definition-of-performance-appraisal - Free Essay Example

Sample details Pages: 23 Words: 6990 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Meaning and Definition of Performance Appraisal Performance appraisal is a formal system that evaluates the quality of a employees performance. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links: ÃÆ' ¼ Organizational objectives Don’t waste time! Our writers will create an original "definition-of-performance-appraisal" essay for you Create order ÃÆ' ¼ Day-to-day performance ÃÆ' ¼ Professional development ÃÆ' ¼ Rewards and incentives In simple terms, appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. Traditional Performance Appraisal The history of performance appraisal is quite brief.Its roots in the early 20th century can be traced to Taylors pioneering Time and Motion studies. But this is not very helpful for the same may be said about almost everything in the field of modern human resources management. During the First World War, appraisals concept was adopted by US army which was in the form of merit rating. It was man-to-man rating system for evaluation of military personnel. From the army this concept entered the business field and was restricted to hourly-paid workers. During 1920s, relational wage structures for hourly paid workers were adopted in industrial units and each worker were used to be rated in comparison to other for determining wages rates. This system was known by merit rating. The process was firmly linked to material outcomes. If an employees performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. These observations were confirmed in empirical studies. Pay rates were important, but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence. As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time. Modern Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, which usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations but not all, appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotion. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. Whether this is an appropriate use of performance appraisal, the assignment and justification of rewards and penalties, is a very uncertain and contentious matter. Objectives of Performance Appraisal Salary Increase Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. There is continuous evaluation of his performance either formally or informally. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase. Promotion Performance appraisal plays significant role where promotion is based on merit and seniority. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. In the light of these, it can be decided whether he can be promoted to the next higher position. Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. This information can be used for devising training and development programmers appropriate for overcoming weaknesses of employees. Feedback Performance appraisal provides feedback to employees about their performance. A person works better when he knows how he is working. This works in two ways, firstly, the person gets feedback about his performance. Secondly, when the person gets feedback about his performance, he can relate his work to the orgaisational objectives. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. Others: Identifying systemic factors that are barriers to, or facilitators of, effective performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. To determine whether HR programmers such as selection, training, and transfer have been effective or not. methods of Performance Appraisal A) Traditional methods 1) Rating Scales: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical (work skills) competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scales designer, or by the organizations need to know. The one major provision in selecting traits is that they should be in some way relevant to the appraisers job. 2) Check-list Method: Under this method, checklist of statement of traits of employee in the form of Yes or No based questions is prepared. Here, the rater only does the reporting or checking and HR department does the actual evaluation. The rater concerned has to tick appropriate answers relevant to the appraises. When the check-list is completed, it is sent to HR department for further processing. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. The HR department then calculates the total scores which show the appraisal result of an employee. à ¢Ã¢â€š ¬Ã‚ ¢ Advantages economy, ease of administration, limited training required, standardization. à ¢Ã¢â€š ¬Ã‚ ¢ Disadvantages Raters biases, use of improper weights by HR Dept, does not allow rater to give relative ratings. 3) Force Choice Method: A series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment. Advantages Absence of personal biases because of forced choice. Disadvantages Statements may not be correctly framed. 4) Force Distribution Method: One of the problems faced in large organizations is relative assessment tendencies of raters. Some are too lenient and others too severe. This method overcomes that problem. It forces everyone to do a comparative rating of all the employees on a predetermined distribution pattern of good to bad. Say 10% employees in Excellent Grade, 20% in Good Grade, 40% in Average Grade, 20% in Below Average Grade and 10% in Unsatisfied grade. The real problem of this method occurs in organizations where there is a tendency to pack certain key departments with all good employees and some other departments with discards and laggards. Relatively good employees of key departments get poor rating and relatively poor employees of laggards departments get good rating. 5) Critical Incident Method: In this method, only critical incidents and behavior associated with these incidents are taken for evaluation. This method involves three steps. A test of noteworthy on the job behavior is prepared. A group of experts then assigns scale values to them depending on the degree of desirability for the job. Finally, a checklist of incidents which define good and bad employees is prepared. à ¢Ã¢â€š ¬Ã‚ ¢ Advantages: This method is very useful for discovering potential of employees who can be useful in critical situation. à ¢Ã¢â€š ¬Ã‚ ¢ Disadvantages: a) Negative incidents are, generally, more noticeable than positive ones. b) The recording of incidents is a core to the superior and may be put off and easily forgotten. c) Overly close supervision may result. 6) Essay Method: In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. The statement may be written and edited by the appraiser alone, or it be composed in collaboration with the appraisee. 7) Grading: In this method, certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Such categories may be definitional like outstanding, good, average, poor, very poor or may be in terms of letter like A, B, C, D etc with A indicating the best and D indicating the worst. This method, however, suffers from one basic limitation that the rater may rate most of the employees at higher grades. 8) Performance Tests Observations: This is based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. à ¢Ã¢â€š ¬Ã‚ ¢ Advantage Tests only measure potential and not attitude. Actual performance is more a function of attitude of person than potential. à ¢Ã¢â€š ¬Ã‚ ¢ Disadvantages Sometimes costs of test development or administration are high. 9) Confidential Reports: Though popular with government departments, its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR). The system is highly secretive and confidential. Feedback to the assessed is given only in case of an adverse entry. Disadvantage is that it is highly prone to biases and regency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions, good postings, etc. 10) Comparative Evaluation Method (Ranking Paired Comparisons): These are collection of different methods that compare performance with that of other co-workers. The usual techniques used may be ranking methods and paired comparison method. Ranking Method: Superior ranks his worker based on merit, from best to worst. However how best and why best are not elaborated in this method. It is easy to administer. Paired Comparison Method: In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. The number of comparisons may be calculated with the help of a formula N x (N-1) / 2. The method is too tedious for large departments and often such exact details are not available with raters. B) Morden Methods 1) MBO (Appraisal by Results): The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. 2) Assessment Center Method This technique was first developed in USA and UK in 1943. An assessment centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviours across a series of select exercises or work samples. Assesses are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. à ¢Ã¢â€š ¬Ã‚ ¢ Advantages Well-conducted assessment centre can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in Assessment Centres. The tests also make sure that the wrong people are not hired or promoted. Finally, it clearly defines the criteria for selection and promotion. à ¢Ã¢â€š ¬Ã‚ ¢ Disadvantages Concentrates on future performance potential. No assessment of past performance. Costs of employees travelling and lodging, psychologists. Ratings strongly influenced by assassins inter-personal skills. Solid performers may feel suffocated in simulated situations. 3) 360o Appraisal: It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors, team members, customers, peers, subordinates and self with different weight age to each group of raters. This technique has been found to be extremely useful and effective. It is especially useful to measure inter-personal skills, customer satisfaction and team building skills. One of the biggest advantages of this system is that assesses cannot afford to neglect any constituency and has to show all-round performance. However, on the negative side, receiving feedback from multiple sources can be intimidating, threatening, and expensive and time consuming. 4) Psychological Appraisals: These appraisals are more directed to assess employee potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. Performance Appraisals purpose Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop persons, progress of organizational performance, and feed into business planning. Official performance appraisals are generally conducted annually for all staff in the organization. Every staff member is appraised by their line supervisor. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and formation of the organization. Annual performance appraisals allow management and monitoring of standards, agreeing expectations and objectives, and allocation of responsibilities and tasks. Staff performance appraisals also create individual training needs and facilitate organizational training needs analysis and planning. Performance appraisal also normally feed into organization annual pay and grading reviews which commonly also coincides with the business planning for the next trading year. Performance appraisals generally review each individual`s performance against objectives and standards for the trading year, agreed at the earlier appraisal meeting. Performance appraisals are also necessary for career and succession planning for individuals, critical jobs and for the organization as an entire. Performance appraisal are important for staff motivation, attitude and behaviour development, communicating and supporting individual and organization aims and fostering positive relationship between staff and supervision. Performance appraisal affords a formal, recorded, regular review of an individuals performance and a plan for future progress. Job performance appraisal in whatever forms they take are therefore fundamental for managing the performance of people and organizations. Managers and appraises frequently dislike appraisal and try to avoid them. To these people the appraisal is daunting and time consuming. The process is seen as a difficult administrative responsibility and emotionally challenging. The annual appraisal is may be only time since last year that the two people have sat down together for a meaningful one to one discussion. No wonder then that appraisals are stressful which then beats the whole purpose. Appraisals are much easier and especially more peaceful, if the boss meets each of the team members individually and repeatedly for one to one discussion throughout the year. Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams, life, the universe the tv, common interests etc., whatever, make appraisals so much appraisal so much easier because people then know and trust each other which diminish all the stress and the uncertainty. Appraisals much address whole person development not just job skills or the skills necessary for the subsequently promotion. Appraisal must not differentiate against anyone on the grounds of age, sexual orientation, race, gender, religion etc. For Example in the uk, the uk employment equality regulation 2006, which is effective from 1st oct. 06, make it particularly important to avoid any comments, judgments, suggestions, questions or decision which might be supposed by the appraisal to be based on age. This means people who are young as well as old. Age, along with other description stated above, is not a lawful basis for assessing and managing people, unless proper objective justification can be proven. See the age variety information. When crafty or planning behaviour appraisal, seek to help the whole person to grow in whatever direction they want not just to identify clearly relevant work skill training. Increasingly, the best employee distinguish that increasing the whole person promotes positive attitudes, advancement, motivation and also develops lots of new skills that can be unexpectedly significant to working productively and effectively in any nature of organization. Developing the whole person is also an important aspect of modern corporate duty and independently, whole person development is a crucial benefit in the employment market, in which all employers contend to attract the best recruits and to retain the best staff. Therefore in appraisal be creative and imaginative in discussing discovering and agreeing whole person development that people will respond to, beyond the usual job skill set and incorporate this sort of development into the appraisal process. Abrsham Maslow recognised this over fifty year ago. If you are an employee and your employer has yet to cuddle or even acknowledge these concepts, do them a favour at your own appraisal and suggest they look at these ideas or maybe mention it at your exit interview prior to joining a better employer who cares about the people not just the work. Incidentally the Multiple Intelligences test and Vak learning styles test are tremendously useful tools for appraisals before or after to help people understand their nature probable and strengths and to help managers appreciate this about their people too. There are a lot of people out there who are in jobs which dont allow them to use and develop their supreme strengths, so the more we can help folk understand their own special likely and find roles that really fit well the happier we shall all be. Essentials for a successful performance appraisal system  § Basing appraisals on accurate and current job descriptions  § Ensuring that appraisers have adequate knowledge and direct experience of the employees performance  § Providing ratings via aggregated anonymous feedback when multiple sources of information are used  § Incorporating performance appraisals into a formal goal setting system  § Offering adequate support and assistance to employees such as professional development opportunities in order to improve their performance  § Conducting appraisals on a regular basis (at least two times a year) rather than annually. If resource constraints do not permit frequent formal appraisals, consider conducting one formal appraisal annually, with a review of progress in the mid-year and ongoing review in regular supervision meetings Using performance appraisal to address workforce development challenges: Regular performance appraisals provide a useful opportunity to conduct a check up on various workforce development issues that may impact on employees effectiveness and well being. Performance appraisals can be used to: à ¢Ã¢â€š ¬Ã‚ ¢ Recognize, reward and support effective performance à ¢Ã¢â€š ¬Ã‚ ¢ Develop and reward effective teamwork à ¢Ã¢â€š ¬Ã‚ ¢ Identify and manage issues likely to impact on retention à ¢Ã¢â€š ¬Ã‚ ¢ Monitor and support employees well being.  § Recognize, reward and support effective performance Ensuring employees receive adequate rewards and recognition is a key workforce development issue for the performance. Performance appraisals provide a good opportunity to formally recognize employees achievements and contributions to the organization, and to ensure a clear link is maintained between performance and rewards. The appraisal interview can also be used as a vehicle to demonstrate supervisory and organizational support for employees by discussing barriers and supports to effective performance, and strategies to address problems or difficulties.  § Develop and reward effective teamwork The appraisal interview is also a useful vehicle for recognizing and rewarding employees contributions to various teams in the organization, especially if appraisal information is gained from team members. An appraisal of the team as a whole can also be a useful strategy to recognize and reward team performance, and to identify strategies to improve team functioning.  § Identify and manage issues likely to impact on retention Open and constructive performance appraisals can be useful to identify issues that are likely to impact on employees willingness to stay with the organization in the longer-term. Key factors associated with retention include salary and remuneration, professional development opportunities, and work-related demands and stress. The appraisal interview provides a good opportunity for a check up regarding employees satisfaction with their working conditions and environment, and a discussion of strategies to address any problems or issues.  § Monitor and support employees well being Performance appraisal interviews are a good opportunity to discuss employees health and well being in the workplace, particularly in regard to factors that contribute to feelings of stress and experiences that promote satisfaction with their work. 360 Degree Assessment The concept of 360 degree feedback makes a lot of sense and, if used well, should have a great deal to offer. It seems to suit the move towards the less hierarchical, more flexibly-structured and knowledge-based organization of the future Professor Clive Fletcher Goldsmiths College, University of London Introduction In recent year the 360 degree appraisal has become much admired. It has been felt for long that one person`s assessment of another cannot be free of favoritism. In supplementary with the focus on customers and emphasis on softer dimensions of performance it has become necessary to multiple assessments for a more objective assessment. The 360 degree appraisal is multilayer assessment and feedback system. Almost Fortune 500 Company is using this in some form or other. In this method, the candidate is assessed periodically by a number of assessors including his supervisor, immediate subsidiary, colleagues, and inner and outer customers. The assessment is made on a questionnaire specially designed to measure activities measured critical for performance. The appraisal is done anonymously by others and the assessment is collected by outer agent or specially designated inner agent. The assessment is consolidated; feedback profiles are prepared and given to the participant after a workshop o r directly by his supervisor or the HRD department in a performance examination conversation sitting. Due to the incalculable variations possible in the 360 degree feedback and Appraisals and its effectiveness as a competency identification and development tool, it is important to understand the process and its dynamics. 360 degree feedback 360 degree feedback is a full circle system of acquiring informal from peers, subordinates and inner and outer customers about employee`s performance. 360 degree assessment is based on the assessment of an individual`s management styles, competencies and behavior by contemporaries horizontally and vertically by involving his supervisor, peers and direct report in organization. 360-degree feedback is an assessment of multi source, which contain; Self Supervisor Internal customers/staffs/peers External customers Why 360-degree feedback is needed in the organizations? Business is towards surplus generation. Without additional no organization can develop. Here the effort to grow the business and the surplus should come from employee part. The performance of the employees is at work here matters in business development and organizational development. The performance of the employees should then align with the strategic decisions that integrate the business goals in more and more aggressive environment. It is the duty of the Human Resource Management to assimilate the culture of the organization with all available resources to the best possible output. The 3600 Appraisal helps the HR Department to have better understanding of the competitive advantage and disadvantages of the current manpower resources and tune them towards performance quality and output. Prerequisites Top management support Confidence of employees on the appraisal methodology Objective need to be with performance requirement clearly stated A detailed plan of implementation Collaboration between superior and subordinates Some prior experimentation and positive experiences clear organization philosophy and policy objective Uses for 360 Degree Feedback contain: Performance Appraisal ÃÆ' ¼ Recognition of performance. ÃÆ' ¼ Providing feedback on individual performance. ÃÆ' ¼ Providing a basis for self evolution. Assessing employee development ÃÆ' ¼ Diagnosing training and career development needs. ÃÆ' ¼ Providing a basis for promotion, dismissal, job enrichmen, job transfer, probation etc. ÃÆ' ¼ Monetary and other rewards. Organizational Climate Study ÃÆ' ¼ Organizational environment improvement needs ÃÆ' ¼ Changes in managerial approaches, leadership etc. Customer satisfaction study ÃÆ' ¼ Employees attitudinal change ÃÆ' ¼ Customer satisfaction improvements Using of 360-degree performance appraisal we get benefits like, 360 degree feedback permit an organization to focus on developmental efforts, at the individual and grouping level, in the nearby business position where the success of the company depends on constant revolution, which is possible through organizational development. 360-degree feedback facilitates the alignment of individual capabilities and behaviors with organizational strategies. That adds value to the organization uncaring ways:- ÃÆ' ¼ 360 degree feedback afford a talented view about the employee from different source ÃÆ' ¼ 360 degree feedback provides increased the understanding about one1s role probability ÃÆ' ¼ 360 degree feedback provide a better understanding of employed development requirements ÃÆ' ¼ 360 degree feedback provide the understanding of competence and skill in various roles ÃÆ' ¼ 360 degree feedback provides a better understanding of individual presentation at work ÃÆ' ¼ 360 degree feedback reduces training costs by identifying common development want ÃÆ' ¼ 360 degree feedback extends better morale to those who perform and put in well to the organization ÃÆ' ¼ 360 degree feedback helps everyone to work for a common standard and institutionalize presentation management ÃÆ' ¼ 360 degree feedback ensure better interpersonal relationship and grouping cohesiveness ÃÆ' ¼ It promotes self directed learning and provides a road map for employee`s development planning ÃÆ' ¼ It promotes better communication within departments ÃÆ' ¼ 360 degree feedback increases the team`s ability to put in to the organization goals ÃÆ' ¼ 360 degree feedback increases the team`s ability to put in to the organizations goals develop better bottom line thought additional the capability of the organization to meet its objectives. For 360-degree feedback this steps may be taken to gauge the readiness of an organization Identification of the problem.  · Analysis of the organization context for finding a solution to the problem. Allocation of resources for the purpose in terms of time and finances. A detailed plan of implementation. Follow up Drawback of using 360-degree feedback  § A detailed plan of action which, ensure the transparent and clear implementation of appraisal with employee accountability.  § Effective follow up is the prime requirement of 360 degree feedback. Failure in follow u cause more scratch than superior.  § The 360 degree feedback is time consuming and cost consuming assessment process. Without having adequate resource to implement the process, it will end up no where and develop financial burden to organization.  § The trust and confidence on the employee who undergo this feedback assessment process is a determinant factor in its outcome. Many consider this appraisal as tool for downsizing.  § The process involves a lot of paper work.  § There are high changes of subjective from the management and employee part in the feedback assessment.  § Many times the confidentiality of the appraisal cannot ensure from the HR department.  § Since the assessment is based on qualitative data many times it cannot ensure unambiguous, clear and observable and quantifiable formats. AMUL Introduction History In the year 1946 the first milk union was established. This union was started with 250 liters of milk per day. In the year 1955 AMUL was established. In the year 1946 the union was known as KAIRA DISTRICT CO-OPERATIVE MILK PRODUCERS UNION. This union selected the brand name AMUL in 1955. The brand name AMUL means Amulya. This word derived from the Sanskrit word Amulya which means Priceless. A quality control expert in Anand had suggested the brand name Amul. Amul products have been in use in millions of homes since 1946. Amul Butter, Amul Milk Powder, Amul Ghee, Amul spray, Amul Cheese, Amul Chocolates, Amul Shrikhand, Amul Ice cream, Nutramul, Amul Milk and Amulya have made Amul a leading food brand in India. Today Amul is a symbol of many things like of the high-quality products sold at reasonable prices, of the genesis of a vast cooperative network, of the triumph of indigenous technology, of the marketing savvy of a farmers organization. And have a proven model for dairy development. In the early 40s, the main sources of earning for the farmers of Kaira district were farming and selling of milk. That time there was high demand for milk in Bombay. The main supplier of the milk was Polson dairy limited, which was a privately owned company and held monopoly over the supply of milk at Bombay from the Kaira district. This system leads to exploitation of poor and illiterates farmers by the private traders. The traders used to beside the prices of milk and the farmers were forced to accept it without uttering a single word. However, when the exploitation became intolerable, the farmers were frustrated. They collectively appealed to Sardar Vallabhbhai Patel, who was a leading activist in the freedom movement. Sardar Patel advised the farmers to sell the milk on their own by establishing a co-operative union, Instead of supplying milk to private traders. Sardar Patel sent the farmers to Shri Morarji Desai in order to gain his co-operation and help. Shri Desai held a meeting at Samarkha village near Anand, on 4th January 1946. He advised the farmers to form a society for collection of the milk. MANAGEMENT 360 Degree Performance Appraisal system in AMUL 360 degree appraisal means, an assessment of the proformance of the individual at the end of the year or any other performance period by the concerned individual, subordinates, colleagues, boss, and external customers, if any. In a 360 degree appraisal, the data generated is known to the organization. If it is only a 360 degree feedback, they are known only to the individual and to be used for development purpose only. Amul intends to evolve and use a 360 degree appraisal system that generates objective inputs about its employee and that could be integrated into the reward and other personnel decisions. Such a system should be carefully designed and evolved. Therefore, it has been decided to start it in an experimental basis. The system will be used intially for development purposes and as a feedback system. In about two years time, Amul intends to link it with performance linked variable pay. While the policy development route to development KRAs are common across the level, we have introduced 360 degree leadership feedback mechanism for developing leadership at senior management level and have drawn 12 Generic competencies as critical success factors for middle management. The 360 degree feedback of the senior management members has been designed to meet the following. The effectiveness with which each of them is performing various leadership and managerial roles. The styles with which he is performing some of the signifcant tasks and the impact he is making at his staff as a result of these styles. The various competencies the person is exhibiting in the process of performing various roles and tasks in the organization. Appraisal of employees serves several useful purposes Feedback to the employee. Compensation decisions. Personal development. Training and development programme. Promotion decision. Now The Questions Arise That Who Will Appraiser? The Answer Is The employees peers. Self appraisal. The employees subordinates. Higher level manager. Now the process of performance appraisal implemented in step by step Job Analysis, Job Description and Job Specification. Establishing standerds of performance. Communicating performance standards to employees. Measuring actual performance. Comparing actual performance with standrds and discuss the appraisal with employees. Initiating corrective actions. There are various methods for performance appraisal ÃÆ' ¼ Straight ranking method. ÃÆ' ¼ Paired comparison method. ÃÆ' ¼ Granding method. ÃÆ' ¼ Graphic rating method. ÃÆ' ¼ Checklist method. ÃÆ' ¼ Confidential report. ÃÆ' ¼ 360 degree appraisals. ÃÆ' ¼ Behavioral anchored rating scale method. Straight ranking method This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation. Paired Comparison Method: In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. The number of comparisons may be calculated with the help of a formula N x (N-1) / 2. The method is too tedious for large departments and often such exact details are not available with ratter. Grading In this method, certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Such categories may be definitional like outstanding, good, average, poor, very poor or may be in terms of letter like A, B, C, D etc with A indicating the best and D indicating the worst. This method, however, suffers from one basic limitation that the rater may rate most of the employees at higher grades. Graphic rating method Graphic rating scales are one of the most common methods of performance appraisal. Graphic rating scales require an evaluator to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior or performance result. Rating forms are composed of a number of scales, each relating to a certain job or performance-related dimension, such as job knowledge, responsibility or quality of work. Each scale is a continuum of scale points, or anchors, which range from high to low, from good to poor, from most to least effective, and so forth. Scales typically have from five to seven points. Check-list Method Under this method, checklist of statement of traits of employee in the form of Yes or No based questions is prepared. Here, the rater only does the reporting or checking and HR department does the actual evaluation. The rater concerned has to tick appropriate answers relevant to the appraises. When the check-list is completed, it is sent to HR department for further processing. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. The HR department then calculates the total scores which show the appraisal result of an employee. à ¢Ã¢â€š ¬Ã‚ ¢ Advantages economy, ease of administration, limited training required, standardization. à ¢Ã¢â€š ¬Ã‚ ¢ Disadvantages Raters biases, use of improper weights by HR Dept, does not allow rater to give relative ratings. Confidential Reports Though popular with government departments, its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR). The system is highly secretive and confidential. Feedback to the assessee is given only in case of an adverse entry. Disadvantage is that it is highly prone to biases and recency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions, good postings, etc. 360o Appraisal It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors, team members, customers, peers, subordinates and self with different weightage to each group of raters. This technique has been found to be extremely useful and effective. It is especially useful to measure inter-personal skills, customer satisfaction and team building skills. One of the biggest advantages of this system is that assesssees cannot afford to neglect any constituency and has to show all-round performance. However, on the negative side, receiving feedback from multiple sources can be intimidating, threatening, and expensive and time consuming. Behavioral anchored rating scale method The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scales designer, or by the organizations need to know. The one major provision in selecting traits is that they should be in some way relevant to the appraisees job. Data Analysis 1. In your opinion 360 performance appraisal is? 2. Which appraisal system in your opinion is better? 3. What does 360 degree performance appraisal actually measure? 4. 360 degree feedback is used for? 5. What types of information are produced through this method? 6. This method helps to find training need 7. Organization or departmental goal can be achieved through this method? 8. Are you satisfied with the present appraisal system? 9. You find your competencies through this method 10. Do you know about your weakness or strength through this method? 11. Do you get motivation by this method? 12. Please rate the following as per their importance? 13. Do you get the knowledge about your performance and behavior through this method? 14. Do you find the leadership quality among your subordinates through this method? 15. I am happy n satisfied with the 360 degree performance appraisal Conclusion and Recommendation Conclusion In order to understand and analyze my research objective which is to find out whether the employees as AMUL are happy and satisfied with 360 degree performance appraisal or not, I designed a questionnaire and the results showed that most of the employees were very fond of 360 degree performance appraisal system compared to others as it gave them a Holistic feedback, not limiting to just the HR or their supervisors/managers. Also they believed that the organizational goals as well as the departmental goals are simultaneously being achieved through this method. The employees prefer 360 degree appraisal as their training needs are identified which eventually gives them a chance for development and horning their skills/talent. Employees also believe that through 360 degree appraisal they benefit in terms of self development and are also motivated to perform better next time. Through 360 appraisals they get feedback from their manager, subordinates, peers which in turn informs them about their core competencies and their weak areas Also I had taken data from the hr manager, I asked what is the objective of the performance system in your organization, he were strongly agree with identify the training and development needs of the employee. There they use rating method, checklist method, 360 degree appraisal, confidential method. According to him performance appraisal is 75% correct indicator of an employee`s development/ training needs. Self appraisal is a part of their system. Also discussion or interaction between the appraisal and the appraise is a part of their appraisal system. Any sessional held to make the employee aware of the PA system are its objective and important career development. So this are the data which I get from the manager. Recommendation Apart from the ones AMUL is already using they can also use psychological appraisal system as through this system the appraisals can directly assess employee potential for -further performance. This can be done by conducting in-depth interview, psychological tests, discussions with supervisors, reviewing other evaluations. This method focuses on employees emotional, intellectual and motivational and other personal characteristics affecting his/her performance. The quality of this appraisal system largely depends upon the skills of psychologists who perform the evaluation. Amul can also use force choice method so that they have a good advantage of absence of people unfairness because of forced choice. And in organization some are too easy going and other too harsh, so this type of problem solve by using force distribution method. Whereas critical incident method is very useful for realizing potential of employees who can be useful in critical situation. And in essay method approach appraiser prepares a written statement about the employee being appraised. Where advantage of using performance test and observations, only tests measure prospective and not attitude. Actual performance is more a function of attitude of person that prospective. Now, where future oriented methods Amul can use like MBO. This method is results oriented. In this method they do not rely on the others to locate, they specify their strengths and weaknesses. They are projected to supervise their own growth and progress. Other is assessment center method, this conducted assessment centre can reach better forecasts of future performance and development than other methods of appraisal. It satisfied validity and predictive ability are said to be high. Its directly describe the critical for selection and promotion. And also they can use psychological appraisal and it is done in form of deeply interviews, psychological tests and discussion with supervisors and go over of other evaluations. It also more focused on employee motivational, intellectual and emotional and also other person characteristics touching his performance. Anywise these appraisal`s quality mostly depend on the skills of psychologists who perform the evaluation. Bibliography  § 360 Degree Feedback Performance Management System, Volume two. By- T V Rao, Gopal Mahapatra , Raju Rao, Nandini Chawla  § Performance Management System And Appraisal Systems. By- T V Rao  § 360 Degree Feedback- A Management Tool. By-Peter Ward  § www.appraisalservicesnet.info  § www.businessballs.com/performanceappraisals  § appraisals.naukrihub.com/360-degree-performance-appraisal  § wikipedia.org/wiki/360-degree_feedback  § www.amul.com  § www.amul.org.com  § www.indiamba.com  § www.humanresources.hrvinet.com  § www.performance-appraisal.com  § Aswathappa. Human Resource and Personal Management, New Delhi.  § Niehoff, B.P. Enz, C.A. and Grover.R.A.The Impact of Top Management Action of Employee Attitude and perceptions, Group and Organization studies,15.(3) P;337-352  § Macgregor, D., An Uneasy Look st Performance Appraisal Business, Harvard Review, sept./oct.,pp.133-138.  § Meyer, H.H.,Emmanuel, K. and French, R.P.J.,Split Role in Performance Appraisal Harvard Business Review, Vol.44, no. 3,May,/june,p.106.  § Richard,E. Kopelman., Obective Feed Back, In Edvin A Locke, Generalizing From laboratory To Field Setting, Lexington Books, Lexington, Mass. P:119-145.

