The Battle of France Essay -- The Fall of France, Nazi Invasion of 194

1. Presentation 2. History 3. Arranging/Preparation 4. Execution/Action 5. Exercises Learned 6. Works Cited Presentation In the spring of 1940 Europe was encompassed in war. The German military machine had just vanquished Poland, Denmark, and Norway. Nonetheless, not content with northern and eastern development, Adolf Hitler needed to control the western nations in Europe. Hitler had for quite some time been fixated on assaulting and controlling France. After their destruction in World War I, the German individuals, government, and military were mortified by the tremendous post war sanctions utilized against them from the Treaty of Versailles. Hitler needed to vanquish and embarrass the French individuals similarly that his nation needed to understanding. For him, retribution was essential. The German arrangement was to swing into France utilizing another strategy know as Blitzkrieg or â€Å"Lightning War†. Lightning war utilized speed and shock alongside profoundly focused tank corps, upheld by automated infantry and planes. Fighting was in a condition of progress. More seasoned officers and commanders in the French and British militaries were very mounted force and infantry centered. These leaders accepted that mounted force, infantry, and cannons would guarantee triumph in any situation, against any adversary. They clung to the static strategies of the former World War I period. World War I had been battled principally on French soil, and the military just as the administration never needed that to happen again, along these lines they needed to strengthen their primary outskirt against any future German. Much to their dismay that solitary twenty two years after the fact they would be bested by German powers in a manner that would stun the world. This exploration will break down numerous significant suppositions, oversights,... ... many French leaders not in any event, knowing where their own subordinate units were located.11 The French put their guard in old, obsolete strategies of static fighting. Gone were the times of different sides slugging it out against arranged fortified barrier structures. Intently coordinating concentrated defensive layer, infantry, and firmly upheld by avionics resources all consolidated to pulverize France in a matter of just a month and a half. France was just not set up for this new time of fighting. Works Cited Horne, Alistair. To Lose a Battle: France 1940. New York: Penguin, 1990. Jackson, Julian. The Fall of France: The Nazi Invasion of 1940. New York: Oxford University Press, 2003. US Holocaust Memorial Museum. â€Å"The Holocaust.† Holocaust Encyclopedia, last adjusted June 10, 2013, http://www.ushmm.org/wlc/en/article.php?ModuleId=10005425.

Rizal in London Essay Sample free essay sample

On February 28. 1888. a twelvemonth after the distribution of Noli Me Tangere. what's more, a half year after his coming to in the Philippines. Jose Rizal cruised from Manila again. by â€Å"advice† of the specialists. The conflict over the Noli negatively affected Rizal. He in a matter of seconds found that he needed to travel to another country one time again to vouch his discerning and individual flexibility. He would hold to go to some state where he would be liberated from covert operators or mystery plans. As he arranged for his arrival to Europe. Rizal had a strengthened feeling of his ain state. The response to the Noli and his ain sane developing provoked him to look past the Philippines to the entirety of Asia. Rizal chose to pass some clasp in London’s celebrated libraries. where he can happen the feeling of the Philippines he was looking for. 53 Before he settled in London. Rizal went through some clasp in Hong Kong and in Japan. We will compose a custom exposition test on Rizal in London Essay Sample or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page While Rizal was in Hong Kong in 1888. Representative Terrero had him viewed and the Spaniards firmly observed all of Rizal’s exercises. Rizal in HongkongWhile in Hongkong. Rizal took clasp to illuminate his companion †Blumentritt of what had befallen him during his short remain in Calamba. Rizal stated: â€Å"At last I can make uninhibitedly. Finally I can show my thoughts without trepidation of editing from the head! They constrained me to go forward my state. Half sick I went out. † ( Rizal’s letter to Blumentritt. February 16. 1888 ) Rizal’s ain story of his sea excursion to England. kept in touch with his companion Mariano Ponce after he arrived at London. will contribution Filipinos and Americans in like manner. About each sentence of the primary passage was stuffed with deadly criticalness: â€Å"When I put forward I was at that point sick. furthermore, quickly got nauseous. We came to Hong Kong. which enchanted me. There I was acquainted with some prima Spaniards. one of them Varanda. Spaniard. who was. they said. Secretary to General Emilio Terrero. † Varanda was requested by the Spanish specialists non to go forward Rizal out of his sight. also, he once in a while did. The message proceeds: â€Å" I voyaged roughly with him a few yearss. especially out traveling which Varanda. Basa. what's more, I took to Macao. to see that Lusitanian settlement ; and to see Mr. Lecaroz. in whose house we were invitees. † Lecaroz. Jose Maria Basa. ( had been ousted in 1872. a casualty of Spanish reprisal for the insubordination in Cavite. in spite of the fact that he had non a sorry excuse for blame. A baronial man of his word with a lovely effect on Filipino youngster. he got one of Rizal’s most sure companions from the clasp of this Hong Kong visit. also, played a basic segment in Rizal’s calling thus ) and different Filipinos of Hong Kong are radicals and promoters of the book Noli Me Tangere. In Hong Kong I explored a significant number of import issues. for delineation refering the abundances of the Dominicans. refering their missions. refering the Augustinians. and so forth † The review of the Dominicans which Rizal references. is to be recalled. since four mature ages consequently a dynamite arraignment of the riches and eagerness of that society was found in his sister Lucia’s baggage ( That is. The Poor Friars ) . what's more, prompted Rizal’s worry. lastly t o his executing. There I came to cognize D. Balbino Mauricio. a sad grown-up male deserving of a superior predetermination. what's more, his acquaintanceship was utile for me. for it set me up for a fate which might be a lot of more terrible! † From this clasp ahead Rizal insinuates frequently to a premonition that disaster lies in front. He started to see that perhaps one way to rescue his state is travel back and permit himself be executed for her. Rizal in Japan Rizal in JapanAs a result of the shroud and sticker reconnaissance. Rizal visited Japan. During his six hebdomads in Japan he spent an unreasonable total of clasp absorbing neighborhood progress. Impressions of Tokyo Here I am in the capital city of the Nipponese Empire. taking again my solitary and rootless life in Europe. I left Hong-Kong on the 23rd of February on the Oceanic and showed up at Yokohama on the 28th in the wake of holding been truly ocean wiped out during the sea trip. †¦Yokohama is a city second rate compared to Manila as for its outer feature. A piece of it has been surrendered to the Europeans. a section which I accept they call â€Å"concession. † fitting to an explorer. The Japanese. of class. possess most of the city in low-odd-looking houses. like the little houses or coops of coneies. truly spotless. with paper dividers. white tangles on the floor. grids. and so on. They make no commotion ; uproarious voices are non heard. they sit delicately in their stores†¦ The Nipponese grown-up females are short. heavy. festival and their cheeks are bronzed. Their hair is stiffer and thicker than our own. what's more, I have seen not many with great dental plate. The re are some who have huge eyes. A portion of the work powers are wearing European way and they look like incredibly those from Binan†¦ . Yedo or Tokyo is extremely huge ; they state that it is greater than Paris ; it has a million inhabitants. Manila is progressively wonderful. in any case, this is progressively baronial as a result of its grave structures. of its wide avenues. also, Cyclopean dividers. His letter continues:â€Å"In around 15 yearss I withdrew for Japan. I was somewhat queasy again. also, showed up in Yokohama on February 28. A couple proceedingss after I arrived at a lodging. before I had clasp to catch up on. I got a notification that the Spanish charge d’affaires was naming! They acquainted themselves with me with much benevolence. augmenting me numerous offers. furthermore, recommending that I make my place at the Legation. Subsequent to doing a couple of vindications. I acknowledged sincerely. for if at underside they wanted to watch me. I was non reluctant to permit them cognize what I did. I lived in the Legation barely a month. I was breaking down some of Japan. now and again altogether. on different events joined by an individual from the Legation. what's more, now and then by the interpreter. There I considered the Japanese. what's more made a review of their theater. From Japan. he boarded a sea line drive. The Belgic. for the sea outing to San Francisco. As he made a beeline for the United States. Rizal was anxious to observe the components of vote based system. Rizal showed up in San Francisco on April 28. 1888. At long last. he showed up in New York on May 13. 1888. 54 As he boarded the City of Rome. Rizal considered his universe circuit. He had seen an arrangement of political contemplations. what's more, he had built up a differed feeling of different civilisations. In San Francisco and New York. he was struck by racial contrasts. The Chinese were so abuseed in the Golden State that Rizal turned out to be significantly progressively entertaining about looking into the start of his ain individuals. He understood that predisposition created from lack of cognizance about different civic establishments. Rizal in America Rizal in AmericaRizal came to San Francisco on April 28. 1888. also, began over the landmass by rail. sitting in a supervisor all dim to rescue cash. His letter proceeds: â€Å"I visited the huge metropoliss of America. with their splendid structures. their electric noticeable radiations. furthermore, their radiant considerations. America is certain an incredible state. be that as it may, it other than has numerous deformities. † At the point when he left New York. Rizal kept in touch with the Filipino historiographer. Mariano Ponce. that he was struck by the unrefined racial mentalities of most Americans. Not simply was Rizal worried about the Chinese. be that as it may, he saw savage mediation of American. â€Å"They do non remain constant common independence. †55 In certain territories the Negro can non get hitched a white grown-up female. nor the white grown-up male a Negress. The disgrace of the Chinese prompts different Asians like the Nipponese being confused with them by the uninformed. what's more, being disdained. The imposts analyzers are excessively awful. Be that as it may. as it's been said really. America offers a mother country for the hapless who wish to work. â€Å"There is. too much. much capriciousness. He remained in New York three yearss. In 1883 it was in no way, shape or form the astonishing city it is today. All it inspired from Rizal was this comment: â€Å"Was in New York ; huge town. in any case, there everything is new. I visited a few recognitions to Washington. the extraordinary grown-up male who. I think. has no equivalent in this century. † Rizal in LondonRizal in London: The Scholar’s Journeyâ€Å"The City of Rome is supposed to be the second biggest boat known to man. On board the boat they distributed a periodical at the terminal of the sea trip. There I got familiar with numerous individuals. what's more, as I conveyed a yo-yo with me. the Europeans and Americans were shocked to perceive how I could use it as an arm of impoliteness. . . I had the option to converse with every one of them and comprehend them in their ain semantic correspondences. † indeed. as Retana lets us know. â€Å"Rizal. at 27 years old. was one of the taking etymologists of the universe. † When squeezed by his kindred riders to call the phonetic interchanges which he knew. he answered: â€Å"Tagalog. ( his indigen lingua ) . Illocano. Spanish. Latin. Greek. French. German. English. Arabic. Malayan. Sanskrit. Hebrew. Swedish. Dutch. Catalan. Italian. Chinese. Lusitanian. also, Nipponese. † A couple of mature ages in t his way while ousted in Dapitan. Mindanao. he learned three others: Subanon. Visayan. also, Russian. the remainder of these by perusing Russian fiction with a word reference. 22 phonetic interchanges on the whole. Rizal’s astounding lingual accomplishments attracted him to different etymologists. He turned into a belly to-burial place companion of the prominent Sanskrit bookman Doctor Reinhold Rost. who was custodian of the India Office. Teacher Craig considers Rost to hold been the best language specialist of that century. It was in the Rost place that Jose spen

