New Year Wishes From the Arts and More

New Year Wishes From the Arts and More When the clock strikes twelve on December 31st, people all over the world cheer and wish each other a very happy New Year. For some, this event is no more than a change of a calendar. For others, the New Year symbolizes the beginning of a better tomorrow. So, if you look forward to a good year ahead, spread happiness with these wonderful New Year wishes. Irish toastIn the New Year, may your right hand always be stretched out in friendship, never in want. Minnie L. HaskinsAnd I said to the man who stood at the gate of the year: Give me a light that I may tread safely into the unknown. And he replied: Go out into the darkness and put your hand into the hand of God. That shall be to you better than light, and safer than a known way. Movie: When Harry Met Sally, Harry BurnsAnd I love that you are the last person I want to talk to before I go to sleep at night. And its not because Im lonely, and its not because its New Years Eve. I came here tonight because when you realize you want to spend the rest of your life with somebody, you want the rest of your life to start as soon as possible. Edith Lovejoy PierceWe will open the book. Its pages are blank. We are going to put words on them ourselves. The book is called Opportunity and its first chapter is New Years Day. Charles DickensA merry Christmas to everybody! A happy New Year to the world! Sydney SmithResolve to make at least one person happy every day, and then in ten years you may have made three thousand, six hundred and fifty persons happy, or brightened a small town by your contribution to the fund of general enjoyment. AnonymousYour Merry Christmas may depend on what others do for you. But your Happy New Year depends on what you do for others. William Makepeace ThackerayCertain corpuscles, denominated Christmas Books, with the ostensible intention of swelling the tide of exhilaration, or other expansive emotions, incident upon the exodus of the old and the inauguration of the New Year. Aisha ElderwynEvery new year people make resolutions to change aspects of themselves they believe are negative. A majority of people revert back to how they were before and feel like failures. This year I challenge you to a new resolution. I challenge you to just be yourself. F. M. Knowles, A Cheerful Year BookHe who breaks a resolution is a weakling; He who makes one is a fool. G. K. ChestertonThe object of a new year is not that we should have a new year. It is that we should have a new soul. John Greenleaf WhittierWe meet todayTo thank Thee for the era done,And Thee for the opening one T. S. EliotFor last years words belong to last years language and next years words await another voice. And to make an end is to make a beginning. Emily MillerThen sing, young hearts that are full of cheer,With never a thought of sorrow;The old goes out, but the glad young yearComes merrily in tomorrow Martin LutherGlory to God in highest heaven,Who unto man His Son hath given;While angels sing with tender mirth,A glad new year to all the earth Walter ScottEach age has deemed the newborn yearThe fittest time for festal cheer Benjamin FranklinBe always at war with your vices, at peace with your neighbors, and let each New Year find you a better man. Edgar A. GuestA happy New Year! Grant that IMay bring no tear to any eyeWhen this New Year in time shall endLet it be said Ive played the friend,Have lived and loved and labored here,And made of it a happy year. William Arthur WardThis bright new year is given meTo live each day with zestTo daily grow and try to beMy highest and my best! Ella Wheeler WilcoxWhat can be said in New Year rhymes,Thats not been said a thousand times?The new years come, the old years go,We know we dream, we dream we know.We rise up laughing with the light,We lie down weeping with the night.We hug the world until it stings,We curse it then and sigh for wings.We live, we love, we woo, we wed,We wreathe our prides, we sheet our dead.We laugh, we weep, we hope, we fear,And thats the burden of a year. Charles LambOf all sound of all bells, the most solemn and touching is the peal which rings out the Old Year.

