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. (1986) Performance Outcome Feedback and Attribution Feedback: Interactive Effects on Recipient Responses, Journal of Applied Psychology, Volume 71. Baron, R. A. (198 8) Negative Effects of Destructive Criticism: Impact on Conflict, Self-Efficacy, and Task Performance, Journal of Applied Psychology, Volume 73. Byars L. and Rue Leslie, W. (1997). Human Resource Management, 2nd Edition, Irwin/McGraw Hill Library of Congress Cataloguing in Publication Data, USA. Byars L. Lloyd and Rue W. Leslie, (2000).Human Resource Management, 6th Edition, New York: McGraw Hill. Casio W. (2003) Managing Human Resources: Productivity, Quality of Work Life, Profits, 6th Edition. New York: McGraw Hill. Cash M. (1993) Effective Management, CCH International Sydney. Cardy R. L. & Dobbins G. H. (1994) Performance Appraisal: Alternative Perspectives, South Western Publishing Company. Cincinnati, OH. Corbridge Marjorie and Pilbeam (1998) Employment Resourcing, London: Financial Times Management. Department of Human Resources of University, West Virginia (2004) Human Resources Policies and Administrative Procedures.Dessler, G. (2005) Human Resource Management. New Delhi: P rentice Hall. Dulewicz, V. (1989) Performance Appraisal and Counselling, John Wiley and Sons Limited, New York, USA. Erdogan B. (2002) Antecedents and consequences of Justice perceptions in performance appraisals. Human Resource Management Review, 12 (4). Flippo B. Edwin (1984). Essentials of Human Resource Management, MacGraw-Hill Company, New York. Graham H. T. (1989) Human Resource Management (sixth Edition), UK: Pitman Publishing Longman Group. Harris, D. M. & DeSimone. R. L. (1994) Human Resource Development, Dryden Press, Forth Worth.Jackson S. E. & Schuler R. S. (2003) Managing Human Resources through Strategic Partnerships (8th Edition) Manson, Ohio: Thomson –Southwestern. J. Mullins (2002) Organization Behaviour and Management, Seventh Edition, Prentice Hall; Publications, New Delhi India. Javitch David G. (2005) Appraising Employee Performance, in The Entrepreneur, March 2005. Lawrie, J. (1990) Prepare for Performance Appraisal, Personnel Journal, Volume 69. Longene cker, C. O. (1989) Truth or Consequences: Politics and Performance Appraisal, Business Horizons, Volume 32.Mugenda G. Abel and Mugenda M. Olive, (2003). Research Methods – Quantitative and Qualitative Approaches, 2nd Edition, Acts Press, Kenya. Nemoroff, W. F. & Wexley, K. N. (1979) An Exploration of the Relationships Between the Performance Feedback Interview Characteristics and Interview Outcomes as Perceived by Managers and Subordinates, Journal of Occupational Psychology, Volume 52. North, Archer. (2004) Performance Appraisal: Complete Online Guide, Archer North and Associates. Oberg W (2005). Making Performance Appraisal Relevant, 2nd Edition.Penny Hackett. (1979) Success in Management: Personnel, Kingston, Surrey: Kingston Polytechnic. Rai H. & Singh M. (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.

Multi-National Corporate Rewards Program

Multi-National Corporation Rewards Program Tammy Engel CTU Online MGM336 March 19, 2012 Professor Moutaz Abou-Robieh Abstract Designing a rewards program that will be an attraction for new employees and a reason to stay for existing staff can be difficult for any corporation, but is made even more so when the company becomes international. There are several factors that influence employee motivation and these may be affected by culture, environment, socio-economics, and politics.A study of the motivating factors for employees located in the United States, France, and Japan will be presented, along with effective leadership characteristics for those respective locations. A preliminary rewards program for each division of the company will also be presented. Multi-National Corporation Rewards Program A rewards program or benefits package is always a large part of an employee’s decision to apply with, accept, or keep a job with any organization.The program must hold appeal to the employee and be appropriate for the location, especially if the company is a multi-national organization. Some benefits may not work in other countries, for example employee recognition in America usually consists of singling an individual out for kudos, while in Japan this type of recognition would be extremely uncomfortable for the employee. Influencing factors for the creation of appropriate rewards programs for our multi-national corporation (MNC) will be discussed. These will include employee motivation factors and successful leadership characteristics.Understanding Motivation There are several internal and external factors that can motivate an individual. There have been many studies by psychologists that focus on these factors including Maslow’s Hierarchy of Needs, the ERG theory, the motivator-hygiene/intrinsic-extrinsic need theory, and the achievement theory. There is one overriding problem with all of these theories; they are based on Western European and the Unite d States and therefore may not be applicable to employees that are not from these locations.Even within these areas there will be some variation in the motivational factors for any employee. Since these theories do offer some valuable insight into the psyche of two-thirds of our MNC, we will discuss their implications. Maslow’s hierarchy of needs is based on the premise that an individual’s needs are grouped into five main categories; these categories are contingent upon one another in that Maslow believed the one could not move on to achieving or being motivated by the next category of needs until the previous ones had been met. Phatak, Bhagat, & Kashlak, Motivating and Leading across Borders and Cultures392, 2009) These categories are physiological needs such as food, shelter, and health; safety needs – shelter and security; belonging needs, feeling part of a group, love; esteem needs such as self-esteem and the respect of others; and finally self-actualizatio n needs which would indicate achieving one’s ultimate potential. Similar