The Importance of Aquaculture free essay sample

Aquaculture contributes around 20 percent of the complete catch in Malaysia. One of the significances of aquaculture is to flexibly protein. Of assets the Department of Fisheries, in the year 2007, aquaculture has contributed roughly 268. 5 tons of protein flexibly to the nation. The aquaculture part stays a provider to the nation and adding to financial development as a result of this protein flexibly. Aquaculture likewise goes about as an option in contrast to marine fisheries that can't give all year fish, for example, during the storm season. Shrimp, grouper and catfish are among the choices that can be provided by aquaculture in this season. Here is a chart indicating the aquaculture creation from 2006 to 2011. In 2004, in general creation was recorded at 202. 225 tons, an expansion of 2. 72% contrasted with 2003. Aquaculture has contributed over 12% of fish creation. The creation esteem expanded by 7. 86% from RM 1,172. 3 million to 1,264. 5 million. In 1996, factual information insights show that aquaculture creation in Malaysia contributes 11% or 132. 42 tons of fish creation in Malaysia for send out. We will compose a custom article test on The Importance of Aquaculture or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Aquaculture is one of the segments with the best potential and adds to the economy. Measurements of Aquaculture Production in Malaysia from 1991 to 1996 (000 tons) Sector| Area | 1991| 1992| 1993| 1994| 1995| 1996| Marine aquaculture| SabahSarawakWP LabuanPeninsular Malaysia| 0. 900. 500. 0048. 30| 0. 900. 100. 0062. 70| 2. 100. 050. 0086. 10| 2. 900. 080. 0092. 60| 3. 200. 100. 00110. 70| 2. 600. 500. 0098. 0| Freshwater aquaculture| SabahSarawakWP LabuanPeninsular Malaysia| 6. 200. 200. 004. 70| 7. 101. 600. 007. 30| 5. 800. 800. 008. 90| 6. 001. 300. 0011. 20| 6. 101. 200. 0011. 20| 6. 500. 800. 0014. 70| *Source : Annual Fisheries Statistic, DOF Malaysia (1991-1996) Aquaculture empower innovative work field (R amp; D). It assists with improving the innovation in the nation through R amp; D projects, for example, rearing examination, strategies for bundling and fish taking care of study. For instance, the Department of Fisheries and Fisheries Research Establishment in Penang has come about the creation of fish and shrimp high seed quality. This aquaculture action can likewise forestall the elimination of marine life. There are many angling exercises adrift which has been done has driven some to jeopardized marine life. In this manner, with the aquaculture part, imperiled marine species can be kept as grouper, tiger prawn and barramundi. Likewise, the administration has additionally directed and delivered reproducing another species to dodge termination marvel. Likewise, it additionally can limit harm and interruption to marine life environment since it doesn't include the utilization of hardware that can upset and pulverize natural surroundings. For instance, the anglers don't need to utilize nets that will obliterate coral reefs. This movement doesn't dirty the water by the utilization of naturally agreeable innovations. For instance, the utilization of pens and barrels. The aquaculture segment is essential to guarantee nonstop gracefully of protein to the nation instead of bringing in from abroad.

Biological Theories of Aging Research Paper Example | Topics and Well Written Essays - 1000 words

Organic Theories of Aging - Research Paper Example This paper quickly clarifies a portion of the organic speculations of maturing referenced previously. Straightforward Deterioration Theory contends that Aging is the collective consequence of all inclusive deteriorative procedures, for example, oxidation, sub-atomic harm, mileage, or aggregation of unfavorable results (Goldsmith, p.3). Despite the fact that man and machine are two altogether various things, them two have certain likenesses in their working. No machine can work more than specific timeframe in light of the mileage because of consistent work. Same route groups of the living things are additionally experiencing consistent work which makes harms the pieces of the body. Despite the fact that we top off the powers as food, supplements and water, there are sure impediments for the body of the living things to make due for a more extended period. In science, the vast majority of the synthetic responses yield items and side-effects. These side-effects are not really the proposed one. Same way our body science likewise yields diverse results which are unsafe to our wellbeing an d may lessen our life expectancy. Simultaneously we can't maintain a strategic distance from the creation of such results Non-customized hypothesis of maturing accepts that maturing is an inactive consequence of an organism’s powerlessness to all the more likely oppose central deteriorative procedures. In addition maturing fills no need, isn't an adjustment, and isn't modified (Goldsmith, p.8). Our body is experiencing parcel of changes and procedures for all intents and purposes in very seconds. The vast majority of the exercises inside our body are outside our ability to control. For instance, the siphoning of blood by the heart isn't finished with our consent. We can't stop any of the inner capacities. Everything inside our body is tuned to do certain things and any breakdowns happen inside our body may bring about maladies. We are inactive onlookers of our body capacities. â€Å"Organisms are deliberately structured and hereditarily modified to age or

Preventing Ex-Criminals To Do Criminal Activities After Imprisonment - 275 Words

Preventing Ex-Criminals To Do Criminal Activities After Imprisonment (Coursework Sample) Content: Student’s name: Professor’s name: Course: Date: Crime After Imprisonment Introduction A good number of offenders who serve in prison commit crime after release. Several reasons can be attributed to this. In prison criminals meet other hardcore criminals who make them more hardened to criminal activities. In addition, lack of rehabilitation, job opportunities, stigmatization, psychological illness, inferiority complex, stress and torture caused by prison warders makes them angry. After release, they would want to fester the anger to other people in the society. (Murray and Joseph 442-492.). It is quite evident that the many criminals repeat the same after imprisonment and this is very unsafe to the community. Something must be done to avert such behaviors. Firstly, when the criminals are incarcerated, they relate with the hardcore criminals and emulate them. Secondly, in many jails there are criminals who engage in illegal activities which with time influence the new convicts into the same. Thirdly, the community does not freely interact with ex-convicts once after imprisonment. Also, these criminals do not secure employment easily. This makes it hard for them to survive in the society since they have no source of income and the society treats them as social misfits (Monahan, Brodsky, and Shan 23-26). This problem can only be solved if the government implements strict measures against those who engage in criminal activities while undergoing their imprisonment. There should be spiritual enrichment programs organized in jail, to build the criminal minds morally. Criminals who have talents should be nurtured. For example, those who are good in sports, arts, studies etc. should be trained to perfection so as to sustain themselves when released. Lastly, the society should be equipped with knowledge on how to handle ex-convicts in a positive way as they go back home. They should be given opportunities depending on what they have learnt on their talent and behavior. Proper counseling and rehabilitation should be adequately provided to the criminals to enable them to fit in the society after imprisonment. Provision of vocational tra...

