Examine the role of Alfieri in A view from the bridge. Comment on :: English Literature

Examine the situation of Alfieri in A view from the bridge. Comment onhis dramatic function in the play and his role as both character andcommentator.This essay will explore the different roles that Alfieri takes on inA view from the bridge. I will comment on how he uses his role asboth commentator and character to create dramatic tension in the play.A view from the bridge is a play set in the late 1940s and is based inthe rural streets of Brooklyn harbour, New York. Eddie Carbone is anItalian longshoreman working on the New York docks and lives with hiswife Beatrice and her niece Catherine. Eddies wife accepts to refugeher cousins from Sicily as illegal immigrants until they could squeezetheir paperwork sorted. Catherine becomes attracted to one of thebrothers and thats when the troubles start. Eddies becomes rapt injealousy and wants to get rid of the two brothers in any possible way.Alfieri is a lawyer and is Eddies whiz as well. He tries toconvince Eddie non to do something w hich he will regret later on andwhich will affect his life in the society. Eddie decides not to listento Alfieri and goes on top break the Italian code.Alfieri is a lawyer who also lives in the same area as Eddie Carbone.In the play he takes on the role of a character as well as taking onthe role of a narrator. One role he takes on in the play is the voiceof the law. He brings this up in a conversation with Eddie where hesays, Eddie, Im a lawyerCan you prove that? This clearly showsthat Alfieri uses his friendship to bring in the voice of the law intoEddies situation. Due to him being a lawyer, he knows that if Eddiewants to take legal actions against Rodolfo, then he will need to getproof for the law to believe him. Due to him being a lawyer, he hasgot all the legal knowledge needed to deal with every day uses.As well as being the voice of the law, Alfieri is also an advisor toEddie. He warns Eddie that he wont have a friend in the world if hecarries on the way he is going. This s hows that Alfieri knows that atragedy is inevitable if Eddie doesnt stop. Therefore he uses hisrole as an advisor to advise Eddie to stop himself. In advising Eddiein doing so, Alfieri is onerous to stop Eddie from doing what he knows

Undergraduate Education: Adapting to a New World Essay -- College Univ

Undergraduate Education Adapting to a New WorldSince medieval times, undergrad universities reserve got provided the education needful to fulfill the needs of societies in terms of a professional work force. After completing the liberal arts curriculum taught at medieval universities, students could go on to study medicine, law or theology but these disciplines could take up to a decade of continuous studies. The students that didnt want to pursue those degrees could sire other lucrative careers that society demanded at the time. Universities broadened the fields they taught to fulfill the always-changing needs for new skills in the workplace. The same way, universities throughout time have always restructured their undergraduate curricula according to structural changes in the society such as technology, economics, and international relations. In the past ten years undergraduate universities and colleges in the fall in States have changed dramatically their curricula to hal t up with the changing environment of the nineties. Technology has been one of the close to important, if not the most important factors for the restructuring of undergraduate education in the United States. According to a report entitled Shaping the Future from the National Science Foundations Division of Undergraduate Education, ten years ago there was virtually no Internet, no World Wide Web and computers in classrooms were few and far between. Today, a great portion of the freshmen in college have at least a basic knowledge on how to use a computer and its applications. With the constant release of new software, college students are expected to keep up with latest ones and be able to learn new versions as soon as they come out. But technology is... ...en though research is lock in a major objective, the need for improvement in the quality of teaching has made undergraduate education move higher in the list of priorities of most universities. Even thought the objective on and undergraduate education is still to increase our sensibility in the arts, create awareness of the diversity of thought in our society and increase our critical thinking abilities, it is also to prepare men and women for professional challenges. Our universities are responsible for creating competitive individuals able to meet job-related expectations and achieve self-actualization. morphologic changes in technology, economics, and the globalization of business practices affect many aspects of our lives. It is the dutie of higher learning institutions to keep up with those changes and transmit them to their students so they take advantage.

Money and Power Dont Bring Happiness Essay -- Happiness Essays

AbstractDo people who live in much developed and wealthier countries find more happiness than people in lesser developed countries? This paper analyzes the results of happiness between two sets of countries that fall on opposite sides of the industrialization and democratization scale. The results guide that people between the two sets of countries are equally sharp. It also shows that people in both sets of countries also are equally likely to be happy when finding things like family or friends important. As it turns out, happiness has little to do with GDP or wealth income of ones country. In the second get off the ground of the study, happiness does not change much as a country industrializes. The author explores the point to industrialization and democratizing given one of the main goals of government should be happiness of their people. Review of the LiteratureIt is a generally accepted idea that when countries industrialize, they improve living conditions for everyon e in the country most importantly the rural poor. Britian was the graduation exercise country to industrialize over a century ago, now each country that wishes to follow Britians example must use more nation intervention. Resources and workers must be moved from rural agriculture to urban life in factories. This theory is known as the Gerschenkronian collective dillema and suggests that countries should want to industrialize and do it quickly with government coercion. Along with more state intervention in the domestic markets, industrialization also includes opening up a countries markets to international expel trade. Theories introduced centuries ago by Adam Smith and other neoclassical economists state that countries will be able to increase wealth and gross do... ... of Gandhi. This speech reflects few of the views of Gandhi, himself, such as the lack of need for somatic items. Overall, this speech illuminates the idea that people must find inner happiness and rely les s of the material world around them to get by.http//www.prosperity.com// (prosperity index)This post talks about the different countries they have analyzed throughout the years. They use a prosperity index by Legatum Institute to figure out and rank the different countries in the world. This index ranks countries according to economy, health, personal freedom and etc. The index shows that small countries like (Norway) pot be small and not so developed but have very happy people. It goes to show that happiness is not attained by working(a) more hours but by having more hours with close friends and family. http//www.worldvaluessurvey.org/wvs.jsp

The Uncertainty Of Perception :: essays research papers

The Uncertainty of Perception     "Seeing conditions what we believebelieving conditions what we trance." This observation is the core of society and the substratum of man behavior. mental studies have reinforced and proven theories involving the conditioning of humans. However, failure lies in the attempt to assign the causes to a single concept. Among the vast influences for human behavior is our aspiration to see what our beliefs would have us to, and hence, believe only what we happen to see. Obviously, my previous statement only obfuscates our attempt to comprehend the intended notion. In piece to meet tot understanding of the profound thought the quotation develops, I will attempt to analyze and apply it to my experience and knowledge of conditioning.     Primarily, I need a terse interpretation of the idea. The contextual definition of see is "to perceive by the eye." Unfortunately, sight, is only one of five sens es. Even worse, the images we see through our eyes ar statistically only one-millionth of our actual reality. Therefore, anything we see is not the entire being or actuality of the world around us but instead a mortal information (by means of vision) of the universe. The technical definition of the other key term, belief, is "a state or habit of mind in which trust or assurance is placed in some person or thing." In context, I will use the typical philosophers definition and define belief as "the lumpish acceptance of an idea or system of ideas." Philosophically, belief is "blind" and is described as "the process of making a commitment to an idea in order to make that idea work for you." In a selfish sense, it is the process of making ideas true. Transitionally, the quotation can be interpreted as "Our impermanent perception of reality determines what we will accept as the truth, and what we view as the truth will alter our already limited p erceptions of life." Although wordy, a better intension is produced and the ropiness of the concept is increased.     "Well, now that we have seen each other," said the Unicorn, "if you believe in me, Ill believe in you. Is that a bargain?" writes Lewis Carroll in his piece, Through the Looking-Glass. The note of the Unicorn and gentlemans gentleman appears to be that neither believed in the other because they had never seen the other species, thus illustrating the age-old slogan "Seeing is believing." In todays modern society that byword is evident.The Uncertainty Of Perception essays research papers The Uncertainty of Perception     "Seeing conditions what we believebelieving conditions what we see." This observation is the core of society and the substratum of human behavior. Psychological studies have reinforced and proven theories involving the conditioning of humans. However, failure lies in the attempt to assign the causes to a single concept. Among the vast influences for human behavior is our tendency to see what our beliefs would have us to, and hence, believe only what we happen to see. Obviously, my previous statement only obfuscates our attempt to comprehend the intended notion. In order to attain total understanding of the profound thought the quotation develops, I will attempt to analyze and apply it to my experience and knowledge of conditioning.     Primarily, I need a concise interpretation of the idea. The contextual definition of see is "to perceive by the eye." Unfortunately, sight, is only one of five senses. Even worse, the images we see through our eyes are statistically only one-millionth of our actual reality. Therefore, anything we see is not the entire being or actuality of the world around us but instead a finite perception (by means of vision) of the universe. The technical definition of the other key term, belief, is &qu ota state or habit of mind in which trust or confidence is placed in some person or thing." In context, I will use the typical philosophers definition and define belief as "the unthinking acceptance of an idea or system of ideas." Philosophically, belief is "blind" and is described as "the process of making a commitment to an idea in order to make that idea work for you." In a selfish sense, it is the process of making ideas true. Transitionally, the quotation can be interpreted as "Our finite perception of reality determines what we will accept as the truth, and what we view as the truth will alter our already limited perceptions of life." Although wordy, a better connotation is produced and the coherence of the concept is increased.     "Well, now that we have seen each other," said the Unicorn, "if you believe in me, Ill believe in you. Is that a bargain?" writes Lewis Carroll in his piece, Through the Lookin g-Glass. The situation of the Unicorn and Man appears to be that neither believed in the other because they had never seen the other species, thus illustrating the age-old slogan "Seeing is believing." In todays modern society that maxim is evident.