to Maslow’s hierarchy is the ERG theory developed by Clayton Alderfer.The ERG theory classifies needs into three intertwined categories; existence needs (think physiological and safety needs), relatedness needs (similar to belonging and respect needs), and growth needs (this relates to self-esteem and self-actualization). Other theories categorize these needs differently, but all are very similar. While there is some credence to these theories, as stated there is one overriding problem: they are based on an Eastern European/American individual.There may be some applicability to the employees of our MNC from North American, less applicability for those from France, and little applicability to our Japanese staff. All of these theories are based upon higher order needs such as individual achievement, self-actualization, and affiliation. Individuals from the Japanese division may be more concerned wit h lower order needs such as safety, security, and physical comforts. Phatak, Bhagat, & Kashlak, Motivating and Leading across Borders and Cultures392, 2009) Other theories are based on process theories rather than psychological aspects of behavior. One such theory is called the expectancy theory. This concept states that employees are motivated by expectations from management, linking behaviors with outcomes, and basing behavior on a reward system. The equity theory is similar to this in that employees will attempt to balance their work behavior according to what they see others do (or not do). Phatak, Bhagat, & Kashlak, Motivating and Leading across Borders and Cultures392, 2009) There are three norms associated with this theory: the norm of equity, the norm of need, and the norm of equality. This theory is especially applicable to our American division. Another aspect of motivating employees is the relationship between managers and their respective employees. These individuals mus t be able to work closely to formulate realistic goals for the employees based on the clear communication of the company’s mission and vision.Application of Motivational Theories As stated, our managers need to be very careful about how the motivate our employees based upon the physical location of the employee, the cultural background of the individual, and the other intrinsic and extrinsic factors that may influence that employees behavior. Employees located in more individualistic countries such as America and France will be more motivated by intrinsic factors and self-actualization needs. These individuals are more concerned with equitable treatment as compared to earning similar pay for similar work.Other appealing rewards or benefits may include paid time off, insurance, and consistent salary increases. These individuals will be concerned with the comforts that the work environment has to offer including roomy office spaces; comfortable break rooms; amenities like gyms, lunch service, and childcare; these employees value their individualism and will appreciate being publically recognized for a job well done. Conversely, our Japanese employees will be more concerned with extrinsic and basic safety/physiological needs. Phatak, Bhagat, & Kashlak, Motivating and Leading across Borders and Cultures392, 2009) These individuals value family and loyalty. Many generations of a family live together, so they may not feel that childcare is a worthy benefit as they have family available to take care of children or elderly relatives. Culturally Appropriate Reward Programs The rewards programs for our company will consist of a base package that will be appropriate and applicable to all divisions. Salary will be based on experience and company subsidized insurance will be available.Recognition awards for milestone achievement will be given to our American and French employees at monthly staff meetings, while these same types of awards will be given to our Japanes e employees privately and with little fanfare, respecting their privacy. Working environments will be clean and meet the highest safety standards available for all branches. Individuals will be provided access to all managerial staff along with some appropriate autonomy depending upon position and duties. Employees will also be strongly encourages to participate in a team culture within the workplace, with an emphasis on collaboration and cohesion.Each employee will be provided a generous allotment of paid time off; this will be highly valued by each division. (Phatak, Bhagat, & Kashlak, International Human Resources Management, 2009) Employees in France will be allowed the use of company owned vacation property. The US division will be provided with company subsidized legal and financial aid, while the Japanese employees will be given a monthly family allowance based upon the number of individuals in their family. These additional benefits are specific to location and monetarily eq uivalent between divisions.Leadership Types Each division will be led by individuals carefully chosen from the native locale. This will help to ensure that communication is clear and precise and that cultural moires are familiar and followed. All managers will be required to cross-train across continents so that they are aware of and familiar with the workings of each respective division. Our American managers will be specifically chosen for their abilities to set goals, interpersonal skills, and proven leadership history. The French management staff will be chosen for similar characteristics.The Japanese leadership will be chosen for proven leadership roles and ability to be available to the employees as well as to promote a team atmosphere. Our leaders will be encouraged to set clear goals for our employees and to meet individually with employees directly under them to communicate these goals. Upper management will be encouraging staff under them to be innovative and to communicat e those ideas throughout the business. While magnetism and charm will draw employees to a management figure in the US and France, this characteristic is not appropriate in Japan. (Phatak, Bhagat, &Kashlak, International