The Affect Of Power In The Play The Crucible - Free Essay Example

Power doesnt corrupt people, people corrupt power (William Gaddis). Puritanism was a powerful religious, social, and political order in New England colonial life. In a Puritan society, humans wanted to reform the Christian church and believed that the devil had servants that worked for him on Earth. Arthur Millerrs play, The Crucible, explains the persecution of persons falsely accused of being witches in Salem, Massachusetts, in 1692. The play portrays power and how that power shifts among the characters. It shows which characters have power and how power can overtake people causing them to abuse it for material gain, self-preservation, or revenge. Two minor characters, Samuel Parris and Thomas Putnam, acquire power; one desperate to keep it and one hungers for more. Power and authority are the epitome of this Patriarchal Society where men control all: wives, children, servants, courts, and the church. Reverend Samuel Parris holds an important position of authority and places himself even higher than others in the community. He is a weak man, obsessed with power and control, and throughout the play is only concerned with his reputation and money. When challenged, especially by John Proctor, Parris resents this opposition and reminds others that Proctor does not attend church on a regular basis; therefore, his opinion doesnt matter about reforms to the church. Proctor, a well-respected man in the community, is quick to point out that he dislikes Parris sermons because [he] hardly even mention[s] God any more (Miller 27). Parris is supposed to be a man of the Lord and live a simple life, but his materialistic demands on the community continue throughout the play. Using his religious position, Parris assumes that his newly made contract will suppor t and maintain firewood to last him a lifetime. Much to his dismay, Parris is met with constant opposition and wonders why he cannot offer one proposition but there be a howling riot of argument (Miller 28). Proctor reminds Parris that his salary is sixty-six pounds, including six for firewood. When Parris expresses the need for new, gold candlesticks, Proctor once again openly disagrees and is adamant that he will not attend church in a place where he preach nothin but golden candlesticks until he had them (Miller 62). Parris fear of being put out like the cat, relieving him of his position in Salem, push him to demand the deed to his current residence (Miller 28). Never before in Salem had such a demand been made by a minister, only to be denied. Free firewood, gold candlesticks, and the deed to the house represent Parris greed for material items and his desire for power over anyone who challenges his authority. Creating chaos throughout the town, Thomas Putnam uses the witch trials to accuse others in order to buy their land and destroy their lives. Although Putnam is a wealthy, land-owning man, nothing seems to satisfy his wants and wishes. After inheriting an extravagant amount of land from his grandfather, Putnam continues to want more. He is not willing to share the land with those in need and becomes angry if anyone enters what he believes is his property. Putnam threatens Proctor that if [he] loads one oak of [his] and [hell] fight to drag it home (Miller 30). Putnam warns Proctor that if he attempts to take anything from his property, then he will have issues with Putnam. Because his brother-in-law is prevented from being voted into the office of ministers, Putnam holds a grudge against Francis Nurse. Along with gaining profit from the misfortune of his enemies, Putnam disciplines them. The only thing Putnam wants is to see people suffer; it makes him feel powerful. Hungry for reven ge and to display his power, Putnam encourages his daughter, Ruth, to accuse innocent people of committing witchcraft. Giles questions Putnam about why he would use his teenage daughter to cry witchery upon George Jacobs that is now in jail, but Putnam claims that it is a lie (Miller 89). Putnamrs plan is to accuse Jacobs of being a witch, so by law, he will be forced to forfeit his property. As Putnamrs neighbors are found guilty, his acreage expands. No strong personal relationship can be found that connects Reverend Samuel Parris and Thomas Putnam; however, similarities in their hunger for power is shown throughout the play. Besides family, Putnam is one of the first people to call upon the Parrisrs house after Betty falls ill. It seems as if Putnam is there to convince Parris that witchcraft is to blame for both Bettyrs and his daughter, Ruthrs, sudden illness. Putnam encourages Parris to speak with the townspeople, blaming witches for his daughterrs sickness. At first, it seems that Putnam wants Parris to denounce the devil and have the village bless him for it, but realistically it appears that Putnam is only looking out for himself. Putnam is angry with the people of Salem for not selecting his brother-in-law as the town minister, so he is going to use Parris position of authority to seek revenge on the people in the community he feels are his enemies. Using unyielding pressure, Putnam is able to convince Parris to commit to the idea of supernatural forces, or witchery, that is the root of Bettyrs sickness. Once admitted by Reverend Parris, the stage for what becomes Salemrs witch hunt is set and Putnamrs desire for revenge and profit fall into place. Some of the primary accusations come from Putnam and are supported by Parris. These two men, among others, use their influence and power to accuse innocent people of illegal acts of witchcraft, which result in nineteen deaths by the time the trials are over. With great power comes great responsibility (Voltaire); however, few are responsible enough to remain fair. Reverend Samuel Parris and Thomas Putnam use their power as a tool that causes a lot of harm to many people in the town of Salem. Miller reveals how having too much pride in oners self will end in your downfall or someones demise. The Crucible shows how these two men and their search for power did not gain the respect and social status they feel they deserve and ultimately ended up the same way they began the play. Throughout history, the hunger for power has the potential to make an impact on a personrs life be it positive or negative. During the Salem Witch Trials, many lives were taken from people because of oners pride overpowered all. No one will ever know how or if these deaths could have been prevented, but one can take the lessons learned through the characters, and use them in reality.

Differences between References to High Performance, High Commitment and High Involvement Practice Free Essay Example, 2750 words

First is to give power to the employees in the making decisions that are relevant to their performance and the organization as well. Organizations can take full advantage of the involvement when they accord a strong sense of empowerment to their employees and allow these workers to carry out decisions. For example, to create forums and discussions between employees so they can share and develop their suggestions for enriching organizational performance has been proven effective; however, this step can only be successful when good ideas are used and applied (Lawler 2008). The second component is information such as providing as many facts and details as possible about how the organization is doing. These may come in the form of short reports on overall outputs, earnings, and customer responses. The more that employees know about where their efforts are going and how they are doing, the more that they will be able to effectively contribute to the organization. Coming up with a compreh ensible information system that shows their work process and results will greatly influence their efforts and actions. When managers are transparent regarding the organization s processes, it will give employees an easier time in recognizing the connection that exists between their own productivity and performance of their organization (Lawler 2008). We will write a custom essay sample on Differences between References to High Performance, High Commitment and High Involvement Practice or any topic specifically for you Only $17.96 $11.86/page Finally, the last component is a reward. Edwards and Wright (2001) believe that in a high involvement organization, employees are rewarded when they contribute flexible efforts and a compliant behavior for the improvement of organizational performance.

Green Card Program for Rich Foreigners is Fraud Risk, GAO Says

A federal government program that helps wealthy foreigners get temporary U.S citizenship â€Å"green cards† is a bit too easy to trick, says the U.S. Government Accountability Office (GAO). The program is called the EB-5 immigrant investor program. The U.S. Congress created it in 1990 as an economic stimulus measure, but legislation funding the program is due to expire on December 11, 2015, leaving lawmakers scrambling to revise and revive it. One proposal would raise the minimum required investment to as much as $1.2 million, while retaining same the job creation requirements. To qualify for the EB-5 program, immigrant applicants must agree to invest either $1 million in a U.S. business that is to create at least 10 jobs, or $500,000 in a business located in an area that is considered rural or has an unemployment rate at least 150% of the national average rate. Once they qualify, the immigrant investors are eligible for conditional citizenship status allowing them to live and work in the United States. After 2 years of living in the United States, they can apply to have the conditions for legal permanent residency removed. In addition, they can apply for full U.S. citizenship after 5 years of living in the United States. So, What Are the EB-5 Problems? In a report requested by Congress, the GAO found that efforts by the Department of Homeland Security (DHS) detect and prevent fraud in the EB-5 visa program have been lacking, thus making it hard to determine program’s actual positive impact on the economy, if any. Fraud in the EB-5 program ranges from participants overstating job creation figures to applicants using illegally gained funds to make their initial investments. In one example reported to the GAO by the U.S. Fraud Detection and National Security Directorate, an EB-5 applicant concealed his financial interests in a number of brothels in China. The application was ultimately denied. Drug trade is one of the most common sources of illicit investment funds used by potential EB-5 program participants. While the GAO gave no details for reasons of national security, there is also a possibility that some applicants for the EB-5 program may have ties to terrorist groups. However, GAO reported that U.S. Citizenship and Immigration Services, a DHS component, relies too heavily on outdated, paper-based information, thus creating â€Å"significant challenges† to its ability to detecting EB-5 program fraud. The GAO noted that the U.S. Securities and Exchange Commission reported getting more than 100 tips, complaints, and referrals related to possible securities fraud violations and the EB-5 Program from January 2013 through January 2015. Overstated Success? When interviewed by the GAO, U.S. Citizenship and Immigration Services (USCIS) reported that from 1990 to 2014, the EB-5 program had generated more than 73,730 jobs while contributing at least $11 billion to the U.S. Economy. But the GAO had a major problem with those figures. Specifically, the GAO stated that â€Å"limitations† in the methods Citizenship and Immigration Services uses to calculate the program’s economic benefit may cause the agency to â€Å"overstate some economic benefits derived from the EB-5 Program.† For example, the GAO found that the USCIS’s methodology assumes that all immigrant investors approved for the EB-5 program will invest all the money required and that that money will be spent totally on the business or businesses in which they claim to be investing. However, GAO’s analysis of actual EB-5 program data revealed that fewer immigrant investors successfully and fully completed the program than were approved in the first place. In addition, â€Å"the actual amount invested and spent in these circumstances is unknown, noted the GAO.

Short Story - 1521 Words

â€Å"I would still be running and screaming ‘get him out of here,† Sylvia said and laughed. â€Å"Come on girls. We can’t spend all day talking about the robbery. Any minute now, customers will be coming through those doors wanting their medication. Some of them might get upset if theirs isn’t ready,† he said, putting on his white jacket. +++ A few days later, James’ parole agent called Margaret to tell her, James admitted entering their home without permission while carrying a weapon. He said they send him back to state prison on a parole violation. At first, when she told Andrew, he was happy, until he remembered the threats. Now he was concerned James’s friends would hurt him or Margaret. Even though, the officer said, in cases like this,†¦show more content†¦There were pictures of Andrew leaving the drug store, putting gas in his car and leaving a restaurant. Putting the note and the pictures in the box, he went to the garage, placed it on a shelf, and said, â€Å"If we ever need it we’ll have it.† Since Margaret was alone during the daytime, while Andrew worked, he worried about her. Even though, she had suggested calling the police, she said, â€Å"You have no idea what those people are capable of doing. It frightens me to think they would leave a box like that on the front porc h. Please, call the police.† â€Å"I don’t know about you, but I don’t like cops snooping around,† Andrew said, putting his arms around her, â€Å"I’m sure if we ignore it and don’t panic, James Washington will get the message that we aren’t afraid of him. Sweetheart, that scum will never get out of prison, there is no way he can hurt us. We are going to be fine. I promise to always take care of you.† â€Å"Thank you, sorry I panicked. Guess you’re right,† Margaret said. +++ After finishing his coffee, Andrew kissed Margaret goodbye. â€Å"I’m going to the cleaners this morning and have lunch with Sally before going to the grocery store. I’ll be home in plenty of time to prepare your dinner. Don’t panic if you call and I’m not home,† she said as Andrew left for work. â€Å"Please be careful and I won’t call you today,† AndrewShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. If you are one of these writers, who have run out of short story ideas, and the deadline you have for coming up with a short story is running out, the short story writing prompts below will surely help you. Additionally, if you are being tormented by the blank Microsoft Word document staring at you because you are not able to come up with the best short story idea, youRead MoreShort Story1804 Words   |  8 PagesShort story: Definition and History. A  short story  like any other term does not have only one definition, it has many definitions, but all of them are similar in a general idea. According to The World Book Encyclopedia (1994, Vol. 12, L-354), â€Å"the short story is a short work of fiction that usually centers around a single incident. 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And with thatRead MoreShort Story Essay1294 Words   |  6 PagesA short story concentrates on creating a single dynamic effect and is limited in character and situation. It is a language of maximum yet economical effect. Every word must do a job, sometimes several jobs. Short stories are filled with numerous language and sound devices. These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreRacism in the Short Stor ies1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. Racism is so prevalentRead MoreThe Idol Short Story1728 Words   |  7 PagesThe short stories â€Å"The Idol† by Adolfo Bioy Casares and â€Å"Axolotl† by Julio Cortà ¡zar address the notion of obsession, and the resulting harm that can come from it. Like all addictions, obsession makes one feel overwhelmed, as a single thought comes to continuously intruding our mind, causing the individual to not be able to ignore these thoughts. In â€Å"Axolotl†, the narr ator is drawn upon the axolotls at the Jardin des Plantes aquarium and his fascination towards the axolotls becomes an obsession. InRead MoreGothic Short Story1447 Words   |  6 Pages The End. In the short story, â€Å"Emma Barrett,† the reader follows a search party group searching for a missing girl named Emma deep in a forest in Oregon. The story follows through first person narration by a group member named Holden. This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of events

