Buyers Guide On Men Shirts Fashion Essay

Work force ‘s shirts are garments worn by work forces on the upper organic structure. They do non mention to innerwear or outerwear. Shirting cloths can be natural fibres such as cotton, linen, wool, silk, and ramee or man-made fibres such as cellulose xanthate, polyester, nylon, and lyocell. Shirts come in assorted manners of neckbands, arms, organic structure, length, shirt turnups, cervixs and pockets. Types of work forces ‘s shirtsWork force ‘s shirts are available in assorted designs, forms and manners. Some of the most common types of work forces ‘s shirts are:Camp shirts: These shirts are free, cut consecutive, and short sleeved. The neckband is level as is portion of the shirt. The neckband is called â€Å" cantonment neckband † , â€Å" exchangeable neckband † or â€Å" serrate neckband † .Dress shirt: A shirt with long arms and turnups, a neckband and buttons running along a full length opening from the neckband to the bottom hem. Normally worn as formalwear, dress shirts are worn with a tie under suits or jackets. Tapered frock shirts provide a snugger tantrum.Tee shirt: Besides known as Jerseies, these shirts are chiefly insouciant wear. They are normally made of stretchy, finely knit fabric such as cotton or cotton/viscose blends, and have short arms. They can be obviously, printed or with mottos and advertisement. Tee shirts are wor n with a cantonment shirt or by themselves. Types of tee shirts are:Ringer Jerseies: have a neckband and sleeve turnup made out of a different cloth from the chief shirt.One-half shirts: have a high hem, and make merely above the waist go forthing the middle uncovered.Construction shirts ( A-shirt or vest ) : have big armholes and a unit of ammunition cervix hole to let better mobility. Popular amongst jocks and labour workers, these shirts are besides popular manner statements in funk manner.Polo shirt ( tennis shirt or golf shirt ) : This is a short sleeved, collared shirt with a short button placket at the cervix. The forepart is shorter than the dorsum and the cloth is of soft texture. It is really comfy wear for warm yearss. Types of Polo shirts are:Rugby shirt: is a polo shirt with long arms traditionally made of rugged cloth but comes in softer stuffs now.Henley shirt: is a collarless Polo shirt.Baseball shirt ( New Jersey ) : This shirt is characterized by three one-fourth l ength arms, a level waist seam, crew cervix or V-neck, and a squad badge or logo.Sweatshirt: This long sleeved shirt is normally made of somewhat heavy stuff such as knit cotton. It can hold a goon and is available in slipover and zip down manner.Night shirt: Night shirts are loose comfy tantrums suited for kiping. They come in many forms and prints.Work force ‘s shirt parts and their typesWork force ‘s shirts come in a assortment of manners. They are distinguished by the:Neck: The cervix of a shirt can be:Turtleneck: has a high close-fitting neckbandV-shaped: comes with or without collarOpen or tassel cervix: has cords to bind togetherWindsor or spread neckband: is a dressy neckband with infinite for the Windsor knot tie ( formalwear )Tab neckband: comes with two fabric checks that fasten to continue the collar spread under a tieFlying neckband: comes with formal shirts that need a bow tieStraight neckband or point neckband: has a smaller collar spread for half-Windsor knot tiesButton-down neckbands: have buttons that fasten the points of the neckband to the shirtBand neckband: is the lower portion of a regular neckbandTurtleneck neckband: is high and covers most of the cervixBody: The organic structure of a shirt can hold:A perpendicular gap that is fastened with buttons or a nothingno gap – pulled over the caputSleeves: The arms of work forces ‘s shirts can be short ( cap or half ) , full length, sleeveless or three 4th lengths.Cuffs: Full length arms can hold assorted types of turnups:Closed placket turnup: has no buttonsButton turnup: has a individual button or brace along the turnup hemBarrel turnup: has multiple buttons perpendicular to the turnup hemGallic turnup: has four buttons for cufflinks and one half of the turnup folds over the otherLink turnup: has buttons for cufflinks, and the turnup is hemmed to the arm borderLength of shirt: Work force ‘s shirts can be short to bare the middle, waist length, or hip length.Oth er features: Work force ‘s shirts can hold multiple pockets – with or without flaps, buttons or nothings ; and goons. Shirt makers come up with new designs every twenty-four hours. Many shirt designs and cloths are seasonal. Shirts come in assorted colourss and sizes that are measured otherwise across states.

