A Role Of Academic Integrity - Free Essay Example

Sample details Pages: 2 Words: 553 Downloads: 10 Date added: 2019/05/03 Category Society Essay Level High school Tags: Integrity Essay Did you like this example? Academic integrity is the commitment to and demonstration of honest and moral behavior in an academic setting (writingcenter.unc.edu). Therefore, individuals practicing academic integrity is crucial because it displays high standards that protect and uphold your reputation, reflects well in different environments (i.e. professional programs, colleges/universities, potential work settings, etc.) and being major contributors to the welfare of society. In simpler terms, your personal morals and values echo your character and trustworthiness. For example, students who practice academic integrity will work diligently to complete given assignments, pass their quizzes and exams, or earn their degrees in a fair and truthful way by putting in the necessary hours of studying and finishing their assignments. This brings me to my next point about academic misconduct/dishonesty. Academic misconduct is any action or attempted action that may result in creating an unfair academic advantage for oneself or an unfair academic advantage or disadvantage for any other member or members of the academic community (sa.berkeley.edu). Don’t waste time! Our writers will create an original "A Role Of Academic Integrity" essay for you Create order Examples of academic misconduct would be, but are not limited to, cheating, plagiarism, falsification/fabrication/alteration of information and data, etc. When a student exhibits academic dishonesty, his or her integrity is compromised. Therefore, the morals and values of the individual are diminished. This lack of credibility then can trail you and potentially impact your professional and/or future goals. For example, a student having a difficult time gaining acceptance into a graduate/post-baccalaureate program and/or needing a favor by a higher academic authority, but is denied the service, due to displaying some type of academic dishonesty during his or her undergraduate career. As stated, this can cause great detriment to an individuals future plans because of one faulty decision they made. With that being said, this example does not revolve exclusively around academics, but also in a professional workplace setting as well. Examples of professional workplace misconduct would be, but are not limited to, lying, cheating, stealing, fraud, using unauthorized materials, etc (www.researchgate.net). When an individual exhibits some level of misconduct in a professional workplace setting, he or she are setting themselves up for failure. They are putting themselves at risk for job termination or even worse repercussions depending on the severity level of dishonesty. Workplace dishonesty correlates with academic misconduct/dishonesty because nobody wants a doctor who cheated to get his or her medical degree to perform a life or death surgery on them or a bad engineer to build bridges that involves humans crossing it. Both examples, but are not limited to, exemplify t he dangers and liability issues that fall behind this, especially involving human beings. Therefore, it is crucial to demonstrate honesty, both academically and professionally, because whether or not you are in charge of peoples lives, working towards your aspirations, or simply needing a favor, your character based on your morals, values and work ethic will resonate off of you to the world. It is important to remember that you are, undeniably, an influence on the welfare of humanity. So, when you are not practicing academic integrity, like you should, you are not only doing yourself a dishonest service, but you are being a poor contributor to the wellbeing of society, in which your actions are being perceived by the world around you. THINK BEFORE YOU SPEAK AND DO.

Business Analysis Consumerization Type Technologies (...

As the phenomenon of consumerization continues to become more pervasive across enterprises, CIOs must think differently about the technologies they use and how those technologies enhance the end-user experience, while also balancing the supportability and security of the IT environment. Technologies must not hinder employee productivity, and yet must protect enterprise data and the firm’s intellectual property. Consumerization has also forced CIOs to make significant changes in policies, security, and infrastructure. Additionally, CIOs must consider the end-user’s use of the technology, and consider their need to access data and applications while in the field. With this in mind, CIOs are turning to cloud and virtualization technologies to provide the ultimate in flexibility and choice, while maintaining security. Infrastructure decisions related to consumerization are becoming increasingly difficult as there are few vendors that provide a complete stack of service s that are integrated across the CIO’s need for security, support, functionality, and management of the environment. What makes this even more difficult is the fact that there is very little standardization across consumerization-type technologies (Harteveld, 2012). This leads to a varied â€Å"stack† of technologies that CIOs must knit together seamlessly to provide a functional and secure user experience that does not hinder the users’ productivity. From an architectural perspective, in order to support

International Assignments free essay sample

Why do organizations use Expatriates? Expatriates were used as a means of addressing agency issues as a result of the separation of ownership and management and their amplification through distance. Edstrom and Gailbraith (1977) proposed three motives for using expatriates. Firstly, as position fillers when suitably qualified host country nationals (HCNs) were not available. Secondly, as a means of management development, aimed at developing the competence of the individual manager. Thirdly, as a means of organisational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. Although it is important to note that assignments generally have more than one rationale (Sparrow et al. , 2004) More recently, Harzing (2001) identified three control specific roles of expatriates, namely: the bear, the bumble-bee, and the spider. Bears act as a means of replacing the centralisation of decision-making in MNC and provide a direct means of surveillance over subsidiary operations. The title highlights the degree of dominance these assignees have over subsidiary operations. Bumble bees fly â€Å"‘from plant to plant’ and create cross-pollination between the various offshoots† (Harzing, 2001: 369). These expatriates can be used to control subsidiaries through socialisation of host employees and the development of informal communication networks. Finally spiders, as the name suggests control through the weaving of informal communication networks within the MNC There is a growing debate as to the continued utility and viability of the conventional expatriate assignment. 5 key aspects of this issue: supply side issues*, demand side issues*, expatriate performance and expatriate failure, performance evaluation, and finally costs and career dynamics. Supply side There is growing recognition that shortages of international managers are a significant problem for international firms and frequently constrain the implementation of global strategies in these firms (Evans et al, 2002) Broadly these issues can be grouped as issues concerning the recruitment and retention of potential expatriate employees. Issues related to recruitment and potential expatriate employees There is some evidence to suggest that families are less willing to accept the disruption of personal and social lives associated with international assignments than was the case in the past (Forster, 2000). The most recent available data suggest that the female expatriate population has not risen significantly over the past decade and remains at approximately 10 per cent however (PriceWaterhouseCoopers, 2005). Recent research conducted on the outcome of women’s global assignments has indicated that female expatriates are generally successful in their global assignments. Issues related to retention of expatriate employees There is growing recognition that companies deal unsympathetically with the problems faced by expatriates on re-entry reluctant to accept int. ssignments North American research indicates that 20 per cent of all managers who complete foreign assignments wish to leave their company on return. Yet, while it is generally accepted that retention of expatriates is a growing problem and that the costs of expatriate turnover are considerable (Dowling and Welch, 2004), many international firms have failed to develop repatriation policies or programmes designed to assist the career progression of the expatriate (Black et al 2000) There is little evidence to suggest that many companies practice talent management in a co-ordinated and efficient way (Cohn et al, 2005), Which may be defined as approaches to recruit, retain, develop and motivate a competent cohort of managerial talent with appropriate international experience in the global business environment. Evans et al (2002) â€Å"MNCs are unaware of where their best talent is located and have difficulties in indentifying their high performers. Costs A key challenge for both international HRM professionals and academics is to understand and develop methodologies for accurately measuring the relative costs and benefits associated with international assignments. Sparrow et al. (2004: 139) conclude on the basis of empirical study that few organisations had a true grasp of the costs associated with expatriate assignments, similarly they had almost no idea of the benefits accrued by the organisation from various types of international assignment. So while organisations may have a well-designed and articulate strategy with regard to staffing their foreign operations, they have often failed to monitor the performance of international assignees to accurately measure their performance and contribution to the bottom line Demand side issues Rapid growth of emerging markets such as China, India and Eastern Europe has a significant impact on both the demand and the supply of international mangers. Internatinalisation of small and medium enterprises demand Arguably therefore, a relatively small recruitment pool for global assignments is being further diluted by an expanding number of firms and locations competing for scarce international management talent Expatriate â€Å"failure† Traditionally, a key issue in the global staffing literature is expatriate failure, which represents a significant issue for MNCs due to the high costs of expatriate failure which are both direct (e. . salary, training costs, travel and relocation expenses) and indirect (damaged relations with host country organizations and loss of market share) (Dowling and Welch, 2004). Harzing (1995; 2002)- She suggests that there is little empirical evidence for the claims of high expatriate failure and claims that the myth of high expatriate failure rates has been perpetuated by careless and inappropriate referencing of Tung’s (1981; 1982) seminal work. If firms can take a broader view of the success or failure of expatriate assignments, they are more likely to gain a better picture of the utility of such assignments than they can with narrow definitions of failure Expatriate Performance Managing performance in a traditional expatriate assignment is complex. Complexity added to this process by the fact that expatriates must meet the often conflicting expectations of HQ management and subsidiary colleagues. It has been argued that there are a number of factors which impact on the performance of expatriate employees. These include technical knowledge, personal (and family) adjustment to the foreign culture, and environmental factors (political and labor force stability and cultural distance from one’s home culture) (Cascio, 2006; Oddou and Mendenhall, 2000). It is important to note, however, the potential problems which would result from a primary focus on technical competence which lacks adequate consideration of cultural factors. Career issues Traditional literature: employees lose their jobs or demoted on arrival 2 recent trends emphasis placed by employees on career mobility and decreasing commitment to specific organisations. International assignees’ perceive the value of the assignment to be in developing individual competence which can be transferred across organizations and which is valued in the external labor market (DeFillippi amp; Arthur, 1996; Parker amp; Inkson, 1999; Stahl, Miller, amp; Tung, 2002). This literature resonates with the emerging literature on the boundaryless career (Arthur and Rousseau, 1996). Thomas et al (2005: 341) note: The boundaryless careerist†¦is the highly qualified mobile professional who builds his or her career competencies and labor market value through transfer across boundaries. He or she is explicitly and implicitly contrasted with more staid careerists pursuing traditional organizational careers, who, it is implied, are at risk in a rapidly changing society because their career-relevant skills and networks are associated with single organizations vulnerable to unexpected change. it may call into question ongoing organizational loyalty, reflected, for example, in the high levels of expatriate turnover on repatriation that emerge in the literature. Alternative forms international assignment Research suggests there is little evidence of a significant decline in the use of long-term assignments but does identify the growing use of alternative forms of international assignments (cf. Dowling and Welch, 2004; Fenwick, 2004; Mayerhofer et al. , 2004; PriceWaterhoseCoopers, 2005; Scullion and Collings, 2006c; Tahanainen, Welch and Worm, 2005). Short term int assignments| Typically, what constitutes ‘short-term’ is company specific, but it could be considered an assignment longer than a business-trip but shorter than a year’s duration. used in MNCs: (1) Problem solving or skills transfer- for example in implementing a project, establishing a new process or troubleshooting; (2) for control purposes and; (3) for managerial development reasons. | Failure to build effective relationships with local colleagues and customersWork visa permits Alcoholism/marital problems| Frequent flyer assignments| The IBT has been defined as â€Å"one for whom business travel is an essential component of their work† (Welch and Worm, 2006: 284)| * face-to-face interaction without the requirement for their physical relocation. Appropriate in the European context, where many European capitals can be reached with a short flight (1 to 3 hours). Appropriate for conducting irregular specialized tasks, such as annual budgeting meetings or production scheduling| Short trips followed one after the other- health issues, serious family problems compared to traditional, Individuals fail to catch up with work back home| Commuter and Rotational Assignments| The former: an assignee commutes from their home base to another country to a post in another country, generally on a weekly or bi-weekly basis (PricewaterhouseCoopers, 2005). Latter:staff commute from their home country to a workplace in another country for a sort period followed by a period of time off in the home country (Welch and Worm, 2006). oilrigs| report particular success of this approach in the Chinese context, although they also point to the complexities of using such assignments due to issues around compensation, taxation and social security. geographic situation in Europe means that Eurocommuting and frequent visiting is a viable alternative to expatriate transfers (Mayrhofer and Brewster, 1997). concerns about the viability of commuter arrangements over an extended period of time due to the build up of stress from intensive travel commitments and the impact on personal relationships† (Dowling and Welch, 2004: 68)| Global virtual teams| As a result of increasing decentralisation and globalisation of work processes, organisations have responded to their dynamic environments by introducing GVT in which members are geographically disperse d and coordinate their work predominantly with electronic information and communication technologies. In global virtual teams, staff do not relocate to a host location but have a responsibility to manage international staff from the home base (Dowling and Welch, 2004). Help global firms to use the best talent wherever it is located (Maznevski et al. , 2006). Appropriate for relatively routine activities. | Some argue for it to be a international assignment there need to be relocation| HR implications for managing International Assignments There is little doubt that a significant challenge for international HR managers in managing this portfolio of international assignments is the need to develop a range of IHRM policies and practices to take account the different types, objectives and different circumstances surrounding each type of assignment. Policies surrounding IS International assignments result in a greater administrative burden in some areas of international HR managers. Challenges will be tracking and accounting for this increasingly diverse group of internationally mobile employees, particularly in relation to tax, social security, visa and legal requirements or the various countries (PricewaterhouseCoopers, 2005). Research indicates that over 50 per cent of respondents followed a single policy for both long and short-term assignments (PricewaterhouseCoopers, 2005). The danger for organizations and assignees in failing to develop appropriate policies is that their international assignment will fall outside the traditional remit of the international HR function and thus they will not receive the level of organizational support required. The challenge for the international HR function is to develop appropriate policies to minimise the possibility of this occurring and to support the assignment in the most appropriate way. On the other hand, while research has emphasised the importance of support for traditional international assignments (Tung, 2000), recent research has highlighted the lack of HR support for alternative international assignees and suggested that the burden of managing these assignments is largely left with employees and their families (Mayerhofer et al, 2004). - need family friendly staffing policies Recruitment and selection The importance of effective recruitment and selection for the success of traditional expatriate assignments and for enabling international firms to compete effectively in international business has long been recognised However recent research on short-term assignment indicates that formal selection for short-term assignments was rarely practiced among respondents (Tahvanainen et al, 2005). The majority of international firms continue to rely on technical skills and domestic track record as the most important selection criteria and many organisations still undervalue the importance of the â€Å"soft skills† of international management (Sparrow et al, 2004; Morley amp; Flynn, 2003). There is a need to develop a selection criteria based on the assignment. Training The value of cross-cultural training in increasing the probability of success of international assignments is relatively well documented in the extant literature (cf. Parkinson and Morley (2006). Recent research highlights the lack of HR support for international assignees and suggests that managers are often expected to assume responsibility for their own training and development (Mayerhofer et al, 2004). The practitioner literature suggests that expatriates on short-term assignments and IBTs don’t have the same time as traditional expatriates to adjust to a new culture. - thus without cultural training high tendency for alternative expat assignments to fail Reward (need evidence on rewards for traditional axpat programs) Given the fact that cost reduction is identified as a key factor driving the shift towards alternative forms of international assignments in MNCs, impacts around reward are likely to emerge as a key consideration for MNCs. On balance it appears that salary payments remain in the home country for short-term assignments (PricewaterhouseCoopers, 2005; Tahvanainen et al. 2005). There are cost of living adjustments made. Short term assignments can be comparatively expensive for MNCs- hotels vs apartments mainly IBT Occupational health and safety more related to alternative assignments This is particularly the case with regard to IBTs as there is a growing body of literature which highlights the health issues associated with business travel (DeFrank et al. , 2000; Neck, 2000;Welch and Worm, 2006). These issues can range from a lack of emphasis and decline on physical fitness (Neck, 2000), to increased alcohol consumption, to significantly increased stress levels related to business travel (DeFrank et al. , 2000; Welch and Worm, 2006). While these issues have significant implications for the individuals concerned, it is without doubt that health issues could potentially have significant implications for organizational performance (Quick, 2000)