Questions On Ethics And Ethics Essay - 770 Words

Ethic in Negotiation The dictionary definition of ethics is: a system of moral principles or values; the rules or standards governing the conduct of the members of a profession; accepted principles of right or wrong. Ethics create the means of doing what is right, fair and honest. 1 According to Mark Pastin, an ethics thought leader and ethics consultant, â€Å"You need to recognize the interests involved in an ethical situation and know how to navigate them†. He also imply, in order to create a vision of a solution that satisfies the other parties interests, finding out their interest is very critical in negotiation. Therefore, when pursuing an ethical agreement between parties it is essential to find out whose interests are involved in order to clarify the disagreements. In addition, if parties direct those interest in a positive direction, it will also allow parties to get a better view of the facts and make it possible to come to an agreement. This interest-finding excursion is part of prep aration for a negotiation. Parties require constantly working to avoid assumptions about the other parties. Instead, they need to get to the core interests. 3 There are four standards for evaluating ethics strategies and schemes in business and negotiation which each of these approaches reflects a fundamentally different approach to ethical reasoning. The first one cis called â€Å"end-result ethics†, in that the properness of an action is resolute by assessing the pros and cons of itsShow MoreRelatedQuestions On Ethics And Ethics930 Words   |  4 PagesIssue â€Å"It might be impossible for Harvard to teach ethics,† was what Chuck Colson, a former lawyer, a politician and devout Christian, noted after discovering reports on one of the school’s ethics classes. 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Payless Service Blueprint Free Essays

