO) etc. (Dessler, 2005:315) These are explained below. Alternation Ranking Method It is the oldest simplest of formal systematic rating is to compare one person with all others for the purpose of placing them in a simple rank order of worth. In doing this, the appraiser considers person and performance as an entity; no attempt is made to systematically fractionize what being appraised into component elements. Graphic Rating Scale This method is widely used in merit rating is similar to the techniques in point-evaluation plan. This involves the supervisor to rate employee performance in terms of prescribed traits i.e. quality of work, quantity of work, initiative, dependability, knowledge of work etc. Each trait is defined various degrees of each are prescribed in some way. From traits degrees over-all rating can be obtained. Forced Distribution Choice Another attempt to counteract the tendency of raters to give average ratings or even sometimes to twist a report to bring about a desired result is the forced-choice technique. Here the rater is faced with groups of three of four statements, he must tick the one, which applies most nearly to the employee under assessment. These statements are so devised that it is impossible for the rater to know which will give the most favourable rating. Grading It is a further development to the guideline approach which attempts to provide a frame work of reference by defining a number of levels at which the characteristics is displayed asking Managers to select the definition which most closely describes the individual they are assessing. For example, in rating effective output the Manager in a typical grading scheme is asked to choose between: Outstanding Outstanding output of high quality work Satisfactory Satisfactory level of output effort Fair Completes less than the average amount of effective work Poor Low output poor worker. Critical Incident Method The critical incident method requires every Supervisor to adopt a practice of recording in a note-book of those significant incidents in each employees behaviour that indicate effective or poor behaviour. These are recorded in a specifically-designed notebook that contains characteristics under which the various behaviours can be recorded. Management by Objectives (MBO) Management by Objectives (MBO) is a critical process that often consists of four steps as a way to attain desired performance: Objective setting-joint determination by manager employee of appropriate levels of future performance for the employee, within the context of over-all unit goals resources. These objectives are often set for the next calendar year. Action planning-participative or even independent planning by the employee as to how to reach those objectives. Providing some autonomy to employees is invaluable; they are more likely to use their ingenuity, as well as feel more committed to the plans success. Periodic reviews-joint assessment of progress toward objectives by manager employee performed informally sometimes spontaneously. Annual evaluation-more formal assessment of success in achieving the employees annual objectives coupled with a renewal of the planning cycle. Some MBO systems also use performance appraisal to tie rewards for employees to the level of results attained. MBO had been taken likened to a modem form of scientific management. It is also subject to the same possible criticisms of too great an emphasis on individual job definition together with a management authority structure, the assumption of no conflict between individual organisation goals. MBO should not be applied simply as a pressure device by which management apply increasingly demanding targets which Staffs are expected to achieve. MBO draws attention to the objectives for individual members of the organisation as a whole. MBO is a potentially attractive system. It provides an opportunity for staff of accept greater responsibility to make a higher level or personal contribution. There is much to recommend it to both the organisation individual managers. 360 Degree Appraisal or Evaluation The latest approach to performance appraisal is the use of 360 Degree evaluations. It provides for performance feedback from the full circle of daily contacts that an employee might have, ranging from mailroom personnel to customers to bosses to peers. The number of appraisals can be as few as three or four evaluations or as many as 25; with most organisations collecting five to ten per employees. The appeal of 360-degree appraisals is to fit well into organisations that have introduced teams, employee involvement, and TQM programs. By relaying on feedback from co-workers, customers and subordinates, these organisations are hoping to give every one more accurate reading on employee performance. Appraising Performance: Problems and Solutions Few of the things a manager does which are more risky than appraising subordinates performance. Employees in general tend to be overly optimistic about what their ratings will be, and also know that their raises, career progress, and peace of mind may well hinge of how they are rated. This alone should make it somewhat difficult to rate performance; even more problematic. There are more numerous structural problems that can cause serious doubt on just how fare the whole process is. Some of the main appraisal problems and their solution are explained below. Dealing with the Five Main Rating Scale Appraisal Problems Five main problems can undermine appraisal tools such as graphic rating scales: unclear standards, halo effect, central tendency, leniency or strictness, and bias. Unclear Standards: The problem of unclear standards is illustrated. Although the graphic rating scale seems objective, it would probably result in unfair appraisals because the traits and degrees of merit are open to interpretation. For example, different supervisors would probably define good performance, fair