STD.docx Essays (835 words) - Bacteria, Medicine, RTT, Health

Jarrod Davis December 17, 2017 Prof. Johnson- Tate Health Education Sexually Transmitted Diseases With society today being so modern, it would seem obvious that almost all ages, except children under the age of 14, would know how to protect themselves, in the case of any sexual behavior. Health promoters try to educate young adults about sex at an early age so they know how to be smart about it, yet sometimes the resources aren't always available for them. Some on-site research has shown, some high schools have dropped sex education because California state doesn't have enough funding for the school to continue on educating the school. In addition, the schools do not promote students to have sex to the point they don't even provide condoms so they can practice safer sex. With so many teens coming in to clinics being diagnosed with some type of STD or sexually transmitted infection (STI), the issue has been brought to the table of public health professionals to think is the lack of education in safer sex or even the accessibility of basic contraceptives really that difficult to obtain in certain populations. Without the basic knowledge of using a condom, a latex or polyurethane rubber sheath used to wrap the penis and to protect the penis from contracting any STDs or at least reducing on contracting anything, young adults', even adults, will continue to act irresponsible during sex. An STD can be defined as an infectious illness that is transmitted through unprotected sexual activity, including vaginal, anal and oral sex, or skin-to-skin contact with an infected area. STDs can also be spread via skin-to-skin contact or through intravenous (IV) drug use, and can be passed to an unborn child during pregnancy or through breastfeeding.The most common of those diseases being Gonorrhea, Chlamydia, and HIV/AIDS. Gonorrhea is a very highly contagious disease. This disease has been cured in the past with anti-biotic, but in recent situations the disease has been resisting medication. Gonorrhea's infectious agent is Neisseria gonorrhoae, a bacterium. The symptoms are different in men and women, but includes "yellow or greenish mucous-like discharge." "A female may have burning on urination or pelvic pain. A male often may have burning with urination, and may notice a stain in his underwear" (www.doh.state.fl.us). Some thirty to fifty percent of women infected with the disease have no kind of symptoms at all. If women do receive symptoms, they are less visual than men are and last a shorter time than men as well. A woman would most likely to get infected in the cervix. Burning sensation of urinating is also a female symptom. Untreated females with the disease can cause it to spread to the Skene's glands and Bartholin's glands. If there is further spreading, it can lead to PID (Pelvic Inflamma tory Disease), which can cause permanent sterility. This is so because both the penis and the vagina have discharges that contains gonococci, which infect any moist, warm surface. Sterility in both men and women can occur if the disease is not treated early enough. The most common and fairly new STD in America is Chlamydia. This disease is only approximately twenty-five years old, but spreads faster than any other STD. About one-fourth of all men and one-half of all women who have it do not have any way of knowing about it unless they get tested for it. Its infectious agent is called Chlamydia trachomatous, a bacterium. Symptoms may include yellow or mucous-like discharge from the vagina or penis. Men and women are infected differently as with Gonorrhea. Most women will be infected in the cervix. Women might also get PID with chlamydia, just one bad infection increase damage to her fallopian tubes by twelve percent, which can lead to permanent sterility. A second serious infection increases her infertility by forty percent, and a third infection by eighty percent. A man will usually get infected in his urethra, causing to have abnormal discharge, and pain while urinating. More serious symptoms with men are arthritis and inflammation of the e yes. On the other hand, chlamydia can be treated with antibiotics. The topic of sexually transmitted diseases is most closely related to physical wellness. Physical wellness can be defined