Essay on Ethics in Nursing - 1587 Words

Health amp; Healing 2 Scholarly Assignment Nurses are to provide compassionate, competent, and ethical care, and follow the moral principles and guidelines set out by the College of Nurses and the Canadian Nurse’s Association’s code of ethics. The nursing profession is a self-sacrificing one, and nurses take on the Nightingale Pledge, to elevate the standard of their practice and dedicate themselves to those committed in their care (Keatings amp; Smith, 2010, p. 64) However unfavourable working conditions, inadequate patient to nurse ratios, and intensive job-related stress can lead to poor performance of daily routines, and adversely patient safety (Ozata et al., 2013). In the situation regarding Mr. Gurt who suffers from†¦show more content†¦Mr. Gurt is emaciated which may be in part to dysphasia, tremors, still muscles, and slow movements among other symptoms of Parkinson’s (Wilk amp; Newmaster, 2013, p. 288). As well, Mr. Gurt’s weight is evidence that he is not receiving the nutritional intake his body’s immune system requires to create the proteins and blood cells (macrophages the body’s first line of defence), needed to attack and repair his wounds, and prevent the risk for infection (Raman-Wilms, 2013). The nurse’s blatant disregard to weigh Mr. Gurt puts him at greater risk for infection and is a form of negligence. Negligence in nursing can be unintentional, however it is important to understand the effects this has on health professionals practicing in Ontario. A registered nurse is responsible to follow the standard of care when performing nursing acts under autonomy within their scope of practise (College of Nurses, 2004) (CNO, 2004). Standard of Care is the legal benchmark against which a person’s conduct is measured to determine whether a person has been negligent and whether the person’s conduct or actions in a given situation have met those expected of a competent health care professional (Keatings amp; Smith, 2010). The College of Nurses is the governing body for registered nurses that protect the public through regulating the nursing profession (CNO, 2014). AShow MoreRelatedThe Ethics Of Nursing Ethics1540 Words   |  7 Pagesand respirators are terms typically appalling and scary to society. In the nursing profession, it is often that nurses will deal with these two appalling terms. A case involving these two terms has been analyzed in regards to nursing ethics. Nursing ethics involves several different complex ideas and with the aid of the four way method one is able to analyze and make a decision in regards to controversial and difficult nursing situations. The four way method helped analyze a fourteen year old boys,Read MoreNursing Ethics1477 Words   |  6 PagesNursing Ethics Why am I here? As a nurse, the cornerstone of my vocation is that of healing and comforting. As a human being first and as a nurse, I have always had a burning desire to perfect nature. This, I have shared with other scientists who have gone great lengths in their methodical pursuit of useful knowledge to make their dreams real. I have always endeavored to shield scientific inquiry from utilitarian purposes (Presidents Council on Bio-Ethics, 2009). Personal values and culture Read MoreThe Ethics Of The Nursing1409 Words   |  6 PagesAnother principle that is applicable here is the non-maleficence. It refers to the act of doing no harm to the patient and is central to the nursing ethics (Corvol et al., 2012). Non-maleficence in bioethics supports that the primary purpose of the healthcare workers is to not create further distress or harm (Butts Rich, 2015). In this case scenario, the act of restraining and holding the Tim caused distress to him. On top of that, the breaking of the needle caused injury to the patient resultingRead MoreNursing ethics2164 Words   |  9 PagesFor the purpose of this assignment, ethics in relation to nursing will be discussed. Ethics; A code of principles governing correct behaviour, which in the nursing profession includes behaviour towards patients and their families, visitorsand colleagues (Oxford Dictionary of Nursing 2004). This assignment will consider autonomy as identified in a practice placement, but will also look briefly at the ethical principle of non-malefience that is relevant in this assignment. It will also closely lookRead MoreNursing Ethics4846 Words   |  20 PagesTeaching Clinical Ethics Using a Case Study: Family Presence During Cardiopulmonary Resuscitation Ainslie T. Nibert Crit Care Nurse 2005;25:38-44  © 2005 American Association of Critical-Care Nurses Published online http://www.cconline.org Personal use only. For copyright permission information: http://ccn.aacnjournals.org/cgi/external_ref?link_type=PERMISSIONDIRECT Subscription Information http://ccn.aacnjournals.org/subscriptions/ Information for authors http://ccn.aacnjournals.org/misc/iforaRead MoreEthics in Nursing2589 Words   |  10 PagesEthics in Nursing Ethical principles Respect for Autonomy Autonomy is the concept of making a rational decision that is informed and un-coerced. Respect for autonomy is whereby the patient is allowed to act in any way they would like. It means that the patient has the capacity to act in their own intention with their own understanding and without the control of any influences that would prevent them from taking a voluntary and free action ADDIN EN.CITE Hickman20081382(Hickman, Cartwright, YoungRead More Nursing Ethics Essay838 Words   |  4 Pageswhen deterioration of health has become irreversible. A traditional ideal of nursing is caring and nurturing of human beings regardless of race, religion, status, age, gender, diagnosis, or any other grounds.   Ã‚  Ã‚  Ã‚  Ã‚  Nursing care is based on the development of a helping relationship and the implementation and evaluation of therapeutic processes. Therapeutic process includes health promotion, education, counseling, nursing interventions and empowerment of individuals, families or groups. It helps individualsRead MoreEthics: Nursing and Abortion1645 Words   |  7 PagesDupin, Jenifer June 8, 2013 Ethics/ Research Proposal The Ethics for Nurses in Abortion Procedures Working in the field of abortion isn’t an easy task furthermore participating in the abortion procedures. But the field of nursing you have to follow a code of ethics, a set of rules and regulation. Nurses have their personal opinions about abortion, but because they are health professionals and their opinions are sought as such, they are obligated to understand why they hold certain views. NursesRead MoreCode of Ethics - Nursing1475 Words   |  6 Pagesmoral norms which nurses are expected to adhere to and embrace. In a nursing profession, daily decisions have real impact on other people’s lives. The responsibility of such decisions creates the need for nurses to have knowledge and skills that enable them to not only provide physical and psychological care, but also to critique and reflect on the standard of health care practices. For the nurses to do this, they must understand ethics and ways in which to utilize this knowledge in a constructive andRead MoreThe Nursi ng Code Of Ethics Essay839 Words   |  4 Pagescareers have a specific code and level of ethics which are incorporated into the daily responsibilities one is expected to perform in their chosen field. For the basis of this paper, I have chosen to write about the nursing code of ethics. Nursing has a professional code of ethics along with the level/employee behavior usually being currently attainable, meaning that the behavior expected is normally exhibited by individuals. (Manias 508). However, although nursing seems to require behavior that is â€Å"normally†

My report in school free essay sample

While I was working on the first day, Again, I was at first little nervous on what will possibly the feedback of my boss and co-workers and if my communication skills was enough to convey the messages since I am not so much familiar with tourism but I managed to handle it and I am really proud about because I learned a lot from it. This is something unusual and I am very much proud of while I was doing because this will give me a full information on how to handle calls and other communication skills both oral and written form. They gave me an ample time for doing my work and ssignments as well as sending either via fax machine or emails. I got to learn also on how to get along well with my office mate and co-trainee. I met friends from other schools they are my co-trainees. We will write a custom essay sample on My report in school or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page We are helping each other in doing our assignments so that we can finish our work fast. One of my assignments is getting the positive news happening in Iloilo City in the newspaper and cut them and put it on a portfolio. It is also my assignment in filing documents in the office. I should follow a consistent method for naming files and folders. Next is to store related documents together, whatever their type. It was a big help for me in filing documents because I now do this at home by arranging my books and other stuffs that are related together. My co-worker tour us in other office of City Tourism located in the Iloilo City Hall. It was my first time to go inside the City Hall. We also went to the Iloilo City Hall gallery which to see the city gallery exhibits. There you can also see a short glimpse of Iloilo Citys glorious past and rich cultural heritage. On the third day It is the day that the City Mayor announces that office hours should only be at 3 p. m. because of the coming typhoon. And I was sad that my office time would be shortened. In the morning I was assign to type letters to be given to different persons. After that I also help in printing of application for leave or vacation letters of the employees of the office. They also assigned me to go to the other office to let that person signed the papers. Some of the concepts that I learned in school is of great help to me Just like my omputer subject in where I learned on how to encode things in the Microsoft Office, which is the knowledge that I used in everyday assignments in the office. Something that I am proud of when I am in my OJT is my officemates treat me like I really belong on their workplace. I also gain my confidence in facing other people, when someone ask or inquire in the office I can face them with a smile and entertain them. It was really awesome that I can now deal with them properly because they let me express my thought as well as they do. Soon, my attitude will not be a problem nymore because I learned that being cooperative to someone who is superior or interior to you was no big deal . I learned that being a team player in the office, which will not only help you get more done, but with the cooperation of your co-workers, you will have help in planning and executing projects. OJT it is an important part of my education because with the OJT experience I tend to have a gasp of what is it in the real world or in the company even though I am an trainee I still can see the people who are working and can feel what they feel while working.