Design Principles and Applications Assignment Example | Topics and Well Written Essays - 1250 words

Design Principles and Applications - Assignment Example A client brief is, therefore, a rough draft or sketch of the project design that the architect uses in making sure that the client’s preference in designing is not compromised or lost completely. Generally, clients’ make their requirements list to be met by the architect without much professional information and they are usually faulty but not always a waste of time. Client-oriented designers and architects always consider having the clients requirements incorporated in the final design. The need for the client brief is to ensure that the project is clearly thought out between the client and the architect, with reflections, information, budgeting, and assessments easily facilitated for the project. Involvement of the client makes sure that discontent is eliminated at the earliest possible instance and clarifications sought well enough to facilitate the development of a good design. In this case, Moulton College will be required to submit a client brief which does not necessarily have to be very complicated. Enough information and detail should be availed of the design requirements for the farm manager’s house. To ensure that the designers’ ideas based on professional principles are in congruence with the clients’ needs and specifications, the clients’ are assisted by the designers in understanding some design concepts. While it is not possible to have all clients’ needs incorporated due to some technicalities, some requirements may be useful in the design when the designer understands them. â€Å"Firming up the brief† involves the understanding of the clients’ specifications in the design work. Communication and effectiveness of the client brief are faced by some challenges which both the client and architect should be prepared for in case they arose. Designers and architects have a higher propensity to ignore and assume the input of a client in the design.  

TEAM PROCESSES Essay Example | Topics and Well Written Essays - 1000 words

TEAM PROCESSES - Essay Example As a part of customer service, it was required to assist the customers to select the merchandize and offer them suitable products as per their needs. In terms of handling the complaints of the customers, the role had to comply with the company policies of no refund but only exchange. Thus the entire team was dynamic in its work functions with specific purpose of adhering to the company policies and in maintaining the overall profitability of the retail business. This was achieved through improved customer service that played the role of attracting the customers time and again to the retail store. A situation was encountered when the customer wanted a refund of money due to the non-receipt of a free product that was offered with the product. It was found that the stock of the free product was depleted in the retail store for which it could not be provided while selling the primary product to the customer. However, the customer had a non-negotiable approach on his demand. This created an undesired situation which occurred due to lack of effective communication and non-fulfillment of roles and responsibilities of the team. Analysis of team activity: overall effectiveness, limitations, challenges, interactions with other teams The analysis of the overall effectiveness of the team activity has been given below. The activities in the retail sales in the store demand healthy interaction of the different functions of the retail sales. The spontaneous interactions lead to strong co-ordination between the teams and its members. Due to exchange of information, the areas of concern within the team could be addressed. The experience encountered was solely due to lack of co-ordination among the team members and non-availability of updated information on the product sold to the customer. The non-availability of stock of the free offerings with the product was not communicated to the sales person by the store manager who did not inform the same to the customer. The customer af ter buying the product checked later on to find that the free offer was not packed with the sold item by the retail store. This created a sense within the customer of being cheated. For this reason, the customer wanted a refund from the store as the contract of buying and selling was breached by the retail store. This shows the limitations of overall effectiveness of the retail business in dealing with their customers. This is a challenge faced by the team as the there was no free exchange of information. The integral function of the retail store is an aggregation of the individual retail functions (Brannick,  Salas and  Prince, 1997). The communication with other teams is thus important for delivering effective customer service and in sustaining the profitability of their business. Key recommendations for improvement In order to deal with such situation in the future, the key recommendations for improvement of the retail operations are given below. There should be respect among the team members for each other and they should be aligned to overall retail sales activity. The alignment of the roles towards common interest of the overall work of retail sales triggers action from the individual roles that are aimed to make the system error free. In this experience in retail sales, the team members should have exchanged information on

Argument essay Example | Topics and Well Written Essays - 250 words - 2