Critical Action Learning Report Essay Sample

Critical Action Learning Report Essay Sample Critical Action Learning Report Essay Sample Critical Action Learning Report Essay Sample Increased consideration is being directed on the value of critical approaches to promote leadership and management growth. This report details how CAL perspectives can be applied to provide valuable learning and growth by way of critically reflective activities. CAL models do not only explore primary power and control problems but also actively incorporate tests of political as well as cultural activities influencing company life. These perspectives allow progression above instrumental ways to value complexity of management and leadership development. The aim of this paper is to explore importance of CAL in problem identification, assessment and development of solutions along with determining criteria applied in the process, challenges encountered and the nature of outcomes. Role of Critical Action Learning Critical Action Learning attempts to demonstrate the role management power interactions play in action learning. As such, the emphasis of Critical Action Learning is diversified to among others, enlighten of individual learner and ways in which learning is encouraged, avoided and prevented within groups and in companies through power relation. According to Stacy (2011), CAL is a model commonly used in numerous leadership and management growth activities. Action learning is a diversified activity that has been applied to explain numerous approaches. In practice, CAL is based on the fact that learning is an activity that can develop when individuals or groups are assisted to reflect on perceptions and actions taken when dealing with real company issues. According to Volberda and Lewin (2003), action learning is a model of developing individuals in companies which takes the activity as a vehicle for learning. It is based on the assumption that there is no learning that can occur without action and that there cannot be a good and deliberate activity without learning. He infers that the method can only be accomplished on integration of several commodities. Such commodities include people who take responsibility for action on a given issue or challenge and problems that they face (Watson, Buckley Mills, 2011). They also include a group of individuals to challenge themselves in order to enhance development on a particular issue. Workplace Problem Identification The research touched on a problem in which the CEO of an organization where I work could not deal with various complexities that were emerging within the workplace. The CEO could take time before making decisions on any issue that affected the company and led the company to lag behind within the industry. According to (Volberda and Lewin, 2003), CEOs and other managers of organizations have a central responsibility in developing learning models to be used by employees and management in order to keep the organization on toes to any emerging affair that may affect the organization. Furthermore, a manager who is not adaptive to various aspects that influence operations of an organization can translate to a big blow on the general activities in terms of productivity, sales and ultimately, profitability. Such was the case with our company. Since the company owners could not allow activities to flow the way they were supposed meant that something had to be done. It was through these issues there was a need to come up with solutions by exploring other possible business structures that could offer advantages of quick reaction to all departments of the company. Steps Taken to Assess and Address Workplace Issues The major model that was dealt with in this case was Complex Adaptive System (CAS). For the last 3 decades, the speed with which business cycle is done has increased dramatically. There are significant changes that are taking place faster than the past product cycles while markets have turned out to be nearly unpredictable such that traditional management paradigms are not capable of maintaining a stable rate (Joiner Josephs, 2006). At our company, this had been a notable issue in that transforming from traditional to modern organizational management styles, which are currently applied in our company, was quite slow. CAS was suggested and proved to help the management solve the problems that it was facing. In this case an organization is reviewed as an adaptive system that should match to complexities of its surrounding. In this organization, employees complained about difficulties of coordination between departments and, consequently, several other activities of the company. Anderson (1999), infers that this kind of workplace problem may sometimes emerge after an organization starts its operation or when executing a strategy because is caused by changes in technology and other managerial aspects in the workplace. The CEO has to be keen in order to incorporate such challenges into the organization culture since not all of these challenges can be eliminated. Maguire and colleagues (2006), recognized that a choice has to be made between maintaining the norm of complexity reduction and adopting an appropriate mechanism for current issue of several competitors. These policies are examined coupled with their merits and demerits to determine the most appropriate and convenient way in arriving at timely decisions to solve such workplace problems. The problem was also identified under the premises that in any organization customers are taken to be the pillars of the company success. Stacy (2011), recognizes that decline in customer base is a clear indication of a firm’s negative growth. This major problem was accomplished by some other minor issues which can be routed from customer dissatisfaction such as reduced returns due to disloyal customers diverting to competitor’s products and services. In order to deal with such a problem in the workplace, Anderson (1999), recognizes two modes of adaptation to such complex environment namely; complexity absorption and complexity reduction (Simon, 1962). He notes that complexity absorption creates choices and risk controlling techniques through alliances. Most importantly, complexity reduction advances directly after it has been comprehended. Simon (1962), recognizes that there is other organizational information space, also referred to as I-Space approach to the two models mention above. The approach includes abstraction, codification and diffusion of information as an attribute of organizational culture. Abstraction refers to reduction in the total amount of data to be assigned for particular phenomenon (Boulding, 1956). Codification, on the other hand, entails giving form to a particular phenomenon by assigning its data. Lastly, a diffusion aspect occurs when information is spread through population of data dispensation agents. Simon (1962), recognizes the strength and structure of algorithmic information complexity in a manner that equates its levels of abstraction and codification. Fabric of information diffusion is only realized through identification of system sections and richness of cross coupling (Maguire, McKelvey, Mirabeau Oztas, 2006). Role of Literature in Informing the Process Literature played a huge role in informing the whole process of problem identification, Assessment, evaluation and formulation of solutions. Volberda and Lewin (2003), proposed that analysis and its practical application can be used to enable CEO make quick and rational decisions that will consequently enhance timely and appropriate response to consumer complaint and, thus, retain them in the organization. Gone are the days when little number of competitors in the market, hence, organizations operating in current environment have to adapt a system of timely and right decision making. The CEO will, therefore, have to incorporate any or the four approaches with the right mode of complex theorist mentioned in the previous paragraph. Another issue concerned poor planning and strategy development methods in the workplace applied by the CEO. With this problem, there is a vital need for a holistic paradigm to run and ensure consistency in responsibility of changing and complex environment for community, business, and individuals. According to Highsmith (2013), when future research is joined with workplace theory, there can be increased comprehension of complex and dynamic nature of a workplace. This investigation contributes to knowledge by showing the way future studies can assist the CEO think, plan, and act creatively to offer better workplace strategies. The model also offers another contribution to knowledge and growth of future oriented framework which can be applied in the workplace to show how the CEO can use future studies in such situation. Anderson (1999), recognizes that the workplace today is different from the past and that it will keep on changing. . The change is attributed to not only external force s like economic, societal, demographic, technological and environmental but also the internal institutional trends and real estate industry change. Role of Dialogue and Activities Dialogue and activities throughout the module played a huge role in informing the whole process. Major lessons learned through conversations and practice engagement enhanced corrective steps to be followed. Watching videos and reading literature including class conversations enhanced the entire process. In his video, West (2011), recognizes that the workplace of yesterday has been replaced by the networked office, which seems to be the best concept for a company in changing and complex environment of today. According to Maguire (2006), there are other alternative space concepts that can be incorporated in the networked office such as distributed, sustainable and collaborative workplace. Therefore, for our and other similar CEOs and managers, Stacy (2011), recognizes that the same office will be there in future but it will have changed in that the city and virtual environments will be the order of the day. When such managers embrace the futures theory, it will be easy to adapt to the ever changing complexities in the workplace environment. There are various approaches and models that deal with complex adaptive systems (Narendra Annaswamy, 2012). Depending on the situation to be addressed, the use of the right theory or model can prove essential in assisting managers comfortably adapt to changes that occurs in organizational dynamics and complexities. Dialogue and module activities also informed of another approach to critical action learning that is collaboration and engagement. Maguire et al. (2006), highlighted that critical action should be perceived as a group process for personal problem solving and at the same time, a collective process in a particular context for inquiring into real organizational projects and actions. Underpinned in critical action learning should be learning groups and society that are fundamental in creating collaborative relationship. They also assist in providing adequate chances to develop skills necessary for working in partnerships, associations and cross organizational boundaries. Uniqueness of collaborative relationship is that it offers a means for self-governance, shared decision making and problem solving which enable individuals to possess and be accountable for their actions (McKelvey, 2002). Developing Solutions Solutions were developed after keen reference to literature and module activities. Referring to the company of interest, Highsmith (2013), proposed that the management should allow employees to contribute in strategic discussion. Being engaged in decision making process, within their organizations, employees feel the urge of responsibility for their actions since they know that they are decision makers. Even if they may not be punished in case of failure of action that they proposed, they tend to feel directly accountable to the decisions adopted in which they had played a role in their adoption and implementation. Therefore, the CEO was advised to emphasize on patterns of communication and encourage a culture that promotes collaboration and sharing within the organization departments. Knowles and Gilbourne (2004), further the collaborative and engagement approach and says that it enhances open and iterative nature of learning. Critical learning societies offer a platform where comparatively intellectual ideas can be discussed and applied (Knowles Gilbourne, 2004). She exemplifies the manner in which politics and organizing associate in the context of open platform and experimentation by examining the notion of engaging insights (Volberda Lewin, 2003). According to Senge (1990), collaborative insights offer a synergy with significant learning since both the management and employees can interact about important for the organization matters and come up with practical way of solving issues in question. Another vital approach in critical action learning is a concept of creation of an open environment identified by Highsmith (2013). The concept entails ability to deal with unexpected circumstances. When the organization operates on flexible procedures such that it can shift to effective terms of operation when they occur; probably because they did not exist, the company is bound to overcome numerous challenges compared to a company which operates in closed environment. Stacy (2011), describes an open environment as that which runs on a broad vision of going for nothing but the best. This implies that even the employees have freedom to bring on board any suggestions which they think may increase organizational productivity, sales and ultimately profits (Highsmith, 2013). Moreover, such organization operates in a transparent environment where communication is not restricted to any specific direction. Management of the company was advised to adopt an open environment management to overc ome the workplace problems it was experiencing (Beach, Bird Gibbs, 1987). The company was able to develop a vibrant physical as well as virtual environment that creates transparency and openness apart from investing in communication systems. According to William (2007), the way communication is done matters more than the subject of communication itself. The organization succeeded in adapting to unexpected occurrences by abandoning narrow communication paths that do not achieve communicating expected information and set up unstructured, open communication paths like open space events that enable an open exchange for knowledge and ideas. Plan for Action In professional practice, one should be able to develop skills in problem solving and effective decision making. In the case, it is clear that critical reflection and change are central features of complex problem solving. Preparing for professional practice will need me to have the idea of reflection, especially on experience that is vital to the theories of learning which have come in handy to inform action leaning practice. Anderson (1996), argues that reflection enhances depth and relevance of organizational learning to deal with emergence of self-insight and development to enhance transferable ideal of reflective practitioner. I will also need to engage in effective conversations and dialogue in order to enhance company learning and change. I will also need to understand that critical reflection is not only about problem solving but includes comprehending the whole organization or individual as mediated through experience. I have also realized that there is a connection between how an individual manages his personal life and how he manages an organization. Such realizations will assist me to be a change agent within my organization. In conclusion, it is evident that the sense of reflection should be part of an action plan. The CEO natural life is that of slow but sure. He likes doing his activities without haste and with great meticulousness. This character shows how he involuntarily fined himself running the company. Before, he was a slow decision maker as he took his time pondering on consequences of his actions. However, considering the fact that the organization is surrounded by numerous competitors, any delay in appropriate action may result into loss of business and reduced margins. Thus, his slow character ought to be improved by the appropriate critical learning approach. Critical reflection into experiences within and outside the organization will play a huge role in enhancing formulating solutions to the problem. Solving complex problems within an organization requires a complex approach as well.

Grow a Magic Crystal Christmas Tree

Grow a Magic Crystal Christmas Tree The magic part of the magic crystal Christmas tree is partly how quickly the crystals grow and partly the whole notion of a paper or sponge tree magically sprouting crystal foliage. This project is a variation on the charcoal crystal garden, except the crystals are grown on a tree form. Magic Crystal Tree Experiment Difficulty Level: BeginnerTime Required: OvernightMaterials: Salt, Water, Ammonia, Laundry BluingKey Concepts: Crystallization, Dissolving Magic Crystal Christmas Tree Materials 6 tablespoons or 90 ml water6 tablespoons or 90 ml table salt (preferably uniodized)6 tablespoons or 90 ml Mrs. Stewarts liquid laundry bluing1 tablespoon or 15 ml household ammoniaFood coloring (optional) Make the magic solution by dissolving the salt in the water and stirring in the bluing liquid and the ammonia. Grow a Magic Crystal Christmas Tree There are ​a  couple of different ways you can go here. You can cut a sponge into the shape of a Christmas tree, set it in a shallow dish, and pour the crystal solution over the sponge. Set the dish someplace where it wont be disturbed. You can dot the sponge with food coloring (like ornaments) if desired. Depending on the temperature and humidity, crystals may start to appear on the sponge Christmas tree in less than an hour. You should have a nice set of crystals if you let the dish sit out overnight. The other method is to cut out a cardboard or blotting paper Christmas tree. If you make two of these trees, you can cut one halfway down the top and the other halfway up from the bottom, match the cut ends together, and create a standing 3-dimensional tree. You can decorate your tree with food coloring ornaments. Set this tree in a shallow dish that contains the crystal growing solution. Crystal leaves will start to grow on your tree as the liquid is wicked up the paper and evaporates. If you cant get laundry bluing, you can get inexpensive kits to grow magic crystal Christmas trees.

The Dock Street Theater Charleston South Carolina Essay

The Dock Street Theater Charleston South Carolina - Essay Example However, the main entrance to the building was built about 46 years later by J.W. Gamble in 1855 Just like it had been named, the hotel was mostly the preserve of planters who travelled to Charleston from South Carolina to take part in horse-racing activities. The hotel was reputable for its classy food and drinks during this period. It is also believed that South Carolina's famous punch was first made here. One peculiarity about this hotel was that in those early days guests passed through the recessed porch with brownstone columns. This led into a lobby that gave access to a grand staircase that ascended to a drawing room. Despite signs of considerable alteration to the interior, the elements of the antebellum hotel remained and were reintegrated for reuse in the building. Following these years of renovation works, a series of additions to the hotel spanning the entire 19th and 20th centuries can be readily identified by the different colorations of the bricks. The history of the Dock Street Theatre also brings to mind the story of Charleston's theater history. In the 1930s, the building had some restoration work carried out by the City of Charleston as a Works Progress Administration project. It was under this project that a large a large section was constructed behind the hotel containing a stage and auditorium characteristic of the 18th century. After this building was finally renovated, it was named after a 1730s theater which stood on the Queen Street side of the building. On the other hand, the theater is said to have been the first building purposefully constructed for theatrical performances in the USA. In the course of this, Planter's Hotel sporadically housed one of the city's theatrical bands, which performed at the nearby New Theatre during the mid-19th century. The most prominent actor of this band was Junius. B. Booth. He was the patriarch of an exceptional group of actors, which included J. W. Booth; the guy who assassinated President Lincoln. Junius Booth, stayed at the Planter's Hotel, and was alleged to have attempted killing his manager in 1838. Today the Dock Street Theatre is home to a community theater group called the Charleston Stage Company, and houses the city's Cultural Affairs office as well as The City Gallery, which is an exhibition space for local artists. Another interesting story about the history of the theater reveals that an announcement in the South Carolina Gazette in 1736 read that a new theater would open in Dock Street. The house later became known as the Dock Street Theatre for the two years it was in operation. It closed in 1738 and got burned in the great Charleston fire of 1740. Two more playhouses were built on or near its site, one in 1754 and a second in 1766, and then a hotel was built in its place. Before becoming a community theater, the city made a move to restore the original theatre, and they rebuilt the building using plaster and woodwork for historic buildings that were being torn down. In 1937, using funds and people from the Works Progress Administration, a same-model of the original eighteenth century interior was constructed inside the crumbling hotel. Owned by the city, the restored theatre opened, as its ancestor had, with a production of The Recruiting Officer. The Dock Street Theatre was an outgrowth of the little theatre movement. So, in 1937, the theater reopened and is today home to the Charleston