Customer Service Skills and Techniques-Free-Samples for Students

Question: Discuss about the Plan for Training Zeller Company Employees On Customer Service Skills and Techniques. Answer: Introduction Zellers company is a retailer store founded in 1931 offering variety of household products to its customers in Canada. During the years the company has acquired and merged with other companies to increase its market share across the country. Currently the company is having more than 350 stores and more than 600 employees. In recent times a number of customers visiting the stores have been frustrated over a number of issues attributed to poor customer service. Training needs assessments Through brainstorming and survey techniques a number of customer related problems was identified among the employees located in several Zeller stores. The survey across the CBC market showed that the retailer was having the country worst customer service. Some of the negative customer service activities and practices included: untidy stores, arrogance of employees, slow service, lack of knowledge of the products, and non-availability among the staff to help. Zeller Company identified the need to train the employees on customer service related skills and abilities. The training needs identified include: technical trainings, customer service, product knowledge, professional ethics, and communication/ presentation skills. The management of the company identified the training needs to be suitable during the organization normal operations (Huber, 2014). Training design The training design is based on coming up with a design for training needs for Zeller customer service training program. The training design and development will involve selection of training methods, content, materials, testing methodology and evaluation metric (Fink, 2016). The first step in the training design will be to identify training objectives that will facilitate the training program (Kremer, 2006). Table 1 shows the summary of training objectives for Zeller employee customer training program. Table 1 Zeller company training objectives By the end of the customer service training the employees should be able to: a. Appreciate and employ several customer service skills, techniques and abilities b. Understand the need of knowing product knowledge in work environment c. Communicate with customers in a professional manner The second step in training design is ensuring that employees are ready and trainees are motivated (Hurwitz Hurwitz, 2013).Readiness and motivation of the employees can be achieved by involving them in pre-planning and explaining to them the importance of holding the trainings and benefits that would accrue from it. In addition the training group will need to identify the principles of learning for the training. The Zellers customer service training principles of learning identified and expected results can be summarized in table 2. Table 2 Principles of learning Principles of learning Results Knowledge of the result Trainees will understand feedback from their performance Transfer of learning The trainees will apply what they have been trained to work context Overcoming interferences Trainees will eliminate barriers of work performance through training knowledge and skills gained Part of design training is sourcing the trainer. Zeller Company will source a trainer externally who will be guided on the needs and policies of the company. Outsourcing externally of the trainer is to increase confidence and credibility of the training process (Armstrong, 2010). Training delivery It is the process of choosing the training methods and schedules to be employed during training sessions (Huber, 2014). A formal off the job training will be used this is by choosing an external training ground out of the employees job environment. Reason for choosing off job training is to keep away any form of job distractions and increase trainers concentrations. The training method employed will be a blended learning delivery method involving use of live classroom instructions supported with other teaching aids like manuals, e-learning materials. The methods were chosen to increase trainer-trainee interactions in respective of the organization level (Armstrong, 2010). Evaluation training It involves a process of establishing whether training needs have been met through trainings (Cummings Worley, 2014).IT Evaluation of training program is a suitable method to determine if training activities have met the goals set during needs assessments. Evaluation is done based on four levels of reactions, learning, behavior and results. Several tools and techniques are employed to test the four levels (Kremer, 2006). The Zeller employee training program will be evaluated using Kirkpatricks four levels of trainings in table 3. Table 3 Training evaluation Level of evaluation Tools/techniques used One-evaluating reactions (trainees views on trainings) Surveys (questionnaire/interviews) Two-evaluating learning (any improvement in skills/knowledge) Administering written tests Three- evaluating behavior (any changes in behavior after trainings) Collecting data from customer feedbacks Four-evaluating results (is there improvement in performance) Feedbacks and company performance records References Armstrong, M. (2010). Human resource management. London, England: Mc Graw Hill. Cummings Worley. (2014). Human resource management and planning techniques. Chicago: Cengage Learning. Fink, A. . (2016). How to Conduct trainings for employees: A Step-by-step Guide. Beverly Hills. CA: Sage. Huber, G. (2014). . Facilitating employee trainings and contributions to organizational knowledge. . Creativity and Innovation Management, 10(3), 23=68. Hurwitz Hurwitz. (2013). Personal, Team, and Organizational Development. In Leadership is Half the Story: A Fresh Look at Followership, Leadership, and Collaboration. University of Toronto Press, 10(4), 23-78. Kremer, M. (2006). Schools, teachers and training outcomes in employment sectors. Handbook of the economics of education, 2, 947-1017.

Students name (359 words) Essay Example For Students

Students name (359 words) Essay Students nameProfessors nameCourseDateThe Role of Social Media in MarketingQ1. What were the specific social tools Hamilton and Miranda used to drive success?Hamilton and Miranda proved to be great manipulators of social media sites to trigger success. To market their work, the two made use of various social media sites like Twitter, Instagram, and YouTube. Twitter enabled engagement with their followers through retweets, comments and picture sharing. Through Instagram, all the events taking place world be unveiled to their followers. To increase their publicity, they involved other celebrities in their photos. The practise worked as a device to maintain the already existing and to attract new followers, hence maintaining their growing brand. Lastly, YouTube helped to share new videos. The videos increased the number of subscribers who were eager to watch their thrilling videos and performances. We will write a custom essay on Students name (359 words) specifically for you for only $16.38 $13.9/page Order now Q2.Explain what is the importance of people and personalities in social medias effectiveness?Maintaining a good personality among your fans is a very big boost. Social media being one of the largely used platforms makes it an ideal marketing platform. Just like Hamilton and Miranda did by engaging with their fans; social media creates a sense of suspense among celebritys fans that are curious to know whats next with their favourite celebrities. Q3. How did the role of celebrities change over time ; what is their role in marketing?The role of celebrities has drastically changed over time in that, in todays world celebrities are being used on advertisements and marketing. It is an assumption that their fans would want to try the products being endorsed by their adored celebrities. This makes it an ideal way of marketing yourself just as Miranda and Hamilton did by sharing pictures taken with celebrities just to show their fans that they meant business. Q4. Evaluate the financial influence of the shows social media activitiesBy getting more followers and making their fans engaged really increased their revenue drastically; this was achieved by the use of award winning stars in their work. This made more fans want to get in touch with their production and in return more copies of their work were sold.

Tips For Writing a Sample Narrative Essay

Tips For Writing a Sample Narrative EssayA sample narrative essay is usually a pre-written paper that's meant to introduce you to the whole process of submitting your work for consideration for your life sciences major. While you'll likely be required to write a couple of these for admission, it will still help you improve your craft if you can follow along with a sample that's tailored to your specific needs.The first thing you should look for in a specific sample is: quality and organization. This means that the essay should be organized properly, presenting a good story, and it should be concise. A poorly written essay is generally a bad form of writing, and it will have you struggling to understand why it's not working.You'll also want to make sure that the document is well-organized and sets up nicely, and that it presents an overall story or idea within the context of your life sciences major, whether that's a science fair topic or something more general. Finally, it should be well-structured and there are plenty of organizations that can supply you with samples you can study and use. They should all start off with a title and explain how the reader can follow the steps.Next, look for samples that include an outline. Your outline will serve as your guide through the document and a useful reference for yourself as you read the rest of the document. It should include the purpose of the document, any sidebars and the basics of what's being presented. These aspects will help you understand your composition and give you the ability to anticipate when parts will be difficult.You can find sample documents at many sites, either online or at your local college. These samples are generally self-paced and can help you practice as you write your own. When you find one that works well for you, remember to look over the details and make sure you understand it, and don't just copy down what's written. As part of your research for admissions, you'll find that there is li ttle variation in admission requirements for life sciences degrees. There are some programs that may require additional essays in addition to the standard sample, but the main document should be expected to be complete. Some life sciences majors might choose to take one additional step and write a capstone thesis or a manuscript report, but this is rarely required and will depend on your own personal needs.As you begin considering your options, keep in mind that there are a number of different options. While all life sciences students are required to write a sample, and the format may vary from one program to the next, there are some other options available. If you are interested in pursuing some of these options, be sure to ask your advisors about them and to be sure to have them proofread your sample.Writing a sample is a good way to improve your craft. It will give you a good start and allow you to see where you're going wrong before you spend time trying to fix it. Good luck!