How to refine Tai Lin Radio Service Ltd to the market leader position in the electrical appliances retail industry :: Strategic Business Management Strategy

1.0Executive SummaryElectrical appliances are an indispensable part of our daily. Hong Kongs electrical appliances retail trades vigorous development in recent years, because birth is age of technical and information, many technical products arose at this historic moment. They are providing a wide array of quality and fashionable digital products, including consumer electronics, computers and parley items, enabling trend-seeking customers to enjoy a vibrant digital lifestyle.In the electrical appliance stores, the product type are more and more on selling, as the same time, the electrical appliance outlet or specialty shop are rapid increase. Which making tomorrows dream of smart sprightliness todays reality for people in Hong Kong.Recently, electrical appliances store mostly with chain management, also have the magnificent decoration and be stati whizd in Hong Kong or Kowloon each famous plaza or shopping mall. These forces the electrical appliances retail trade arrive to a peri od which The powerhouse retains, the weak one eliminates .Many old shops replaced by new competitor or reformed because they are lack of reform.This report based on the Tai Lin Radio Service Ltd present condition, though the multiple analyses and the suggestion, hope this marketing plan creates a long-term growth model for their retail success.2.0 Introduction2.1 Company background and highlightingTai Lin Radio Service Limited had its beginnings in 1946, being one of the earliest electrics appliance store in Hong Kong. By serving the communities for sixty years, Tai Lin has schematic trust and esteem with customers.Retailing and repairing radios were the core early stage business of Tai Lin, by growing of the business, product range expand broadly to televisions and electronic appliances. In 1975, Tai Lin even introduced the first stereo Hi-Fi to Hong Kong.In order to cope with the rapid growing populations in the 60s, Tai Lin broadly expanded their business by opening shop outlet s in different areas of Hong Kong and varies shopping arcades.Tai Lin Radio Service Limited was officially trademarked in 1976 and as their name implied Service Orientated as the companys focal point. For the generations to come, Tai Lin would carry on their aim serving the communities with the latest electrics and the greatest sincere.Year 2006, Tai Lin is passage to celebrate their 60th anniversary. By renovating their branches, rearranging the products mixture and opening more shop outlets in the near future, Tai Lin is going to present a completely ameliorate new appearance.Nowadays, Tai Lin Radio Service Ltd has 10 branch stores in 8 locations - Tsuan Wan, Yuen long, Sha Tin, Mong Kok, Jordan, Kwun Tong, Causeway Bay and Central.

How to refine Tai Lin Radio Service Ltd to the market leader position in the electrical appliances retail industry :: Strategic Business Management Strategy

1.0Executive SummaryElectrical appliances are an indispensable part of our daily. Hong Kongs electrical appliances retail trades vigorous discipline in recent years, because present is age of technical and information, many technical products arose at this historic moment. They are providing a wide array of quality and modernistic digital products, including consumer electronics, computers and communication items, enabling trend-seeking customers to enjoy a vibrant digital lifestyle.In the electrical appliance stores, the product type are more(prenominal) and more on selling, as the same time, the electrical appliance outlet or specialty shop are rapid increase. Which making tomorrows vision of smart living todays reality for people in Hong Kong.Recently, electrical appliances store mostly with chain management, also have the magnificent ribbon and be stationed in Hong Kong or Kowloon each famous plaza or shopping mall. These forces the electrical appliances retail trade arrive to a period which The power station retains, the weak one eliminates .Many old shops replaced by new competitor or reformed because they are lack of reform.This report based on the Siamese Lin receiving set Service Ltd present condition, though the multiple analyses and the suggestion, hope this marketing plan creates a long-term growth model for their retail success.2.0 Introduction2.1 Company background and highlightingTai Lin Radio Service Limited had its beginnings in 1946, being one of the earliest electrics appliance store in Hong Kong. By serving the communities for cardinal years, Tai Lin has established trust and esteem with customers.Retailing and repairing radios were the core early stage business of Tai Lin, by growing of the business, product range expand broadly to televisions and electronic appliances. In 1975, Tai Lin even introduced the first stereo Hi-Fi to Hong Kong.In order to cope with the rapid growing populations in the 60s, Tai Lin broadly expanded their business by opening shop outlets in different areas of Hong Kong and varies shopping arcades.Tai Lin Radio Service Limited was officially trademark in 1976 and as their name implied Service Orientated as the companys focal point. For the generations to come, Tai Lin would carry on their aim serving the communities with the latest electrics and the greatest sincere.twelvemonth 2006, Tai Lin is going to celebrate their 60th anniversary. By renovating their branches, rearranging the products mixture and opening more shop outlets in the near future, Tai Lin is going to present a completely revitalized new appearance.Nowadays, Tai Lin Radio Service Ltd has 10 branch stores in 8 locations - Tsuan Wan, Yuen long, Sha Tin, Mong Kok, Jordan, Kwun Tong, Causeway Bay and Central.

Philosophy of Teaching Paper Essay

My philosophy of command encompasses three attributes that play a significant role in becoming an effective educator. The three qualities atomic number 18 as follows creating an surroundings that is conducive to different types of learners, maintaining a respectful yet fun classroom setting, and using visual and creative teaching methods to sustain the hunger for association in your classroom setting. An educator will remain successful if they possess these qualities in addition to enthusiasm and patience.It is the sole duty of the teacher to assess the different larn styles early and develop a plan of action. An effective educator should have the ability to foster the students confidence levels and monitor the teaching strategies that are unsuccessful. I summon that relating math problems to real-life situations enables the students to grasp the material in a unique way. Other ways to address a class with different learning styles is to allow chum tutoring and demonstrate co operative learning. Cooperative learning allows the students to learn the material as a group. This method is extremely useful because it stimulates discussion and creates an environment where mistakes and triumphs are shared. friction match tutoring is effective because it allows certain students to receive help in a smaller setting. This approach is preferred by most students because it allows them to work with another classmate on an individual basis.It is of equal importance that educators create an environment that is fun, yet respectable. Teachers should demonstrate a strict classroom management approach in the beginning and little by little advocate more smiles and laughter. This deviation from the norm reminds the students and teacher that a classroom can become a comfortable environment. However, this method can be alter at the teachers discretion. A relaxed classroom atmosphere gives the teacher an approachable disposition.With new-age technology on the rise, all educa tors must keep up with the times. Students are not responding well to teachers who remain stationary while facilitating a lesson. Educators are competing with cellular phones, IPods, MP3 players, and other technical devices. As a result, many instructors are ever-changing their styles in order to appeal to the masses. This entails incorporating visual aids and creative presentations in the curriculum. The new advancements in technology allow the students to enjoy themselves and learn simultaneously.My philosophy of education also builds upon the theories of essentialism and progressivism. I am an advocate of essentialism because I believe that students should be taught based on a core curriculum that places emphasis on a core subject area. Students tend to gravitate towards structure and educators see better results. Additionally, students gain access to a plethora of knowledge when a core knowledge curriculum is introduced. For example, students should not be held accountable for m astery of basic mathematics skills. Students should also be taught about different mathematicians and the various theories that are associated with them. The core knowledge curriculum allows educators to push the envelope and encourage students to think outside of the box. Essentialism prohibits remediation and promotes the application of critical thinking skills.In defense of differentiated learning, I do applaud the progressivism theory. It is imperative that educators embrace the fact that the students learn differently. Hence, Deweys approach that states that education should be child-centered as opposed to subject-centered. Educators should be trained to commit the ability grouping strategy and create lesson plans that cater to all learning styles. We, as educators, should focus on the role as the facilitator in the classroom and encourage students to work independently while using us as a resource.All of the attributes listed above are a reflection of a new mean solar day an d age. Classrooms with students learning at the same pace are long gone. The days are behind us when teachers were able to instruct from a podium for an finished period. We are in an era that proves that teaching directly from a textbook is not the best method. In conclusion, educators are accountable for ensuring that the students remain hungry by satisfying all of their educational needs.