A Failure to Communicate: Long Term Care for the Baby Boomers

The Government is taking the home Mary and Marshall Brandenburg worked for all their lives.   Mary and Marshall poured all of their assets into realizing the American dream of home ownership.   Now they are among the thousands of seniors who are having that dream extinguished by the estate recovery provision of Medicaid.   Mary has lived in a nursing home since 2001.When she dies, Georgia will collect the cost of her long-term care from her estate, wiping out any inheritance for her family.   Like Mary and Marshall, most Americans think the money taken out of their paychecks every week for Social Security, Medicare and Medicaid will cover their long-term care.   This is simply not true.This paper explores the misconception held by a significant number of people that Government programs will pay for long-term care.   This paper also discusses the way Congress altered the role of Medicaid through passage of the Deficit Reduction Act of 2005.   The policy changes of the DA R substantially affect estate planning and increase the need for long-term care insurance.Also included is a discussion of provisions a long-term insurance policy should include.   The two main delivery methods of long-term care insurance are through a private carrier or a state sponsored Long-Term Care Partnership Program.   The paper concludes by recommending nationwide implementation of the Long-Term Care Partnership Program.II. ITS REALITY TIME FOR THE BABY BOOMERS!Americans are living longer than ever and the first members of the Baby Boom Generation will reach 65 in four more years.   Many of them are or have been caregivers for their parents.   The reality of old age is now staring them directly in the face.As one recent blogger lamented: â€Å"I was cleaning the bathroom yesterday, wiping down the mirror, when it happened.   It stopped me in my tracks, mid-swipe, and I couldn’t believe my eyes.   I blinked hard, took another look, but there was no denying the truth.   I have become my mother.†A. Just Who Are These â€Å"Boomers† Anyway?The U. S. Census Bureau defines Baby Boomers as the 78 million Americans born between 1946 and 1964.   They comprise approximately 30% of the total population and are more numerous than any other generation.   Boomers transformed America into what is now the wealthiest and strongest nation on the planet.Along the way, they also transformed our culture.   Boomers are the driving force behind the emphasis on individual rights, from civil rights to gay rights.   They started out by challenging authority but now control almost every major institution.Now they are facing retirement but the majority of them have not considered any type of estate planning.   According to a recent study, 60% of Americans between the ages of 21 and 64 have neither an IRA nor a 401(k).   According to Cheryl Russell, a well-known demographer, most Boomers â€Å"haven't faced retirement planning yet, b ut when they do, it will come as a shock.†B.   Their Need for Long Term CareAmericans are living longer than ever.   At birth, a Boomer could expect to live to the age of seventy.   Now Americans reaching 65 have a life expectancy of 20 more years.   This trend of more of us getting older and living longer will continue.   Individuals that are age 85 and older are the fastest growing demographic of our population.At age fifty, there is a 20% chance of needing long-term care within the next year.   At age 65, there is a 44% lifetime risk of entering a nursing home.   The trend is clear, more and more of us will need long-term care.What is Long-Term Care?Long-term care encompasses a broad range of services needed by people who are unable to care for themselves because of illness, disability or aging.   Long-term care is the assistance needed to perform the essential activities of daily living (ADLs).   Individuals may receive this assistance at home, in an assi sted living facility, adult day care center or skilled nursing home.The term, activities of daily living, means activities that people generally do by themselves on a daily basis.   These are dressing, bathing, transferring (getting into and out of bed or a chair), walking, eating and toileting/continence.   Medicaid eligibility or payments from a long-term care insurance policy usually require the person be unable to perform two or more of the ADLs.However, long-term care encompasses more than just meeting the chronic health care needs of an individual. Maintaining your quality of life and lifestyle preferences are also important components.   Providing assistance in a traditional facility is usually more efficient and cheaper than assistance provided at home.Yet most people prefer to remain in their home and maintain control in the determining their daily activities.   Whether this is possible depends on the individual’s financial situation and the availability of s upport from the family or community.

Driving while under the influenced Research Paper

Driving while under the influenced - Research Paper Example Alcohol is a depressant since it lowers the performance of the nervous structure within the body. The act illustrates that the usual brain task is deferred since the individual is not capable of functioning generally. Alcohol has an effect on an individual’s information process sing ability. The consumption of alcohol previous to driving to a great extent enhances the dangers of car crashes, vehicular deaths as well as highway injuries. The more the intake of alcohol, the higher the possibility of the individual being engaged in a misfortune incase he drives (Sherer, 231). There are many reports incidences of populaces who died in travel collides connecting to alcohol. In New York City, in the year 2006, about 17,600 populaces lost their lives in travel hurtle engrossing alcohol. Also in the same period more than 1.6 million drivers were taken into custody for over speeding while high of alcohol or substances. In America, in the year 2012, 10,322 populaces were murdered in alc ohol-impaired travelling collides, it represented almost one-third of every traffic connected deaths. The harshness of alcohol-stimulated dangers depends on the quantity of alcohol present in the bloodstream, which is supported on an individual’s blood alcohol content (BAC) proportion. Majority of the populaces start to experience the results of alcohol when their BAC varies between 0.03% & 0.059%. By this position, the individual feels relaxation, talkativeness and mild euphoria, but they endure from judgment, concentration, coordination, and impaired alertness (Sherer, 239). Once a person’s blood alcohol content gets to 0.03% & 0,059%, the mind’s capacity to hold chores needed for safe travel is interfered with. The mind’s capability to manage eye actions and process information as well does not function properly. This means that the driver under the influence of alcohol uses more time in