Argument - Essay Example This is therefore quite unfair more so for the â€Å"less genius† children who desire to further their education in a bid attain diplomas and degrees. It is, however, worth noting that due to the hardness and difficulty of the exam, people studying in China have become more smart and innovative since it increases the children’s thinking capacity. In U.S, however, education system is based on student’s abilities and talents. Equally important, studying in the US to gives me the chance expand my horizon since it gives me a wide pool of opportunities more so when it comes to the job market. By learning in the US, I have been able to learn numerous things in life that I could not have imagined or done if I had decided to learn in China. The US is among the most developed countries, and it possess a highly innovative and technologized systems across its various industries. Studying in America therefore enables me to gather the knowledge needed to operate these systems and thus subsequently expanding my horizon. However, I think one can also expand their horizon while learning in China too since China is equally highly industrialized and technologized. Conclusively, I am for the opinion that studying in the US is a good idea since it has numerous advantages and opportunities. In fact, I think that studying in the US enables me to interact with people of various diversities thus enabling me to have a diverse mind. Therefore, I recommend that other educational systems, the Chinese education system to be precise, to follow the American example. I also think that studying in the US increases my chances of attaining high level education from well-established universities, since I can learn numerous new concepts due to diversity. Therefore, I think every person who has the will and ability to study in the US should take that opportunity without a moment of

Health Risk Of Cell Phones

Health Risk Of Cell Phones The cellular phone is a pervasive technology that has evolved from a luxury item justified only by the rich businessman to a necessity to some and an addiction to others. According to Portio Research Limited approximately 4.344 billion cell phones are in use globally. Since the latter part of 2008 one fifth of households in the United States have chosen this technology as their sole method of voice communication, replacing traditional landline telephones. Source: Fram, (2009). A 2009 Marist Poll found that 87% of U.S. residents say they own a cell phone. So what exactly is a cellular telephone? History tells us that Alexander Graham Bell received the first U.S. patent for a communication device called the telephone in 1875. This device allowed a human voice to be transmitted across a cooper wire. We grew up with the telephone and in my generation every house had at least one telephone. The first patent for cordless phone technology was given in 1959 but the technology did not become commercially viable until the breakup of the Ma Bell monopoly in the early 1980s, it was then that several companies started manufacturing wireless phone systems. These cordless phone systems were still connected to landlines but in actuality were two way radios using RF or Radio Frequency technology. Radio waves are part of the electromagnetic spectrum of radiation. Todays cell phones use EHF (Extremely High Frequency) or microwaves which are the same technology our microwave ovens are based on. Because the telephone started out as a safe technology we grew up using, people do not even think about the possible negative health consequences of using their cell phone. Cell phone usage has negative effects to your health. However when it comes to the health risks associated with using a cell phone, there is conflicting research. Mobile phone technology is new and its effects are unknown. We have only been using wireless communication technology for the last thirty years. There are not large enough studies conducted over long enough periods of time to come to the conclusion that this technology is safe. Cigarette smoking and even X-Rays where once thought to be safe, until enough information came to light to prove the dangers of using them. Most of the major studies have been done in countries that have a financial stake in the manufacturing of cell phones. Interphone is one of the largest studies ever done. It took place over the course of ten years and included the research of 13 different countries, comprising subjects from the age of 30-59. Even with large studies such as Interphone (which included 14,078 cases), there are on going debates about what the data actually means, thus with no conclusive results the report remains unpublished. But one thing they all agree on is that more research is needed. (Reardon, 2009, para. 6). Another issue involved is that the te chnology being used is rapidly evolving; the current incarnation of the cell phone is less than ten years old. The Stewart Report from the International Experts Group on Mobile Phones claims (Stewart, 2000, 40) New Telecommunications technologies have been introduced without full provision of information about their nature and without prior discussion within the scientific community about the consequences for health. The research is static while the technology is dynamic. The use of Cell phones increases the risk of cancer. Using a cell phone held up against your ear can increase your risk of getting cancer or brain tumors due to the proximity of the radiations source to the head and brain. There are many studies available which indicate a link between various types of cancer and cell phone usage. A study done in Sweden by Dr. Lennart Hardwell showed that the risk of acoustic neuroma and glioma are increased from 20% (low grade giloma) to 400% (high grade giloma) by long term mobile phone use (>10 years), highest risk category being ipsilateral exposure. Source: (Harwell, Carlberg, SÃ ¶derqvist, Mild Morgan, 2007). Dr. Ronald B. Herberman, MD and Director of the University of Pittsburg Cancer Institute and UPMC Cancer Center testified before the Domestic Policy Subcommittee Oversight and Government Reform Committee My attention was directed to a large body of evidence, including expert analyses showing absorption of RF into the brain and the comprehensive Bioinitiative Report, review of experimental a nd public health studies pointing to potential adverse biologic effects of RF signals, including brain tumors, associated with long-term and frequent use of cell phones held to the ear. Source: Herberman, R. (2008). Dr Herberman felt strongly enough about the connection between