Environmental Impacts & Consumption Essay

In an article examining resource consumption in the Welsh capital of Cardiff, Collins, et al. (2006) bid a critique of the tool cognize as the Ecological Footprint that has, in recent years, gained increasing currency in the assessment of anthropogenic environmental impact, as well as a brief history of its development and its implementation. By thoroughly scrutinizing the limitations and implications of Footprint methodology, Collins, et al. concluded which critical areas of consumption need to be addressed in Cardiff. Ultimately, the researchers goal is to provide a comprehensive value assessment of the Ecological Footprint methodology in relation to its utility in the development of sustainability policies.The article in move is entitled, The Environmental Impacts of Consumption at a Subnational Level The Ecological Footprint of Cardiff, by John Barrett, Andrea Collins, Andrew Flynn, and Thomas Wiedmann. It was published in the Journal of Industrial environmental science in 20 06. In it, Collins, et al, discussed the history of the Ecological Footprinting methodology, noting that it is premised on the idea that the planet has a limited ability to provide for all human resource demands. Therefore, whatever form _or_ system of government decisions regarding resource utilize must take this into account by balancing planetary limits against economic growth. Collins, et al, posited that humanity is currently in a nominate of overshoot, in which natural capital is being used faster than the planet can replenish it.Despite the strong interest which governments have taken to the use of Ecological Footprint as a sustainability indicator, it faces some criticism Some have argued that it does not accurately reflect the impact of human consumption. Others maintain that it does not apportion the responsibility for impact in any useful manner. Regardless, Collins et al asserted that the Ecological Footprint is at the very least, useful to policy makers due to its p ower to communicate the link among consumption and impact.One of the key themes of the article was the need for measurements of sustainability and resource use to be fair and real ones. In effect, the concern was that for any meaningful changes to be made regarding improving matters of sustainability in the city of Cardiff (or any other(a) city for that matter) it would be necessary that entropy obtained is actually useful to the formulation of sustainability policy any resource use.To do otherwise, would only stymie progress in these areas or result in what other pundits have called, greenwashing which is the illusory notion of sustainability. As such, footprinting is designed to use standardized official and annual statistics and expenditure data to establish substantial links between personal consumption and environmental impacts, with resource use being the chain between them.As a city that has become driven primarily by finance, retail and tourism as its chief economic sect ors, Cardiffs participation in manufacturing has declined significantly over the years and developed a moderately gold lifestyle. However, its residents live an unsustainable lifestyle, using three times the average earthshare, and placing them well into overshoot. Furthermore, a majority of the resource consumption residents engage in is derived from food, travel, energy and consumables. The result is that outstanding changes will be necessary to address this.Ultimately, it is personal consumption rather than local industry that puts Cardiff residents in the position of being unequitable in their use of resources, and requires reframing cordial practices and institutional structures to undo these habits. These consumption domains include food and drink, with the primary area of concern being energy- longing preparation methods transport, with concern directed towards private transportation and tourism, with their intense reliance on catered food being of concern.In conclusion, C ollins, et al, argued that Footprinting is of great utility in measuring impacts, but it must also be balanced against cite of contexts which consumption should be set against In the case of Cardiff, it should not be used to flatten the individual experiences of consumption, nor should its organizational nuances be neglected in assessing impacts. exactly put, the Footprint methodology is only as useful as the context it is set against, and the extent to which it is refined for socio-economic groups or geographic/subnational ones.

Political Factors

Political risk, for examples the Gulf war and terrorism somehow damaging passenger confidence, in particular in the US. Presence of semipolitical support and lobbying for major EU/US aerospace businesses Support of EU aircraft manufacturer for Rolls-RoyceSubsidies by EU government US evaluate breaks for Rolls-RoyceCarbon emissions under the Kyoto protocol is targets for reduction by EU, creating pressures for reduced impact of air travel Policy formation for example Open Skies liberalisation package (2008), allowing each US or EU-based airline to launch scheduled services between the US and EU. curse analysisFrom Wikipedia, the free encyclopediaJump to navigation, searchPEST redirects here. For the special forces unit of the Slovenian soldiers Police, see Specialized Unit for Special Tactics. PEST analysis (Political, frugal, social and Technological analysis) describes a framework of macro-environmental factors used in the environmental s lavning dowery of strategic manageme nt. Some analysts added Legal and rearranged the mnemonic to SLEPT inserting Environmental factors expanded it to PESTEL or PESTLE, which is popular in the United Kingdom.The model has recently been further extended to steeple and STEEPLED, adding Ethics and Demographic factors. It is a part of the external analysis when conducting a strategic analysis or doing market research, and gives an overview of the different macroenvironmental factors that the company has to take into consideration. It is a useful strategic tool for understanding market growth or decline, business position, potential and direction for operations. The growing importance of environmental or ecologic factors in the first decade of the 21st century have given rise to green business and encouraged widespread use of an updated version of the PEST framework. STEER analysis systematically considers Socio-cultural, Technological, Economic, Ecological, and regulatory factors.Contents hide 1 Composition 2 Applicabilit y of the factors 3 Use of PEST analysis with other models 4 experience overly 5 References 6 External linksCompositionThe basic PEST analysis includes four factorsPolitical factors are basically to what degree the government intervenes in the economy. Specifically, political factors include areas such as tax policy, labor law, environmental law, trade restrictions, tariffs, and political stability. Political factors may also include goods and services which the government wants to translate or be provided (merit goods) and those that the government does not want to be provided (demerit goods or merit bads). Furtherto a greater extent, governments have great influence on the health, education, and infrastructure of a nation. Economic factors include economic growth, interest rates, exchange rates and the inflation rate. These factors have major impacts on how businesses operate and make decisions. For example, interest rates affect a firms cost of capital and therefore to what ext ent a business grows and expands.Exchange rates affect the costs of exporting goods and the supply and price of imported goods in an economy. Social factors include the cultural aspects and include health consciousness, population growth rate, age distribution, career attitudes and emphasis on safety. Trends in social factors affect the demand for a companys products and how that company operates. For example, an aging population may imply a smaller and less-willing workforce (thus increasing the cost of labor). Furthermore, companies may change various management strategies to change to these social trends (such as recruiting older workers). Technological factors include technological aspects such as R&D activity, automation, technology incentives and the rate of technological change. They can crack barriers to entry, minimum efficient production level and influence outsourcing decisions. Furthermore, technological shifts can affect costs, quality, and lead to innovation.Expandin g the analysis toPESTLE or PESTEL addsLegal factors include contrariety law, consumer law, antitrust law, employment law, and health and safety law. These factors can affect how a company operates, its costs, and the demand for its products. Environmental factors include ecological and environmental aspects such as weather, climate, and climate change, which may especially affect industries such as tourism, farming, and insurance. Furthermore, growing awareness of the potential impacts of climate change is affecting how companies operate and the products they offer, both creating in the buff markets and diminishing or destroying existing atomic number 53s. Other factors for the various offshoots includeDemographic factors include gender, age, ethnicity, knowledge of languages, disabilities, mobility, home ownership, employment status, religious belief or practice, and income level. Regulatory factors include acts of parliament and associated regulations, international and nationa l standards, local government by-laws, and mechanisms to monitor and ensure compliance with these. Applicability of the factorsThe models factors will vary in importance to a given company based on its industry and the goods it produces. For example, consumer and B2B companies tend to be more affected by the social factors, while a global vindication contractor would tend to be more affected by political factors. Additionally, factors that are more likely to change in the future or more relevant to a given company will carry greater importance. For example, a company which has borrowed heavily will need to focus more on the economic factors (especially interest rates). Furthermore, conglomerate companies who produce a wide range of products (such as Sony, Disney, or BP) may find it more useful to analyze one department of its company at a time with the PESTEL model, thus focusing on the specific factors relevant to that one department. A company may also wish to divide factors into geographical relevance, such as local, national, and global Use of PEST analysis with other modelsThe PEST factors, combined with external micro-environmental factors andinternal drivers, can be classified as opportunities and threats in a SWOT analysis.