Week 5 Q 2 Assignment Example | Topics and Well Written Essays - 1500 words

Week 5 Q 2 - Assignment Example A normal curve shows that over a period of time, long term bonds will yield higher returns than shorter duration bonds because of the reduction of risks over a greater period of time (Bhole, 2009). An inverted yield curve shows that short term bonds will perform better than long term bonds and in most cases this is an indication of a coming recession. When the yield curve is flat it implies that there is a close relationship between the various returns over short and long term periods of time and usually shows that the economy of a given country is undergoing some sort of transition. It is therefore correct to say that an increase in the angle of the slope is directly proportional to an increase in the difference between the long and short term interest rates of the bonds. Below is an image showing a normal yield curve. The yield curve for the economy is a normal yield curve shows that long term investment s will most likely yield a higher return than short term investments over a period of time. Currently, the interest rates are very low and this is a bad situation for possible investors. The bank of England decided to hold its interest rate at 0.5 % given that they are not expected to change positively until sometime next year. However, there is anticipation that the economy will perform well in future particularly due to an anticipated increase in industrial production over the next few years (Dawe, 2009). This shows that in the future the interest rates are likely to increase. However, presently, the interest rates are very low due to the various factors in the economy. One of these is unemployment which is at above 7% and has been recorded at a high of 7.3%. The inflation rate has also slowed down to a low of 1.7% and this is the lowest that it has ever been since the year 2009. The interest rates are a major determinant of the direction in which our economy is headed. When the interest

Gegraphy and disease -- Based on your annotated bibliography, you will Research Paper

Gegraphy and disease -- Based on your annotated bibliography, you will write a to increase your understanding of - Research Paper Example Background Information Countries which have a higher economical ability such as Canada and the United States record different types of diseases and health issues from those that are developing. Because of this, it is easier to study and establish the dynamics that surround the individual’s health. In the same note, countries that are located in tropics are likely to have the citizens develop diseases such as malaria and other climatic diseases while those away such as Canada are likely to experience to have cancerous related diseases (MacLeod, Finlayson, Pell & Findlay, 1999). The environment, which the individual lives in, can also determine the level of health that the residents can have. People living in urban areas are likely to have diseases such as asthma and lung infection because of the constant polluted environment that they have to cope with everyday. Ethnicity and the background culture are also determinants of the type of medication which the people seek .The exerc ise will give an example of the Ghanaian immigrants who live in Europe who seek the biomedical attention while they also seek the alternative traditional medicine. This medicinal mix is termed as pluralism. The exercise will look at these illustrations in detail and give an insight into the same. The four-fold section of this study will look at the factors that surround the health sector’s dimension mostly by basing the argument on the area of study that is rural Canada. This is because the dynamics that surround the rural setting in the country have for a long time been seen to be not equitable. With this is in mind, the majority of the sources that this study is going to use have a basis in the Canadian health sector but with a global insight on the aspects that concern disease and its relationship with geography. The Concept of Geography and Disease Population Density and Disease Cities around the world are growing at an exponential rate. The aspect of housing and accommod ation is becoming a challenge because of the population in surge. Canada which is a first world country has a relatively organized urban area as Jerret, Eyles, Dufournaud and Birch (2003) illustrate. The New York City on its part is one of the most populated cities in the world and because of this; its neighborhoods such as Bronx and Brooklyn have had a serious problem with new infections such as for asthma and lung cancer. This is because of the fact that fumes and smoke emanates from factories and the industrial section of the city. The situation is also made worse by the exposure and contact with unhygienic conditions present in the place. The high population density of other places in the African continent such as Nairobi and Johannesburg has seen the increase of slums and other informal settlements. This therefore implies that the hygienic conditions that are shared in this place are stretched to the limit. Poor sanitation coupled up with unsafe drinking water and poor educatio n on sanitation sees the increase of diseases such as cholera dysentery and other diseases. Population increase makes it difficult to plan on different sections that affect the people such as the health aspects. The financial aspect of the health sector needs to be adequate in order to contain infections as well as other