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

Vatican council 2 - Essay Example O’Malley himself supports the third interpretation and holds that Vatican II marks a great change in the history of the Church. In O’Malley’s opinion, the Council has ushered in decrees â€Å"that marked a real departure from previous Catholic practice.† These include the license to engage in joint prayer with Protestants and attend services in Protestant churches. The Decree on Religious Liberty also put an end to the earlier  Ã¢â‚¬Å"ideal that Catholicism should be established as the official religion of every nation, even the United States.† O’Malley contends that the radical aspect of Vatican Council II is its changing emphasis on the style of the Church. This emphasis is seen in the â€Å"striking shift in language† in the documents of the Council. Departing from the abrupt, authoritarian tone of earlier Councils, Vatican Council II adopts an â€Å"invitational style† which attempts to foster dialogue, respect for conscience, freedom of speech and a spirit of participation. The new â€Å"invitational† style of Vatican II is seen in: the emphasis on partnership and collaboration in relations among church hierarchy and with the laity; the emphasis on the main pastoral ministry being service; openness to change and development; a conciliatory attitude towards all faiths; and the active participation of the entire congregation in the liturgy. O’Malley’s article attempts to support the author’s contention that the Vatican Council II ushers in transformation in the style of the Church. The five points O’Malley cites in order to support his stand are very credible as they mark a change of direction in the Church. However, O’Malley argues that even this change is grounded in the past tradition of the Church. The â€Å"partnership and collaboration† (O’Malley, 2003) which the Council recommends in the relationship of the Church hierarchy is in line with the traditional understanding of the ‘Mystery of the

Gender Role in Triffles Essay Example for Free

Gender Role in Triffles Essay The roles and rights of women in the Victorian era up to nineteen hundreds differ drastically from where women stand today. In the play â€Å"Trifles† by Susan Glaspell, females are portrayed to be an insignificant part of society compared to the importance of males. Susan Glaspell’s play Trifles is a murder mystery type of play that discovers and analyzes gender roles and corrupt relationships due to the Victorian time period. The typical stereo type for women in the nineteen hundreds was being nothing but a housewife. A good house wife in this time was considered to have children, take care of the children and clean the house, and there not much more to it. In the nineteen hundreds women did not have many career options, they had almost none. Women’s education was not seen as an important thing to promote. Stated by Helen Nickson in the article Life of Women in the Victorian Era, â€Å"The only role of women in the Victorian era was to get married and look after the homely chores The ladies did not do things themselves but told others what to do. They were just supposed to marry and raise children. The women of lower class worked in the factories, garment industries, laundries or various other jobs to support themselves.†. Women were treated more like an object or a servant rather than a person or spouse. One of the main characters in the play Trifles named Hale states a short simple statement that when looked into, states a strong opinion. Hale states to another male in the play, â€Å"Well, women are used to worrying over trifles.†. This statement shows how the men in this day thought women lacked common sense or intelligence. When trying to investigate the murder in this story, the men took no part of the women’s opinions. Women’s rights have come a long way since the Victorian Era. Women had little say in just about everything whether it had to do with marriage decisions or political things. Set up marriages were a common thing women had no say in. In today’s world women can vote, support themselves and choose who they marry. Some people wouldn’t believe the simple rights women have today were fought for way back when even in the nineteen hundreds. Women had little almost no career options in the Victorian Era. The few career choices were only for single women who needed to support themselves, if one was a house wife that was there life. Men had high expectations of their own wife’s classiness and manners in public places in the nineteen hundreds. Many males were very judgmental, much in like the play Trifles, of any opinion from a women back in the day. In an online article by Rachael Hurvitz, she states â€Å"For Victorians, divorce was not only extremely expensive, it was very hard to do. Women and men stayed in unhappy marriages for numerous reasons. Many stayed away from divorce because of the stigma attached to divorced women. It was also considered a societal taboo†. Women feared divorcing the one they were married to strictly due to the opinions of others in society. In Trifles a woman ends up murdering her own husband, rather than divorcing. The investigators don’t suspect her at first strictly because she is a wife and a female. When another female suggests that the husbands wife could be a possibility, the men just laughed to each another. Before women had fought for their rights, they lacked respect from society. Women have come a long way today, now having equal rights to anything men can do, including career choices and political voting. Works Cited Glaspel, SusanTrifles Literature: Eleventh Edition Nickson, Helen. Life of Women in the Victorian Era. Web.: http://ezinearticles.com/?Life-of-Women-in-the-Victorian-Eraid=2359711 Hurvitz, Rachael â€Å"Women and Divorce in the Victorian Era† http://www.clas.ufl.edu/users/agunn/teaching/enl3251/vf/pres/hurvitz.htm

The Euro Essay examples -- essays papers

The Euro To most people in the United States hearing the word Euro brings about blank stares. Ask this same question in England or another European country and it means bringing Europe together under one common currency. The Euro can be defined as the common monetary system by which the participating members of the European Community will trade. Eleven countries Germany, France, Spain, Portugal, Ireland, Austria, the Netherlands, Belgium, Luxembourg, Finland and Italy will comprise the European Economic Monetary Union that will set a side their national currency and adopt the Euro in 2002. A new National bank, based in Frankfurt Germany, will be constructed and the interest rates that control the economies of these nations will be in the hands of this new system. It is indeed a great experiment, being masterminded in Frankfurt, one that will be felt through out Europe as well as the rest of the world.1 The combined countries, now more commonly referred to as Euroland, will fall under one national bank. This bank, the European Central Bank, will determine the economic fate of the entire â€Å"Union†. The merging of eleven currencies is a daunting and somewhat lethal task. The ECB is comprised of seventeen members, each having one vote within the governing council. What has most Europeans concerned is the ECB’s secrecy of conducting business. There is no voting record nor will there be published minutes of the meeting that take place. Wim Duisenberg president of the ECB and a native Dutchman stated that he wanted the ECB to be one of the most open banks in the world.1 When BBC reporter Steve Levinson confronted him about this in Frankfurt Germany Wim replied I reconcile these two positions by not defining openness as publishing everything that will be available, but by defining openness as explaining every decision, every consideration. Also the pros and cons and to be very open about that and to be frequent and immediate in that openness. (Livinston, Euroland 3) Why does the ECB operation so much secrecy? Is does not want economic policy moved by political influence. In January of this year the Bank of Ireland became a regional branch of the ECB. Morris O’Connell, its governor, supports the ECB’s tight lips stating I don’t think it’s appropriate that you should be announcing how each person may have voted. I think you’re creating other p... ...ause they cannot gauge the governing council’s true thinking. The fourth concern of the implementation of a solitary currency in Europe is that of who is in control?4 Officially the ECB is independent and answers to no political nation. But can one council possibly have the ability to control and balance eleven different economies at the same time? Some say no, but if it can even succeed only a little bit what is good for one economy may not be good for another. This leads into the final concern: Does one economy fit all? When the economy is in the basement the first thing that politicians ask for is a cut in interest rates. In the beginning this may give the desired results but in the long run may entirely destroy an economy. It becomes macroeconomics versus microeconomics.4 What is good for the economy as a whole may not be good for every sector and region. What one can conclude by the scheme of things that the Euro is going to happen. What the out come will be and what effects it will have towards the economic world can only be speculated. The entire world will be watching as the largest economic experiment of our time unfolds before in front of us half way around the world.