increased cancer risk and using a cell phone that he issued a warning to his staff which included 10 detailed steps to reduce exposure to the RF electromagnetic radiation. Cell phones do not cause cancer. Sources such as the US Food and Drug Administration and the American Cancer Society have found cell phone usage has not been directly linked to an increased risk of brain, and other cancers. The United States Food and Drug Administration is the government agency responsible for evaluating and regulating the safety of products that emit radiation. These products cover medical to entertainment electronics. The FDA website under the topic of Radiation emitting products, health issues, a simple question is asked and answered, Do cell phones pose a health hazard? Source: www.fda.gov (2010). The answer clearly states the scientific evidence has not proven that cell phones cause cancer or any other health issues. The American Cancer Society has evaluated close to 30 studies which were focused on the relationship between tumors and cell phone usage. The results of these studies have been similar. Most studies do not show a dose-response relationship a tendency for the risk of brain tumors t o increase with increasing cell phone use, which would be expected if cell phone use caused brain tumors. Source: www.cancer.org (2010). Certainly these organizations are credible and have no financial interest in the outcome of this controversial health topic. Mobile phones emit low-level RF. Because the RF levels emitting are so low, there is no direct link between mobile phones and health issues. According to the FDA cell phone levels of RF are low putting them into the range of microwaves. Microwaves produce non-ionizing radiation, not to be confused with ionizing radiation such as gamma or x-rays which does have a damaging effect on biological tissue. The Federal Communications Commission defines a biological effect as a measurable change in a biological system. The presence of a biological change does not translate into something that is biologically harmful. When the biological effect causes detectable impairment of the health of the individual or of his or her offspring it is categorized as harmful to ones safety. Source: U.S. Federal Communications Commission, Office of Engineering and Technology, (1999). These RF levels are only at their peak when actually transmitting and receiving, which limits the amount of exposure. The FDA stated that no prove existed that cellular phones are dangerous, however if people still have apprehension there many preventive methods that can be implanted to further decrease exposure to the already low level of RF energy. Cartoon Interpretation In this cartoon the author is suggesting that user is aware that using his cell phone is dangerous, by the comical way he attempts to protect himself with the metal helmet. In addition he appears to be discussing these concerns with his physician, who states If youre worried about the dangers of mobile phones why dont you use it less. As with any other type of radiation, the time of the exposure is one of the factors that determine the patient dose. By suggesting that the patient use his phone less the doctor is re-enforcing this principal. With the advent on new technologies such as mobile internet, text messaging and email people are using their cell phones for extended periods of time and carry them constantly. By turning the phone off when not in use the patient could further decrease his exposure. Another concept radiation protection uses is increasing the distance between them and the source of radiation. This patient could eliminate the need for his humorous helmet by using so me ear buds with a microphone. The ear buds would allow him to use his cell phone without having the phone pressed against the temporal bone, which is in close proximity to the brain. Most cell phones today included these ear buds in the box, I know my Blackberry did. The other option is to use the speakerphone which is my personal favorite, especially in the car. I would also recommend he not carry the phone on his person, he could simply turn the phone off or put it in Airplane mode when not using it. Conclusion Radiation protection is founded on the premise that there is no safe amount of ionizing radiation. We should apply this approach when thinking about how and when we use our cellular phones even though they emit non-ionizing radiation. All the negative health implications of long-term cell phone usage are still unknown. Brain tumors take at least 10 to 20 years to manifest themselves. Source: Khurana, G. (2008). Taking a lesson taught to us from history with the health issues associated with x-rays and cigarettes, we need to take a more conservative approach when using a cell phone. Cell phones are now rated for how much specific absorbed rate per kilogram (SAR) they emit. There are many sources on the internet that compare the specific absorbed rate of phones from various manufacturers. Choose a cell phone model which emits a low amount of radiation to begin with. As consumers we should demand that objective studies be done over a long period of time using a number of subjects signif icantly relative to the amount of people using this technology. These studies must be conducted by experts in the medical community familiar with studying the mechanism of the causes of cancer. We should pressure our lawmakers to put in place more stringent requirements when it comes to minimizing the specific absorbed rate and improve the design to minimize. While not within the scope of this paper, I would be negligent not to mention the importance of controlling the cell phone usage of our children; their bodies are far more susceptible to the effects of RF radiation. Source: Khurana, G. (2008). The biggest challenge is to make people understand that no one is asking them to stop using their cell phone. Cell phones are an invaluable communication technology. For your own well being and that of your family please be aware of the dangers and how to limit the effects of them.