performance, and so on differently. The same is true of traits such as quality of work or creativity. Halo Effect: The halo effect means that the rating of subordinate on one trait (such as gets along with others) biases the way that person is rated on other traits (such as quality of work). This problem often occurs with employees who are especially friendly (or unfriendly) towards the supervisor. For example, an unfriendly employee will often be rated unsatisfactory for all traits rather than just for the trait gets along well with others. Being aware of this problem is a major step toward avoiding it. Supervisory training can also solve the problem. Central Tendency: Many supervisors have a central tendency when filling in rating scales. For example, if the rating scale ranges from 1 to 7, they tend to avoid the highs (6 to 7) and lows (1to 2) and rate most of their people between 3 and 5. In a graphic rating scale, this central tendency could mean that all employees are simply rated average. Such a restriction can distort the evaluations, making them less useful for promotion, salary, or counselling purposes. Ranking the employees instead of using a graphic rating scale can avoid this central tendency problem because all employees must be ranked and thus cannot all be rated average. Leniency or Strictness: Some supervisors tend to rate all their subordinates consistently high (or low), just all some instructors are notoriously high graders and others are not. This strictness/leniency problem is especially serious with graphic rating scales since supervisors arent necessarily required to avoid giving all their employees high (or low) ratings. On the other hand, when the raters rank subordinates, they are forced to distinguish between high and low performances. Thus, strictness/leniency is not a problem with the ranking or forced distribution approach. In fact, if a graphic rating scale must be used, it may be a good idea to assume a distribution of performances-that, say, only about 10% of the people should be rated excellent, 20% good, and so forth. In other words, try to get a spread (unless, of course, the raters are sure all their people really do fall into just one or two categories). Bias: Individual differences among raters in terms of characteristics like age, race, and sex can affect their ratings, often quite apart from each rates actual performance. In one study, for instance, researchers found a systematic tendency to evaluate older rates (over 60 years of age) lower on performance capacity and potential for development then younger employees. The rates race and sex can also affect the persons rating. However, bias is not necessarily consistently against minorities or women, as it seems to be in the case of older workers. In one study, high performing females were often rated significantly higher than were high performing males. An interesting picture of how age can distort evaluations emerges from a study of registered nurses. When the nurses were 30-39 years old, they and their supervisors each rated the nurses performance virtually the same. In the 21-29 category, supervisors actually rated nurses higher than they rated themselves. However, for the 40-61 nurse age categories, the supervisors rated nurses performance lower than the nurses rated their own performance. The conclusion here may be that supervisors are tougher in appraising older subordinates. Specifically, they dont give them as much credit for their success, while attributing any low performance to their lack of ability. A related problem is described in the Diversity Counts feature. An employees previous performance can also affect the evaluation of his or her current performance. The actual error can take several forms. Sometimes the rater may systematically overestimate improvement by a poor worker or decline by good workers. In some situations-especially when the change in Behaviour is more gradual-the rater may simply the insensitive to improvement or decline. In any case, it is important when rating performance to do so objectively. How to Avoid Appraisal Problems There are at least three ways to minimize the impact of appraisal problems such as bias and central tendency: First, be sure to be familiar with the problems as just discussed. Understanding the problem can help the rater avoid it. Second, choose the right appraisal too. Each tool, such as the graphic rating scale or critical incident method, has its own advantages and disadvantages. For example, the ranking method avoids central tendency but can cause ill feelings when employees performances are in fact all high. Third, training supervisors to eliminate rating errors such as halo, leniency and central tendency can help them avoid these problems. In a topical training program, raters are shown a video tape of jobs being performed and are asked to rate the worker. Ratings made by each participant are then placed on a flip chart and the various errors (such as leniency and halo) are explained. For example, if a trainee rated all criteria (such as quality, quantity, and so on) about the same, the trainer might explain that halo error had occurred. Typically, the trainer gives the correct rating and then illustrates the rating errors the participants made. According to one study, computer-assisted appraisal training improved managers ability to conduct performance appraisal discussions with their subordinates. Rater training is no panacea for reducing rating errors or improving appraisal accuracy. In practice, several factors including the extent to which pay is tied to performance ratings, union pressure, employee turnover, time constraints, and the need to justify ratings may be more important than training. This means that improving appraisal accuracy calls for not just training but also reducing outside factors such as union pressure and time constraints. (Dessler, 2005:328-331) Essentials