Someone is growing kittens in a bottle, effectively making Bonsai Essay

Someone is growing kittens in a bottle, effectively making Bonsai kittens - Essay Example The site's creator describes and illustrates in detail the method for abusing these animals" (Humane Society, 2008). III. Relating to the Audience: As long as this hoax has been around and for the sake of preventing animal cruelty, it is important that each of you know about Bonsai kittens and the possibility that there may actually be people out there doing this to the poor animals. IV. Thesis: The Bonsai kitten Internet hoax caused a massive negative public reaction, and even though it was only a hoax, many individuals and animal rights groups took great offense to the Bonsai kitten website and its content and pictures. I. In 2000, what has become known as the Bonsai kitten website appeared, depicting some very disturbing images of kittens being stuffed into bottles, as well as being fed, breathing, and ridding themselves of waste through tubes. (Wikipedia, 2008) II. The kittens were supposedly stuffed into these bottles as a form of decoration and were not removed until their bones and bodies had become twisted into some sort of desired shape to make them appear less "mundane" than regular animals. Bonsai kitten website. (2008).

The Standards of Care of a Patient with Rheumatoid Arthritis Essay

The Standards of Care of a Patient with Rheumatoid Arthritis - Essay Example Proliferation of the synovial membrane and uncontrolled persistent inflammation are the characteristic features of RA which manifest as a symmetric arthritis affecting several small and large joints. Other symptoms include fatigue, articular stiffness, anorexia and fever. Complaint of pain and limited lifestyle are the characteristic features of the onset of the disease. If left untreated, the inflammation will result in serious life threatening conditions during its progression. Morbidity, progressive disability and hastened mortality feature the untreated disease conditions. As a result, it entails serious economic implications for both the patients and their families as well as society as the affected people are unable to continue in their employment with the same efficiency as before with their normal functioning of their palms, feet and gait seriously affected and progressively disfigured and disabled (Cush, Weinblatt, & Kavanaugh, 2010). According to National Audit Office, ther e are around 580,000 people afflicted with RA with additional 26,000 new cases every year. The disease affects people of age between 40 to 60 years with women who are three times more likely to be affected than men. The patient referred herein for treatment also happens to be a woman aged 40. This being an auto-immune disease, affects small joints of the hand and feet. If severe, it reduces life expectancy by 6-10 years as a result of co-morbidity through cardio-vascular diseases or side effects from treatment (Home & Carr, n.d.) The disease reduces the affected person’s work life by five years. Its annual cost to the U.K. economy is estimated to be between ? 3.8 and ? 4.75 billion (NationalAuditOffice, 2009). There are many institutions engaged in the care of RA with their own guidelines for treatment. British Society for Rheumatology (BSR, (n.d)),NHS (NHS, n.d.), National Rheumatoid Arthritis Society (NRAS) (NRAS, n.d.), The Society of Chiropodists and Podiatrists (SCPOD, n .d.), The Musculoskeletal Services Framework (DeptOfHealth, 2006), NSF long-term conditions (DeptOfHealth, Department of Health, 2005), 18 week commissioning pathway (DeptOfHealth, Department of Health, 2006) and Podiatry rheumatic care associations (PodiatryRheumaticCareAssociation, n.d.) are the major sources of standards of care for RA conditions. They are complementary to one another and it is worthwhile referring to all of them while dealing with the patient affected by RA. Brief outline of care Two of the inevitable symptoms RA are joint pain and stiffness that manifest in the foot and ankle in the early stages. These symptoms also change during the course of progression of the disease (Helliwell, 2006). Since rheumatoid arthritis is not curable, the aim of care is to relieve symptoms and improve quality of life for the patient. Although multidisciplinary approach is resorted to, therapeutic interventions are the responsibility of rheumatoid specialist professionals. The patie nt involvement and empowerment are desirable for a successful outcome with the patient coping up with the course of treatment and lifestyle adaptations (Alexander, Fawcett, & Runcinman, 2006). For control of pain, analgesics such as paracetamol/aspirin, compound analgesics such as cocodamol to NSAIDs can be administered. Since NSAIDs are associated with gastrointestinal side-effects, cyclo-oxygenase (Cox) II group of NSAIDs are recommended so that side effects are at minimal levels. (Alexander, Fawce