Human Resources Management, 2009) Another characteristic that should be inherent in our managers is the ability to promote workplace and task pride. This is an important factor for motivating all employees, regardless of the location. Leaders should be trustworthy and possess excellent communication skills, good team building capabilities, and exceptional bargaining abilities. Conclusion It is extremely important to evaluate several aspects of the environment and culture prior to entering into a business relationship with any international location.This is especially important when the culture that you are entering is unique and unfamiliar to you and your company. Many factors can affect how employees from these varied locations will work and how they are motivated t o work; careful study of these can help to increase the likelihood of success for your business. Most importantly, hiring good leadership to oversee these areas is vital. Good leaders will help to promote and build the existing business, encourage cohesion among employees and divisions, and will be able to successfully communicate the prevailing mission of the business.References Phatak, A. V. , Bhagat, R. S. , & Kashlak, R. J. (2009). International Human Resources Management. In A. V. Phatak, R. S. Bhagat, & R. J. Kashlak, International Management: Managing in a Diverse and Dynamic Global Environment (Second ed. , pp. 436-468). Boston: McGraw-Hill/Irwin. Phatak, A. V. , Bhagat, R. S. , & Kashlak, R. J. (2009). Motivating and Leading across Borders and Cultures392. In A. V. Phatak, R. S. Bhagat, & R. J. Kashlak, International Management: Managing in a diverse and Dynamic Global Environment (Second ed. , pp. 392-435). Boston: McGraw-Hill.

An Analysis on Religion, Healing and Death Essays

An Analysis on Religion, Healing and Death Essays An Analysis on Religion, Healing and Death Paper An Analysis on Religion, Healing and Death Paper The attitudes of religion are more towards health and methods to gain health after the individual are sick. When death takes place, the question of ever gaining health is over, and in that respect, death has put an end to all religion. On the other side, when a man regains his or her health, the religious practices are recalled and it is said that they have succeeded in gaining health back for the man, and then death just has to walk away from the scene. Analysis: Let us look at the way different religions look at the essential requirements for regaining health. Starting with Judaism, we know that there are three groups among them Orthodox, Conservative and Reform. The differences among the sects depend on their strictness of adherence to ancient laws and practices. The first point is that among all Jews, there will be attention paid to a sick person and family members will ensure that someone stays with the patient. In general, Jews are very interested in diagnosis, treatment and personal care for the patient and thus health is though to be very important by them. At the same time, they observe certain restrictions and these are like not accepting surgery or medical procedures on Sabbath or holy days which begins at sunset on Fridays and ends at sunset of Saturdays; some Jews of the orthodox group will not touch money, will not sit down to write, make use of electrical appliances like hospital bed controls, elevators, call buttons, automatic door openers, cars, light switches, etc; most also fast on Yom Kippur, bit it can be explained that fasting is not required on Yom Kippur for sick people; and shaving of facial hair is also not done by the orthodox group. (Multicultural Health Generalizations) Thus it is clear that along with regaining their health, a Jew would still like to observe certain religious matters. However all this observance will naturally end when death would arrive. If on the other hand, with health, all this will be felt to have contributed to the recovery from sickness, and thus healing will convince that death is not essential. Looking at Buddhists, they think of good health as a balanced interaction between the mind and body as also life and environment. When the balance is lost, according to Buddhists, sickness comes, and the efforts of their theory and practice are to restore the balance. When there is a treatment of any illness, Buddhism does not avoid the available modern medicines along with its array of diagnostic and therapeutic methods. Their explanation is that these can be best used for treatment of all illness, while at the same time; there is a requirement for a deeper understanding of the inner and subjective procedures in life. Thus one can say that the central attitude is a stress on spiritual strength along with a feeling of the requirement of a sense of purpose in life and this is best achieved through compassion for others. The science of medicine does not accept that these have anything to do with recovery from sickness, but according to the religion, these help individuals to recover from difficulties that one faces due to sickness and also provides a chance for developing personal qualities during the period of sickness. (Multicultural Health Generalizations) We know that this is also an old religion; the effects here stress more on the mind than on physical actions. It is also known that about half of our diseases occur from the mind, so in certain cases, these attitudes can help. On the next item is the attitudes of believers in Islam, and one of the oldest practitioners of that religion are the Arabs. Their attitude is a lack of patience and even on the first visit a patient may expect to receive medication and immediate relief of pain. If they are not given medication or asked for laboratory tests, they may need an explanation. When the patients are suffering from mental distress they would not describe the matter fully but give only vague explanations. Often they would like somatic treatment as leaving a patient in a hospital is viewed as abandonment. The sense of their privacy is high and they do not like to provide any detailed information about