Performance Appraisal Notes

A. Explain the take ins of performance judgement governances deep down an organization in which you address the following A1. Present the optimal results of a strong prep atomic number 18d and well- exhibited performance estimate. *If the beau monde plungees a well lively and well delivered performance appraisal, what argon the surmount results the familiarity ordure expect? (employee prospective and association perspective be favorable here) Performance appraisals ar a tool that most companies lend adeptself when assessing their employees.A well prepargond and well delivered performance appraisal can be beneficial to both the employee and the lodge. The friendship returnss in umteen different focussings when they deliver this type of performance appraisal. The performance appraisal process every finish(predicate)ows the c every(prenominal)(a) tolder-up to reiterate the goals that they pay back, as well as change the priority of previous goals. Things cha nge only told the time and the rating would be the perfect place to unclutter this aw be to employees. The caller-out in like manner can use these performance ratings when they are preparing to force within the companionship.When the company promotes from within it creates a moral boost to current employees by letting them know that in that location are chances for fruit within the company. The evaluations as well as saltation the company a paper trail of documentation for use if intelligent actions are ever interpreted. This go forth manufacture just cause for the decisions made by the company. These decisions could be linked to promotion, termination, salary raises, and even poor performance documentation. It is al shipway in the best interests of the company to hold on documentation that go forth justify distri muchoverively(prenominal) decisions.The company as well benefits by subscribeing reachs of filled improvement to service raise productivity and moral passim the company. Employees bequeath take to the fast(a)ty the company has towards them when the company invests time and money into their employees improvement. Personal goals of the employees is a nonher benefit the company has through performance evaluations. The company can see where the employee wants to be in the future day, which whitethorn uncover a electromotive force caution trainee that was overlooked. Companies can large(p)ly benefit by promoting employees that strike personal goals that match company goals.The company is non the only entity that benefits from these performance appraisals. The employee benefits as much as the company does. The performance appraisal process pay ups to each one employee a face-to-face conflict with their supervisor or passenger vehicle. This is a perfect chance for the employee to learn exactly what the company expects from them. This gives a chance to clear up any issues or questions that may pack been unhurriedn ess on the employee. A well prepared and well delivered performance appraisal for cash in ones chips raise the moral of the employee as well.The employee result know what specific involvements he has done well, which lead enable them to grip them up. The areas that the supervisor feels exacts improvement solelyow be discussed and they can both agree on a way of getting the employee more cultivation. The employee feels more involved in these decisions when the supervisor aloneows for their in stage on decisions. This educates the employee feel the company has surety and thusly the company wants to aid the employee come across only their performance goals. The employee also benefits by letting the company know their future goals.This leave allow for the company to help the employee out in all ways workable. For specimen, the employee may want to be in a different department in the next year. The company could possibly start cross- development the employee in that dep artment, in that respectfore helping both parties reach their goals. This could benefit both the company and the employee by showing support and possibly raising performance. These regularly scheduled performance appraisals allow for promote crack performance through employees knowledge of what is expected of them.A2. Recommend pre-appraisal activities that en certain they are performance appraisal processes that are beneficial to the employee and the company. *What happens before the appraisal? (suggestion on sacking activities and in the time proximal to the performance review) It is important to sack time for pre-appraisal activities to wanton away received that the benefits are at max potential. It will stomach the chances of maximizing gains for both the company and the employee if the following activities are not done beforehand.The most important thing when it comes to creation pee-pee for the performance appraisal is being well prepared. The manager needs to train sure that he poses aside enough time to perform the pre-appraisal activities. These activities include establishing a time for the appraisal and relating it to the employee, fashioning sure to lay out all newfangled and old goals for the employee, giving the employee an advance copy of the review, collecting the employees review of themselves, and collecting all notes taken that may validate your points and emphasize your decisions as well as the lastperformance appraisal.It is important to make sure that the employee has enough time to prepare for the appraisal. This allows for feature feedback from them and will also lead to quality questions. In order to make it the most beneficial appraisal possible, whence both sides need to be well prepared. Goals and expectations will be completely understood if both parties rent an judgement of whats expected of them. The employee can wee-wee questions induce for things that they may not understand. there may be instances where the y can ask for additional training in areas they know they are weaker in.The act of giving the employee the advance copy of the review will make sure that the employee is not blind-sided and will significantly lower the amount of defensiveness. The employee will flip questions ready to ask their managers, which will in tour make for a more rewarding appraisal. The employees review of themselves will also let the manager know where the employee sees himself performing. This could in turn get the manager ready for an employee that felt he was above expectations on everything, but in reality the manager seen the total opposite.This will allow for the manager to prepare himself with the necessary responses for the possible situations or questions. It is also important for the manager to have all the documentation that supports his thought or decisions. A copy of the previous appraisal will also allow for the manager to show what strengths and weaknesses the employee may have had in rea ching previous goals. The manager will have more approve and a veracious paper documentation basis for all decisions. A well prepared appraisal will lead to a happier and a more beneficial meeting between the two parties.A3.Recommend post-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company. *What happens later the appraisal? Activities that occur just after the performance review (meeting) up through 364 days after. The appraisal is has now been concluded and it is time to make sure that it remains beneficial. It is important that the employee knows that the manager is going to do everything possible to make sure the employee can be the best he can. It is now time to implement the training programs that were discussed with the employee.This will show the employee that the company is investing the time and money on them. The company and the employee will both benefit if the employee reaches their full poten tial. Daily, weekly, or monthly follow-up meetings with the employee may also be necessary and beneficial. This will allow for a personal relationship to be formed between manager and employee, which will in turn give a sense of trust towards management. Managers can also wrap up to take notes on observations more or less what the employee is improving at, or can document what the employee seems to be struggling with.This will give the manager things to go over when they are having these follow-up meetings. It is also important to let the employee know that he can come to the manager if they have any questions or concerns about their progress from the previous appraisal. This will allow for the manager to give the employee the proper accommodations to fulfill their goals. A4. Illustrate what can go misuse when giving feedback. *If you consider the performance review a discourse loop or conversation, what can go wrong during this critical feedback catamenia?Illustration intend giving detail and specifics. in that respect are a lot of issues that can go wrong through the process of giving feedback during a performance appraisal. An employees moral can drop significantly if the manager spends all his time telling the employee only the things they do wrong. The appraisal process should focus on what the employee is doing castigate and what areas the company can help them improve in. It is important that the manager emphasizes that both the company and the employee benefit from maximizing the employees performance.The employee should have some input on the areas of training they need to improve in. This will allow the employee to have a sense of ownership in the training process. They will be more cumbersome to go along with the accommodations and training programs heady upon. Employees may also become defensive if they feel the manager is throwing a bad performance review on them. An employee may walk into a performance appraisal thinking they have been doing a heartfelt cable, but the manager throws them a curve that suggests they are not performing to the companies standards.If the employee has no idea whats attack, then they will be prone to defend themselves in order to not look as bad. There will be a less chance of the employee agreeing with the training suggestions for improvement. Another affect from this scenario would be that the sense of trust between the manager and employee could be lost. In this event, the employee went in to the meeting thinking all was good, but now they feel that they can no longer trust the manager. There is also the possibility of a biased review when it comes to performance appraisals.This could happen if the manager rated the employee a certain way because they were not liked on a personal level. There may be a promotion coming up and the manager wants someone that they are friends with to get that new opening. This could lead to a biased review that could potentially lead to legal issues. T here are endlessly the possibility of reviews being biased, which could lead to legal actions being taken. A5. Discuss locomote that a manager top executive take when delivering a performance appraisal for optimal value. *Of all those things can go wrong in A4, how can we avoid those? What locomote can a manager take?It is very important for the manager to follow steps that will lead to the delivery of an optimal valued performance appraisal. The things that must be present in order to achieve this are the idea that the evaluation is based off the performance of the employee, maintain an surroundings during the meeting that promotes moral and includes the employees thoughts, keep the evaluation foc utilise on the employee, equip the employee with the appraisal before the meeting, remain unbiased in the employees evaluation, and to keep in mind the possibility of legal issues that could come from a biased evaluation.A performance evaluation is given to do just what it says, eval uate only the performance of the employee. It is extremely important to make sure that the focus on the evaluation is that of the employees performance. If this is followed when doing the employees appraisal, then it leads to making sure the employee understands that all topics will relate to performance only. It is also important to make sure that the manager promotes an environment to promote moral for the employee. This can be done by specifically telling the employee what he has done well since the last appraisal.It is important to make sure the meeting is not based just off what the employee is not doing remediate, but instead about areas he is excelling at and areas that he could improve in. Moral can be boosted by taking the employees thoughts into consideration for the training and accommodations that they need. The employee will feel valued by the company and manager if they have some sort of contribution. It is possible to have an employee that has underperformed in every area leave the meeting with a moral boost, but this depends on the environment which has been setup by the manager.It also a must to equip the employee with a copy of your appraisal before the meeting. This will allow for the employee to come to the meeting prepared and with a knowing of questions that will maximize his performance growth. The manager can even ask for a list of questions from the employee. This will allow for the manager to be prepared to give the employee the best correct response. The employee will not feel that they have to be defensive when they have some sort of idea what is coming in the review. Managers must maintain that all appraisals are based on the employees performance and are free of bias.It is a managers commerce to make sure that they exclude any biased evaluations for their employees. Managers could get the company into legal troubles by allowing for biased evaluations. It is critical that they keep in mind all legal issues that could arise from t heir meetings with their employees. The company can be found liable for any discrimination that the manager promotes or demonstrates. It is important to keep the appraisal about performance only. A6. Discuss the benefits to the company of working with employees to that their locomote goals.*Company perspectivewhat are the positive consequences of discussing life history goals with employees? The company benefits in many ways when it works with employees to further their move goals. A big benefit for the company is the increased performance that comes when it helps employees reach their career goals. Performance is an area that is important to all companies and getting the most out of each employees is key to helping the employee grow. These employees that can reach their potential have the foundation to move up within their company.Some companies have special programs that monitor potential management trainees. This keeps the company on top of these employees and makes sure they keep challenging them. If companies take an interest in furthering their employees career goals, then these employees feel a sense of loyalty and are less prone to leave the company for career procession. This keeps the turnover down for the company, which in supply saves money for the company by not having to reinvest time and money in new employees. It will also boost moral by allowing employees to see that promotions are made from within the company.This will allow all employees to see that the company is just as committed and loyal to them, as they are to the company. This will make it easier for the employees to see that there is potential for promotion. The company also invests time and money into employees as they are prepared to advance through the company. The company can learn that an employee is interested in moving up within the company, which the company could then evaluate a jut out of training for the employee. The company could also implement career development p rograms that their employees could enroll.Managers could also recommend employees for these development programs. The perfect time to talk to employees about personal career goals is during the performance appraisal. This will help the manager set goals that will lead the employee towards reaching his career goals. It will become very worth(predicate) for the company to learn that their goals are a match to an employees. B. Discuss the evaluation of groups within an organization in which you address the following B1. Summarize research of efficaciously assessing police squad performance. There are various models that can be used to assess squad performance.The estimation of team performance is becoming more and more standard with the emergence of team environments. The three models that I have decided to research to evaluate team performance are the absolute judgment order, the behavioral appraisal method, and the management by objectives (MBO) method. These are all valuabl e sound judgement methods that are used by many different types of organizations. It is important to re fragment that no single assessment method is 100% perfect, so be sure to take into consideration which works best for the company.The absolute judgment method is an assessment of performance that is based only off the performance standards that are set. It does not compare one employee to the next, therefore there could be multiple employees with the same ratings. In the textbook Managing Human Resources it states, the dimensions of performance deemed relevant for the job are listed on the rating form, and the manager is asked to rate the employee on each dimension. 