string(58) " have an item that can improve the life of their product\." Payless Shoe Source is a discount footwear retailer with over 4,572 retail stores in 15 countries. This company does not only focus on providing different fashion possibilities for the family at a great price, but distinguishes themselves by offering an engaging, easy-to-shop experience and outstanding customer service. Our group chose this company to blueprint because it has a very elaborate customer service process. We will write a custom essay sample on Payless Service Blueprint or any similar topic only for you Order Now This company focuses heavily on providing the customer with a great shopping experience by following a series of â€Å"critical actions† that must be delivered to one hundred percent of the customers during their journey in the store. In addition, one of our group members works in this company and therefore, it would be easier to grasp an in depth understanding of the service process and be able to have easier access to all the information we needed.When shopping at the store, the customer goes through five different steps in their shopping experience. The company calls this process the â€Å"customer journey,† consisting of the following stages: Enter, Browse, Try-on, Check-out, and Walk-out. When the customer approaches the store, the customer is impacted by the store’s physical evidence for the first time. The first physical evidence the customer comes across is the store’s outer appearance. They may ask themselves does the store look in good condition and/or is it open.Once they get that established, they notice the parking lot to see if there are any available spaces to park and also if it’s clean. Once they park, the first thing they see on the store is big posters on the windows. The store always has advertisements on the windows to show customers what sales they have going on during that time. The sale posters alone can influence a customer to walk in the store and that alone can make a customer walk in the store with certain expectations, such as prices and brands. As the customer walks in the store, the Enter stage begins.The customer walks into a lobby area, which contains a little jewelry/sunglasses section slightly to the side and in front of them, there are displays of the latest or â€Å"hottest† shoes for customers to view at first. To the left or right wall of the store, there would be handbags/purses for the customer to see, many which match certain shoes. Payless Shoesource as the name says it, is mainly to shop for shoes, but all these extra items that the customers come across in their shopping experience influence a customer who initially went in for a pair of shoes to walk out with two or three extra items, or ccessories they might not even need or did not realize they needed. Once the lobby area has been viewed, the customers are offered assistance a nd are directed to their size. If they are shopping for children, an associate offers to measure the child’s feet and then directs them to the kid’s aisle. This is where the Browse stage begins. The aisles are divided by men’s, women, and children. The aisles containing the shoes should be well-organized, put in correct order by size and department, and should be color-coded. This helps the customer and employees to find things easier.In this stage of the customer journey, an associate approaches the customer and initiates interaction. The salesperson asks the customer an open ended question such as, â€Å"What type of shoes are you looking for today† to better understand the customer’s needs. The associate then suggests the customer styles for them to try on and helps them find the right size. Furthermore, in this stage the associate also ensures that the customer understands the promotion that the store has in case they were not yet given that information at the Enter stage.If a certain style is not found in the aisles, the associate checks the inventory system (support process) with a handheld computer device called a scanner. With this device the associate can check inventory, prices, and in what other payless locations the shoe is in stock. This device is very important physical evidence because it can influence a customer’s experience positively. This allows the employees to give a faster and more accurate service. After the customer begins trying on shoes, the associate goes back to check on the customer and delivers the critical actions for the try-on stage.This stage is very important because the company has determined that sixty-four percent of customers who try on shoes make a purchase. The associate begins by complementing their selection. This can change the sixty-six percent to eighty-eight after a customer receives follow-up. The associate then offers the customer a second style or a matching accessory to increase the units per transaction. Once the customer picks the products they want to buy, the associate offers to take the shoes to the registers which are at the front of the store, where the Check-out stage begins.In the beginning of the transaction a customer is asked for personal information such as name, address, and email address that is input in to the registration system in the support process. This data is stored and used for marketing purposes and comes up every time the customer shops in the store, allowing for a more personalized service. The cashier then proceeds by checking that the correct shoe mates are taken. This is done verbally to reassure that the customer is taking what they want and to avoid any returns.Underneath the registers, are shoelaces and shoe care merchandise for the customer to purchase at last minute. In the Check-out stage, these items are offered by the cashier because the company determined that one out of five attempts to sell additional items at the register is successful. The shoe care merchandiser influences the customers experience because they are strategically placed to create additional needs to consumers, making them purchase at the last minute. This helps the company, but it also satisfies the customer because they now have an item that can improve the life of their product. You read "Payless Service Blueprint" in category "Papers"Finally, the customer is thanked and invited back. The last stage of the customer journey is the Walk-Out stage. This is whenever a customer is leaving the store without making a purchase. An associate stops the customer and asks then an open-ended question, such as â€Å"Did you find everything you were looking for. † Many times an associate prevents the customer from leaving and directs them back to the aisles for further help and may actually save a sale. If not, they give the customer a reason to come back by informing them of an upcoming promotion or the day new shipment arrives.Of course, even the best process has potential fail points where problems may occur and/or bottlenecks where backups or slow delivery may occur. There are three different types we can identify. The first bottleneck is the handling of uncooperative customers. All the critical actions that the service employees need to deliver during the customer journey require cooperation from both ends; the customer and the firm’s employees. Customer participation is crucial in effectively delivering all aspects of the service delivery the company wishes to give all of its customers.However, sometimes the company comes across â€Å"difficult† customers, or often called â€Å"get out of my face† customers that can slow the delivery process or even cause a fail point. There are times that customers do not want to be offered assistance and they will either keep walking, ignoring the salesperson, or they will respond with a quick phrase like, â€Å"I am just looking. † For instance, during the Browse stage, the employee is required to interact with the customer.If they are explaining the current promotion to the customer, but a customer refuses to respond to the employees help by not listening to them, then this part of the servi ce deliver creates a fail point if the associate gives up or it makes the process slow down is the associate later attempts to explain the same information once again during a different stage, to avoid the customer arriving at the register not understanding the promotion. Another instance would be at the Enter stage, where the associate offers to measure children’s feet. It is the salesperson’s job to deliver this critical action, however how successful this is also depends on the customer’s participation. If a customer does not allow the associate to measure their child’s feet, then the whole purpose of this part of the service delivery fails because the associate will not be able to give the customer this service. The purpose of doing this is to allow the associates to interact with the children as well as the parents in order to create a pleasurable experience for the whole family.This is a service that many competitors don’t offer, so it is a competitive advantage. The only solution to this bottleneck is for the front line managers to exercise continuous training with their employees. This will help them gain ease in talking to customer in general. It will provide the associates with practice that will help them learn to enhance customer participation and to effectively deliver good service. That way if a customer shuts down an associate, the associate will be trained to not give up and instead exercise the learned ways to gain a customer’s trust.Unenthusiastic employees are another fail point we identified. Employee’s unwillingness to participate in delivering the customer service can be a potential fail point in the service delivery process. Uncooperative employees can be the result of a variety of things. The first is that the company was involved in an ineffective hiring process. Another is that the company failed to exercise proper training. The employee must be trained to switch from tasks to customer service whenever a customer walks in. Fortunately, this fail point is somewhat controllable by the company. To avoid this, the company should hire the right people from the start. A solution is for the company to develop strategies to determine who is right for this position. Another alternative is to treat their employee’s right. The company must know when to reward their employees and must provide motivation that will drive them to try their best. A third fail point identified is out of stock merchandise. Not meeting the demands of the ustomers can be a big problem that can lead to many lost sales. The solution to this is to exercise more effective communication during the support process where the manufacturer sends the merchandise to the pool point and from there it is sent to the store, and it is received and input into the inventory system. Every time an associate uses the inventory to search for a shoe and prints out a receipt for the customer to go to another location is valuable information that should be used in benefit of the company.This is additional information that should be considered when making the inventory and should be effectively and accurately communicated within the support process to successfully meet the specific demands of customers. A service blueprint not only allows for a quantitative description of critical service elements, such as time, logical sequences of actions and processes, but also specifies both actions/events that happen in the time and place of the interaction and actions/events that are out of the â€Å"line of visibility† for th e users, but are fundamental for the service.With the realization of the importance and the domination of services in the world’s economies, there is a growing emphasis in business practice on creating meaningful, memorable customer experiences. Payless Shoe Source has reinvented itself and repositioned its brand as a business that is as passionate about helping customers as they are about the products they sell. By using a detailed service blueprint, Payless can strengthen its Marketing, HR Management, and Operations areas and achieve a stronger bond with its customers.The company’s blueprint showcases key points where customers are more attracted to, spend more time at, and are more likely to focus on promotions, ads, and its products. This will especially be helpful to the stores’ â€Å"extensive media plan. † Measuring the stores traffic in customers, sales, and productivity, the company develops the plan which determines what amount of advertising impressions would be the most effective in T. V, radio, magazine, and newspapers. It was this plan that led them to be awarded the â€Å"2006 Marketer of the Year† by Footwear News among other recognitions. Another important aspect of the organization is its’ employees. Payless is proud of its associates and has a culture that encourages personal, informal feedback between all employees and includes programs in its stores and corporate offices to recognize excellence by individuals and teams. Through the blueprint Payless can evaluate associates, their relationships with customers, and manage their Development, Recognition, and Compensation Programs. For example the quarterly and annual Pinnacle Awards program recognizes top store and district performers in their three regions. Payless is also an organization looking to innovate their service to customers.Its store operations are a critical, important area in its service process. A blueprint will be helpful to create performance standards for workload scenarios, improve alignment among key business functions, and implement new technologies where needed the most. An example of how payless optimized it’s workforce was the creation of KRONOS. Kronos is a an integrated, analytical workforce management system which pulls data from various sources such as the POS, traffic counters, supply chain systems, and associate preferences to create automated, optimized work schedules.Through this assignment we learned how significant a service blueprint can be to an organization for it to be successful among its customers. The blueprint allows firms to visualize the service process, points of customer contact, and the physical evidence associated with their services from their customers’ perspective. The uniqueness of this technique is its continuous focus on the customer as the center and foundation for innovation, service improvement, and experience design. That doesn’t mean that customers are the source of innovation, but rather that value to the customer is the central purpose of innovation.The service blueprint helps firms improve and innovate their service and create a â€Å"customer-focused† design for the firm, which in turn increases customer retention, creates a competitive advantage and mainly increases brand equity. Payless Shoesource is a perfect example of how a blueprint can be successfully used to innovate, improve, and communicate the firms’ philosophy of great service to its customers. Works Cited Bharat Book Bureau. February 2009. 5 July 2010 http://g51studio. com/parsons/ServiceBlueprinting How to cite Payless Service Blueprint, Papers