of a Good Performance Appraisal System (Pas) An Appraisal system is good if it is acceptable to all and fairly assesses the employees performance. With this view, some measures have been found out to shape the performance appraisal system. It must be job related: The content of appraisal system should be related and the employees must be rated on the basis of their jobs. Easily understandable and less time consuming: It the system is too complex or too much time consuming there will be misunderstanding and confusion more over the situation of errors may likely be caused. It should fit the organizations structure and operations: The system should be prepared in the manner that it fit the organizational structure and its operations. Otherwise it will be not acceptable to the organization. Built-in-incentive: There shall be a direct linkage between appraisal and rewards. The system should be prepared with built-in-incentive that is rewards should follow satisfactory performance. Similar criteria for similar job: Rating procedure and forms should be constructed in a manner that can be applied to all jobs in the organization and similar job should be measured by similar criteria regardless of all individuals job. Validity: The system should be valid. The validity of rating is the degree to which they are truly indicative or intrinsic merit of the employees. A good measure of performance should measure important job characteristics and be free from extraneous or contaminating influences it should also encompass the whole job. Reliability: The system and the content should be reliable. The reliability of ratings is the consistency with which the ratings are made, either by different raters or by one rather at different times. Interrupter reliability is the most relevant type of reliability for performance appraisal. It is high when two or more rather agree on the performance of an employee and low when they do not. Interrupter reliability is usually quite good when performance raters come from the same level of the organization. Free from Bias: The system should be constructed in the manner that it will appraise the employees regardless of their race, sex, nationality, origin and so on. The raters should observe Reitos performance on the job. Freedom from rating error: There are generally four types of rating errors such as (i) leniency error, (ii) severity error, (iii) central tendency errors and (iv) halo error. Leniency error: Leniency is a very common type of rating bias. Sometimes rates give employees more positive performance rating than they deserve. When leniency error occurs most employees receive high performance rating. Severity error: Severity error is the reverse of leniency error. Sometimes raters evaluate employees more unfavourable than their performance warrants. When severity error occurs the distribution of performance ratings goes dramatically towards the left that is negative of the true distribution of performance. Central tendency error: Central tendency error result in a rating distribution is highly compressed around the middle point. In occurs when a supervisor rates all employees near the midpoint of a performance scale. When a central tendency, leniency and severity error are frequent an appraisal system cannot accomplish its purpose of differentiating among good and poor workers. When one of these errors occurs, nearly each employee receives the same rating. Halo effect: When halo error occurs an employee receives nearly identical performance rating on all performance areas and the correlation among the ratings is very high. Leniency, severity and central tendency errors occur when several employees are appraised and halo occurs when a single individual is appraised on several aspects of performance. Chapter 3: Methodology 3.1 Research Methodology: Methodologies are the heart of any research; they show the image for what research is and how it should be carried out. Methods are tools or techniques of gathering of data, techniques of analysis, and techniques of writing. Since it is a tool, then a scrupulous method can often be used by many different methodologies (both qualitative and quantitative). Therefore, methodologies are at a more abstract (or general) level than are methods. According to Saunders, Mark; Lewis, Philip Thornhill, Adrian (2000), all research will possibly involve categorical or numerical data or data that can be use for analysis to help the researcher answer the research questions.They have defined quantitative as a type of empirical knowledge and qualitative is the converse of quantitative, which more precisely describes data in terms of quantity. (P 326 380) The methodologies have been followed to prepare the study are as given below: Studying the theories of performance appraisal from different Human Resources Management books. Studying and analysing the previous available data about the performance appraisal procedure. Intensive visit to the concerning organisation, in order to observe the routine performance appraisal procedure and to obtain an all round picture of performance appraisal procedure. 