Computer Graphics Essay Example | Topics and Well Written Essays - 1250 words

Computer Graphics - Essay Example [Wallace, 2001. pp3-6] The JPEG compression algorithm involves three stages - Colour Space Conversion (Red-Green-Blue triplets mapped to Luminance-Chrominance Blue-Chrominance Red triplets), Segmentation into 8x8 pixel blocks, and Discrete Cosine Transformation (image transformation from spatial domain to frequency domain representation) encoding stage that includes Quantization (sorting the output waveform of DCT), Zigzag Scan (sorting the frequency coefficients from low to high), and Entropy Coding (Huffman Coding and Arithmetic Coding). The encoding and decoding algorithms for JPEG images are shown in figures 1 and 2 respectively. Compression is used to reduce the file sizes such that they can be used on web pages or documentation or any other light weight graphics applications. The 8x8 blocks of source images are first shifted from unsigned integers to signed integers and then are applied to the Forward Discrete Cosine Transformer (FDCT). To decode the compressed image to achieve the 8x8 blocks again, they are applied to the entropy decoder whereby the output is taken out from Inverse Discrete Cosine Transformer (IDCT). The final processing step of DCT encoder is the entropy coding that achieves additional compression by encoding the quantized DCT coefficients based on statistical characteristics. There are two types of Entropy Coding methods - Huffman coding and Arithmetic coding. Huffman coding requires one or more sets of Huffman code tables whereas Arithmetic coding doesn't require any external tables (althoug h statistical conditioning tables as inputs can improve coding efficiency). The quantization stage of JPEG algorithm results in loss of information, thus making JPEG standard a lossy compression technique. [Wallace, 2001. pp3-6] Compression Ratios and JPEG image formats: Compression is specified in terms of bits per pixel including the chrominance and luminance components) called the compression bit rate. Higher the value of bits per pixel, better would be the image quality. The JPEG standard recommends the following mapping of image quality with bit rates in colored images having moderately complex scenes: 0.25 to 0.5 bits per pixel: The output image shall possess moderate to good quality 0.5 to 0.75 bits per pixel: The output image shall possess good to very good quality 0.75 to 1.5 bits per pixel: The output image shall possess excellent quality 1.5 to 2.0 bits per pixel: The output image shall be practically non-distinguishable from the original image The improved version of original JPEG technology is JPEG 2000 that provides better rate

Entrepreneurship Essay Example | Topics and Well Written Essays - 1500 words - 2

Entrepreneurship - Essay Example Another reason is that someone gets fired or laid off from work and tries hard to get another job. After a year and a half of unemployment benefits now running out and no job in sight, a person has to resort to extraordinary measures to make money or lose the home, car and even the family in some cases. Times can get really hard for these people. Whatever the reason for my finally becoming an entrepreneur, there are certain principles of business and marketing that have to be consolidated first before even getting started. What will I be selling or promoting? That is the heart of my business and, whatever the choice, the product or service must stand out in some way to attract the attention of potential clients (Kiyosaki 2012). My idea is that I would like to start a photography and graphics business as I love digital photography and working with graphics to make unusual and original graphic art. The Entrepreneurial Personality The personalities of entrepreneurs will tend towards tho se who are willing to take risks in order to achieve a goal and I certainly have that characteristic. They also are willing to devise a plan on their own to build a product or service that others will need or want and to put it out there for the entire world to see and comment on. It takes a change of mindset from being an employee where one is told what to do and when to get it done (Kuratko & Hodgetts 1998). That change for me will not be hard to do. ... Entrepreneurial Risk Taker Fig. 1(DCTC 2010) Research must be done on how to proceed and that means finding out what others did and how they did it which is something I have already done. It is one thing to be in an office setting where everything is laid out and most of the hard part is already taken care. An entrepreneur now is in charge of not only developing the product or service, but also the funding, setting up the structure of a business, creating the financial system of operation, designing and building a website for promoting the product and finally, for ensuring its success in the marketplace. At some point, I will hire people to take care of the financial books and office work so I can create the art. All of this takes an organized mind, a lot of determination, a plan of the product or service and a planned structure of the business overall along with marketing procedures (Action Coach 2012). The person therefore, must have the strength and will to take risks, to get back up when falling down, to revise and redevelop as needed, and to study others who may be in the same field or genre of product and service. I have already made some mistakes but view these as a learning process before getting right down to creating my business. Ultimately, I view myself as strong, innovative, utilizing creative thinking in solving problems and always open to making changes for the better without going overboard. It is essential not to grow too fast but only enough that control is maintained over every part of the business (Action Coach 2012). The following table shows what the entrepreneur is typically responsible for within the structural framework of a