Confucianisms similarities to virtue ethics free essay sample

Isaiah Fasoldt Confucinisms Similarities With Virtue Ethics Confucianism, the ancient social philosophy of China, would have had no ethical parallel in the West as little as 30 years ago. There are some small similarities that it holds with utilitarian ethics and deontology. There is very little in ethical egoism or relativism that lines up with Confucianism. I believe that virtue ethics, however, as laid out in Alasdair Maclntyres book After Virtue bears a striking resemblance to Confucianism. One important feature of Confucianism, according to John Koller, is that it is an ssentially humanist philosophy; in other words, human beings are the ultimate source of values. This is in apposition to Supernaturalism†which claims that values ultimately come from God, and naturalism†which believes that values come from nature. Thus, Confucianism, answers the question of How can goodness and harmony be achieved? by looking for exemplars and principles in humanity itself. We will write a custom essay sample on Confucianisms similarities to virtue ethics or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This is strikingly similar to the picture that Alasdair Maclntyre paints of the world. According to Maclntyre, most of the ethical language and arguments that are thrown around between ethicists and even everyday people is fundamentally ncomprehensible or incoherent. Ethical prescriptions used to be based on a common belief in God and the ways in which He has ordered the universe. In todays world, however, we no longer share that common belief, but we have kept the structures and language of our old ethical systems without the foundation stones on which they were originally built. To remedy this ailment, Maclntyre proposes going back to a kind of virtue ethics, an essentially humanist philosophy that defines virtuous behavior as what a good man would do. Like Confucianism, virtue ethics looks to neither God nor nature, but rather humanity to find the principles by which o live. Furthermore, both Confucianism and virtue ethics focus less on the rightness of actions themselves, but rather on the development of virtuous people. Koller, notes The Confucian idea that virtue, rather than law, should be the basis of government . Similarly, virtue ethics sees ethical behavior as ultimately driven by character, not by rules (deontology) or consequences (utilitarianism). Both Confucianism and virtue ethics are interested in cultivating people skillful in doing good as the basis of a stable society. Confucianisms similarities to virtue ethics By ifasoldt

Anaximander Essays

Anaximander Essays Anaximander Essay Anaximander Essay Anaximander, a Milesian philosopher, was the first great influencer of Greek thought. He traveled, and presented his discoveries from the outside world to Greece. He is sometimes credited with the discovery of the gnomon, a type of sundial telling hours of the day, equinoxes, and solstices; however, it was most likely a transplanted invention from the Babylonians. He is also said to have constructed a celestial globe mapping the heavens. Anaximander can be considered the first geographer and although his maps suffered massive criticism from later philosophers, he completed a map of the world based on his own travels to Sparta and the Black Sea, and upon conversations with merchants and travelers. Anaximander also created a model of the universe using a geometric structure and basing measurements on multiples of three. He conjectured that the heavenly bodies were seen when fire showed through vents in the heavens. By using this single supposition, he was able to explain phenomena such as eclipses by a single occurrence: the blockage of heavenly vents. He can be considered the first metaphysician because he rationalized and hypothesized about the Aperion as the Arche. Unlike Thales, Anaximander speculated that the Aperion differed from the elementals and reasoned instead that since it was the fundamental source of all things and surrounded the heavens and worlds, it could not be any one of those things or possess their characteristics. This is why the earth does not move in space, because the Aperion has an equal relation to the extremes and there is no reason for it to move. According to Anaximander, the Aperion must be spatially unlimited because it environs the universe. As an unlimited material, if the Aperion possessed a definite set of characteristics, it would obliterate everything with opposing characteristics. It must perpetually be in motion for change to occur in the world. It is ageless and eternal, because if there was a time when the Aperion was not, then it must have come from something other than itself, and as the inspiration for the creation of all things, this would be impossible. Anaximander explains the existence of the world not through traditional divinities and mythology, but rather by elements separating off from the Aperion. He found explanations for the world that were logical and uncomplicated. Anaximander taught that either of any two opposites can overwhelm the other, but share equal influence, although they are constantly in conflict. When one gains greater power, it will eventually pay the penalty to the other, keeping the world in balance. Heraclitus was the dark, riddling philosopher who expounded the theories of eternal change. Heraclitus was very critical of past philosophers and peers. The former he condemned for valuing learning over insight, while the latter he denounced for being unreceptive to unfamiliar concepts, not caring for truth, misusing their senses and intelligence, and erratically following tradition and authority. Heraclitus was the first philosopher to connect human values to philosophy. He transcended physical theories in order to discover principled appliances and metaphysical fundamentals. He went beyond the Milesian philosophers study of the material foundation of the world to the rhythm of nature affecting the Logos. However, he did not believe, as Anaximander did, that opposites were in a universal unrest, but rather that they existed in a law like flux and transformational uniformity. For example, the sea water, which is most polluted for humans, but most pure for the sea creatures; it gives both death and life in different respects. He viewed conflict as a necessity in life, but not as an impediment to living. He stated that it is the inevitable law of nature for things that are hot to become cold and that since they are already hot, they cannot become hot. The potential for both extremes always exists within the same object. Heraclitus associated Logos with fire, the dramatic, violent, hot element of gradual change. However he also believed that fire, water, and earth were constantly changing into one another. This idea of constant motion of the elements reflects Anaximanders. He uses the example of a river: if the river stops flowing and changing it fails to remain a river, and becomes a lake. Just so, if the Kosmos ever stopped changing it would lose its identity and fail to exist as we know it. The existence of Logos keeps the world in order. Thus, he presents his idea of the Logos not only as elemental, but also relating to justice, law, and God. He criticized people for looking at the world as made of individual parts instead of looking at all the separate parts as they relate to the whole which they all come from. By fully grasping what the whole is, we can see the way individual things interact within it. Heraclitus put much emphasis on logic and relying upon the senses. He said that most people live in a private dream world, and while they are physically all in the same reality, they are not conscious of it. He disvalues things taught in favor of things learned for oneself through experience. He particularly valued knowledge gained through sight, but he warned that when the soul is barbaric, the persons reception will be skewed. The highest virtue that Heraclitus extols is that of understanding. Although only divinities can have complete insight into nature, is a virtue humans must work toward. He uses the Logos as fire to argue morals. Souls are made of fire, and to die is to be extinguished or become wet. He warns against drinking to excess because it moistens the soul; much the same, when a person is sick, it indicates that their soul is moist. Greeks believed it valiant to die in battle, with a fiery soul. Thus it was shameful to die of disease because the soul would remain impure. Heraclitus stated that the Logos was a wholesome cosmic fire and the fieriest soul was the wise soul. He warned that it was the individuals character and actions that determined his or her fate, rather than gods from any mystery religion. Parmenides was the first philosopher to combine the analytical logic with philosophy. He branched off from the theories of Anaximander, Heraclitus, and Pythagoras. Like Heraclitus, he emphasized the importance of learning the truth about existence and nature, except he believed the way to reach that understanding was through reason separate from the senses, because humans tend to deem whatever seems to be as unconditional reality. This principle led to forms of rationalism and influenced Platos writing. Expounding upon Pythagorean thought, Parmenides found explanations for the universe that were mathematical and logical. He also uses verse to present his philosophy, reiterating Greek tradition and thought. He plays up the images of chariots and wise steeds, referencing Achilles in Homers Iliad, he alludes to Hesiods work when describing Chaos, and although he doesnt use the term god, Parmenides employs Anaximanders Justice and opposition in his tale. In the poem, Parmenides presents three possibilities for reality and the state of the universe. The first way is to believe that everything is, the second is to believe that nothing is, and the third is to believe that everything is and is not. The way of Objective Truth is both unswerving and coherent, the Unthinkable Way is consistent but incoherent, and the way of Subjective Belief is incomprehensible and incoherent. (The first and second ways are both enlightened, but should not carry the same merit. ) Humans often fail to see the first way as feasible because they rely upon their senses. Parmenides argued that if something can be conceived, that on some level of existence it exists because it has properties that can be described. This is why the second way is incorrect. By talking about nothing, it is described with certain attributes and, itself, becomes something. There are benefits to the way of Subjective Belief, in looking at the universe and truth objectively. The fallacy comes when people on this path try to understand themselves or their immediate surroundings. The Kosmos does exist independently, but not to the omission of all other potential Kosmoi. The objective truth is that conceivably all Kosmoi are similarly existent, therefore Parmenides concludes that the Plenum is continuous, undivided, imperishable, timeless, motionless, and unchanging, which is utterly divergent from Heraclitus view of an ever-changing Aperion. Parmenides view of the world can be compared to a block of marble. It is possible to create anything out of that block until it is changed and one chunk is carved off. The possibility to create any number of designs is immediately eliminated. Therefore, since it is possible for every imaginable universe to exist, the Plenum can never change. It is also contingent on properties of time rather than space. Parmenides Plenum was made up from two opposites: fire which gives light and translucent, and night which is dark and dense. Much as Anaximander described it, Parmenides world was made from these two elements separating off in a type of vortex, and combining with each other; however they can never become one another. In Platos Meno, Socrates shows his idea of virtue and knowledge by questioning Meno, a high-class, educated man, and an uneducated slave. He begins speaking as if he knows nothing about virtue, and asks Meno to explain it to him. However, he quickly tears apart Menos confidence. He tries to discover what virtue is, because until one knows what something is, one cannot know its qualities, and it cannot be taught. Socrates eventually brings Meno to the conclusion that virtue is knowledge or temperance. Then Socrates defines teaching as remembering knowledge from previous lives. He questions a slave-boy in geometry much in the same style that he questioned Meno, first utterly bewildering him before leading him to the answer. The slave would have had no education, but was able to discover the truth by answering questions, and thus must have been remembering that particular truth. They determine that virtue is knowledge, and knowledge can be taught. Thus, divulging knowledge to a person is the same as divulging virtue. By teaching that virtue is beneficial, and supposing that a person would not choose to do something detrimental to them, then knowing that something is a virtue they will choose it, and since they are choosing virtue, they must be virtuous. Consequently, to teach virtue is simply to teach that virtue is knowledge. Therefore, Socrates teaches Meno virtue in the dialogue. However he contradicts this by saying that the slave discovered some true opinion, not knowledge, and Socrates did not teach him because he was not paid as teachers must be. Therefore virtue cannot be knowledge because virtue cannot be taught. He offers four ways in which humans may acquire virtue: teaching, practice, nature, or some alternative way. An alternative to virtue being knowledge is that it is true opinion, which cannot be taught. If it is not taught then it must be a divine gift.