Abortion Pill

â€Å"The abortion pill should be banned due to the negative consequences it causes to women† ________ Abstract The New Era's freedom of sexuality and contraception's campaigns had reached all the world, leading as a consequence the fact that in every country there are more and more unwanted pregnancies. Conception has been debated for so long, and there's not a scientific posture accepted officially by any nation, so due to desperation, medical experts had created what appeared to be -for some- the solution to unplanned pregnancies, the abortion pill.The components of this pill are lethal if the it doesn't work as it meant to be, psychological and physical effects can remain forever in women's life, without even a possible cure, depending on the cases. The purpose of this essay is to proof that its better to think before making any decision that will bring serious impacts in people's life, including family and of course, society; abortion with the pill its not easier or less painful than the other ways. INTRODUCTIONAbortion had been part of our history from many years ago, but do we really know how it appeared and how it influences negatively our society?. I shall began the development of this controversial subject by exposing the genesis of abortion; the first evidence of induced abortion is from the Egyptian Ebers Papyrus near the 1550 BC, but it was in China were this matter became a concurrent practice between women, so according to Chinese folklore, the Emperor Shennong prescribed mercury to induce abortions.In primitive cultures, they used physical activities as a way to interrupt pregnancy, such as climbing, weightlifting or diving, while others tend to use plants and its poisons or pouring hot water into the abdomen. Some archaeological discoveries indicate that surgical attempts to extract the fetus existed in these cultures. In Greece and Rome, abortion was practiced as well. Hippocrates, a Greek physician forbid the use of pessaries or vagina l suppositories to induce the interruption; apparently because they caused vaginal ulcers, in an oath for doctors.In the other hand, Scribonius Largus, a Roman famous doctor said that â€Å"Hippocrates, who founded our profession, laid the foundation for our discipline by an oath in which it was proscribed not to give a pregnant woman a kind of medicine that expels the embryo or fetus†[1]; the interpretation of this oath was only applied for women who were not prostitutes, because otherwise they would have to use methods such as jumping and touching their buttocks with their heels on each leap.There were found likewise certain objects described as instruments that apparently dilated cervix and curette inside of the uterus. Moving on to the second and third century, Tertullian, a Christian theologian, described surgical implements that were part of a procedure very close to what now we call dilation and evacuation, it consisted on a tool like an annular blade to curette and a blunted or covered hook to extract the fetus, they would use as well a copper needle or spike.Tertullian said that this procedures could take place only when the fetus was in an abnormal position in the womb and it would endanger the life of the mother, or when it had expired in the uterus[2]. Hyppolytus of Rome, wrote about women that binded tightly themselves around the middle in order to expel what was being conceived. Later on from 5th century to 18th, appeared new methods of abortions. The most popular one was to sit over a pot of steamed onions or to massage pressuring the abdomen to expulsion the baby.The physical means remained represented this time by battery or tightening the girdle, these were special bands worn while being pregnant to support the belly. In New Zealand, before colonization, drugs, religious ceremonies and the restriction belt were used. In Asia, the peasant Japanese women were hit till they abort, a proof of this are the statues erected in memory of abort ion in the Temple of Yokohama. In Cambodia's temples in their walls are some decorating paintings that shows a demon performing an abortion upon a oman who has been sent to the underworld for committing such a crime. In the 19th century, there were notorious advances in surgery, anesthesia and sanitation, and abortion was banned in the United States of America. Even though, research has shown that the most common and illegal method by that time was the flush inside the uterus. In France, family planning writers convinced the society that abortion was a logical solution to unwanted pregnancies. Women got desperate and started using objects such as spoons, sticks, candles and knives to abort.Statistics show that abortion remained dangerous and that 150,000 abortions that occurred annually in the U. S during the 20th century, one in six resulted in death[3]. The natural abortifacients were the inspiration for the creation of the abortion pill, this included botanical preparations with Italian catnip, cyperus, pennyroyal (which is lethal), savin, opium, lavender and thyme, even animals were used like crushed ants, saliva of camels and hairs of deers and even bear's fat.The abortion pill began in New York during the 1830's by Madame Restell who illicitly provided surgical abortion and the pill. She offered confidence and a good job, she called them â€Å"Female Monthly Regulation Pills†, the labels she used as advertising told about birth control and a possible miscarriage. Her purpose was to help women at first, but hen it became a millionaire business and she took advantage of it, extending her services not only to unmarried women who were pregnant, but also to those who were married and didn't want a baby yet, leading to the pioneer of family limitation of the time.She remained forty years in the market and was always the main target of criticism, she got arrested in 1841 and committed suicide in 1878[4]. The abortion pill's main component is called Mifep ristone, which is a synthetic steroid used as a pharmaceutical. Its both used as a contraceptive and an abortifacient during the first two months of pregnancy. It was discovered by Georges Teutsch, developed in Roussel-Uclaf Co. in 1980 but bettered by Emile Baulieu, who made tests of its use in eleven women in Switzerland at the University of Geneva's Cantonal Hospital, the results ere successful and in 1988 France announced its approval, despite antiabortion movements that took place. French government decided to distribute it free of charge and near 34,000 women used this pill for a short period of time, until Roussel-Uclaf settled a price. Mifepristone was introduced to Great Britain and Sweden in 1991, this is when the Roman Catholic Church protested and blocked all types of distribution of the abortion pill. After all boycotts, Exegyl in 1999 got the approval of Mifegyne (Mifepristone) in eleven additional countries and in 28 countries over the following decades.This medicine is approved for: Medical termination of pregnancies (up to 49 days of gestation), dilation of the cervix prior to mechanical cervical dilatation and labor induction in fetal death inside the uterus. This is sold in the U. S, and a 600 mg dose is administered combined with the proper counseling session; then 400 mg of misoprostol is given to the patient in order to provoke contractions, the accuracy of this method is calculated in the 92% of the cases, and if its not, then surgical procedure takes place.Its obvious that the purpose of this pill is to end up with life and bring to the whole world a new era of irresponsibility and freedom of sexual relations without contraceptive methods and promiscuity. Abortion's consequences can be referred as physical and psychological, though it varies from woman to woman, it depends on the organism and how it works, as well as moral and ethic values. Regarding physical aspect, it is proven by the Royal College of Obstetricians and Gynecologists t hat this method has a risk of 0. 23% of failure and could lead to negative consequences for the mother[5].The list of complications can begin with abdominal pain, uterine cramping and vaginal bleeding from 9 up to 16 days, even though the last research show that almost 8% of women experienced bleeding for at least 30 days and between 4. 5 and 7. 9% of women require a surgical intervention, as we know this can lead to a more dangerous procedure. Nausea, vomiting, fatigue and diarrhea with fever are some other side effects. As we can see, its not only getting rid of a life, but jeopardizing your own body's health. The worst physical effect could be the Pelvic Inflammatory Disease also alled PID, which affects not only the uterus, but also the fallopian tubes and the ovaries by scarring inside the reproductive organs. Infections might take place due to viral, fungal, parasitic and bacterial infections. Over 100,00 women become infertile in the US each year because of PID[6], it can als o cause appendicitis, ruptured ovarian cysts and even tumors. This disease may be curable but in the worst of cases it can be permanent if the infection is in the fallopian tubes or ovaries, to avoid all this complications is through prevention.Infertility maybe a result of the use of the pill, this is the proof that using it is like playing to the roulette, you don't know what you are going to get afterwards. Neonatal exposure to a single large dose of Mifepristone causes both functional and structural reproductive abnormalities. In fact, 71 cases registered between 1987 and 1998 as continued pregnancy after the failure of using the pill, it is estimated that about 405,000 medical terminations of pregnancy using Mifepristone in the United Kingdom, France and Sweden.In 21 of the cases, Mifepristone was used alone, and in the others it was combined with misoprostol, sulprotone, gamesprost and an unspecified prostagladin. The research concluded that eight cases from the 71 embryos wer e malformed[7]. There's another example occurred in Brazil, a study showed that 42 infants ex[posed to the abortion pill (200-1600mg dose), had defects after their mothers fail in interrupting pregnancy during the first three months of gestation, proving that this problem is not only in Europe and North America, its also an issue of Latin America countries.Consequences are not just about physical, psychological might be even worse. Researches has been interested in post-abortion reactions, concluding in a period of psychiatric emotional paralysis, also called numbness; this mean women are unable to express any feeling or emotion, in order to finally get over it. Between 40 and 60% of women questioned reported negative reactions, 55% expressed guilt even after weeks of having committed abortion, 44% had nervous disorders, 36% had sleep lack, 31% experimented regrets and 11% has prescription of psychotropic medicine.These results are really alarming considering that these studies were made 8 weeks after abortion. Another research was based in interviewing 500 women, the 10% of them agreed that they had serious psychiatric complications and the 50% experienced negative feelings and hate for themselves. Statistics reveal that sex life of aborting women is affected dramatically represented by the 30-50% of sexual dysfunctions, losing pleasure for intercourse, pain and aversion to sex even males; or by the contrary promiscuous life style.As a result, most of them end up pregnant again to make up for what they did before. Teenagers that tend to abort, have higher risks of living with psychological perturbations forever, even more if they are under 17 years old; symptoms include self-reproach, depression, social regression, withdrawal, obsession to become pregnant again and hasty marriages[8]. Data indicates that there's a five tot en year period of denial of a woman who is traumatized by abortion in which she may repress all her feelings, avoid people, situations or events that could remind her of that episode.But it's not over at all, other women might feel pleased at first, but decades later they will burst into an emotional crisis, mainly during menopause, abortion is like a ghost chasing women's memories. Family is also affected by abortion, this is because all these psychological reactions increase the self-destructive behavior, the 80% percent of the questioned women expressed to feel self-hatred. The 49% reported drug abuse and the 39% began abusing from alcohol.Near the 14% accepted becoming alcoholic or addicted after the abortion period, the most worrying fact is that more than the half of them with the 60% have thought about suicide only the 28% succeeded in the attempt more than two or three times[9]. Considering all these numbers and information based on multiple studies done for years, it's time to educate our society in first place to avoid all this terrible and unnecessary nightmare women have to live everyday, because abortion unfortunately is an everyday issue.Women should analyze all the risks they are running only for some minutes of pleasure, responsibility is the most assertive way to handle sex life, the use of contraception had been promoted worldwide constantly since long time ago, so there's basically no excuse for acting selfish regarding a pregnancy. Is understood as well that there's non consensual intercourse, but never the less there other solutions for an unwanted child such as giving him/her up for adoption, since there are so many families wanting so much to have children without the opportunity to.The government is the one that should encourage teenagers and in general all the population to think about this issue and impose policies that supports correct sexual education so abortion rate could decrease. Life is a gift from God that should be appreciated despite any fact, we have no right to decide if someone must live or die. Medicine and technology had helped society grow this last year s, but it doesn't mean we don't have to set up limits to it, we can't let them control our lives and our destiny.The abortion pill should be banned not only because of scientific facts shown before but for ourselves, to make a better place we can live in. This not only about one life and by being selfish, but about our community and the example we are leaving behind for our future generations. Methods like this jeopardize the integrity of family, the moral values that makes it the nucleus of the society, setting the standards of promiscuity and false sexual freedom. BIBLIOGRAPHY 1. Scribonius, Compositiones Praef. 5. 0–23 (Translated and cited in Riddle's history of contraception and abortion) 2. Celsus (1935). â€Å"Prooemium†. In W. G. Spencer. De medicinal.London: Heinemann. p. 457. OCLC  186696262. http://penelope. uchicago. edu/Thayer/E/Roman/Texts/Celsus/7*. html. 3. Streitmatter, Rodger (2001). Voices of Revolution. Columbia University Press. p. 169 4. Richard son, Cynthia Watkins (2002). â€Å"In the Eye of Power: The Notorious Madam Restell† (PDF). Khronikos (University of Maine) 5. The Care of Women Requesting Induced Abortion  : Evidence-based clinical uideline number 7. London 6. STD Facts – Pelvic inflammatory disease (PID)†. http://www. cdc. gov/std/PID/STDFact-PID. htm. 7. UK multicentre study group. The efficacy and tolerance of Mifepristone and prostaglandin in termination of pregnancy of less than 63 days gestation; UK multicentre study—final results. Contraception 1997; 55: 1-5 8. Wallerstein,et. al. , â€Å"Psychosocial Sequelae of Therapeutic Abortion in Young Unmarried Women†, Archives of General Psychiatry (1972) vol. 27 9.Reardon,†Criteria for the Identification of High Risk Abortion Patients: Analysis of An In-Depth Survey of 100 Aborted Women†, Presented at the 1987 Paper Session of the Association for Interdisciplinary Research, Denver. 10. Wilke, Handbook on Abortion, (C incinnati, Hayes Publishing Co. , 1979 11. Zimmerman, Passage Through Abortion (New York: Praeger Publishers, 1977 ———————– [1]Scribonius, Compositiones Praef. 5. 20–23 (Translated and cited in Riddle's history of contraception and abortion) [2]Celsus (1935). â€Å"Prooemium†. In W. G. Spencer. De medicina.London: Heinemann. p. 457. OCLC  186696262. http://penelope. uchicago. edu/Thayer/E/Roman/Texts/Celsus/7*. html. 1. [3]Streitmatter, Rodger (2001). Voices of Revolution. Columbia University Press. p. 169 1. [4]Richardson, Cynthia Watkins (2002). â€Å"In the Eye of Power: The Notorious Madam Restell† (PDF). Khronikos (University of Maine). [5]The Care of Women Requesting Induced Abortion  : Evidence-based clinical guideline number 7. London [6]†STD Facts – Pelvic inflammatory disease (PID)†. http://www. cdc. gov/std/PID/STDFact-PID. htm. [7]UK multicentre study group.The efficacy an d tolerance of Mifepristone and prostaglandin in termination of pregnancy of less than 63 days gestation; UK multicentre study—final results. Contraception 1997; 55: 1-5 [8]Wallerstein,et. al. , â€Å"Psychosocial Sequelae of Therapeutic Abortion in Young Unmarried Women†, Archives of General Psychiatry (1972) vol. 27 [9]Reardon,†Criteria for the Identification of High Risk Abortion Patients: Analysis of An In-Depth Survey of 100 Aborted Women†, Presented at the 1987 Paper Session of the Association for Interdisciplinary Research, Denver

Archibald Motley’s Art

Archibald Motley Jr. is one of the African America painters who is renowned all over the world because of his work. One of his popular works is entitled ‘Blues’. The ‘Blues’ work of Archibald Motleys is my favorite because of two things: one, because of the socio-political message the painting evokes, and two, because of the artistic style that Motley features in this particular work. The socio political meaning of the painting refers to the feeling of fusion that the painting evokes. If the audience of the painting will know of the background of the painting, then the audience will understand how the painting symbolizes the ability of music to bring together people from different parts of the world with different origins and inclination. The title is pertaining to the type of music that originated from African Americans, and during the time Motley composed it, it was a tribute to a part of the global music scene that is growing in public acceptance and enjoyment. Like what Shuman pointed out in explaining the relevance of the painting, ‘in the hands of artists like Hughes and Motley, the blues were a potent force in both popular and high culture' (Shuman, 2002, p. 739) The aesthetic appreciation for this particular work is focused on Motley’s ability to pay tribute to the creators of such music by designing in the composition in a way that the black acts as a dominant feature of the painting, broken by the colored images of the dancers and the musicians and their clothing and the instruments. There is a sensual and fluid feeling that goes along with the painting, prompting the audience to get a glimpse of the high that comes along with the dancing of the blues because of what the curve lines evoke. The prevailing black patterns seem like references to the Black ancestry, origin and lineage, since the painting is a tribute to the success of one of the types of music that they introduced to the world. This is as much a reflection of his pride for his skin color. Being an African American himself, the painting speaks of how Black people are fusing with the rest of the world in great fluidity.