Truman Show Essays -- essays papers

The Truman Show Manipulation and delusion are at the heart of the movie The Truman Show. Carefully crafted, this movie portrays television and its producers as producing a fake environment with a â€Å"real person† designed to appeal to the American masses. The smooth packaging lulls the audience into being in on the joke, but perhaps the joke is on the audience to even sit through the almost two hours of bland entertainment. In fact, the story of Truman Burbank is small town boring, taking place on Seahaven, a diminutive island. Truman believes that he is an insurance broker with a loving wife, Meryl, a nice suburban home, and a best friend. Slowly through a series of unusual events, Truman becomes aware that this quiet, tame life is a fraud. Everyone on the island is not true – not his wife, friend, mother, and the â€Å"father† he thought dead- all are actors playing a role performing as told by the producers. Ironically, it is the malfunction of another media form, the radio, which helps clue him in to the fact that his every move is being broadcast. The media corporation promoting The Truman Show and Cristof, the TV producer, are shown focused on the job to create entertainment for the mass market, even if seeing the dull life of Truman is their definition of entertainment. Does filming a real life make for exciting viewing? Generally, no, although one has only to remember the millions of views fascinated by the sight of O.J. Simpson in a white Bronco traveling down...

Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA TABLE OF CONTENTS CHAPTER ONE3 1. 0 INTRODUCTION3 1. 1 Background of the Study3 1. 2 Statement of the Problem7 1. 3 Objectives of the Study8 1. 4 Research Questions8 1. 5 Importance of the Study9 1. 6 Limitations of the Study10 1. 7 Definition of Operational Terms10 1. 8 Chapter Summary10 CHAPTER TWO12 2. 0 LITERATURE REVIEW12 2. 1 Introduction12 2. 2 Approaches of Performance Appraisal12 2. 3 Effect of Performance Appraisal Accuracy on Staff Performance18 2. Effects of Employee Appraisal Feedback Management on Staff Performance24 2. 5 Effects of Appraisers’ Competence on Employee Performance26 2. 6 Conceptual Framework29 CHAPTER THREE31 3. 0 RESEARCH METHODOLOGY31 3. 1 Introduction31 3. 2 Research Design31 3. 3 Population and Sampling Design32 3. 4 Data Collection Methods34 3. 5 Research Procedures34 3. 6 Data Analysis Methods35 3. 7 Chapter Summary35 REF ERENCES37 CHAPTER ONE 1. 0INTRODUCTION 1. 1 Background of the Study Performance appraisals can mean different things to different people.In general, a Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on whic h employment and labour policies are based or can be based and are a routine process that organizations use to evaluate their employees. It is a systematic assessment that is as objective as possible of an ongoing programme or policy, its design, implementation and results.Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, impact and sustainability. The appraisal systems usually involves evaluating performance based on the judgements and opinions of subordinates, peers, supervisors, other managers and even workers themselves (Jackson & Schuler 2003). An employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time.Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance within organizations. Performance appraisal as a process is seen as a key contrib utor to successful human resource management, as it is strongly related to organisational performance (Erdogan, 2002). Murphy and Cleveland (1995) believe that performance appraisals can help organizations in four ways. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers.Second, they can enhance the quality of individual decisions, ranging from career choices to decisions about where to direct one's time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees' views of and attachment to their organization. Performance appraisal is a tool of management that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000). A common process for managing employees is the traditional practice of annual performance reviews.While these annual reviews have their shortcomings, companies around the globe continue to use them. However, to increase accuracy and to get a comprehensive and balanced feedback about employee performance, 360-degree feedback system is becoming more popular. In this system peers, subordinates and customers also do the appraisal. This is particularly relevant in the light of research, which has empirically proved that 360-degree feedback system improves employee performance significantly (Rai & Singh 2005).Performance appraisal is centrally managed by the human resource department in National Cereals and Produce Board. The aims of a performance appraisal are to give feedback on performance of employees, identify employee training needs, allocate rewards, forms a basis for personal decisions; salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between employee and administration and