7 Keys to Magical Business Relationships ( Personal Ones Too!)

7 Keys to Magical Business Relationships ( Personal Ones Too!) The Beginning of a Great Relationship? One of the ways I find great writers for my Executive Resume Writing team at The Essay Expert is to pay attention to the winners of resume writing contests. You might be surprised to learn that resume writing contests even exist – but yes, they most definitely do. And they are a big deal. In fact, three organizations hold these competitions annually: Career Directors International (the TORI Awards), The National Resume Writers’ Association (ROAR Competition), and Career Thought Leaders (Modernize Your Resume Contest). In January, I reached out to one of the award winners – I’ll call her Rebecca – and asked her if she would be interested in joining my team. She is an experienced, highly certified writer and I was impressed by her work. I was thrilled when she replied that she was interested- and even more thrilled with the phone conversation we had about our resume writing strategies and core values. Rebecca was exactly the writer I was looking for. I drew up an agreement which Rebecca promptly signed. I set her up with access to my Dropbox folders where I keep documents with guidelines and processes for writers. And then I got the email. Subject line â€Å"Apologies.† First line of message: â€Å"After reviewing most of the information you shared via Dropbox, I have decided, and must advise you that this is not a good fit for me.† Handling Disappointment My heart sank. I had been so excited to have Rebecca on my team. Were my documents really so complicated that a great writer would decide not to work with me? Had I done something wrong? It took all my learning from my personal growth classes to breathe deeply and stay in conversation. I asked for more information, and heard that she was feeling overwhelmed by the files and processes, but that there was an underlying health issue that was the true reason she needed to take a step back from writing. As I continued asking questions and expressing my concern and care, something remarkable happened. I discovered she suffered from severe headaches, and I suggested an essential oil remedy that I have discovered makes even migraines abate. She purchased a bottle and our conversation became more about natural remedies and other personal topics. I became more interested in her as a human being than I was as a resume writer. We developed a real relationship. Relationship Building Lessons The old me would have given up at â€Å"Apologies.† The more evolved me used some important strategies: Breathe. When I got the upsetting news from Rebecca, I noticed my negative thoughts, told myself things were probably not as bad as I thought, and chose to breathe and trust that things would be okay. I was able to act outside of my â€Å"stinking thinking.† Express truth. I immediately communicated to Rebecca that I was sad to hear she would not be working with me and that I really enjoyed our initial conversation and thought we were aligned on so many things. I let her know I would love to have her on my team! Be curious. I asked Rebecca questions. I wanted to understand her concerns, and she was generous in sharing with me. Offer to talk. One thing I’ve learned is that people can make things up over email and text that seem much less charged when talking by phone. So I offered to have a conversation, and suggested that things might look more complex on paper than they really are. She agreed. Care. This is something that can’t be manufactured. I quickly and genuinely started to care about Rebecca and her health issues, and I was especially excited that I had something to offer that would help her headaches. Follow up. I kept in touch with Rebecca to see how the migraine remedy was helping, and she reported that she went from up to 2 Tylenols/day to zero! We celebrated that together. I also learned about her family and other pursuits in her life. Risk. I took several risks along with way with Rebecca, starting with asking her to continue our relationship after she said â€Å"no.† And then, most recently, I risked asking her if she might be interested in a resume project. Guess what? She said yes. Better than Business I got much more out of my interactions with Rebecca than a new, talented resume writer. I got a new friend. I’m thankful that the migraine remedy worked, which not only created joy in our relationship but also gave her more ability to work! I spoke with her this week to walk her through my processes in a less intimidating manner than they might have appeared in my documentation. And I am looking forward to sending her a project in a week or two. This story is a slice of life from a business person (me) who used to be much less relationship-oriented than I am now. I treasure the relationships I’m building and am inspired to continue creating connections with the people I work with. I’d love to hear your lessons in relationship from your business life. What successes (or failures) have you had and what did you learn? Please leave a comment or use our contact form. Also, if you get headaches or migraines and want a bottle of this magic potion, let me know!

Applying Tactics, Actions and Control planning system on Chicken Essay

Applying Tactics, Actions and Control planning system on Chicken Cottage restaurent - Essay Example They wanted to create a logo which can be memorable for all and also create brand recognition for the company in the mind of the customers. The company was been founded by Mohammad Khalid. It has 115 outlets in UK and outlets in the other countries like Dubai, France, South Africa, Libya, Algeria, Pakistan, Iraq, Iran and Sweden. It is also planning to expand its business in other parts of world in certain other countries like Canada, china, Australia and India. In this report the Tactics, Action and Control strategies of the company will be seen which has helped the company to grow in such a huge manner and achieve such good amount of success in such a loess time and the way they are helping the company to achieve its goal. The main goal that the company has set up is to become the leading local fast food restaurant in UK. Chicken Cottage restaurant since the time of starting in 1994 has kept on growing at a constant rate. The company has made serious attempts to expand the business operations and take it to a higher level. The company has been able to open 115 outlets in the whole country and get a good visibility among the customers (Chicken Cottage, 2014). It has also been able to create a good brand image in the mind of the customers. But because of the presence of huge number of competitors present in the fast food restaurant industry in the UK market it has been a tough journey for the company and it has not been able to get the position of the market leader capturing maximum market. To help the company in increasing their market share SOSTAC model is been used to analyze. Among all the 6 factors which are situation, control, action, tactics, strategy and objectives the main three factors that are been used in this case are the Tactics, Action and Control. In this section the objectives and the goals of the company is been seen and based

Writing Assignment Essay Example | Topics and Well Written Essays - 250 words - 1

Writing Assignment - Essay Example ever, I would not deny that some of the insults were actually humorous especially as most of them are heavy on personification such as comparing one to a shard-borne pignut, brazen-faced scullian, swag-bellied boar-pig and etc. The use of these words propels one to draw a picture at the back of one’s mind, comparing it to describe the unpleasantness of a person. Also, exaggeration is an element that adds to its humor. Familiarity with the meaning of the words used is also very important to realize the message Shakespeare wanted to convey especially because most words used are too deep. However, as I have tried finding out the meaning of these words, they have the same meanings today as in the last 400+ years ago, where the only difference is that some words today just have more implications or meanings today. Being unfamiliar about the meanings hinder one to fully grasp the intended effect because they would not be able to use their imagination to digest the whole thought of

Logistics Management Essay Example | Topics and Well Written Essays - 3000 words

Logistics Management - Essay Example Logistics management includes channel management, material management, distribution management and supply chain management. Manufacturing and distribution organizations generally use several modes of transportation in the field of domestic and international logistics management. There are four major modes of transports that are being adopted and implemented by the organizations. Transportation is considered as the important link of domestic or international logistics systems. Vehicles that are used in logistics management should have specific necessary properties. Transportation can be defined as the shipment of goods or services from a point of origin to point of consumption through air, road, rail and sea modes. Logistics and freight transportation is important to the economy of a country. Billions of dollars worth of services or goods is being moved by train, truck, barge or ship at any given point of time through international freight transportation process. Transportation in log istics management concerns the movement of goods or services from a source, such as factory, plant or workshop to a particular destination, such as retail stores, customers or warehouses. This transportation or shipments of goods or services can take place via air, water, road, rail, pipeline or cable routes using boats, trucks, trains or plains. The essay will discuss about four different modes of transportation, such as air, water, road and rail. In addition to this, the essay will determine the legal consideration, financial aspects and government actions that are associated with these four different modes of transportation. Discussion Cargo handling is the major objective of a manufacturing and distributing organization in its logistics management process. Cargo handling includes shipment and delivery of goods and services. This cargo handling process is generally done through four major means of transport, such as waterways, roadways, airways and railways. Roadways Logistics Lo gistic trucks are used in roadways logistics management process. Roadways logistics generally play a key role in the cargo handling process even in sub urban, area, small towns and rural areas. Organizations generally use large number of logistics trucks having different shipment capacities. Global business environment has become highly competitive as several manufacturing and distributing organizations are implementing unique operation strategies in logistics management process. Earlier, the organizations were focusing on only high revenue generation and profit maximization. Now-a-days, several leading organizations are focusing on sustainable strategy development process in order to avoid several external and internal issues and challenges, such as environmental issues, legal issues and workplace conflicts. Organizations used to keep logistics trucks with different shipment capabilities in order to supply the shipments of different size. The organizations use trucks with different shipment size based on the amount of orders of several business clients and customers. The operating cost associated with the trucks in the logistics management depends upon the distance of places, size of shipments, size of trucks and amount of equipments used in trucks. Now-a-days, the organizations are using fuel efficient trucks in order to reduce the level of fuel consumption and carbon emission. Fuel consumption and carbon emission are closely interrelated. Hugh consumption of fossil fuel can increase the carbon emission level. Air pollution and several critical human diseases are the major consequences of

Great Gatsby :: essays research papers

One night, Gatsby waylays Nick and nervously asks him if he would like to take a swim in his pool; when Nick demurs, he offers him a trip to Coney Island. Nick, initially baffled by Gatsby's solicitousness, realizes that he is anxiously waiting for Nick to arrange his meeting with Daisy. Nick agrees to do so. Gatsby, almost wild with joy, responds by offering him a job, a "confidential sort of thing," and assures Nick that he will not have to work with Meyer Wolfsheim. Nick is somewhat insulted that Gatsby wishes to reimburse him for his help, and so declines Gatsby's offer. It rains on the day that Gatsby and Daisy are to meet, and Gatsby becomes extremely apprehensive. The meeting takes place at Nick's house and, initially, their conversation is stilted and awkward. They are all inexplicably embarrassed; when Gatsby clumsily knocks over a clock, Nick tells him that he's behaving like a little boy. Nick leaves the couple alone for a few minutes; when he returns, they seem luminously happy, as though they have just concluded an embrace. There are tears of happiness on Daisy's cheeks. They make their way over to Gatsby's mansion, of which Gatsby proceeds to give them a carefully rehearsed tour. Gatsby shows Daisy newspaper clippings detailing his exploits. She is overwhelmed by them, and by the opulence of his possessions; when he shows her his vast collection of imported shirts, she begins to weep tears of joy. Nick wonders whether Gatsby is disappointed with Daisy; it seems that he has made of her a goddess, and  ­ though Daisy herself is alluring  ­ she cannot possibly live up to so grandiose an ideal. Gatsby has Ewing Klipspringer, a mysterious man who seems to live at his mansion, play "Ain't We Got Fun" (a popular song of the time) for himself and Daisy: In the morning, in the evening Ain't we got fun! Got no money, but oh, honey Ain't we got fun! As Klipspringer plays, Gatsby and Daisy draw closer and closer together; Nick, realizing that his presence has become superfluous, quietly leaves. Analysis The exchange between Nick and Gatsby that opens this chapter highlights the uncertainty at the heart of their relationship: is Gatsby's friendship with Nick merely expedient  ­ that is, is he merely using him to draw closer to Daisy  ­ or is he genuinely fond of him? The question cannot be absolutely decided: while it becomes clear that Gatsby has great affection for Nick, it is also true that he uses his money and power as leverage in all of his personal relationships.