The Anatomy of a Delphi Unit (for Beginners)

The Anatomy of a Delphi Unit (for Beginners) If you plan on being a good Delphi programmer than words like interface, implementation, and uses need to have special place in your programming knowledge. Delphi Projects When we create a Delphi application, we can start with a blank project, an existing project, or one of Delphis application or form templates. A project consists of all the files needed to create our target application.   The dialog box that pops up when we choose View-Project Manager lets us get access to the form and units in our project.   A project is made up of a single project file (.dpr) that lists all the forms and units in the project. We can look at and even edit the Project file (lets call it a  Project Unit) by choosing View - Project Source. Because Delphi maintains the project file, we should not normally need to modify it manually, and in general it is not recommended for inexperienced programmers to do so. Delphi Units As we know by now, forms are a visible part of most Delphi projects. Each form in a Delphi project also has an associated unit. The unit contains the source code for any event handlers attached to the events of the form or the components it contains. Since units store the code for your project, units are the basic of Delphi programming. Generally speaking, unit is a collection of constants, variables, data types, and procedures and functions that can be shared by several applications. Every time we create a new form (.dfm file), Delphi automatically creates its associated unit (.pas file) lets call it a  Form Unit. However, units dont have to be associated with forms. A  Code Unit contains code that is called from other units in the project. When you start building libraries of useful routines, you will probably store them in a code unit. To add a new code unit to Delphi application choose File-New ... Unit. Anatomy Whenever we create a unit (form or code unit) Delphi adds the following code sections automatically: unit header,  interface  section,  implementation  section. There are also two optional sections:  initialization  and  finalization. As you will see, units have to be in a  predefined  format so that the compiler can read them and compile the units code. The  unit header  starts with the reserved word  unit, followed by the units name. We need to use the units name when we refer to the unit in the uses clause of another unit. Interface Section This section contains the  uses  clause that lists the other units (code or form units) that will be used by the unit. In case of form units Delphi automatically adds the standard units such as Windows, Messages, etc. As you add new components to a form, Delphi adds the appropriate names to the uses list. However, Delphi does not add a uses clause to the interface section of code units- we have to do that manually. In the unit interface section, we can declare  global  constants, data types, variables, procedures and functions. Be aware that Delphi builds a form unit for you as you design a form. The form data type, the form variable that creates an instance of the form, and the event handlers are declared in the interface part.   Because there is no need to synchronize the code in code units with an associated form, Delphi does not maintain the code unit for you. Interface section  ends at the reserved word  implementation. Implementation Section The  implementation  section of a unit is the section that contains the actual code for the unit. The implementation can have additional declarations of its own, although these declarations arent accessible to any other application or unit. Any Delphi objects declared here would be available only to code within the unit (global to unit). An optional uses clause can appear in the implementation part and must immediately follow the implementation keyword. Initialization and Finalization Sections These two sections are optional; they are not automatically generated when you create a unit. If you want to  initialize  any data the unit uses, you can add an initialization code to the initialization section of the unit. When an application uses a unit, the code within the units initialization part is called before the any other application code runs.   If your unit needs to perform any cleanup when the application terminates, such as freeing any resources allocated in the initialization part; you can add a  finalization  section to your unit. The finalization section comes after the initialization section, but before the final end.

Critical Skills for Managing Your Time in College

Critical Skills for Managing Your Time in College Everyone knows that good time management skills are important for students if youre going to do well in school. But what skills are needed for good time management? The 5 skills listed below just might be the most important time management skills youll learn during your time in school. Sure, they seem easy on the surface but executing them on a daily basis can be harder than it looks. If youre having trouble, just try one a week until theyve all become habit. The Ability to Say No Party this weekend? Cool club to join? Overnight trip on Saturday? Quick pizza with your roommates that turns into 3 hours of just hanging out? Helping that cutie you have a crush on with the chemistry homework? Learning to say no can often feel darned near impossible during your time in college but saying yes to everything can often be impossible, too. Learning how to say no is difficult but important for good time management. Spacing Things Out Translation: Dont procrastinate. Do you know you have an ugly midterm/paper/lab report/research project due in, say, one month? Dont wait until the last week to get started. Space things out a bit so you manage your time and workload in a steady flow instead of one gigantic wave. Using Social Time Wisely College is amazing because there is always something fun going on that you want to be a part of. Unfortunately, college is also incredibly challenging for this exact same reason. Instead of feeling like youre missing out on something whenever you try to do your homework, work your on-campus job, etc., remind yourself that there will be something fun to go do once youre done. And then you wont have to feel guilty about enjoying yourself  since youll be all caught up. Prioritizing and Reprioritizing No matter how on top of things you are, life just happens sometimes ... which means, of course, that youll get sick, your computer will crash, your roommate will have some kind of drama, and youll lose your cell phone. Good time management often requires the ability to prioritize and reprioritize and reprioritize again as things come up. And having good time management skills also means that, when things shift around, youll be able to deal with it instead of suddenly finding yourself in a crisis. Keeping Your Health/Sleep/Exercise In Check Sure, you have about 25 hours worth of work to do each day and that doesnt count the time required to sleep, eat, and exercise. Yet filling in those 3 little things can really make all the difference in your ability to manage your time well in school. Staying up a little too late here or there? Maybe not eating a healthy dinner every night of the week? Usually okay. Making those actions not just exceptions but patterns in your college life? Bad idea. In order to stay on your game, you have to be physically and mentally able to play your game. Practicing a little self-care can really go a long way to making sure you can take care of all you need to do with your limited time while in school.

The Civil Rights Act of 1964 Impact on Women Term Paper

The Civil Rights Act of 1964 Impact on Women - Term Paper Example African-Americans were considered inferior in a way and were not treated as equals to the rest of society. The president took it to himself to express his concern on this issues and the need to address them, but was assassinated before he could actualize the passing of the civil rights bill. The vice-president took over, and even though he had previously objected to a similar bill, he saw the need to push the 1964 civil rights act, in a bid to improve the living standards of the African-Americans within the United States society. The president signed the Civil Rights Act of 1964 owing to the support given by the public who say the need for change. Initially, the powers to facilitate enforcement of the Act were weak but were enhanced as with time. This piece of legislation outlawed main forms of discrimination based on race, ethnicity, nationality, religion and gender. The Act ended unequal application of voter registration requirements where the Fifteenth Amendment sought to protect voting rights (Foley et al, 2007). In addition, the legislation guaranteed equal protection to all citizens in accordance to the law by ending racial segregation in schools, workplaces and public places. Public accommodation facilities such as motels, hotels restaurants, theaters among others, were barred from discriminating concerning race. Desegregation was also encouraged in public schools. The Act also provided equal employment opportunities by discouraging discrimination and the establishment of Equal Employment Opportunities Commission, which review employment complaints. The Community Relations service was also established to aid in resolution of disputes related to discriminatory practices, which are based on race, color or nationality. The landmark piece of legislation in the form of the Civil Rights Act of 1964 had its impacts felt by many but mostly changed the lives of minorities as well as women. Initially, the bill did not include abolishing discrimination based on gen der, but following some amendments, women were included. Before the bill was passed, few women challenged male domination in the society concerning jobs and religion. The few who struggle to secure equal rights were secluded and punished for the same. The bill placed women on a level playing field by giving them equal rights and by protecting them through the law. This indicated to women that they also mattered just as much as men in the society did. The legislature also outlawed discrimination due to color, race, religion and gender among employers. In this regard, women were provided with an opportunity to secure employment competitively in accordance to their qualifications. In addition, women were presented with equal educational opportunities. The act also protects women from disparities that may arise in terms of compensation by advocating for equal pay. This way, they could also acquire credit facilities to improve their lives. Women are protected from all form advances that fit the definition of sexual harassment and has been established as a form of discrimination under Title VII of the U.S. Civil Rights Act of 1964, which involves unsolicited sexual advances, requests for sexual favors or conduct of a sexual nature with reference to matters of employment or at the workplace. Successful complaints have seen perpetrators punished in accordance to the law (Matonak n.d). In the event, that the Civil Rights

Management Research Methods Essay Example | Topics and Well Written Essays - 2000 words

Management Research Methods - Essay Example Nonetheless, different problems in management continue to be subjected to research, even as more amicable ways of preventing and solving them are developed. This paper discusses employee turnover as a major management research problem, as identified from an online news article, and presents a solution to this problem using the qualitative research method approach. Most companies today continue to grapple with the problem of high employee turnover. Employee turnover refers to the proportion of employees that leave an organization in a given period. Most of the employees leave their organizations through resignation. This has a negative impact on any organization; hence the management of all organizations have one of their goals as reducing employee turnover. In the year 2014, employee turnover has been identified as a major problem to organizations and management. An article published in the HSBC’s business news section provides evidence to show that employers in 2014 face high employee turnover. The findings of a study conducted by the Institute of Leadership and Management (ILM) in April 2014 in the UK showed that a fifth of employees plan to quit their job this year. There were different reasons that influenced the employees’ decision to quit their jobs. Of the 10001 employees that were interviewed, 16 percent wanted to quit b ecause they felt undervalued; 31 percent wanted to find an organization that provided them work-life balance; 28 percent wanted to find an organization that would provide for employee development, while 11 percent desired an organization that would motivate them to perform to their best (HSBC 2014). This therefore, is considered to pose a problem to management, hence calling for appropriate strategies to address it. In order to find strategies to address the problem of high employee turnover, it would be appropriate to conduct a research on this problem. Through the research, it will be

Homeland Security Essay Example | Topics and Well Written Essays - 250 words - 1

Homeland Security - Essay Example is a department created in the United States to help prevent terrorist attacks within the country, this responsibility is similar to emergency department’s role in dealing with terrorism, and thus it is correct to say the two somehow fit together. National Response Framework (NRF) is one of the various parts of the established National Strategy for Homeland Security (Bullock et al, 2013). NRF’s main work is to formulate and present the principles that would help guide the various factions involved in domestic response to terrorist attack or calamities, either man-made or natural. NRF is very essential to the National Incident Management System whose sole task is to develop principles and concepts that assist in the easy management of emergencies (Walsh, 2012). The principles govern the various agencies such as emergency management and homeland established to deal with emergencies. One of the main purpose of these agencies is to help secure the country in the quickest time possible following an emergency. The understanding of the emergency department helps people assume the responsibility of helping fellow citizens in emergency cases. Knowledge of how emergency department works make people cooperate with the government in different