validate selection techniques and human resource policies to meet equal employment opportunit y requirements.Performance appraisal is an ongoing communication process between employees and supervisors. Supervisors should set expectations, monitor performance, and provide feedback to employees. By having this information, they will direct and develop employee performance by identifying training and development needs, correcting, and determining raises and promotions (Seldon, Ingraham, & Jacobson, 2001). Performance appraisal is evaluating employee’s current and past performance relative to his or her performance standards.Therefore, if performance appraisal is successfully carried out in an organization, the employees would be able to know how well they are performing and what is expected of them in future in terms of effort and task direction through an established plan for performance improvement Dessler (2005). To appreciate the purpose of performance appraisal one has to look at it from the different viewpoints of the employee and the organization.From the employee s view point, the purpose of performance appraisal is to enable the employee be guided on what is to be done and that he or she should receive a comprehensive feedback on how he or she performed. The employee also requires that the manager should help him or her improve on areas where gaps were identified in his or her performance and finally, expect to have appropriate recognition for good performance (NCPB Human Resource Policies and Procedures Issue 2010).From the organizations view point, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades, it has been known that one of the chief causes of organizational failure is non-alignment of responsibility and accountability. Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which the responsibilities and duties are performed (NCPB Human Resource Policies and Procedures Is sue 2010).The National Cereals and Produce Board which is the organization selected for this study is a body corporate that was established in 1985 under Cap. 338 of the Laws of Kenya. However, this organization has been in existence since 1939 when it was established by the then Colonial Government. The Board previously operated under diverse names which included West Kenya Maize Marketing Board, Maize Marketing and Control Board, Maize and Produce Board. It acquired its current name after the amalgamation of the Maize and Produce Board with the defunct Wheat Board in 1980 (NCPB Act, Cap 338).The Board’s main function over time has been to provide grain farmers with a marketing outlet, while at the same time it is charged with undertaking the food supply functions of the State. The Board trades in maize, wheat, beans and other scheduled produce such as millet, sorghum and rice. It also offers services like drying, grading, cleaning, pest control and storage of grain as well as weighing. Additionally, the Board offers for sale, such items like weighing scales, gunny bags, pesticides and tarpaulins.More recently the Board had engaged in the trading in farm inputs more specifically fertilizer with the aim of reducing the cost of production for the farmer and also diversify its products range to make it more profitable (NCPB Strategic Plan, 2009-2013). The organization has a network of 110 stations spread all over Kenya; in both the high potential agricultural areas like most parts of Rift Valley, Western and Central Provinces, as well as the low potential (food deficit) areas like North Eastern and parts of Eastern Provinces.The network is divided into six administrative regions which are Nairobi/Eastern, Northern, Coast, North Rift, South Rift, South Rift and Lake/Western (NCPB Strategic Plan 2009-13). The Board has since the early 1990’s been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Progr amme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.In a period of ten years (1993-2003), the Board released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 930 at the end of the exercise. The Board currently has an establishment of about 1020 employees falling under four broad categories, namely Senior Management (Job Group M and above), Middle Level Management (Job Group K-L), Supervisory Management (Job Group G-J) and Operatives (Job Group A-F) (NCPB Staff Establishment Audit Report, 2004).The organization has a fully-fledged Human Resource Department, which uses a detailed Resource Manual that contains policies and procedures that basi cally defines the relationship of the organization. The Board recognizes that human resource constitute its most assets, because people grow and develop over time and without them all the other resources (materials, money, methods and machines) will not be effectively utilized.According to the manual, Board’s Human Resources Management function is primarily concerned with the human relationship fields. It aims at bringing together and developing the human resource cohesive and an effective unit to complement all the other functions in the