3.2 Research Framework and Design: A general frame work is adopted to provide guidance about all facets of the study, from assessing the general philosophical ideas behind the inquiry to the detailed data collection and analysis procedures. Using an extant framework also allows researcher to lodge the organisation plans and ideas well explained in the literature and recognized by audiences that read and support proposals for research. Here introducing three basic approaches to research. The proposal developer needs to consider three framework elements; John W. Creswell (2002). Philosophical assumptions about what constitutes knowledge claims, General procedures of research are called strategies of inquiry, and detailed procedures of data collection, analysis and writing called methods. Qualitative and quantitative and mixed methods approaches frame of each of these elements are different, and these differences are identified and discussed next. 3.2.1 The Research Design For understanding the various research approaches and strategies, Saunders et al (2000) had described the research process onion. This is because conducting a research is like peeling the back layers of an onionà ¢Ã¢â€š ¬Ã¢â‚¬ in order to come to the central issue of how to collect the necessary data needed to answer the research questions and objectives, important layers should be first peeled away. They said that researches are undertaken by considering whether one should, for instance, administer a questionnaire or conduct interviews, thoughts on this question should belong to the centre of the research onion. That is, in order to come to the central issue of how to collect the data needed to answer ones research questions, there are important layers of the onion that need to be peeled away: the first layer raises the question of the research philosophy to adopt, the second considers the subject of research approach that flows from the research philosophy, the third examines the research strategy most applicable, the fourth layer refers to the time horizon a researcher applies to his research, and the fifth layer is the data collection methods to be used. (P 84 85) The Different Research Strategies: According to Saunders et al (2000:92), the different research strategies are: Experiment; Survey; Case Study; Grounded Theory; Ethnography; Action Research; Cross-sectional and Longitudinal Studies; Exploratory, Descriptive and Explanatory Studies. 3.3 Types of Data There are two types of data that can be achieved through the research process. These are primary and secondary data. Both primary and secondary data are used to reach a convincing result. 3.3.1 Primary Data Sources: The primary data are important for both qualitative and quantitative research. The primary data are collected first time by the researcher which are original and used for that research for first time. The primary data sources are: Observation Questionnaire Interviews Case-studies Portfolios. This study adopted Questionnaire and discussion methods to collect primary data from the employees of the company. 3.3.2 Secondary Data: The secondary data can be obtained through the published researches and the reports which are already done by previous researchers. The secondary data are found in literature material or documents such as academic research papers, corporate annual reports, transcripts of chief executives speeches, advertisements, and statements and so on. They can be obtained by reading books, journals and surf on the internet. For this study the author used books, journals available at the University of East London library and also some other relevant books privately owned. The internet is another helpful source of information. Different periodic HR policies, different reports regarding performance appraisal developed in the company had been studied. Different HRM books, journals, articles etc. had been considered also. 3.3.4 Questionnaire Design: Questionnaire is the most familiar method used in business surveys or researches. A questionnaire is set of questions used to collect information/data for a particular research. The major advantage of this method is that the respondent answers to the questions directly in the absence of the researcher. According to Harvey Maylor Kate Blackmon (2005:185), the respondents interact with the researcher only through the structured and standardised list questions and answers in a questionnaire. The main methods of data collection through questionnaire are: By Post: the researcher sends the questionnaire by post to the respondent and the respondents complete and send it back to the researcher by same way. Deliver and Collect: the researcher hands out physically or leaves the questionnaire in a suitable place from where the respondents collect and complete and returns them to the researcher or to a suitable place. Email Surveys: in this way the researcher sends the questionnaire as an email or attachment to an email to the respondents to complete and return them same way. Web Surveys: here the researcher directs the respondents to a particular web site where they can fill out the computer assisted questionnaire. To carry out the research work on Performance Appraisal, a detailed printed questionnaire has been used for each respondent which were delivered to and collected from the respondents. The aim and the objectives were considered prior to the designing of the questionnaire. The questionnaire was designed in intention to discover the results of the research which would assist to verify the validity of the data. The author had used the close-ended questions for this research which consisted of alternatives for the respondents to choose the quick and the best answer. The questionnaire was written in English so that the multicultural respondents can easily find the right answer. The questionnaire was designed with 34 questions classified in to two sections (see Appendix 1). The questionnaire informs the respondent about the purpose of the research, assures their information will be kept confidential, the structure of the questionnaire and the instructions on how to do the questionnaire. 3.4 Sampling: Sampling is the process of gathering data from a subset, or sample, from a population who represent the whole population (Saunders et al, 2000:150-153). 