Effective Performance Appraisal Essay

In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order. Current Trends in Performance Appraisal As previously noted, controversy over the â€Å"best† performance appraisal system continues. The dilemma was highlighted in the 19 May 1980 issue of Business Week where the editors concluded that managers want a system â€Å"that will pinpoint specific marginal behaviour that should be reinforced or discontinued, serve as a personnel development tool, provide a realistic assess ­ ment of an employee’s potential for advancement, and — a particularly hot issue in the 1980s — stand up in court as a valid defence in discrimination suits. † Has the search for a â€Å"best† system affected what companies actually do in performance appraisal? A study conducted by Taylor and Zawacki[2] in 1981 set out to answer this question y sending a mail questionnaire to 200 firms located throughout the United States — these companies were selected at random from the Fortune 1000. Eighty-four (42 per cent) were returned and used in the study. The size of respondent firms ranged from less than 1,000 employees (nine), 1,000-5,000 employees (63), and more than 5,000 employees (12). Non-respondent firms did not vary significantly in terms of size. This study, which duplicated a previous one conducted in 1976, asked what kind of performance appraisal system was used for management and blue-collar employees. It also asked for the interval between ratings, productivity and employee reaction to the appraisal system, anticipated changes and respondent satisfaction to the present system. While it is not possible to go into all the detailed findings of this study, some of the most pertinent information is summarised below. ? While in 1976 43 per cent of the respondent firms had used a traditional performance appraisal system (e. g. , forced distribution) and 57 per cent had used a collaborative system (e. g. , MBO), in 1981 these figures had changed to 53 per cent and 47 per cent respectively. In other words, the proportion of companies using a traditional approach to performance appraisal had increased while the proportion of those using a collaborative approach had decreased. Several respondents provided written comments stating that they had changed to quantitative (i. e. traditional) systems in recent years in reaction to legal challenges to their previous collaborative system. In 1981, 39 of the 41 organisations using a traditional system used a graphic rating scale. Of the collaborative forms, 23 firms used MBO and 11 used a BARS system. The percentage of firms not satisfied with their current appraisal system increased from only nine per cent in 1976 to 47 per cent in 1981. In addition, those with collaborative systems were more likely to be satisfied, while the majority of firms with traditional systems expressed dissatisfaction. As far as the effect of the type of system used on employee attitudes went, 37 per cent of the ? IMDS January/February 1988 13 ? companies using a traditional approach felt that it had improved employee attitudes while 63 per cent felt it had not. Of those companies using a collaborative approach, 77 per cent felt it had improved employee attitudes and 23 per cent felt it had not. ? Of the 22 firms indicating that they anticipated changing their performance appraisal system in the near future, 12 were moving from a collaborative system to a traditional system. This is especially interesting in light of the fact that, in the 1976 study, the majority of firms indicating that they were considering a change said that the move would be from a traditional to a collaborative approach. While the 1981 study did not delve into the reasons behind this shift in attitude, Taylor and Zawacki conjectured that it was due to governmental and legal pressures for precise (i. e. , quantitative) measures which overwhelmed a desire to help people develop and grow towards becoming more effective employees. Of the firms surveyed, 49 per cent felt that their performance appraisal system had improved employee performance (roughly the same proportion found in 1976). However, the number of firms that did not believe employee performance had improved as a result of the appraisal process had gone from four per cent in 1976 to 19 per cent in 1981 — and none of these firms anticipated changing their system! (5) The appraiser should be given feedback regarding his/her effectiveness in the performance appraisal process. (6) The performance appraisal system, regardless of the methodology employed, must comply with legal requirements (notably, Equal Employment Opportunities guidelines). Since the factors listed above are consistently highlighted in the literature as essential elements of an effective performance appraisal system, each of them warrants individual attention. Performance Goals Must Be Clearly and Specifically Defined Special emphasis should be placed on this phase of performance appraisal, since the lack of specifically defined performance goals will undoubtedly undermine the effectiveness of the entire performance appraisal process. The key performance areas need to be identified, assigned priorities and stated in quantifiable terms whenever possible. The mutual goal-setting process between a manager and subordinate associated with Management by Objectives is a particularly beneficial way to foster acceptance and internal motivation on the part of the employee[3]. As is often the case, if multiple goals are established, they should be ranked so that the employee has a clear understanding of which areas may warrant more attention and resources than others. Furthermore, every attempt should be made to describe performance goals in terms of their time, quality, quantity, and monetary dimensions. This will reduce the opportunity for misinterpretation about what is to be accomplished and what limitations there are. The quantification of goals will also make it easier for the manager and the employee to measure the employee’s progress towards achieving the objectives. The need for quantifying objectives is succinctly summed up by George Ordione: â€Å"If you can’t count it, measure it, or describe it, you probably don’t know what you want and can often forget it as a goal. There is still too much, ‘do your best’, or ‘I’ll let you know when it’s right’, going around in today’s organisations. If you can’t define the desired type and level of performance in detail, then you have no right to expect your subordinate to achieve it. â€Å"[4] ? To summarise, it would appear that while most firms wish to use a collaborative form of performance appraisal, they feel thwarted by outside forces (notably Equal Employment Opportunities requirements) in their attempts to implement such a system within their organisations. The dilemma, then, is finding a workable solution which will meet both constraints. The remainder of this article will take a look at these two seemingly conflicting areas (effectiveness vs. efensiveness) and how they can be integrated into a meaningful performance appraisal system. Elements of an Effective Performance Appraisal System While various authors use different names and modified descriptions for them, the following factors seem to be universally accepted by most authorities on the subjects as requisites for an effective performance appraisal system : (1) Performance goals must be specifically and clearly defined. (2) Attention must be paid to identifying, in specific and measurable terms, what constitutes the varying levels of performance. 3) To be effective, performance appraisal programmes should tie personal rewards to organisational performance. (4) The supervisor and employee should jointly identify ways to improve the employee’s performance, and then establish a development plan to help the employee achieve his/her goals. The Varying Levels of Performance While setting performance goals is a crucial first step in the process, managers also need to concentrate more attention on identifying what constitutes the varying levels of performance. If the organisation uses the typical â€Å"poor, fair, good, very good and excellent† scale of performance, the manager has a responsibility to identify at the beginning what levels of performance will produce a â€Å"very good† or â€Å"excellent† rating. However, setting specific goals for organisational performance is not enough — managers also need to relate performance to the individual’s rewards. Agreeing on what is to be accomplished and what varying levels of performance represent in terms of evaluation and rewards is crucial for the performance appraisal process to be effective[5]. Since the first two steps of this process (i. e. , defining performance goals and setting performance standards) IMDS January/February 1988 14 are closely connected, an example of how these steps might be achieved is warranted. A prerequisite for setting performance goals is to establish job tasks. To measure performance realistically, objectively and productively, we must base our reviews on job content rather that job constructs. Constructs are broad, often self-evident terms which describe a general task, activity or requirement. Richards refers to them as â€Å"garbage words† in terms of their usefulness as performance standards). An example might be â€Å"communication skills†. While few would argue the need for skills in communication for many employees, the problem is how to define the term in light of the requirements of the specific job in question. Will the employee be required to: ? ? ? ? ? ? ? ? ? ? ? ? Write memos? Write letters? Conduct interviews? Deliver public speeches? Present proposals to clients? Describe features and benefits of a product? Resolve face-to-face conflicts? Handle customer complaints? Write job descriptions? Describe and define job standards? Manage meetings? Present ideas to top management? Initiative: Resourceful in taking necessary or appropriate action on own responsibility. Unsatisfactory Poor A routine Often waits unnecessarily worker; usually for direction. waits to be told what to do, requiring constant direction. Satisfactory Good Excellent Seeks and gets added tasks for self; highly selfreliant. Assumes responsibility. Does regular Resourceful; work without alert to waiting for opportunities directions. or Follows improvement directions with of work. little follow-up Volunteers suggestions. Table I. drinks per bottle, etc. In turn, these indicators should be broken down into measurable standards, as shown in Table II. As shown, when identifying what constitutes the varying levels of performance, we need to decide what we can expect in terms of outstanding performance, what is satisfactory and what is the minimum level of perfo rmance we can tolerate. One could argue that these are subjective determinations, and this is of course true. What is important, however, is that once these determinations have been made, performance can be measured objectively against the standard. It is important to keep in mind that standards should be set based on what we require or need in the performance of a job and not on our assessment of a specific individual’s ability to do the job. Unless we specify the behaviour we want in the context of job content requirements, it will be near impossible objectively to measure someone’s performance under the generic construct of â€Å"communication†. We must determine the sort of communicating the job requires of the employee. Some organisations attempt to aid supervisors by providing rating scales which are anchored to descriptions of performance (i. e. , the BARS approach), such as the one shown in Table I. While this type of scale is certainly a vast improvement over those that offer no anchors (rating descriptions) at all, we could still argue over the ratings. The standards are subjective and unmeasurable, both undesirable traits in any performance appraisal system. To overcome these problems, the job should be broken down into responsibilities, with a series of performance indicators provided for each responsibility. In turn, these indicators should be accompanied by objective and measurable performance standards. An example will help illustrate the process. A bartender’s job can be broken down into several responsibilities, including mixing drinks, cost control, inventory control, house keeping, safety, law enforcement, supervision, customer relations, etc. In turn, each of these responsibility areas can be broken down into several performance indicators. For example, performance indicators of the job responsibility â€Å"mixing drinks† might include