Analysis of Performance Appraisal System

Analysis of Performance Appraisal System ABSTRACT This article examines the Performance Appraisal System of Opsonin Pharma Ltd. It discusses one previous format of performance appraisal and the current performance appraisal. Author has tried to find out whether performance appraisal system of the company motivates the employees to achieve the company goal. Researcher has conducted the survey in the head office people of the company to get the idea of management people. The study uses primary and secondary data to do the analysis of the research where it has searched academic literature for the theories of performance appraisal, performance management, motivation and human resource management. Result has come out through the survey that current performance appraisal system has shown positive impression but still it needs some improvement such as proper practice and introduction of performance management. Chapter 1. Introduction Survival of the fittest once advocated by famous biologist Charles Darwin in his ‘Origin of Species (1859) transcended the boundary of biological world. Now this principle has become true in areas where competition determines ultimate fate. In the realm of organization, this principle operates in the name of productivity, profitability, efficiency, effectiveness and so on. Organization theorists during classical period emphasized on structural and technological perfection for survival and growth. Such mechanistic ideas of competitiveness started fading since 1930s onwards. The rise of behavioural and industrial humanism made way to ‘human capital to be considered central in the study of competitiveness. The measurement unit of contribution of human capital is termed as ‘Performance. Performance Appraisal (PA) as a technique of measuring competitiveness of organizations or institutions is not a modern phenomena. It has started from Han Dynasty in 206 BC-220 AD where they used to use merit exam for selection and promotion (Wren, 1994). But most probably PA system started in the industry from Robert Owens textile mills of the 1800s, where he used silent monitor system with the block of woods with different colours that he put in the work station of each employee. Everyone could see the performance with each other (Wren, 1994). This gave rise to an annual assessment which was recorded in a â€Å"book of character†. The assessments were subjective, which is one of the main criticisms still leveled at performance appraisal today. In the early part of the twentieth century Owens ideas were superseded by those of ‘scientific management, devised by F.W. Taylor and popularly associated with Henry Ford. This emphasised the use of quantitative methods to measure work performance (e.g., a fair days work and differential piece rate system), and led to the development of ‘work study techniques in the inter-war period. Though today, private sector has been credited as the perfectionist of performance management techniques, the modern psychometric approach to performance appraisal has been brought by the public sector (Torrington, Weightmen and John, 1989, p.66). Due to its monopolistic and legalistic nature, public sector performance appraisal practices could not reach that standard as reached by the private sector, which took appraisal as a response to market competition. The study is based on Opsonin Pharma Limited, a leading pharmaceutical company in Bangladesh. It was incorporated as a private company in 1976. It manufactures, and markets generic medicines for both human and animal use. Its value-added products improve the quality of life of both the people and animals in Bangladesh as well as abroad and help them enjoy longer, healthier, and more productive lives. Opsonin is known for long as a provider of regular and life saving medicines at affordable price. It has long been established and recognized as one of the most leading, progressive and modern pharmaceutical company in the country with the assurance of manufacturing quality products as the company is committed to contribute much to develop national health sector. 1.1 PURPOSE OF STUDY: Purpose of the study is to identify whether the management people who are working in the head office are convinced or not with performance appraisal system of the company. 1.2 AIM AND OBJECTIVES: 1.2.1 AIM: Aim for this research is to gather knowledge about performance appraisal system in Opsonin Pharma Ltd. and to get clear idea about performance appraisal system through literature review. 1.2.2 OBJECTIVES: To provide recommendation to Opsonin Pharma Ltd how they can improve their performance appraisal system. To examine how performance appraisal system works. To analyse how Opsonin Pharma motivate the employees through performance appraisal system. To make an overview of Opsonin Pharma Limited. To make an overview of Performance Appraisal System of Opsonin Pharma Limited. To determine the interrelation between Performance Appraisal System and other Human Resource aspects. To measure the level of employee development. To determine the impact of Performance Appraisal System for motivating the employees of Opsonin Pharma Limited. 1.3 RESEARCH QUESTIONS: How effective is the performance appraisal system in Opsonin Pharma Ltd.? Do the management people think that current performance appraisal system works properly in the company? Does performance appraisal system motivate the employees at Opsonin Pharma Ltd.? Chapter 2. LITERATURE REVIEW The Performance Appraisal (PA) system is essential for maintaining high standard of human resource of any organization, both private and public sector. Performance appraisal is a part of working link that emphasizes for both bosses and subordinates their managerial responsibilities (Williams, 1972, p.8). A good performance appraisal should introduce in the company to know employees abilities and efforts to match organizational expectations. A good PA system can measure employees activities with reasonable accuracy and it can provide feedback to employees on their performance, and make a chance to employees to develop their weaknesses. There is a chance to make wrong personnel decisions which lead to affect organizations capacity without good performance appraisal systems. But ineffective appraisal system can bring many problems including frustration for good performers which will encourage them to leave the company, causing the organization to incur high recruitment costs (Chou, 2005 , p.42). This concern is addressed by ensuring that employees understand how their work contributes to the achievement of organizational goals, by ensuring that employees have the skills to make that contribution and, above all, by developing a climate of open discussion in which performance, achievements, and difficulties can be approached openly and supportively. A sound PA system, therefore, measures performance of employees not only to make some backwardly-linked like recruitment validity, motivation, morale, etc. and forwardly-linked like career growth, reward and sanction, employee development personnel decisions etc., but to integrate between organizational goals and personal goals of employees (Hyde, 1982, p.295). It is a really hard task for reflecting employee performance through performance appraisal system. Performance appraisal systems are not general idea that can be followed by all companies without any modification because it depends on employee and organizational characteristics and qualities (Henderson, 1984, p.54). At first glance performance appraisal appears as though it should be something relatively straightforward. Torrington, Weightman and Johns (1989, p.814) offer a working definition of appraisal as: â€Å"The process of judging a persons performance and reporting that judgment.† Alan Fowler has given very good definition about the objective of performance appraisal system. He suggested that: â€Å"Staff work best when they know what they have to do, how well they have to do it, and how well they are thought to have done, so they need to talk to their managers at least once a year about this, and their managers need to take their staffs view into account when setting work goals and deciding who needs what training.† (Fisher, 1995, p.12) Traditional performance appraisal is more of a control mechanism used to make the most of an employee. How an employee is contributing toward achievement of organizational goal is the main concern here? Based on contribution ratio of the employees, the management makes some personnel decisions such as promotion, salary increase, sanction, and training needs. This uni-dimensional concept goes more with the philosophy of personnel management. 2.1 Formal versus Informal Performance Appraisal: Formal performance appraisals usually occur at specified time periods once, twice or thrice a year. Formal performance appraisals are required by the organization or institution for the purpose of employee assessment. Informal performance appraisals can take place whenever the supervisor or manager feels communication is needed. 2.2 Purpose, Objectives Benefits of Performance Appraisal: 2.2.1 Purpose: The purpose of performance appraisal is to devlop the organizations performance throughout the improved performance of employees. 2.2.2 Objectives: Organization uses performance appraisal system to execute some objectives. The main objectives in using performance appraisal in an organization are as follows: Motivating and allocating rewards for employees Review past performance to rectifying the mistakes from management and employees (Fisher, 1995, p.11) Proper utilization of company resources. Identifying areas where training and improvement are required. Coaching and developing employees so that they can perform better to achieve the company goal. Identifying the area where developments programs need to be introduced. Giving employees feedback about their work so that they can be inspired. Improve communication between managers and subordinates. Identifying the base for pay, promotion etc.. (Yeates, 1990, p.36) 2.2.3 Benefits: The benefits of a successful appraisal system can be concluded as follows: For the organization: Improved performance all the time in the organization due to: Achieve organizations objectives and values it needs proper communication; Increase sense of group work and reliability; Establish better relationship between managers and staff; Managers have got the scope and power to use their leadership skills to motivate and improve their subordinates. Improve outline of the tasks completed by employees. Classification of thoughts for improvement. Prospect and long-term view of the company can be developed. Training and development requirements appeared more clearly. A culture of continuous progress and success can be formed and maintained. People who have got potential can be classified for career development plans to provide for future staff requirements. The message is passed to everyone that employees are valued properly. (Fisher, 1995, pp.15-16). For the appraiser: Performance appraisal is a chance to develop an overview of individual jobs and organizations. Classification of ideas for development. Improved job satisfaction. Increased sense of individual value. There is an opportunity for appraiser to associate team and individual objectives to fulfil departmental and organizational objectives. There is an opportunity to explain expectations of the contribution the manager expects from team and individuals. The opportunity to set up the targets. There is a chance to make productive relationship with subordinates based on common interest and understanding. (Fisher, 1995, p.16) For the appraisee : Boost them up to increase motivation. Enlarged their career through job satisfaction They realize that they are valued. When they will get feedback after performance appraisal then they get a clear idea of what is expected from them and what they have to do to meet expectations. Supervisors discuss with them to improve their lacking areas. They are offered for training and development for their improvement. When managers are creating scope for developing their subordinates career then it is ultimately developing relationship between them. (Fisher, 1995, pp.16-17) 2.3 What should be appraised? Managers should consider four things when they are going to do the performance appraisal. Inputs Appraisers will see how job holders have implemented their knowledge and skills to perform their job effectively. Process Job holders outcome will indicate the implementation of knowledge and skills for their activities. These are sometimes called to as competences. These illustrate the performance required of people to complete their job effectively. This kind of performance can make a difference between highly effective and less effective performers in a given role such as personal drive, analytical power, team management and leadership and ability to communicate. Outputs Measurable or observable results of the performer will be expressed by jobholders. Outcomes- Result will show the ultimate impact of the jobholders and their teams or departments and their overall activities to achieve the objectives of the organizations. (Fisher, 1995, p.25) 2.4 When appraisals should take place: Formal performance appraisal are usually held annually but some of the fast moving companies prefer to do it twice a year or even more frequently, it could be quarterly. Those who are working in projects under a consultancy firm, their performance evaluation could happen after each assignment but there would still be an overall review at the end of the year. Some of the organizations conduct progress meetings at specific time to review progress towards achiev ­ing objectives, work plans or projects. Some of them are doing two or three times a year, the main purpose of which is to review and update objectives. (Fisher, 1995, p.27) There are some reasons behind failure of appraisals. Reasons are as follows: Employees dont know about the time frame and what exactly they need to do in terms of good performance; Others fail because of problems with the measures used to actually appraise the performance; An easygoing supervisor might rate as high, for instance, subordinates who are actually substandard Other problems, like arguing and poor communication, undermine the interview feedback session. Storey and Sisson (1993) have suggested that performance appraisal system actually have three steps: objective setting, feedback, and evaluation. The first step of an appraisal system is to give the guidance to the employee on how to apply their efforts for the benefit of the organization. The second step is to ensure employees work toward the achievement of their objectives through a process of positive communication with their supervisor. The final step involves the supervisor making an appraisal of the employees performance over the entire assessment cycle. (Brown Benson, 2005, p.101) 2.5 Popular Appraisal Methods: Managers usually conduct the appraisal using a predetermined and formal method one or more of the followings: 2.5.1 Graphic rating scale (GRS): The Graphic Rating Scale is the simplest and most popular technique for appraising performance. GRS measures personality traits and performance along with a point continuum scale or anchored scale. It lists traits such as quality and reliability and a range of performance values from unsatisfactory to outstanding for each trait. The manager or supervisor rates each subordinate by circling or checking the score that best describes his or her performance for each trait. In the end of marking manager or supervisor do the totals of the assigned values for the traits. (Dessler, 1999, p.156) The rater is given wide freedom in choosing a point, which is a threat to reliability and workability. 