2.6.1 Types of Sampling: The sampling can be divided into two types: Probability Sampling: The most commonly used sampling technique for statistical test associated with survey based researches is the probability sampling. Probability sampling means to make sure that each of the unit of the entire population has the equal opportunity to be selected as a sample (Harvey Maylor Kate Blackmon 2005:195). According to Saunders et al, (2000:153) there are four techniques of probability sampling: Simple Random Sampling: the researcher selects the samples randomly from the entire population like 1,5, 8, 20, 80, 91 etc. Systematic Sampling: here the researcher selects samples at regular intervals like, 2, 12, 22, 32 etc. Stratified Random Sampling: where the population is not uniform, the researcher tries to make sure that enough samples are selected of certain subsets of the sample frame. Cluster Sampling: here the researcher, prior to sampling, divides the population into discrete groups which are termed as cluster. 2. Non-probability: Non-probability sampling is not statistically chosen at random. This method gives the researcher alternative techniques on the basis of subjective judgement. Saunders et al, (2000:171) explained that there are five techniques of non-probability sampling: Quota Sampling: completely non-random sampling technique which is used usually for the interview surveys. It is one kind of stratified sampling where the cases within the chosen segment are selected non-randomly. Purposive: here the researcher can use self judgement to select samples that will best help to get the desired answers. Snowball: this technique is used when it is difficult to find the actual cases. Here the researcher finds one or two cases and theses cases lead to other cases, for example the people who are working but also on unemployment benefit. Self-selection: here the individual sample comes forward to take part in the research when the researcher publicise the need for the samples through proper media. Convenience: it is the method of choosing the samples which are very easy to obtain and easy to continue till the desired number is fulfilled. The followings are considered during the sampling process of this research. Population Defining the study population is the major part in sampling design. Due to time restriction and other limitations, the study will only use the head-office people and officers working in London. Sampling Units All the Managers and Supervisors of SFM, who are involved in designing and implementing performance appraisal procedure, and Security Officers whose performances are evaluated are considered as sampling units. Sample Frame It was very hard to allocate number of samples for each sample units for attaining relevant information of performance appraisal of a business organisation like SFM. The sample frame would be random selection in different age, gender etc. Although all of the sample units are equally important for this study, even though, samples had been selected from every sample units; the followings had been selected as sample frame: Sample Category All the Managers and Supervisors. Security Officers from different sites. Sample Technique Throughout the study, each and every sample had been picked by applying simple random sampling process. Sample Size The population size for the study was not large and also the study had a very short span of time to be completed. As a result, the sample size had been set to 15. Sample Scheme Having fixed up the sample size and sample units, 05 days had been spent to complete the task of information collection as the security officers were in different places of London. In spite of the time and resource constraints, total 015 personnel were met. Variables Variables that should be taken to review the appraisal system are as following: Clarity in standard. Central tendency of the supervisor when filling in rating scales. Halo effect of the appraisal system. Leniency or strictness of the superiors when rating their staff. 3.3.5 Data Analysis: After collecting all the data from different sources, statistical tools have been used to find out the satisfaction level of the employees on their performance appraisal. Chapter 4: Data Analysis and Findings Data Analysis and Findings To carry out the study on Performance Appraisal the author had used a detailed printed questionnaire for each respondent. Primary data were collected from this questionnaire and the secondary data was collected from the previous records of the organisation. The questionnaire entitled Questionnaire for Information which is enclosed in Appendix 1 was specially designed to get the required to the point information for the study. The questionnaire has two sections. The front page was designed for the respondents professional and demographical identification. Section 1 was designed for all the respondents as all of them are the employee of the company. It was applicable for both the appraiser and appraisee. Section 2 was designed only for the appraisers. As such, the persons who evaluate the performance of their subordinates and at the same time evaluated by their superior had to have responded both section 1 2. Fifteen persons were called for interview to fill up the questionnaire. Of them, five persons (supervisors or upper level personnel) were those who evaluated the performance of their subordinates and at the same time evaluated by their superior. Information related to the length of service, promotion, job satisfaction and system of appraisal were included in the questionnaire. Front Page: Professional and Demographical Identification Analysis To get the respondents Professional and Demographical Identification few questions were placed before them from where the following information was got: Designation with Grade Respondents Length of Service in This Company: 5.3 Section 1 To have a realistic and wide range of information, a total of 15 employees (05 supervisors above officials and 10 security officers from different sites of London) who are evaluated by their superiors shared their opinion through the questionnaire. The data received from SFM during the research on performance appraisal are given below: Do you think performance appraisal is an important essential need for an organisation? Is there