Board, while regard to the well being of the individual and groups of workers enabling them to make maximum contribution towards the successful attainment and sustenance of the Board’s corporate goals and objectives (NCPB Human Resource Policies and Procedures Issue, 2010).National Cereals and Produce Board has two forms of performance appraisals with the main one being carried out annually and involves the appraiser and the appraisee sitting together to review the latter’s performance in the preceding one year. They evaluate the extent to which the employee met the targets agreed upon at the beginning of the appraisal period.The other type of performance appraisal target employees on probation and those appointed to various higher capacities on trial basis and is conducted to determine their suitability or otherwise for confirmation on their respective positions (NCPB Human Resource Policies and Procedures Issue, 2010). 1. 2Statement of the Problem At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.Latham and Wexley (2001) assert that the effectiveness of an organization's performance appraisal system is a prerequisite for ensuring the success of its selection, training, and employee motivation practices. At a strategic level, the need for rapid and effective organizational change in today's dynamic social, economic, and political envi ronment requires that employees continually re-align their performance with the evolving goals and objectives of the organization (O'Donnell and Shields, 2002).The need to continually re-align performance characterizes many organizational departments which continue to struggle with getting their members to embrace the philosophy and practices that are geared at enhancing performance (Scrivner, 1995; Vinzant and Crothers, 1994). The organization since early 1990’s has been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.The Board has in a period of ten years (1993-2003), released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This has reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 1020 at present. The organization has frozen recruitment except for professionals and replacement of essential employees which has led to the re-allocation of the duties that were earlier being performed by higher number of employees to fewer people.In order to enhance employee performance the Board introduced employee appraisal system was introduced in 2010. At National cereal and Produce board, performance appraisals have been conducted but they have faced many challenges. Instead of boosting staff performance, they have ended up frustrating staff until some have ended up leaving because of the high level of disatisfaction. NCPB has offices in several locations including Nairobi, Nakuru, Eldoret, Moisbridge, Kitale among other major town.In order to improve the effectiveness of performance appraisals, the organization has tried to apply different approaches of performance app raisals but the result has not been any different. The study seeks to investigate the effects of performance appraisal system on staff performance at National Cereals and Produce Board. 1. 3Objectives of the Study 1. 3. 1Broad Objective of the Study The broad objective of the study is to investigate the effects of performance appraisal systems on staff performance at the National Cereals and Produce Board. . Specific objectives 1. 3. 2. 1To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. 1. 3. 2. 2To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. 3. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. 4. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board. . 4 Research Questions 1. What are the types of per formance appraisal approaches used at the Kenya National Cereals and Produce Board? 2. What are the effects of performance appraisal accuracy on staff performance at the National Cereals and Produce Board? 3. How does employee appraisal feedback management affect staff performance at the National Cereals and Produce Board? 4. How does appraisers’ competence affect employee performance at the National Cereals and Produce Board? Methods Population/SampleThe population in this research is all employees’ program participants, their supervisors, and management team. The sample for this research will be forty employees participants, 20 supervisors participants and 10 management participants and performance appraisal evaluators. Data Collection A survey will be used to collect all of the information for the research project. Surveys will be handed out to performance appraisal evaluators and turned in when the performance appraisal is complete to the researcher.Also, employees ’ participants and their supervisors’ participants and managers’ participants will complete surveys at semi-annual performance reviews. The surveys will be filled out at the end of the performance appraisal session and turned in to the research evaluator. Data Analysis Qualitative analysis will be used to analyze the open-ended questions on the survey. Common subjects and similarities will be examined to draw conclusions about the strengths and weaknesses of the performance appraisal. 