Review for Carmen Essay Example | Topics and Well Written Essays - 500 words

Review for Carmen - Essay Example There were many actions that I observed to be exemplary in terms of the finest performance as I watched the play. The major action that I observed to be interesting as well as powerful was the scene where Don Jose stabbed Carmen. Since the story is about the seduction by Carmen, Don Jose was a person who was jealous of her lovers. In order to make sure that he had a hold of Carmen, he stabbed her which haunts the viewers as well because of her lead role in the play. The set design, as well as the lighting, played a major role in enhancing the overall scenario (WichitaGrandOpera). The major theme that has been well shown in the play is jealousy. It should be noted that it is a feeling that can make people get on an incorrect path. As a matter of fact, the action discussed in above has given a definition to the theme. For instance, the theme of jealousy showed people that a person who would want to get a grasp of a possession would ultimately lead into a situation where he would actually lose it. It is merely because of the lust and yearning to get something only out of being jealous (WichitaGrandOpera). As far as the production elements are concerned, critics have discussed various pointers. For instance, acting, direction, and set-design have been critiqued by a number of widely-known critics when it comes to the play Carmen. I believe that the set-design played a very major role in making the play successful. International set designers were employed in order to design the sets. Thus, special research was conducted in order to present each and every aspect and element of the story (WichitaGrandOpera). Through the above analysis, it could be well-stated that the play Carmen is one of the most critical plays in the history. Its effective presentation has been done by a number of presenters and directors through theatrical setting. However, very few have been able to present its true essence. Thus, from the above

As people grow older, they need to renegotiate their sense of identity and belonging Essay Example for Free

As people grow older, they need to renegotiate their sense of identity and belonging Essay Everyone has struggled with their identity and belonging during a chapter of their life. There comes a time when our opinions and beliefs begin to differentiate from those around us. During this time, some people may discover where they belong, whereas many others do not. It is not solely one stage of our lives when we are confronted with an identity crisis, but a continuous challenge throughout our lives as we encounter new experiences that will alter our thoughts, emotions and perspective on ourselves. Most of us are following the â€Å"norms†, society expectations but deep down inside, we desire for freedom. Society only gives us a narrow time, a â€Å"window†, between school and marriage to be whomever we want without the judgement of society. This window is the only time that we can have a †good time† like getting drunk, travel, stay out late, do silly things yet nobody would criticise. However, since the window is pretty narrow, many people tends to stretch it so they can fully enjoy themselves. For school-leavers like us, we would like to taste that sense of freedom as soon as possible and as long as possible. Not many of us would actually thinking about settling down at this moment since we are young. Out there in the world, many interesting new things are inviting us to try and take on the challenges. We are like Bubba, young and energetic, new to the world and society doesn’t expect much of us yet. However, human beings are not eternally immutable, we change ourselves, our identity and sense of belonging gradually. There’s certainly a time when we feel so lonely, distanced and disconnected even though there’s a crowd of people around, people that we know. That’s when we should think to ourselves, who am I really and where do I belong? After enjoying freedom for so long, we could be bored and lost because we are living without a purpose, a plan for the future. We would begin to yearn for a lifelong companionship, fulltime commitment from someone, we can’t stand being alone for the rest of our lives in some vague, unstable relationships that can break at any moment. We need something new and more exciting than what we already experienced. A solitary is an unfulfilling life to us, we want love, affections and devotion so that our lives can be fulfilled. As we grow older, we would stop being immature, selfish and solo as part of our â€Å"growing up†. Though we would like to stretch our â€Å"window†, society does expect us to grow after certain age. We are expected to reproduce ourselves by having a family, taking up the responsibilities, pass on our beliefs to the younger generation. Reproduction is that we can start all over again, that’s why life is a cycle, repetitively, and many would follow. In each and every one of us, the biological urge or clock would start to alarm as we grow older. Desire for a family with children would naturally come for most people, then they would seek to settle down. Nancy had enough of the lay-off, after sixteen years without any assurance, she had renegotiated with herself to discontinue. She wanted to have a family, a stable relationship, since Barney couldn’t give her that, she left and married to start a family life. She was not young any more but it was not too late, at least she realised that the lay-off wasn’t working for her and she found a solution that she was comfortable with. However, there’re a few people who think differently. They are afraid of losing their freedom as they are lost in their own fantasy that they are young and free forever. Marriage certainly limits one’s freedom that to some people, it’s a chain, an imprisonment for life that they don’t ever want to be bind in. They love their liberty even though they are aging, they don’t have a slight idea of changing their lifestyle. They don’t want to grow up even if they are growing old. In society’s eye, they are the odd ones, the ones that defy the â€Å"norms†, the bad omens. Olive is the representative of these people, she detest matrimony and any permanent attachment. However, she ignored reality of her aging and the repetitive of the lay-off was wearing everybody out. The freshness, excitements and funs were gone long ago but she turned a blind eye to it, believing it would last forever. Only if she renegotiate with herself earlier, reality wouldn’t struck her as hard and she would understand why Roo proposed to her. At some point in life, we must reconsider of our sense of identity and belonging so that its suit our situations. We are not ever-changing but we can’t be the same forever, we need to change gradually to adapt to the changing world just like how the Earth revolves around the sun. It spins but we don’t feel it. People change overtime but we don’t really see unless it’s a dramatic change. As we grow older, we encounter more crises which influence our sense of identity and belonging. We would be wiser than before as we learn from our mistakes.