complaints, returns, brands used, appearance, speed, number of Personal Rewards and Organisational Performance To be truly effective, performance appraisal programmes should tie personal rewards to organisational performance. Too many reward systems are based on time on the job, are divided evenly among employees, or offer too little incentive to increase motivation significantly. As noted by Harper[3], performance appraisal systems need to be designed with the three â€Å"E’s† of motivation in mind. The first † E † refers to the exchange theory, which states that people tend to contribute to the organisation’s objectives as long as they believe they will be rewarded. The second † E † refers to the equity theory, which states that motivation is tied to the relative, rather than the absolute, size of the reward. For example, if person A does 25 per cent better than person B, but gets only five per cent more in a â€Å"merit† increase, then person A is likely to feel that management has actually punished him or her for doing noticeably better than person B. The third † E † is the expectancy theory of motivation, which asserts that motivation is a combination of the person’s perceived probability (expectancy) of receiving a reward and the worth of the reward. Even when the reward is great, motivation may in fact be quite low if the employee does not believe that he or she has a reasonable chance of achieving the necessary level of performance to get the reward. Conversely, if the employee believes that the probability of receiving the reward is high, there will be little motivation if he or she does not need or value the reward. IMDS January/February 1988 15 Job: Bartender Job responsibilities Mix drinks, etc. Indicators Complaints Returns Measurements used (recipe) Brands used Appearance Time No. of drinks per bottle, etc. feedback to managers about the quality of their performance appraisal ratings would seem to have several advantages: ? ? It is relatively inexpensive and easy to develop and implement. The feedback is based on ratings made by each manager as part of the formal performance appraisal process. This enables the feedback to be tailored to the individual. The feedback can provide managers with a basis upon which to compare their ratings with those made by other managers. This normative type of feedback is rarely available to managers; as a result, there is very little information upon which they can evaluate how lenient or strict they are. A feedback system should help to ensure comparability of ratings among managers, which in turn may increase employee satisfaction with the appraisal process. That is, employees are more likely to perceive that their performance has been evaluated equitably since managers are using the same standards when evaluating performance. ? Job: Bartender Standards Job responsibilities Mix drinks Indicators Minimum Complaints 4/week Satisfactory 2/week Outstanding 0 ? Table II. In summary, then, for a performance appraisal programme to be successful in this area, it must: (1) Tie rewards to performance (2) Offer a high enough level of reward (3) Have the level of reward reflect the relative differences in the various levels of performance (4) Tailor the rewards to the needs and desires of individual employees. Development Plans Ideally, the performance appraisal programme should be comprised of two separate sessions between the manager and the employee. In the first session the manager and employee review the level of performance from the previous period — what went well, what did not, and why. This session also identifies the employee’s strengths as well as the areas that need to be improved. The manager then encourages the employee to prepare a development plan to be discussed at the second meeting. The development plan is intended to identify areas that should be improved upon during the coming period. The subordinate should be encouraged to: (1) Concentrate on those areas that will affect results (2) Select three or four particular areas for improvement rather than an unrealistic and unmanageable number (3) Set improvement goals that are specific and measurable[6]. Whatever the end result happens to be, the employee needs to be the principal author (although the manager should offer help and suggestions) since people tend to be more motivated to accept and implement a plan of their own making. IMDS January/February 1988 16 Indications of the usefulness of such a feedback system were documented in a study by Davis and Mount[7] in which managers were provided feedback vis a vis the ratings they gave to employees. In response to a questionnaire distributed one week after they had received feedback regarding the quality of their performance ratings, 79 per cent of the managers indicated they were either satisfied (seven per cent) or very satisfied (72 per cent) with the feedback; 93 per cent said they considered it when making subsequent performance evaluations; 70 per cent said it influenced their ratings either appreciably (47 per cent) or substantially (23 per cent), and 79 per cent said the feedback had utility for making managers’ ratings more comparable. The test results from this study indicated that the feedback also significantly reduced the presence of leniency error (the tendency to skew the rating distribution towards the higher rating categories) in the managers’ ratings. This is significant from an organisational perspective because of the multiple uses of performance ratings in organisations. Often, performance ratings are the criterion on which selection tests are validated and often provide the basis on which merit pay increases are determined. According to Davis and Mount, improving the psychometric quality of the ratings may enable the tests to be validated more effectively and provide a more equitable method for distributing pay increases — an important consideration, as previously discussed. Conforming to Guidelines Obviously, in addition to the other factors which have already been discussed, another practical consideration which must be taken into account is that any performance appraisal system, regardless of the methods employed, must comply with all Equal Employment Opportunity guidelines. While a complete discussion of this important area is beyond the scope Feedback Regarding Effectiveness It is surprising how infrequently organisations provide their managers with information about their performance appraisal ratings. However, providing of this article, the Uniform Guidelines on Employee Selection Procedures, put together by the Equal Employment Opportunity Commission (EEOC) and several other agencies in 1978, deserve special mention. These procedures were meant to clarify the exact requirements which appraisal and other selection systems must meet, and include the following points: (1) To continue using an appraisal system that has adversely affected one or more protected groups, the company must demonstrate that the system is â€Å"valid†, that it is job related, and that it accurately measures significant aspects of job performance. (2) The company must establish that there is no other available method of achieving the same necessary business purpose that would be less discriminatory in its effects, and none can be developed. According to the courts, the plaintiff (employee), rather than the defendant (company) must show the availability of the alternatives. The EEOC has told employers what they cannot do, but it has not provided them with definitive guidelines for solving the performance appraisal puzzle. However, some help in this regard was provided in the Autumn, 1980 issue of EEO Today[8]. (1) Base your appraisal on a comprehensive job analysis. EEOC guidelines dictate that you measure job performance against specific, clearly defined standards of performance. The performance you appraise, says the EEOC, â€Å"must represent major critical work behaviours as revealed by a careful job analysis. † Without a clear, written statement of job responsibilities, you increase your risk of EEO liability. (7) Submit the appraisal to several reviewers, especially if it is negative. To prevent conscious or unconscious bias from creeping into the appraisal process, develop a multilevel review system. Have your superior review and sign the appraisal. This system of checks and balances will reduce the risk of losing a court action. Final Comment As can be seen from the foregoing discussion, an effective performance appraisal system involves much more than a mere annual or biennial evaluation of an employee’s past performance. Nonetheless, astute managers are becoming increasingly aware of the value of their human resources, viewing them as an investment rather than merely an expense or overhead to be minimised. Accordingly, many organisations are taking the time and effort necessary to develop an effective performance appraisal system in order to help their people achieve their personal goals, which in turn allows the organisation to meet its own objectives[9]. Unfortunately, many managers still object that they just do not have the time to make performance review and development an ongoing process. However, if management is defined as â€Å"the ability to get things done through people†, and if we accept the fact that an effective performance evaluation process helps in getting the most important and productive things accomplished, then what else should managers spend their time doing? References 1. Fletcher, C. , â€Å"What’s New in Performance Appraisal? â€Å", Personnel Management, February 1984, pp. 20-2. 2. Taylor, R. L. and Zawacki, R. A. â€Å"Trends in Performance Appraisal: Guidelines for Managers†, Personnel Administrator, March 1984, pp. 71-80. (2) Know the details of your company’s 3. Harper, S. C. , â€Å"A Development Approach to Performance nondiscriminatory policies. You and every other Appraisal†, Business Horizons, September-October 1983, pp. manager in the company should aim for the 68-74. uniform application of all appraisal guidelines. 4. Mellenhoff, â€Å"How to Measure Work by Professionals†, Management Review, November 1977, pp. 39-43. (3) Avoid subjective criteria. According to the Albemarle Paper Co. v. Moody decision, subjective 5. Richards, R. C. , â€Å"How to Design an Objective PerformanceEvaluation System†, Training, March 1984, pp. 38-43. supervisory appraisals of job performance are 6. Kellogg, M. S. , What to do About Performance Appraisal, inherently suspect if they produce adverse impact American Management Association, New York, 1975. against a protected group. To stand up to the 7. Davis, B. L. and Mount, M. K. , â€Å"Design and Use of a scrutiny of the courts, these judgements must Performance Appraisal Feedback System†, Personnel be considered fair and job-related. Administrator, March 1984, pp. 1-7. 8. Block, J. R. , Performance Appraisal on the Job: Making it (4) Document! Keep records. That is the only way Work, Prentice-Hall, Inc. , Englewood Cliffs, New Jersey, 1981. you can support whatever subjective judge ­ 9. Butler, R. J. and Yorks, L. , â€Å"A New Appraisal System as ments creep into the appraisal process. (They Organizational Change: GEà ¢â‚¬â„¢s Task Force Approach†, are inevitable. ) Personnel, January-February 1984, pp. 31-42. (5) Aim for a group of appraisers who have common demographic characteristics with the group being appraised. This criterion was established in Rowe v. General Motors. When only white males appraise blacks, Hispanics, women and other protected groups, the courts question the fairness of the. system. Once a system is challenged and shown to have adverse impact, the company must prove its validity. (6) Never directly or indirectly imply that race, colour, religion, sex, age, national origin, handicap, or veteran status was a factor in your appraisal decision. Making any disciminatory statement, orally or in writing, will make your organisation subject to court action. Additional Reading Kaye, B. L. and Krantz, S. , â€Å"Preparing Employees: The Missing Link in Performance Appraisal Training†, Personnel, May-June 1982, pp. 23-9. â€Å"Performance Appraisal: Curre. † Practices and Techniques†, Personnel, May-June 1984, pp. 5799. Heneman, R. L. and Wexley, K. W. , â€Å"The Effects of Time Delay in Rating and Amount of Information Observed on Performance Rating Accuracy†, Academy of Management Journal, December 1983, pp. 677-86. â€Å"The Trouble with Performance Appraisal†, Training, April 1984, pp. 91-2. Gehrman, D B. , â€Å"Beyond Today’s Compensation and Performance Appraisal Systems†, Personnel Administrator, March 1984, pp. 21-33. IMDS January/February 1988 17