tom clancys rainbow six essays

tom clancys rainbow six essays Characters: John Clark an ex Navy Seal, and two other characters Alistair Stanley the executive commander of Rainbow Six, and Domingo (Ding) Chavez, the captain of team two. There are two other insignificant characters Clarks wife sandy and is daughter Patsy Who is married to Ding, Patsy is pregnant. The other main character is Dimitriy Arkadeyevich Popov; he is an ex KGB agent who is now working as a special consultant. He will become a very important character later in the story. The boss (sorry I forgot his name) owner of a multi-national Pharmaceutical company all around bad guy. Plot: Clark is the commander and in charge of starting a new European anti-terrorist group called Rainbow Six. Rainbow Six is split into two teams; team one and team two. These teams are the best there is. They are based in Hereford, England, but any European country can call on them at any time. They run three miles in twenty minutes, every mourning at six am. Only one team is on-call at a time. The team that is not on call will be doing live fire practices. In the first six months of being operational they are called on three times. The first incident happens in a Swiss bank where terrorists taken control. They also have a hostage. Team two successfully takes them out, with only one hostage killed (he had already been killed before they got there). The first mission helps to organize them and fix a few holes in there planning. The second mission is in Germany; an international trader is taken hostage in his mansion. This mission goes too well, thanks to the snipers. No hostage deaths, but all the terrorists are killed. The last mission is they are called upon is in Spain, where a team of terrorists take an amusement park and thirty children. They demand their leader, a man named Jackal be released from prison (he was the guy who took the Swiss b ...

Themes of Crhistian Faith Essay Example | Topics and Well Written Essays - 1250 words

Themes of Crhistian Faith - Essay Example lshtain judges the historical and modern events through the prism of religious and divine monism and promotes a view that only sovereignty of God can give societies a better sense of dignity, decency, and common sense. Elshtain’s book is a sustained examination, critique, and interpretation of monistic understanding of the sovereignty of God, states, and selves (227). The central thesis of the book claims that as a sovereign state is sovereign to God, so sovereign selves are to sovereign states (159). Elshtain’s book revolves around the topic of monistic religions, the finality of God’s religious word, and the conflict between individual autonomy and the power of religion. Elshtain discusses and evaluates the changes that have occurred to the current position of religion against the state: today, individuals seek to rely on individual judgments and no longer regard the word of God as the source of the ultimate truth. Elshtain refers to the case of Terry Schiavo to judge and condemn her family’s decision to let Terry die. Elshtain is confident that a truly theological state would not let family members kill Terry simply because she was causing them discomfort. Elshtain a sserts that Terry’s family members applied to the power of the state, state laws, and their autonomy to take the decisions that go against the will of God. Elshtain is confident that the shift of God’s sovereignty to the sovereignty of state marks the erosion of decency, dignity, and common sense in society and gives way to using others for the sake of personal comfort. The discussion of the bound and unbound state and self are among the central categories in Elshtain’s book. These categories reflect the two opposing dimensions of the moral theory and represent the two dramatically different aspects of philosophic and religious reasoning. The discussion of state-bound and self-bound categories must begin with the reference to the Biblical scriptures. In ACTS 5:29 we read: â€Å"Peter and

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Scavenger Hunt - Research Paper Example Researchers have to plan for the whole process and allow adequate time for each activity in the research (Ronald, 2013) Some information is not easy to collect given the security and limited access to certain types of information. This paper will reflect on the importance of gathering information in PR. This essay also outlines processes and procedures involved in collecting data in research as well as reflecting overall experience of research. This will be based on five questions that the researcher sought answers from different sources in order to have a firsthand experience of research in Public Relations. Reliable data and statistics about different issues and trends in the United Arab Emirates can be obtained from different sources. Reliable sources are those that have authority either from the government of UAE or from other international organizations that work collaboratively with the UAE. Five main sources of information on various topics in the UAE include the National Bureau of Statistics of the UAE, The World Health Organization (WHO), International Labor Organization (ILO), The United Nations Organization (UNO), and the Forbes magazine (Aaref, 2005). These sources give data on different topics ranging from demographics, economic trends, politics and social lifestyles. This list of sources comes from international and local sources that have authority in their specific areas. Power toothbrushes are more effective that manual toothbrushes in the short term. Power tools are automatic and easier to manage. The brushes can regulate themselves for instance by preventing one to brush too hard on the gums. These toothbrushes are however very expensive and out of reach for most people. The current infant mortality rate in the United Arab Emirates stands at 0.9 in 1000 births (Aaref, 2005). This is a relatively good rate in relation to rates in other countries in the world and

Evaluate the impact of media such as video games, film and TV on the Essay - 1

Evaluate the impact of media such as video games, film and TV on the behaviour of teenagers - Essay Example This makes it important to study deeply the influence of media on behaviours of teenagers. There is a lot of research in this field where some studies conclude its negative effects and some conclude presenting the pluses. Most of the studies suggest that the more the teens spent time in front of screen more likely it is that they get exposed to the information that is not useful. Spending more time viewing TV is also harmful to the health of teens as it is known to lead to sedentary lifestyles, unhealthy eat and sleep patterns, and obesity (Council on Communications and Media 2011). Besides the effects on health, over-exposure to media is also known to affect the behaviors of the teenagers. This essay explores the effect of media on the behavior of teens. Starting with discussion on the adverse effects of media on teens, the essay will outline the positive aspects, that is, the counter-argument and refutation to each counter-argument before presenting conclusions. There are several studies that suggest negative effects of media on behaviors of teenagers. Anderson et al (2003) stated that it is now a proven fact that media violence results in transmitting aggressive and violent behavior in youth in both short as well as long term contexts. Researchers concluded that being exposed to media that is full of violent attitudes and behaviors is sure to lead adolescents adopt similar behaviors. This also leads to bullying weak students in school and trying to involve in activities that are considered ‘cool’ among a group. Teens usually adopt such behavior for social acceptance and media has a very important role of play in this classification of social acceptance and ‘cool dude’ attitude. In another study, Huesmann and Taylor (2006) suggested similar findings; they also found that media violence contributes to violent