Crime and Individual Choice Essay Example for Free

Crime and Individual Choice Essay Crime is a common phenomenon. Huge investments of any government go towards the containment and apprehension of crime offenders. The more crime acquires various forms and becomes prevalent, the more studies and theories are brought out to analyze the causes and motivations. A look at Australia in the recent past indicates public outcry over increased incidences of crime, although incidences of organized crime are becoming rare, the same cannot be said of petty thefts. Criminologists have over the years stepped up their efforts in examining the motivations of crime. This is an issue that sparks controversy as some sociologists blame it on the society, pointing out that it is the prevalent circumstances in the society that are behind crime. In the light of this row, this paper maintains that crime is as a result of individual choices rather that the prevalent social circumstances. A study of the possible causes of crime is core to understanding crime, the information generated is crucial as afar as government’s response and approaches to fighting crime is concerned. A dearth of information on such a common problem means that law enforcement agencies spend valuable resources and time on addressing the symptoms rather than the causes. It is this fact that motivates criminologists to dig out the real causes of crime. Economists traditionally have not been involved in the analysis of crime, the issue of causes and prevention was seen as being outside the realm of economics. It was seen as a preserve of sociologists and criminologists. This however changed in the late 1960s when economists brought in an argument that represented a radical paradigm shift from afore recognized sociological and criminological theories. They deviated from the societal foundations of the motivation of crime to a more individualized approach. A good theory of crime according to Becker (1968) has to â€Å"dispense with special theories of anomie, psychological inadequacies or inheritance of special traits and simply extend the economist’s usual analysis of choice. † The economic theory of crime focuses on the aspect of an individual’s rational choice as the key motivation behind crime. This is a theory that is based on the assumption that each and every individual engages in crime in their bid to increase their utility. Crime should be regarded as a venture; it is an enterprise which an individual engages in with an intention of gaining something just like in business. This hence means that any one can become a criminal, there is no particular group that is inherently criminal, it is just that people tend to move in and out of crime when there is an opportunity and there are ample conditions for a crime. Just like in business ventures, a potential criminal takes time to plan his activities and also makes decision in regard to the amount of time to be appropriated in each activity so as to maximize the gains. In making a decision of whether or not to engage in crime, an individual takes into account all the possible benefits and also the likely costs. People engage in criminal activities not because they have some natural or psychological motivations but because they have amply taken into consideration the perceived benefits and costs. This means that a certain crime will not be committed if the costs exceed the benefits. In such a case hence it is possible to see a particular crime being the most preferred in comparison to another due to the net benefits associated with that crime. Indeed crime is driven by the resultant benefits and decreased if the punishment meted out is harsh in comparison to the crime. According to the economic theory, â€Å"an increase in the probability and/or severity of punishment (representing costs of criminal behavior) will reduce the potential criminal’s participation in illegitimate activities. † (Philip Cameron) This is what motivates the deterrence theory. It is important to point out that the issue of costs and benefits must be carefully analyzed, the cost does not only revolve around the aspect of incarceration but also encompasses the social cost, this applies even to the perceived benefits. A rational individual wishing to engage in crime hence puts into consideration all these factors and weighs his options, his decision and choice is influenced by the resultant weight, either towards the benefits or towards the costs. If the costs outweigh the benefits, the individuals is unlikely to engage in the crime; the vice versa is also true (Gottfredson Hirschi, 1990). The Rational Choice Theory, on which the economics theory is founded, is derived from the utilitarian belief that indeed human beings are rational; their decisions are independently influenced by the factors of costs and benefits. In the propagation of this theory, several assumptions are made. There is the assumption that people are driven by utility; they are motivated by the urge to increase their happiness which mostly is in terms of wealth. they also are supposed to have goals and they pick the choice that enables them to accomplish such goals. The theory of rational choice can be traced to the early works of Cesare Beccaria who set out to explain crime using the enlightment ideas. According to Cessare, â€Å"people want to experience pleasure and avoid pain, and while criminal acts can bring pleasure of various sorts, possible punishment can bring pain. † (Laura, 2007, 231) This is a theory that has immensely been used in the justice system; it is based on the thinking that for crime to be prevented, punishment must outweigh the benefits of the crime. This is because if the pain is less than the benefits, then there is no motivation to quit crime. Bentham