1 This method allows for a manager from a different area to assess the performance of the team, since there are set standards set.We can use the example that each of our salesteams has a performance standard of making 15 sales per week. If the team has averaged 18 sales per week over the last six months then any manag er could see that their performance is above performance standards. The idea that there are preset performance standards that are known makes it easy for the manager to rate the teams performance. The benefits of this system is that it doesnt put employees against each other during the evaluation and that there is documentation that supports the assessment of the employee. In the event of legal issues, this method makes it easier for the company to prove why the assessment is rated the way it is.The negative side of this method could be variances in evaluation standards of different managers and also there could be issues judging unmarried performance when assessing the team. It is important to make sure that assessments reflect not only the team, but also the singulars on each team. The behavioral appraisal method is another method that could be used to assess team performance. This method looks at the behaviors that are performed by the team and its psyches. A manager may focus on things like whether the team is back from lunch on time, whether the team is prepared for meetings, or whether the team shows up for work daily.The focus is laid on behaviors that the company deems important to improve performance. The most commonly known example of this method is the Behaviorally Anchored Rating Scale (BARS). Robert Bacal describes its differences by stating, it focuses on behaviors that are determined to be important for completing a job task or doing the job properly, rather than looking at more general employee characteristics. 2 This method is used to appraise whether a person is doing what is expected of their job. For example, a salesperson may be evaluated on whether or not they achieverfully ring up every piece of merchandise on every transaction.This is a very valuable step for a salespersons job description. This step is extremely important to make sure the company is not losing money. The behaviors that are being evaluated in this type of appraisal are more specific to the job at hand. The benefits of this type of appraisal is that it makes it easier on the company to glare areas that need improvement and to provide possible solutions, it promotes the behaviors that are necessary for the employee to be successful and productive, and it provides documentation that supports the legal aspect of backing up the evaluation.The job description and theatrical roleof the employee has to be researched to make sure this type of assessment is appropriate. Management by objectives (MBO) is another schema that can be used to evaluate performance. MBO is a strategy that relies on setting goals or objectives that the employee is expected to reach. This strategy can be a little time consuming if the job description relies on a steady change of objectives. In order for MBO to be an effective strategy for appraisal, then the manager would have to meet with the employees either daily, weekly, monthly, or possibly every quarter to go over the o bjectives.It is important for the manager to make sure that all objectives are given to the employees and they are understood. A major benefit for this type of assessment is that the evaluation of specific goals does a fantastic job of cutting out the chance for biased evaluations. It is also a benefit that the objectives can be changed for each job description rather quickly. An issue with this type of assessment is that employees tend to focus mainly on the objectives and goals that are set by managers, which in turn could lead to other areas falling. Paul Kevin Michaelree states, the MBO process focuses attention not on the person but on the job.3 This shows that the MBO is focused on reaching objectives and does not leave room for a biased evaluation. This assessment focuses more of setting goals for specific jobs and not for specific mint. A manager should set objectives or goals for all production workers to be the same. This would mean that each person under the job title pr oduction worker would have the same goals or objectives. This would leave satisfying documentation for future possible legal matters. Behavioral Appraisal Instruments Management by Objectives (MBO) *Research and discuss 2-3 models of team performance. How can the company evaluate team results effectively?(need sources in-text citations and references)B2. Recommend a strategy for the company to adopt to assess team performance. *Which one should the company use? Why? I weigh the best appraisal method for our organization would be MBO. I believe that our company would benefit the most by aligning the objectives of the company to the objectives of the employee. Our managers have a great deal of knowledge in the companys goals and objectives. They can look at the jobs that are done in their departments and make sure that the goals and objectives for their employees are steps in the direction of the companys.The MBO strategy will give the company goal seeking employees. We will see a c hange of direction in the way things are done by the employees. There are beliefs that we could lose employee performance in other, non-objective areas. The answer to this is to make sure that the companys ethical motive policy is followed at all times. The new performance assessment strategy may have the employees thinking heavily about quantity, but the managers must continue to breed the splendor of quality as well. This method of assessing the employees will also take away the error and bias that come along with other methods.The assessment of a team will no longer have room for the manager to use bias when evaluating, since all teams doing the same job will have the same objectives. There may be idiosyncratics, like team leaders, within the teams that may have added personal objectives. The idea of the managers spending more time with the employees is also a benefit for the company. Each manager will have to spend more time with exclusive employees as well as the teams. Man agers will have to meet with the teams weekly, monthly, or quarterly to ensure the objectives are understood.This makes it easy for the managers to make sure changes in objectives are relayed quickly. It will mean that our employees will not have to wait until their next assessment to find out their new goals. This could make it easier to see which teams are performing and which are not. We can slowly make accommodations or setup training for teams that need it. This method of assessing our company will work the best for growing our employees, managers, and the company in whole. B3. Illustrate the benefits to the company of working with employees to further their career goals.*Illustrate differences between team and individual performance assessment. Blooms Taxonomy clarifies that illustrate means solve, calculate, interpret, relate, apply, classify or put into practice. So, even though you wont rattling paint for this illustration, you are trying to show that you can apply what y ou have learned from section A, B1, and B2. Discuss and give examples. Our company would benefit by working with employees to help them further their career goals. Our company does both individual and team performance assessments.It is vital to our companys growth that we make sure to work with our employees to help them further their career goals. Individual performance assessments allow our managers the chance to talk with their employees about their career goals. Managers will then look at how their employees goals complement our companys goals. Managers will have an idea of whom they feel has long term ties to the company are spontaneous to move up in position. It is cheaper on the company to keep a low turnover ratio and not have to keep training new people.It also will bring up moral, throughout the employee ranks, as they see promotions within the company. Employees will continue to perform and work hard if they see that there are rewards waiting. Career advancement consists of moving up the ranks, whether at the same company or at a new one. It benefits our company to keep our loyal employees. Manager trainees are most often found within the company through these performance appraisals. For example, the manager of the shipping department may have an employee that has shown advancement capabilities in the last two annual appraisals.This year the manager learns that shipping will increase and he will need another lead. The manager could easily pick the employee that has showed promise for the last few years, which could lead to another promotion a few years down the line if he keeps his performance up. aggroup performance appraisal also benefits the company in a lot of the ways the individual performance assessment does. Team performance is increased when you show that the company has furthering their career goals in mind. It is always a benefit to the company when performance levels are increased.The company also benefits from employees helping train and educate their teammates. This saves the company money from having to setup special training classes for certain people. Teams understand that their performance are not based off individual success, but rather what they do as a whole. There is understanding that if one person in the group fails to pull their weight, then the whole team suffers. Companies also get a good idea of whom the leaders are in each group. This works out to the companys advantage as they can easily spot individuals who are ready to advance in the company.It is up to the manager to make sure the employees know that the company is here to help them advance their careers as much as possible. Comments on this criterion The presentation identifies a few differences between evaluating team performance and individual performance, such as the training that is conducted and how success is obtained, but the presentation focuses more on the companys benefits for furthering goals of each type of performance, rather th an on the differences that exist when evaluating team performance and individual performance.Please provide additional detail and handling on the differences that exist when evaluating team and individual performance, in order to appropriately satisfy the task prompt. There are differences that exist when evaluating team performance and individual performance. Individual performance evaluations usually tie in with the salary raises of the individual. The individual performance evaluations are based on the job description for which position they were employ for. Individual objectives and the duties of the job are the things that the manager will evaluate and then decide what the individual needs improving on.A team performance is based on the goals and objectives set for the team. The manager will evaluate how the team has done as far as accomplishing their goals. Team performance evaluations can look bad if one member is not capable of pulling their weight. It would be up to the o ther teammates to make sure to help the individual out as far as training and development. The team realizes that if one member fails, then the whole team fails. Individuals of the team are aware that the evaluation process is uniquely different than what an individual performance evaluation brings.Accountability is hard easy to evaluate in individual appraisals, but in team appraisals it is easy to overlook a weak member if the rest of the team picks up the weight. Peer reviews are a way of looking at how the team works together. This form of appraisal is a good way to account for all individuals in the group, but biased appraisal could be an issue. Team performance greatly depends on accountability, communication, and decision making. It is important to make sure that there is good communication between the team and that a leader emerges to take control of making sure team objectives are met.This will make sure that all members are held accountable for their work within the group. Individual performance appraisals typically happen once or twice a year. Team performance appraisals could happen as often as every project change. This leans toward team evaluations happening a lot more often than individual performance appraisals. Rewards and compensation are linked to appraisals, but can differ in the ways they are seen from the individuals. Individual appraisals will reward and compensate the individual on how good they were at doing their job and reaching their goals and objectives.Managers have to manage their time allotted for evaluations differently based on which type of review they are doing and depending on how often they will evaluate. Team performance can also reward and compensate, but sometimes it is deemed unfair. Members can sometimes feel cheated when a weaker team member is rewarded the same way. This can come back to a faulty evaluation if peer reviews are not used. The differences in the two types of appraisals can take leave from time, accoun tability, rewards and compensation, and methods of evaluations.It is very important to make sure all communication about goals and objectives are understood between managers and employees, which will lead to better performance throughout the company. C. Discuss the concept of eon planning with an organization in which you address the following C1. Present reasons for adopting succession planning. *Why would a company do succession planning? Addresses company needs ahead of time Allows company to select best candidates Focuses on the future Meets company needs by finding equal employeestaking over planning is very important when it comes to continuing the companys success in the future. It seems that a lot of companies are realizing that replacement hiring is not the best plectron for long term quality employees. Companies are starting to realize the commitment level that employees are willing to give when they have companies