Number of Microorganisms and Level of Spoilage Relationship

Number of Microorganisms and Level of Spoilage Relationship 1.0Â  Materials and Method 1.1Â  Chemicals 50 g of dried powder of curcumin will be extracted in a Soxhlet apparatus with 500 mL of 95% ethanol. The process will be done until the solvent is colourless. The extract then will be filtered and concentrated using a rotary evaporator. The dried ethanolic extract will be stored for further usage. A stock solution of curcumin will be prepared by dissolving 10 mg of dried ethanolic extract in 10mL of ethanol (50%) to give a concentration of 1 mg/mL. All chemicals that will be used are reagent grade (will be supplied by Merck, Sigma, of Fluka) and will be used as supplied. 1.2Â  Methods 1.2.1Â  Preparation of Bacterial Cellulose Membrane Acetobacter xylinum culture will be cultivated using a Herstin-Schramm nutrient (HS) medium that consists of glucose (2 w/v%), yeast extract (0.5 w/v%), bacto-pepton (0.5 w/v%), citric acid (0.115 w/v%), Na2HPO4 (0.27 w/v%), MgSO4_7H2O (0.05 w/v%) and ethanol (1 v%) which will be added after the base has been sterilised. The culture will be cultivated in stationary conditions. The HS medium will be filled in 300 cm3 conic flasks. The bacterial breeding process will be conducted in a period of seven days at 30oC, which inoculums will be grafted at approximately 4 w% in relation to the HS medium. Glucose, arabinose, mannose, galactose, xylose and mannitol will be used as carbon sources in the biosynthesis process of bacterial cellulose. The membrane of the bacterial cellulose will be treated with NaOH (approximately 5% concentration) for 60 minutes and a temperature of 100oC so that bacterial cells can be removed and substrate from the inner layers of the bacterial cellulose film. The bacterial cells will then be rinsed with tap water until it achieves a neutral condition at around pH 7.0. To prepare the membrane sheet, 10 g of the bacterial cellulose will be blended until it is homogenous. Then, it will be casted onto the glass plate and pressed. The membrane is to be left overnight for 12 hours, and will be dried at 60 oC. The membrane sheet is to be stored away. 1.2.2Â  Immobilization of Natural Dye on Bacterial Cellulose Membrane The natural dye will be immobilized onto the bacterial cellulose membrane using absorption method. The membrane sheet will be immersed into 10 mL of curcumin stock solution (1 mg/mL) at ambient temperature for 12 hours. Then, the curcumin/cellulose membrane will be rinsed with tap water to ensure that unbound indicator within the membrane will be removed. The curcumin/cellulose membrane will be dried using an electrical drier. Finally, the curcumin/cellulose membrane will be cut into shapes according to the design of on-package sticker sensor (Figure 1). Figure 1:The design of the sticker sensor based on curcumin/cellulose membrane for broiler chicken cuts’ freshness with colour indication for fresh, medium (need to be consumed in hours) and not fresh (spoilage, do not consume). 1.2.3Â  Preparation of Broiler Chicken Cut Samples In this study, a fresh boiler chicken of normal pH (5.5-5.6) will be used. The chicken will be cut into a 100 g and 50 g portions for microbiological and sensory analysis respectively. Each portion will be placed in a low-density polyethylene plastic film (0.9 g/cm3) which will be put on plastic trays. Then, the samples will be stored in a low-temperature incubator (4-0.2 oC) and in room temperature. The temperature of the samples will be observed throughout the entire storage period with electronic temperature recording devices. Four sample packages of the chicken cut product will be taken at appropriate time samples from each storage temperature. They will be analysed for microbial growth, pH and sensory characteristics such as colour and odour. The test will be repeated for three times for each sample to increase the accuracy of the result. This means that 12 determinations in total will be taken per test condition. Then, the average value of the three determinations will be used per sample for the statistical analysis. 1.2.4Â  Microbiological Analysis Samples of chicken cuts will be weighed for 25 g each. Then, they will be added to quarter strength Ringer’s solution (225 mL) and will be homogenized in a stomacher for 60 seconds at room temperature. Decimal serial dilutions in quarter strength Ringer’s solution will then be prepared, 1 mL of 0.1 mL samples of appropriate dilutions will be spread on the surface of appropriate media in petri dishes to count (a) total aerobic viable count (TVC) on plate count agar; incubated at 25oC for 72 hours, and (b) Pseudomonas spp. on cetrimide-fucidin-cephaloridine (CFC) agar; incubated at 25oC for 48 hours. Both plates will be examined to observe typical colony types and morphological characteristics that were associated with each growth medium. Furthermore, the selectivity of each medium will be monitored regularly by Gram staining. Smears that will be prepared from randomly selected colonies from both media will also be examined using microscopic examination 1.2.5Â  Measurement of pH and VA in Broiler Chicken Cut Samples The glass electrode of a pH meter will be immersed in the homogenate of chicken meat to record the pH values at the end of microbiological analysis. Perchloric acid extracts will be taken from the chicken meat samples for analysis of TVBN levels. All the chicken meat samples will be rinsed thoroughly with tap water. The chicken meat will then skinned and minced through a meat grinder with 4 mm holes, three times. 10 g of chicken meat sample will be blended with 90 mL of PCA 6%. 50 mL of the filtrate is to be made alkaline using hydroxide 20% and distilled water for a period of 10 minutes in a 2100 Kjeltec Distillation Unit. The process will be repeated three times. 1.2.6Â  Sensory Analysis Sensory evaluation of chicken cut samples will be performed by a five-member (staff from the laboratory) sensory panel. It will be performed during storage to both chicken cut samples under chiller and room conditions. The same persons will be used in each evaluation session, but they will not know the age and temperature history of the product being tested. The evaluation will be carried out under artificial light, and the temperature of the product will be of the ambient temperature. When evaluating the product, special attention will be given to the colour, texture and odour of the chicken meat. The texture of the chicken meat will be measured by a texture meter while the odour will be judged and recorded in appropriate forms with descriptive terms, showing the organoleptic evolution of quality deterioration. A simple three-point scoring system will be used. Each characteristic will be scored on a continuous 0 to 3 hedonic scale, with 0 being the highest quality score, 1 for the a cceptable product, 2 as the limit of product acceptance or rejection point and 3 is the unacceptable chicken cut sample. 1.2.7Â  Measurement of the Visual Sticker Sensor Response The sticker sensor is made of natural dye of curcumin immobilised on bacterial cellulose and designed as in Figure 1. The sticker sensor will be placed on the packaging of the chicken cut samples, with direct contact to the atmosphere in the package through a hole that attached to the sensor. Then, the chicken cut packages will be stored at chiller and room temperature in order to assess the applicability of the developed sticker sensor to observe the spoilage process of the product. The irreversible colour change of the sensor from the initial yellow to reddish orange will be used as the measurable response of change. The kinetics of colour change of the sticker sensor will be evaluated by a hand-held colorimeter to determine the CIE colour space coordinates. 2.0Â  Expected Results The objectives of this study are to investigate the relationship between the number of microorganisms and level of spoilage, and also to develop an indicator to monitor the freshness of chicken. A few tests will be carried out, including microbiological analysis, pH and TVBN analysis, sensory analysis, as well as the response of the developed sticker sensor. The expected results for this experiment are: When the number of microorganism increase, the level of spoilage is higher. The pH and TVBN levels increase when the level of spoilage is higher. The sensory score will increase as the level of spoilage increase. The developed sticker sensor will remain the original colour yellow when the chicken cuts is fresh, orange when the product should be consumed in a few hours, reddish orange when the product is spoiled. 3.0Â  Abstract A few studies have shown that as the level of microbial growth increase, the level of spoilage also increase. The main objective of this study is to develop a sensor to indicate the level of spoilage that can be seen using our naked eye. The smart packaging that was invented really helped the consumers to judge the freshness of raw materials. There are a few indicator of meat freshness that has been studied, such as colour-based pH indicators and volatile compounds indicator. Examples of indicators are methyl red, natural dye of curcumin and colorimetric sensors array using e-nose. A sticker sensor will be developed using natural dye curcumin immobilized on bacterial cellulose. A few tests will be done, that are microbiological analysis, pH and TVBN analysis, sensory analysis, and the response of the developed sticker sensor to meet the goals of this study. The expected result will be the number of microorganism, pH and TVBN levels and sensory score will increase when the level of sp oilage increase. The sticker sensor will turn colour from yellow, to orange, and finally reddish orange indicating fresh, not really fresh and spoiled respectively.