1. 5Importance of the Study 1. 5. 1National Cereals and Produce BoardThe research will be of importance to the Board as it will advocate for the importance of performance appraisal in the organization and will enable the management of NCPB to come up with a streamlined performance appraisal system and at the same time communicate to employees what they are expected to do in order to achieve the organization corporate goals. 1. 5. 2Human Resource Department The results of the resear ch will enable the Human Resource Department to examine the existing performance appraisal system, highlight the main deficiencies affecting the system and point out possible ways of improvement.The system would then transform the employees into a hardworking and highly committed workforce that will enable the organization achieve its objectives efficiently and effectively and thus create a competitive advantage. 1. 5. 3Other Organizations Parastatals within the Ministry of Agriculture and other stakeholders in the grain sub-sector will use the research findings to improve their employee performance appraisal systems and the use of performance appraisal system as a management tool. The performance appraisal system will be a useful tool in complementing performance contracting currently used in all Government ffiliated offices. 1. 5. 4Future Researchers Future researchers will also be able to use the research findings as a benchmark to their research on performance appraisal system a nd its effects on staff performance. In addition, the findings of this study will serve as a source of reference in future research. The study will also suggest other areas where future researchers can further their knowledge. 1. 5Scope of Study The study will be carried out within the National Cereals and Produce Board Headquarters, Industrial Area, Nairobi. 1. 6Limitations of the Study 1. 6. Non response because of fear to reveal detailed information concerning the organization due to fear of exposing the weaknesses the organization is facing and the confidentiality of such information in terms of business practices. The researcher foresees a challenge in collecting the required data from the respondents. The respondents may fear giving information stating that the information requested may be used against them. To limit the effects of this limitation, the researcher will carry with her an introduction letter from the University confirming that the data requested will be used for academic purposes only. . 6. 2Lack of co-operation from some of the respondents for fear of victimization from their supervisors. 1. 6. 3 The researcher also foresees a challenge where the respondents are likely to give the ideal scenario instead of providing the situation they way it is now. This may affect research finding as it will distort the study findings. 1. 7 Definition of Operational Terms Respondents- the persons from whom information were sought in the study Public sector-the civil service and organizations operating under the State Corporations Act Appraisal-to evaluate or assess the worth of somethingPerformance -is the act of carrying out something Research-to make a detailed study or investigation of something 1. 8Chapter Summary This chapter covered introduction of the study where it discussed the key concepts in the study including performance appraisal and employee performance and how they relate to one another. It then provided statement of the problem where it d iscussed the importance of performance appraisals to organizations, what the situation is at the Kenya National Cereal and Produce Board and what the research gap for the study is.The chapter then presents the study objectives including main and specific before presenting the research questions. The chapter then presented the importance of the study, limitations of the study, definition of terms and chapter summary. REFERENCES Aswathapa, K. (2006). Human Resource Management and Personnel Management, 4th Edition, Tata McGraw-Hill Publishing Company Limited. Armstrong, M. (2006). A Handbook of Personnel Management Practice, 8th Edition, British Library Cataloguing in Publication Data, USA. Armstrong, M. and Stephens, T. (2005).A Handbook of Employee Reward Management and Practice, Kigan Page Limited, USA. Bannister, B. D. 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(2005) Mediating effects in the relationship between 360-degree Feedback and Employee Performance. Working Paper No. 2005-04-06. Rao P. Subba and Rao V. S. P. (1990) Personnel/Human Resource Management, New Delhi: Konark Publishers PVT Limited. Saleemi N. A. (2005). Personnel Management, 2nd Edition, N. A. Saleemi Printers, Nairobi, Kenya. San Joaquin County, Human Resources Division. (2002) Human Resources Handbook. Tripathi P. C. 1989) Personnel Management and Industrial Relations, India: Sultan Chand and Sons. To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board.