that train and promote within. Succession planning look s within the company and finds its future leaders and manager from the ranks. The company will then send the selected employees through various training and developmental programs to get them ready for future succession.This could be a lengthy process and employees should not look at this plan as a two week training period. Succession planning is a drawn out process for the future needs of the company. A replacement hiring method usually brings people in slump away for a specific job opening that the company was not preparing or planning for. Succession planning allows for the company to pick candidates that are right for a position that may have someone retiring in the next two years. This will give the employee a two year period to learn and train with the person they are taking over for.It is important for the company to choose the best of their endowment pool when they are planning for future trends. Succession planning also allows for the company to give employees a shot at r eaching their career goals within the company. It is always a good thing for an employee to know they do not have to leave their company in hopes of advancing. Moral and performance are usually higher when employees know that they are not working in a dead end position. Our company will give all employees the chance to further their careers. C2. Discuss how succession planning can be used by the given company. *How to use it?What are the side benefits? What may happen in the process of implementing the components of a succession planning system? What can go well if these side benefits occur? Succession planning can be used in all sorts of way depending on how each company wants to go at the process. I believe that our company can benefit greatly and build a future that has no boundaries. I believe that our company can use succession planning to our benefit by keeping a deep group of candidates for possible promotion within the company. It is always good to have someone trained and r eady to take over in the event we have someone leave the company.The company should have an idea of what members of leadership are coming upon retirement or which ones are approaching the end of their time with the company. We must understand that there are going to be instances where we may lose people that we are not planning on losing. Succession planning will come in handy and have people ready to assume these positions in these instances. It is crucial to have people being trained and obtaining the knowledge that our leadership can pass on. This will entail for our companys morals and prior knowledge to be passed down to our new leadership recruits.I also feel that it will continue to give our company a good reputation as being a place that challenges our employees and works dramatically to enhance their careers. People look for places like this when they are transitioning their careers. This program will make us the place all career oriented people will want to work. This will allow for us to keep recruiting the top talent for both our organization and our succession planning program. Succession planning also comes with side benefits for the company. Implementing this program here at our company will allow us to keep employees loyal.Loyalty can save the company a lot of money, which will keep costs of training new associates down. Our company invests time and money into training employees and we want to make sure we are not wasting these assets. Employees will have an idea of what things they need to do in order to become potential candidates for succession planning. This will give our employees drive and motivation to keep performing at high levels. The company also benefits by passing knowledge from our of age(p) leadership into the younger leaders of tomorrow. It is very important that knowledge is not lost in the transition.Young leaders can learn resourceful information that will keep them from making past mistakes over again. We also benefit by ma intaining a good reputation as a solid company that promotes career goals of employees. This reputation will help the company keep pulling in promising talent for both the company and the program. This will help us keep that company moving forward in the direction that past leaders have set us up for. The side benefits will help our company in growth throughout the future as long as we keep the goals and objectives matching future outlooks.We must remember that this program is setup to keep us going forward. There are lots of possibilities that could come from us implementing succession planning. Some of the possibilities are good and some are not so good. Time constraints could be a negative possibility that could come in various instances. A few examples of how time constraints could hurt us would be that all members of the succession planning team keep having things come up or that it just takes too long to prove to the employees that this will work. Employees will want to see th is program successfully in action before they buy in to it totally.There is also the possibility of communication issues. Employees that do not receive the information effectively will think they are excluded. It is key to a successful succession plan that all communication lines are effectively thought out and successfully implemented. We must make sure the employees know how this will benefit their careers and what is required of them for this program. This could also be a benefit for the company because it could give a better communication line between leadership, employees, and HR. Communication is always important in the company and we can benefit greatly from it.Goals, morals, and company morals are all things that must be successfully communicated between the companys employees. The company will also benefit by finding stronger candidates for the program. The implementation will help the company find the best candidates that could end up leading the company into the future. C3. Illustrate a succession planning process for the company. *What are the steps of a succession plan? Be specific. (illustrate) The succession planning process will not go anywhere if we do not have the backing and support of upper management and the CEO.It is crucial to the plan that these managers are around showing support at various times. Once we have the backing we need we must research the objectives and warmness concepts that are to be gained through implementing the succession planning program. We must look at ways to get the employees to back the program, we have to develop ways to estimate what we will need as far as future management openings go, and we have to look into current managers that could make a good succession planning team. We must then select a development team that should come from various areas of our company.This will help us shine the way our program works by bringing in people with different skill sets to help lay the foundation for our succession p lanning program. This exceedingly diverse team will research the companys potential for growth in all areas and will estimate potential moves that will be made in the future. This will help our team develop a highly successful design that focuses on the companys future goals and projections for growth. likely future moves will be accounted for and our program design will leave room for reviews and possible adjustments.It is extremely important that we focus on a communication plan to help announce it to the company. We will want our employees to realize that this is in place to help them and that we welcome all forms of communication from them. We will stress the importance of communicating possible problems or possible solution they may have thought about. This open communication will help the company by making it easier for the employees to buy into. We want to make sure that no one is left out when we make this official to everyone. A good communication plan will get this infor mation out to all employees through various avenues.We will use e-mail, intranet, bulletin boards, departmental meetings, and any other ways that we feel are potentially used to communicate important company information. We must also make sure that we successfully communicate what requirements are associated with getting picked for the program. This will help in keeping the moral, loyalty, and performance levels at a high. As the program is implemented we must make sure it is reviewed and evaluated, which will help us make changes to the process if we deem there are necessary changes that need to take effect.It is crucial that the designed program has room for changes as the company or parentage changes. If we spend the time to build the program and leave no room for change, then we will end up scraping it down the road and it will be a short-term plan instead of a long-term investment for the company. CONCLUSION It is important to remember that the companys growth and prosperity is greatly tied to the three main areas we have discussed. We must continue to improve our performance appraisal systems, which will in turn allow us to notice possible candidates to promote within the company.We must realize that both the company and the employees benefit from these performance appraisals. Some on the benefits the company receives is that we can promote from within, it allows us to reiterate or change goals, paper trail for documentation, it identifies weak areas and allows us to give training, and it boosts moral and performance. The employee benefits by having moral and performance boosted, face-to-face time with managers, better understanding of company expectations and goals, and they feel a sense of loyalty from the company.Pre and post appraisal activities are also important to ensure that these appraisals are as effective as can be. Pre-appraisals activities include establishing meeting times, collecting new and old goals, make sure to give employees an adva nce copy of their appraisal, and collecting all notes and previous appraisals. Post-activities would include the implementation of discussed training programs, scheduling follow-up meetings with employees, continue to observe and make notes on employees, and reinforce an open door policy to all employees.These are key steps to make sure that these performance appraisals benefit the company as much as possible. An effective appraisal system put in place within our company will benefit all areas and aspects. An importance should be put on making sure the proper steps are taken for optimal performance appraisal. These steps should include things like managers basing evaluation off performance, promote moral and including employees thoughts, focusing on the employee, give them access to your evaluation before the meeting, remain unbiased, and to keep possible legal issues in mind while performing the performance appraisal.It is also a benefit to incorporate the employees goals into the performance appraisal. Employees will feel that the company is loyal to them by making their objectives match some of their personal career goals. It is important to stress the importance of promoting the employees career goals to all managers that do performance appraisals. This will help raise the performance level of our company. Team performance appraisals are also important for the benefit and growth of the company.There are many different techniques that can be used to assess the performance of teams, but I recommend that our company base appraisals off the management by objectives (MBO) model. This will help us assure that employees are focused on goals or objectives, it will help reassign added chance of errors or bias in appraisals, and it will give the managers a chance to spend more time with employees. There are benefits for both individual and team performance appraisals.Individual appraisals benefit the company by helping to identify which employees career goals match the companies and it helps increase the individuals performance. Team appraisals benefit the company by raising performance of teams, having employees train other team members that need additional development, and it gives management an idea of which people may be ready for an upward movement within the company. Furthering the career goals of employees will show everyone in the company that we are invested in them.Succession planning is the last area that we discussed, but it is an area that can help the company as it moves into the future. Succession planning will help us generate candidates that will be trained for potential management positions that become available. The company benefits of this plan include the addressing of needs before they occur, allows the company to select and train best candidates, it focuses on the future of the company, and it will keep employees loyal to the company. The right steps for a succession plan are also important to ensure that it will be suc cessful.It would not be a good thing to invest time and money into a program that was not developed for success. The rights steps include getting proper backing from upper management, researching objectives and core concepts of the company, select a team from various areas with various skill sets, research future needs and goals of the company, develop an effective communication plan, implement communication plan to get program out to all employees, and continue to evaluate and review the program to ensure it changes as the companys goals and objectives change.These are the steps that are important when implementing a successful succession planning program. The CEO and board of directors should implement these area into the company. The performance reviews would be an issue that HR could complete and make sure all managers understand the new performance appraisal policy. There could be training scheduled to help managers get comfortable with the new appraisal process. We also need t o make sure the employees are made aware of the benefits that they will gain by this new appraisal process.The upper management really just needs to make sure that the company knows that they support the new process. We need to make sure that managers incorporate the furthering of employees career goals into the objectives and work goals that they establish for the employee. This will keep employees loyal to our company, as we show the employee that we are loyal to them. Team performance appraisals also need to be established to be effective. This will be done by adopting the MBO appraisal process for team performance appraisals.Our employees will be more goal oriented and will perform at a high level in order to accomplish these goals. It is important that managers continue to stress the importance of quality to all workers and establish that the code of ethics should be followed all the time. We do not want short cuts taken to raise performance levels. Succession planning is an ar ea that will need more time from upper management. The CEO and the board of directors need to fully believe in and support the succession plan that is put into effect. This plan will not work without the proper backing from upper management.HR will start the process and select the most diverse group to bring the most skill sets as possible. This team will then come up with a design to implement for succession planning. Upper management should stay involved and show the company that it supports all that is going on. Inputs and thoughts can be added or given to the design team. This success of this program will be the success of the company. Upper management has invested many years in making sure the company has grown as commanded, but now this design will lead the company to the same success in the future.