2.5.2 Alternation Ranking Method: Positioning employees from best to worst on a trait or traits is another appraisal option. Since it is usually easier to distinguish between the worst and best employees, an alternation ranking method is most popular. First, list all subordinates to be rated, and then cross out the names of any not known well enough to rank. Then, indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest. Then choose the next highest and the next lowest, alternating between highest and lowest until all employees have been ranked. (Dessler, 1999, p.158) 2.5.3 Paired Comparison Method: The paired comparison method helps make the ranking method more precise. For every trait such as quantity of work, quality of work, and so on will be considered for appraisal for instant, top performer of quantity of work and top performer of quality of work will be pared. (Dessler, 1999, PP. 158-159) 2.5.4 Forced Choice Method (FCM): FCM intends to mitigate reliability problem of GRS by making scaling unknown to the rater. Here, the rater is served with some statements about a particular trait or performance factor. The rater is to choose a statement that best describes the employee. The rating is done by someone else. This is unworkable in larger organization. Both the rater and the ratee feel uncomfortable with FCM (Anderson, 1993, p.24) 2.5.5 Forced Distribution Method (FDM): The forced distribution method is similar to grading on a curve. With this method, manager places predetermined percentages of ratees into performance categories. FDM is a GRS or BARS scaling with a population distribution requirement. Usually it requires a normal distribution i.e. the lowest and the highest grade contain 10% of population each. The remaining 80% is distributed among others with highest distribution reserved for the mid-grade. FDM intends to minimize overrating. Yet it carries high probability of inequality in case of heterogeneous population. (Dessler, 1999, p.159) 2.5.6 Critical Incident Method: With this method, the supervisor keeps a log of positive and negative example (critical incidents) of a subordinates work-related behaviour. Every six months or so, supervisor and subordinate meet to discuss the latters performance, using the incidents as examples. There are several advantages of this method of which are as follows: It provides actual examples of good and poor performance the supervisor can use to explain the persons rating. It ensures that the manager or supervisor thinks about the subordinates appraisal all during the year. The rating does not just reflect the employees most recent performance. The list hopefully provides examples of what specifically the subordinate can do to eliminate any deficiencies. However, without some numerical rating, this method is not too useful for comparing employees or making salary decisions. (Baird, Beatty Schneier, 1982, pp.45-46) 2.5.7 Behaviorally Anchored Rating Scale (BARS): A behaviourally anchored rating scale combines the benefits of narratives, critical incidents, and quantified scales, by anchoring a rating scale with specific examples of behavioural activities for good or bad performance. Its supporters say it gives more equitable appraisal than do the other tools we discussed. Although BARS scales still present performance on a continuum; they provide specific behavioral anchors to help clarify the meaning of the performance dimensions and help calibrate the raters definitions of what constitutes good and poor performance. Some supporters of behaviorally focused scales also claimed that they would remove unnecessary subjectivity (Latham Wexley, 1977). BARS is judged from a set of scales- one scale describes each job dimension, or broad types of duties, responsibilities, or activities of a job. Placed on a scale are a set of statements clarifying of worker behaviour on the particular job dimension. (Baird, Beatty Schneier, 1982, p.61). Rating dimension would vary according to the nature of the job- between six and nine seems quite common. For example one British study identified seven: Supervision of operators, scheduling and planning, technical troubleshooting, handling men, communications, administrative problems of wiring wire and dealing with other departments. BARC system has got substantial advantage it has some draw back as well such as time consuming and expensive. Some of them have identified ten dimension of performance. They are interpersonal relationships, organizing and planning, reactions to problems, reliability, communicating, adaptability, growth, productivity, quality of work and teaching. (Fletcher Williams, 1985, pp. 42-44) 2.5.8 Computerised and web-based performance appraisal: Many people who have got the charged for performance appraisal for their subordinates may not be able to do so particularly newly appointed supervisors. As they will take over new responsibilities so they may not be efficient in expressing themselves in writing about employee performance. Eventhough some of them have got the strength to do perfectly but still they may need some format for developing effective, useful employee performance appraisals. Computer software programs are making the performance appraisal system easier from many aspects such as writing a difficult employee performance appraisal. Management software that is commonly called MBA-ware, offers expert guidance in management issues that would cover from creating a business plan to writing employee policy manuals (Sprout, 1995). Some managers are looking for a develop technology to solve the problems that they are facing during performance appraisal. Current computer software programs allow the managers to make performance appraisal documents that are in complete format, professional in appearance, and easy to use in the performance appraisal system. Additionally, this software programs provide classification of job performances that will be counted for appraising and offer various pre-written descriptions of behaviors for each criteria. There are three leading programs for employee evaluation software that are Review Writer 1.0, Performance Now! 2.03, and Employee Appraiser 2.0 (Stewart, 1994; Robinson, 1994). There are some similar software programs in the market but it do not do the evaluation process that way the other three software work (D.W. Pratt, personal communication, July 24, 1996). These three leading software programs work step-by-step to evaluate employees performance. Managers input the employees information into the system, mark the job description and/or categories to be used, choose the correct written evaluations, and print it. (Spinks, Wells Meche, 1999, p.94) 2.5.9 Mixed Standard Scales: These scales are made to make the evaluation system reliable through confirming each individual rates, each scales rate and each rater rates and to minimize halo and leniency errors (Blanz Ghiselli, 1972). The idea of mixed standard scale has come from the logic of forced choice method. Halo and leniency errors could reduce if ratings are not made on a scale where statements come in an obvious order of merit hierarchy. Practical findings provide support to these hypotheses (Saal Landy, 1977). This scale is choosing three items for each performance dimension which are good, average and poor. 2.5.10 Management By Objectives (MBO) More than half of the organizations regularly used performance appraisals in the beginning of 1950s, compared with only 15 per cent immediately after World War II (Spriegel, 1962). They had ordinary, numerical system which was trait rating system. This system focuses on past actions to appraise people on the basis of a previously established set of dimensions (DeVries et al., 1981). Lots of employees who were being apprised by the manager were not happy due to the way of performance measuring system. Trait rating system did not develop the employees performance rather than there was clear indication for being sacked for low performers (Van Riper, 1958). It is mentionable that this rating system gave chance to managers to play the role of judge instead of employee development for achieving both the employees and the organizations goals (McGregor, 1957). Out come of the performance appraisal system was conflicting with present roles of managers and the achievement of organizational goa l thats why new thought was introduced after World War II to update performance appraisal systems (DeVries et al., 1981). Due to the limitations of performance appraisal systems in the 1950s which led to the development of new systems based on management by objectives (MBO) In theory, at least, Management by Objectives provided a clear and unambiguous framework for specifying and measuring employee performance. Labovitz and Baird have given some ideas about MBO that is: â€Å"MBO approach to managing people is a process of continually structuring expectations through mutual goal setting with subordinates, establishing action plans and target dates, reaching objectives and providing feedback. This is a way of managing subordinates that permits them to meet their personal needs for responsibility, freedom of action and recognition. At the same time the MBO approach provides a supervisor with an element of control, and change his or her role from police officer to colleague or coach.† (Baird, Beatty Schneier, 1982, pp.51-52). MBO is introduced in the management for improving performance, reducing role vagueness and redirecting effort to important organizational target. MBO system could be fit and work with any types of organization for planning process, a control technique and a form of individual performance appraisal. (Baird, Beatty Schneier, 1982, p.57). MBO has many positive sides but it has some limitations that we need to consider. The main issue that a company should consider first to implement MBO is the high level of management commitment and time frame to reorient the thinking of employees (Patten, 1977). Communication is the key to get a good out come and to prevent the complexity of the system from primary excitement that will lead into confusion and disillusionment, bring the result to an end with disinterest and failure. The purpose for the new system needs to be clearly recognized also, because while MBO is a useful tool for performance planning and feedback, it is not easily used for administrative decisions (DeVries et al., 1981). A high standard of job assessment and implication skills are needed to determine which performance dimensions to measure and the goal achievement standards to use. Primarily, the goals and objectives which are set likely to be easily quantified, easily achieved and not necessarily central to the job (Murphy Cleveland, 1995). Levinson (1970) found out an inclination for objective-setting measures such as sales dollars or number of units produced result in a lack of attention for less calculative aspects of job performance such as customer service and quality work. As a result this method will be ineffective if objectives are activity focused instead of output centered. There is also an inclination for managers to overlook the factors which are out of employees control, but which frequently affect goal fulfillment, leaving the employee responsible for goal completion inspite of external influences (Goodale, 1977). Managerial jobs are frequently measured in terms of unit, rather than i ndividual, an objective, which requires that individuals be held accountable for outcomes requiring interdependent employee efforts (Levinson, 1970; Schneier Beatty, 1978). These are some common errors associated with MBO (Kleber, 1972), but they help to illustrate the complexity of this performance appraisal method. Longenecker (1989) points to the common assumption that appraisals are often ‘political in nature, that their mechanisms for justifying decisions which have already been taken and disregard individual merit. This is particularly the case when performance related pay (PRP) is involved. As a student of International Human Resource Management, researcher wants to discuss about international perspective of performance appraisal system. Hofstede (1980) found that national culture is a factor to vary on value dimension between managers and employees. One of the value dimensions is individualism against collectivism. Individualism is such a thing where people show their action according to their individual preferences whereas collectivism is such a thing where people behaving as a member of a group. We can see the individualistic culture in western part and collective culture in eastern part of the world. (Taormina Gao, 2009, p.103) The inception of Human Resource Management (HRM) made the Human Capital as the most important strategic resource of an organization and thereby linked it with strategic vision, mission, values, and other processes of organization. Performance Management (PM) thus replaced traditional PA under HRM philosophy. Here, both the organization and employees are of equal concern. Performance management is seen by Armstrong and Baron (1998, p.37) as: â€Å"a means of aligning organizational and individual objectives to achieve organizational effectiveness.† Mohrman and Mohrman define PM as: â€Å"The practices through which work is defined and reviewed; through which capabilities are developed and through which rewards are distributed in an organization. Performance management may involve goal setting, employee selection and placement, compensation, performance appraisal, training and development and career management† (Mohrman and Mohrman, 1995, p.2). From above two definitions we can draw following generic features of PM: It integrates between individual and organizational goals and thereby creates a sense of belongingness in the employees; It views performance as a function of organizational environment i.e. culture, climate, flow of resource, critical external environmental factors, etc; It contributes towards a climate of open discussion between management and workers about all organizational aspects. It enables employees to identify their weaknesses as well as strengths and motivates them for superior performance. 2.6 Motivation and Performance Management: Motivation has multiplier effect on performance. A sound and legitimate appraisal system is a precondition of having a highly motivated workforce. Conversely, a flawed system might demotivate and demoralize the employees in a way that appraisal becomes a ritual and sometimes counterproductive. Milkovich Wigdor (1991, p.34) identify two essential functions of PM linking to motivation: a) it provides the basis for individuals to form beliefs about causal connections between their performance and pay; b) it indicates degree of association between individuals effort and performance. 2.7 Selection of