any performance appraisal system in your organisation? If no, how employee performance evaluated? Do you have the same performance appraisal system for all the staffs? Do you think the present system of performance appraisal in your organisation is appropriate for evaluating performances of all employees? Is the objective, importance and policy of performance appraisal system communicates to all? How often employees performance should be evaluated? Does your supervisor discuss with you prior to evaluate? If no, do you feel that the supervisor should discuss with you before appraisal? Does the supervisor often friendly and helpful in performing your job? Do you have the freedom to seek help from your team leader when problems arise at your work? What purpose of the below serves your performance appraisal? Do you think performance appraisal in your organisation truly determines your performance? If, no please specify reason(s). Does the performance appraisal motivate influence your performance? Are you always careful to improve the rating of your performance appraisal? Do you think that the present performance appraisal system also encourage others to put their maximum effort in the wok? Do you have a system of pre-evaluation interview in your organisation by which the result of performance appraisal review is explained to the related employee? Which appraisal system you prefer? Are you satisfied about the present performance appraisal system in your organisation? Does the performance appraisal have any impact to improve the productivity? 22. What purpose does serve performance appraisal of subordinates in your organisation? How long have you been doing performance appraisal of your subordinates? Is performance appraisal done in a regular basis? Does the higher authority countersign supervisors evaluation? Have you received any training to evaluate performance? If not, do you think training is needed? Do you think that performance appraisal format used in your organisation truly determines performance of employees? If no, why? Do you discuss with your subordinate before evaluating their performance? Do you think that the performance appraisal system of your organisation has opportunity for any external influence? If yes, how can it be overcome? Is appraisal system used in your organisation based on confidential reporting? Which appraisal system do you prefer? 5.3 Findings Through our study and observation by questionnaire of the followings are overall findings: There is a basis and criteria for performance evaluation in SFM. Most of the employees of the SFM like the present annual system of performance appraisal. Superiors do not discuss with their subordinates before evaluating the performance which most of the employees do not like. Most of them feel that superiors should discuss before appraisal. Most of the employees informed that their performance is duly evaluated by their superiors. There is a systematic performance appraisal system in SFM which done annually. The performance appraisal system in SFM is based on confidential reporting. Superiors sometimes discuss with their subordinates before appraisal. Most of the employees choose the participatory system of performance appraisal. The higher authority countersigns the superiors evaluation. Superiors are trained and quite efficient on performance evaluation. Present format of performance appraisal is quite good. There is no opportunity for external influence in evaluating employees performance. 5.4 The employees agree that: Employees are influenced by the performance appraisal review. Systematic performance appraisal system is essential for an organisation. They are careful to improve the rating of performance appraisal. Their increment, training, promotion, punishment and incentive depend on performance appraisal. Superiors need specialised training to evaluate performance. Performance appraisal criteria are related to job. When problem arises in job existence of freedom to seek help, the objective, importance and policy of performance appraisal system are communicated to all employees. They are happy about the present system of performance appraisal. The supervisors offer friendly and helpful criticism. 5.5 Opposition and equal Opinion: Communicate to all Discussion before appraisal Existence of system of a pre-evaluation interview Performance truly determines. Recommendations The analysis of primary as well as secondary data depicts that there are a number of limitations of the present appraisal system of SFM. Majority of the respondent put their positive recommendations on the subject matter. Recommendations of the respondents as well as of the author presented as follows: The system must be transparent and easy to avoid confusion. Many of the respondents expressed their viewpoint about the necessity of pre-evaluating interview. Employee must be given his annual appraisal copy. Format should be clear so that judgment could be made more accurate. There must be provision of open discussion between rater and those being rated before finalization of annual performance appraisal. Enhance superiors accountability to clarify and implement performance appraisal system. Importance, objective and policy of the system should be communicated to all employees to avoid confusion. Provision of special training for the rater is very much necessary. Performance indicators should be developed, indicators for core values should be clarified. There should be provision of reward for the outstanding performance of the employee. Standards should be made clear to avoid miss-interpretation. The system should be modern. Re-define and review performance rating. Conclusion Performance appraisal is an important component of management information and control system. Its objectives and uses could be several. A performance appraisal system could tell the employee what the management expects from him, gives him