Gun Control Research Paper

Guns In The United States In todays society of governing bodyal turmoil, violence, and economic tragedies, many shooter encounter advocates ar pushing for much submarine sandwich regulations from the government. Guns have been a part of the Statess way of heart for centuries. However, it was not until the 20th century that the government enacted its first gun escort act. The National patchs routine was enacted in 1934, as stated in Firearm Laws, Regulations, and Ordinances, edited by Sandra Alters, in response to the change magnitude criminal and gangster activity as a result of prohibition (19).This act aimed to make it more difficult to acquire specific opuss by establishing a $200 tax on firearms (Alters, ed. 19). In 1968, the Gun assure Act was passed and amended the National Firearms Act of 1934 to include a wider range of firearms. This act was passed in the wake of the assassination of President John F. Kennedy and Martin Luther King, Jr. The act required firearm dealers to be nationally licensed, restricted interstate sales of firearms, and forbid the sale of firearms to minors or criminals (Alters, ed. 19).The passage of the Gun Control Act of 1968 was criticized, however. The main criticism involving the Gun Control Act of 1968 was that the act penalized law-abiding citizens and rewarded criminals (Alters, ed. 20). In 1986, the Firearms Owners Protection Act greatly amended the Gun Control Act of 1968 in an attempt to address the assorted criticisms and concerns linked to the act. There have been various gun control regulations enacted since 1986 however, the enactment of the Firearms Owners Protection Act is one of the largest regulations ever put into place.Much of the controversy over gun control laws now and then involves the second amendment to the constitution. Today, lawmakers face much pressure from gun control advocates, as well as anti-gun control advocates regarding gun laws. However, putt more regulations on guns is not goi ng to change the way that people use them, which many gun control advocates believe to be true. There should be no further government gun control in the States because sp are gun control will not lower violence and it is not financially feasible to enforce surplus gun control laws.The most significant federal official gun control act today is the Brady Handgun furiousness sustainion Act of 1993, as discussed in James Jacobs and Kimberly Potters article Keeping guns out of the wrong hands the Brady law and the limits of regulation. This act requires federal firearm licensees to run background checks on gun sale purchases, and also created a federal database for federal firearm licensees access to The National Instant brutal Background dampen System (Jacobs and Potter). A 5-day waiting period for the purchase of a gun was also introduced.The National Instant felonious Background Check System is to provide access to names of those persons not allowed to purchase a gun (Jacobs and Potter). The aim of the Brady Handgun Violence Prevention Act was to prevent criminals, or ineligible persons from purchasing guns. The Brady Act expanded the definition of an ineligible person to include illegal drug users and addicts, former mental patients, illegal aliens and persons dishonorably carry out from the armed forces (James and Potter). This act, along with the other regulations discussed, form the current federal gun control laws.One central view of gun control advocates in support of additional gun control is the belief that banning guns would lower violence in the States. Stephen E. Wright, writer of From the Bluff, claims that the main focus of anti-gun groups is on gun ownership (par. 2). Anti-gun groups claim that if citizens did not own guns, fewer crimes would be committed. Although taking away guns appears to be a good plan to reduce crime, it is not a realistic one. Banning gun ownership could have an effect similar to the Prohibition Act of 1920.In 1920 , the American government put a ban on all alcohol in the United States. One of the central ideas behind the Prohibition Act was to create a safer America for its citizens. The Prohibition Act did not make for a safer America however, the effect of the Prohibition act was the development of general organized crime, resulting in a increase in the number of criminals. Jeff Hill, writer of Defining Moment Prohibition, explains, widespread disregard for the prohibition act resulted in corruption of government officials, police forces and law enforcement (75).Government statistics show that crime actually rose during the prohibition years, contrary to what the government believed would occur (Hill, 76). The banning of guns could have the same effect as the Prohibition of alcohol. Prohibiting guns could create more widespread organized crime and an change magnitude number of criminals, as it would be a criminal act to purchase or own a gun. While the idea that fewer guns would lead to l ess violence in America seems reasonable, when the effects of the Prohibition Act of 1920 are considered, it is seen that the prohibition of guns may have very negative consequences.Another common belief of gun control advocates is that increased purchasing regulations will help prevent gun violence. The general current regulation system for purchasing guns consists of a simple background check, usually on the first purchase of a gun, with a 5-day waiting period. In the Opposing Viewpoint article An updated Background Check System Will Help Prevent Gun Violence, the editor explains that the current background check system learns to be fixed (par. 11). The various loopholes in the current background system are a main focus of the gun control advocates.To fix the various loopholes, gun control advocates believe the government should gather everyones name that should be prohibited from buying a gun and put him or her in the system for tracking and they should require a background chec k for every individual gun sale, not just on the first purchase (An Updated Background). The Brady Handgun Violence Prevention Act fixed these issues presented through with(predicate) the National Instant Criminal Background System Check (Jacobs and Potter). Gun control advocates viewed the Brady Act as a positive step towards lowering violence in America.However, the act has not reduced gun violence like gun control advocates believed would occur. The view that the Brady Act was a simple solution to the gun violence problem is not moreover false, but also creates great expense for the government. The problem related to gun violence is not the current background check system sort of the problem lies in the use of illegal guns. Amy Roberts, writer of By the numbers game Guns in America, explains that from each one year an estimated 40 percent of all guns purchased in America are through unlicensed, private sellers (Roberts).Thousands of gun shows are held each year in America i t is at these gun shows where thousands of guns are bought and sold illegally each year. Most gun vendors at these shows do not require any background check. Many gun control advocates feel that many of the murders and shootings in America would not have happened if a background check was ran on the individual purchasing the gun. When a gun is bought illegally, there is no background check. The seller has no way of knowing if the buyer is a criminal. An example of the violence related to the use of illegal guns is he aquilegia High School shooting in Colorado. The Columbine killers were able to purchase guns illegally at a gun show from an unlicensed seller, who required no personal information before marketing the guns (An Updated Background). This example shows how easily one can obtain a gun illegally no increased purchasing regulation would have stopped the Columbine killers from purchasing guns. Increasing purchasing regulations will not stop a criminal from getting a gun. Ob taining a gun illegally is so well-to-do that a criminal wouldnt even think to go through a registered firearms dealer.Gun control advocates views on gun control laws and the prevention of violence only lead to increased spending by the federal government. The federal deficit today is around 16 trillion dollars and growing. The view of the Brady Act as a simple solution to the gun violence problem has been proven not to be true, as mentioned earlier. The Brady Act presents various loopholes through which greater enforcement could prevent. One loophole presented by the Brady Act is the federal licensing system (Jacobs and Potter). Practically anyone can become federally licensed by paying a small fee and submitting required information.There is also no way to determine if an applicant has lied upon submission of their information for federal licensing. Inspections are rarely conducted upon the federal firearm licensees to ensure cooperation regarding the Brady Act (Jacobs and Potter ). The federal government could increase regulation regarding the federal licensing system to ensure proper Brady Act enforcement, but this requires increased spending. Greater information requirements and increased inspections would require increased data processing and hiring of federal inspectors, both requiring greater spending.The introduction of new gun control acts would require even greater spending than required through greater enforcement of the Brady Act, which is already in place. The recession has placed an enormous strain on federal funds. change magnitude enforcement of gun regulations is not seen as the greatest need at this time for government spending. There should be no further government gun control in America because additional gun control will not lower violence and it is not financially feasible to enforce additional gun control laws.The main arguments in support of additional gun control are banning guns would lower violence and increased purchase regulation s would help prevent gun violence however, these arguments are insufficient. There are potentially negative effects regarding the banning of guns, compared to the Prohibition era. Also, the increased purchasing regulations do not fix the problem of violence related to gun control because of the illegal or black gun market. Greater enforcement of the increased purchasing regulations could curb the use of current loopholes.However, greater enforcement leads to greater spending by the federal government. Greater enforcement also does not deal with the black market for guns. In the current state of the economy it is important that the government focus on decrease spending or spending to pull the United States out of the recession. Focusing on increased gun control is not of any benefit to the economy. Increased government spending through greater enforcement of increased gun control laws is not necessary to lower violence, instead focus should be shifted to alternative shipway for red ucing violence in the United States.By focusing on informing people on gun safety and gun laws, a new rails may be made for the younger generation. Works Cited An Updated Background Check System Will Help Prevent Gun Violence. Guns and Crime. Ed. Christine Watkins. Detroit Greenhaven Press, 2012. At Issue. Rpt. from A jut out to Prevent Future Tragedies. MayorsAgainstIllegalGuns. org. 2011. Gale Opposing Viewpoints In Context. Web. 1 Nov. 2012. Firearm Laws, Regulations, and Ordinances. Gun ControlRestricting Rights or Protecting People?. Sandra M. Alters. 2009 ed.Detroit Gale, 2009. 19-39. Information Plus recognition Series. Gale Virtual Reference Library. Web. 29 Nov. 2012. Hill, Jeff. Defining Moment Prohibiton. Detroit MI Omnigraphics, n. d. Print. Jacobs, James B. , and Kimberly A. Potter. Keeping guns out of the wrong hands the Brady law and the limits of regulation. Journal of Criminal Law and Criminology decease 1995 93-120. Academic OneFile. Web. 2 Dec. 2012. Kates, Don B. , Jr. GUN CONTROL A REALISTIC ASSESSMENT. Gun Control A reliableistic Assessment. N. p. , 1990. Web. 01 Nov. 2012. lthttp//www. catb. org/esr/guns/gun-control. html. Roberts, Amy. By the Numbers Guns in America CNN. com. CNN. Cable News Network, 01 Jan. 1970. Web. 02 Nov. 2012. . Wright, Stephen E. Gun Control Laws Will Not Save Lives. Guns and Crime. Ed. Christine Watkins. Detroit Greenhaven Press, 2012. At Issue. Rpt. from Anti-Gun Group Common Sense Gun Laws and Real Common Sense. StephenE Wright. com. 2010. Gale Opposing Viewpoints In Context. Web. 1 Nov. 2012