themselves, and this is worse with women who do not like to talk about their private lives, but are easier when they talk with female doctors. (Multicultural Health Generalizations) It is clear here that the attitude to sickness comes from the area of origin rather than any specific religious taboo. This is clearer when we see the attitude of Hindus and they are ready to accept sickness without any feeling of guilt, and the entire family is ready to assist and they relieve the individual of responsibilities for that period. At the same time, they have strong family relationships and this stops them from using long term facilities. Since the religion involves a lot of stoicism, the exhibition of pain is low and it is also felt that pain is due to the wrath of God. This gives them the concept that pain has to be endured with endurance, and thus to really understand the real amount of pain, the treatment has to be carried out based on direct examination. There is also a high practice of self medication and these cover up the symptoms of the disease till health conditions deteriorate and make treatment more difficult. The providers of healthcare are viewed as elders in the family and though the general attitude is fatalistic, the details are generally stated. (Multicultural Health Generalizations) Here again there is a certain amount of acceptance of death being an inevitable conclusion, yet when the person regains health, there is a feeling of happiness. In a way, regaining of health puts death a couple of notches down. Getting back to Western beliefs, death is not faced up to. There is a general tendency to hide the fact of death from ourselves and children. No one likes to tell children how items like fried chicken, hamburgers and bacon are made. When the family has an old dog, it is put to sleep, and not put to death. This makes death a very difficult experience, though it will come to everybody. We try to have the funeral homes turn the occasion into one of reunion of family and its friends. The event is not given any religious colors, and this concept is also passed on to children. There are many religious stories where even virtuous people are called home with the meaning that they die. (Aging and Death in Folklore) To a certain extent this is different from the attitudes of the Chinese who feel that healthcare providers are authority. It is their duty to decide on the methods and types of treatment, it is the duty of the family to ensure that it is carried out. Even when they do not agree with the doctors decision, they generally do not argue, but just do not follow the instructions. The main reason for this is that they feel when the medical provider is contradicted, the person will lose face. In general when Western practices are carried out, they do not like the pain of treatment and direct invasive nature. (Multicultural Health Generalizations) Yet, they also come for treatment with the expectation of regaining health, and when death loses out, it loses face. Some sections among Christians like Jehovahs Witnesses do not accept blood transfusions and always ask for alternative forms of treatment. They carry with them a durable power of attorney for heath care document that clearly states their choice and wishes. Regarding even auto-transfusion techniques like hemo-dilution and cell salvage are decided by individuals. (Multicultural Health Generalizations) Their attitude towards accepting blood is difficult and often causes a lot of difficulties in their treatment. On the other hand they believe a lot on prayer, and some say that it helps in healing. In spite of all the claims, there have been no cases where this has reached a level of confidence to show that a real effect is being seen. Many of such studies have been affected due to defects in their organization and the results have been stated to be due to the bias of the researcher or the subject. Independent studies have only shown that prayer neither helps nor hurts healing. (Effectiveness of personal prayers: Used in addition to medical treatment) This shows to an extent that religion probably does not have a role to play in the process, yet when healing takes place, it is an occasion of joy. At the same time, in many instances, it has been seen that the religions of the world have caused a lot of violence, and are causing it even today. At the same time, individuals feel very secure within the realms of their religion, and when any threats are seen to it, they take up the matter as an affront to the group. (A Look at the Future) These cause more deaths and resultant unhappiness. Death is the ultimate form of lack of health and such wars stop us from putting death in its place using the weapon of health. Conclusion: While death is inevitable for all of us, and one of the promises of religion is that the particular religion will lead us to a place of everlasting happiness if we follow the religion, it should not be the cause of death, as that will harm our existence in this world which requires health. Bibliography : Ashliman, D. L.  Aging and Death in Folklore. Retrieved from pitt. edu/~dash/aging. html Accessed 9 December, 2005 Effectiveness of personal prayers: Used in addition to medical treatment. Retrieved from religioustolerance. org/medical4. htm Accessed 9 December, 2005 Keating, Thomas. A Look at the Future. Retrieved from centeringprayer. com/better/better07. htm Accessed 9 December, 2005 Multicultural Health Generalizations. Retrieved from med. umich. edu/multicultural/ccp/bmhg. htm Accessed 9 December, 2005a

8 Things People Decide Within Seconds of Meeting You

8 Things People Decide Within Seconds of Meeting You Within a couple of seconds of meeting you, someone instantly judges you.   First impressions are real and it contributes towards the way someone perceives  you. In that moment they decide if they like you or they don’t. So how do you give the best first impression? What are traits that people automatically can tell about you? Here are 8 things people decide within seconds of meeting you.  Source [Business Insider]