an opportunity to perform, provides feedback, guidance and support and establishes personnel policies concerning rewards, training, career development, etc., which are contingent upon ones performance. It can also be noted that besides these, the clarity of the concept, criteria used, the culture and context of the organisation also influence the appraisal system. The findings coming out of the questionnaire is expected to focus on the short comings and their remedies so as to meet the demands of a pragmatic and dynamic system of evaluation. Therefore, it can safely be concluded that the system will undoubtedly prove the very fruitful in the context of developing countries like Bangladesh. Reflection Summery In order to achieve the objectives of any organisation, the organisation needs productive human resources. An organisation has to give due importance to undertake measures in order equip staff with sound knowledge and skills so that they can contribute in achieving the organisational, departmental as well as individual objectives. A relentless effort is necessary to help in improving employees personal and professional development. It is performance appraisal system through which an attempt may be made to link with staffs performance and staff development. Through performance appraisal techniques, the Diamonds in our organisation can be discovered and polished to the drizzling brilliance. This is really a difficult task to design and implement a standard performance appraisal system in an organisation. Performance exceptions of line managers and subordinates, the procedural compliance, subjectivity, tools and performance standards are to intricate elements inherent in the system for which the designing and implantation of the system becomes difficult. The inherent inconsistency in the process, unclear performance criteria, unclear role of line managers and personnel, lack of honesty, dialogue between supervisors and supervisee may be some of the significant limitations of the system that every organisation has to carefully handle. If performance appraisal system is effectively used, it can improve attraction motivation of the employees on the job. If inappropriately used the appraisal process can have disastrous effects. 1.3 Importance of the Study Performance appraisal is an important management tool and a superior employee motivation weapon. Through performance appraisal techniques, a company can discover the real diamonds in the organization and polish them to the drizzling brilliance. Performance appraisal also enables an organization to strike a workable balance between the companys need for qualified and trained Human Resources and on the other hand, it also enables employees need for feedback and motivation. Performance appraisal plays role as one of the important component of information control system. In order to achieve the objectives of the organisation, the organisation needs productive human resources. An organisation has to give importance undertake measures in order to equip staff with sound knowledge skills so that they can contribute in achieving the organisational, departmental also the individual objective. A relevant effort is necessary to help in improving employees personal professional development. It is performance appraisal system through which an attempt may be made to link with staffs performance staff development. Through performance appraisal technique, the efficiency of the employees can be discovered in the organisations. But such development is slowed and less effective if the employees systematically appraised and fed back information concerning his or her quality of performance. The most basic value of performance appraisal is that it provides information of great assistance in making and enforcing decisions about such subjects as promotion, pay increase, lay-off and transfer. It provides this information in advance of the time when it may be needed, thereby avoiding spot judgement when a decision has to take. It compares one person with all others for the purpose of placing them in a simple rank order of growth. The importance of performance appraisal could be either for evaluation or development. The system of performance appraisal can be put to several uses covering the entire spectrum of human resource functions in the organisation. The importance of performance appraisal is to promote a variety of management objectives includes the following: To identify individuals with high potential; To develop career and succession planning; To analyse Training and Development needs; To take decisions on termination; To make effective H.R. plan; To validate selection and recruitment tests and procedures; and To diagnose individual and organisational problems. The flow of communication towards the mid level to top level, and to the down ward level has to be more specified, showing the exact demarcation which can be over come through effective counselling along with the detailed practical barriers which hinders the flow of communication in the organisation top to mid down level, which really creates a bad or no communication to the subordinate with his/her superior. Many local and multinational organisations though spend a substantial amount of time for completing the performance appraisal process in order to find out whether their employees are performing better, but few of them can reach in target. It is only because the lack of sufficient knowledge regarding the total performance appraisal system. The author believes that this study will provide the necessary information regarding the existing performance appraisal system of SFM and make necessary recommendations so that the management can take the appropriate measures in developing and designing the performance appraisal system which as a result will help to develop necessary human resources in achieving the ultimate goals and objectives of the company.