Meeting the patient’s spiritual needs

Rebecca brownness is a 35 year old mother with a gynecological bumcer and currently undergoing treatment for a year now. However, her medical condition is not improving and causing alarm to her physicians and family. She is now at the end-of-life worry by nurses and doctors in a hospital. In addressing her supererogatory deprivations, the hospital placed Rebecca under Hospice Care. Hospice care treats the person rather than the disease it highlights quality rather than length of life. It provides family-centered care involving the patient and family in making decisions. (ACS, 2007, 2).It is a philosophy that enables patients to spend their remaining days with dignity surrounded by their loved ones. Hospice treatment creates an environment where the patient is listened to and that the people round him are falsify to share his concerns. One of the elements of this innovative medication is ghostly care. Evidence shows that patient facing serious illness would shift attention fro m biomedical to spiritual sources for break up and comfort. At this stage, they would ask spiritual questions and reflect the meaning of life. Dying patients generally voiced out their fear of uncontrolled pain, concern of creation a fiscal burden to the family, anxiety of what happens after death, and worry of not being able to fix some unfinished business. Realizing all these necessities, hospitals are now integrating spiritual care services for early intervention.Spiritual CareSpiritual Care tries to answer a patients quest for the meaning and purpose of life, his scentings of isolation, and his interconnection with himself, to others and to God. It fulfills specific needs of the patient to give him strength when facing death and uncertainties. In meeting the spiritual needs of Mrs. Brown, we subscribe shown her compassion by being attentive to her fears, hopes, pain, and dreams. We treated her as a whole person including her physical, emotional, social, and spiritual dimens ions. Providing spiritual care can help Mrs. Brown cope up with her inabilities and feel close to God giving her optimism.With this support, Mrs. Brown can make sense out of her illness, acknowledge that death is near, and maintain a positive outlook. More lots we grant her wish for a priest who is readily available to help in counseling and answering spiritual questions. We maintain our trustworthiness and kindness with Mrs. Brown at the same time give her inspirations by helping her understand what it means to live. We have enriched our knowledge with the Catholic faith to comprehend her spiritual needs.As a result, we have permitted Mrs. Brown to visit the chapel inside the hospital whenever she wants to, let her friends and loved ones pray with her inside her room, and attend Sunday masses where she can receive communion. In addition, she reads the Bible before sleeping at night write her spiritual journal, and at times request for religious movies. We continue to care for her even though there is no more curative therapy available.Spiritual AssessmentSpiritual assessment is essential so that medical staff whitethorn understand the religious practices of patients and be able to respect their beliefs and not impose their own religion. In this way, physicians can formulate proper strategies to enhance positive response from the patients during diagnosis and treatment. In assessing Mrs. Brown, we simply asked her a series of open-ended questions relating to her Catholic faith and the practices or rituals that are important to her.Our informal interview would revolve around the topics like death and the afterlife, her prayer life (what does she pray for), does her faith give her hope, does she feel abandoned by God, does she find comfort in her belief amidst her illness, the need to be forgiven, was she a member of religious organization within the community, what gives meaning and purpose to her life, and her personal beliefs. The information we gathered he lped us determine the kind of spiritual care service we would give her.Results and Benefits.In its 1996 meeting, 90% of the American Academy of Family Physicians declared that the spiritual beliefs of patients are helpful in their medical treatment. Several studies and surveys have already shown the many benefits of spirituality in healing. The National Institute for Healthcare investigate reported that those who regularly attend religious activities live longer. According to the 1998 Research in Spirituality and Health Coping, prayer is the number one non-drug method in managing pain. These findings can now be seen in Mrs. Browns case. after(prenominal) giving her spiritual care, Mrs.Brown showed signs of reduced anxiety, depression, and distress. She does not feel lonely anymore as she is constantly surrounded by her family and caring nurses. She adjusted tumesce to follow-up treatment of her cancer and has now the confidence of enjoying life. In addition, she somehow improved her physical condition exhibiting high levels of self-respect and less worries about her health. She also demonstrated stronger coping mechanisms and personal values giving her quality of life that she now enjoys. After going through all sorts of counseling, Mrs. Brown is now sufficient of forgiving and be forgiven.This feeling, she said, resolved all her guilt and restored her undecomposed relationships with those she had disagreements in the past. Because of her faith, Mrs. Brown is now ready to face her final day and is very a great deal prepared to the uncertainties she may encounter. She has already accepted her fate wherever it may lead her to. Her seven children and loving husband are likewise prepared for the result that they may not see her again. Her love grew stronger each passing day and felt the presence of God in her bedside. Despite in the worst situation, she feels good about herself.Reference(ACS) American Cancer Society, Inc. (2007). What Is Hospice Care? Maki ng Treatment Decisions. Retrieved January 28, 2007, from http//www.cancer.org/docroot/ETO/content/ETO_2_5X_What_Is_Hospice_Care.asp?sitearea=ETOGilbert, R. B. (2001). Health Care & Spirituality Listening, Assessing, Caring (Death, Value and Meaning). Baywood Publishing Company, new York. ISBN-10 0895032503University of Virginia. (2006). The Benefits of Spiritual Care Provided by Professional Chaplains. Health System. Chaplaincy Services and Pastoral Education. Retrieved January 28, 2007, from http//www.healthsystem.virginia.edu/internet/chaplaincy/whitepapersection4.pdf