also was in agreement over the aspect of crime boiling down to individual choice, and influenced by the perceived benefits. He noted that â€Å"the profit of the crime is the force which urges a man to delinquency. The pain of the punishment is the force employed to restrain him from it. If the first of these forces is greater, the crime will be committed; if the second, the crime will not be committed. † (Cited in Maurice, 1993, 311) An important aspect that has to be looked at is why some people or groups show a higher prevalence to crime. Indeed, people can not have a similar response to crime. This is so as people have individual differences that affect their preferences. There are those that may prefer honesty, have a higher income and hence value their reputation. The perceived gains and costs are also regarded differently. The prospects of experiencing a certain level of pain might be motivating enough to some people to avoid crime. The decision to engage in one sort of crime and avoid others also follows a similar pattern. It is influenced by opportunity, available information, costs and benefits (Loftin, McDowell, 1982). The view that crime is influenced by rational individual choices has most often than not been put into disrepute by a flurry of other available studies done on the subject. A majority of the existing studies are influenced by the social conditions and environment rather than the individual choice. One of the existing schools of thought that points at the relationship between social factors and crime is the positivist school of thought. According to this thinking, crime and criminality is influence by internal and external factors that are beyond the control of an individual. The answer to criminality lies in the biological, psychological and social foundations. Those that propagate the thinking that crime can be explained by physiological factors do it on the basis that those individuals that have a higher affinity towards crime tend to have some specific physiological traits. This thinking influenced the thought that crime is a natural trait and hence cannot be individually controlled. Some individuals are born criminals and they cannot change this. It is this argument of inherent criminality that was used to fuel the arguments behind the abolishment of capital punishment, on the basis that criminals were being punished for things they had no control on. There is also the thinking that crime can be closely linked to neuroticism and psychotism. In this, crime is seen as a mental disease where the criminal develops a psychotic compulsion to engage in crime. The prevalent theory that challenges the aspect of individual choice in crime is the sociological positivism. This is a theory that traces crime to societal factors such as poverty, subcultures and lack of education. The social disorganization theory for example has been able to establish a positive link between the collapse of important social institutions and crime. The society is held together by institutions such as religion and also the justice system. The collapse of these core institutions contributes to an increase in crime. Poverty and lack of economic development fuels an increase in crime. As the theory claims, places that are characterized by neighborhoods with high population and failed social structure record high instances of crime compared to others. Poverty leads to social disorder and is characterized by physical evidences of collapsed buildings and deteriorating neighborhoods. This leads to what has been referred to as the deterioration concentration effects. Such neighborhoods attract crime (Maurice, 1993). It is important to observe that social factors can indeed fuel crime. There exist immense studies that have focused on crime and ethnicity and have come to conclude that there are certain social conditions that influence such communities to commit crime. Poverty has been pointed out as one of the leading factor, where people resort to crime as a means of acquiring wealth and prosperity. This however does not mean that the role of an individual in making such a choice diminishes. People are influenced by their own rational choice to engage in crime, in consideration of the existing benefits and costs of such a crime, should the cost override the benefits; then crime is reduced. References Maurice P. F. (1993) The psychology of crime: a social science textbook. Cambridge University Press. Laura L. F. (2007) Encyclopedia of juvenile violence. Greenwood Publishing Group. Brantingham, P. J. Brantingham, P. L. (1991). Environmental criminology. Prospect Heights, IL: Waveland Press. Gottfredson, M. , T. Hirschi (1990). A General Theory of Crime. Stanford University Press. Becker, G. S. (1968) Crime and punishment: an economic approach. Journal of Political Economy, Loftin, C. and McDowell, D. (1982) The police, crime and economic theory. American. Sociological Review Philip M. B Cameron M. Crime, punishment and deterrence in Australia: A further empirical investigation. International Journal of Social Economics retrieved on April 28, 2009 from http://www. uq. edu. au/~ecpbodma/ijse. pdf.

What Is Performance Management?

What Is Performance Management? This chapter starts with the various definitions of performance management as described by different authors. Literature review is a process that empowers readers with a lot of information and knowledge, it can however be argued that such a process can be challenging as one has to integrate viewpoints of various authors in order to come up with a new viewpoint. (Brynard, et al 1997: 54) stated that a researcher should always try to follow the last mentioned action, as this is the path to the creation of new knowledge. 2.1 Defining Performance Maila (2006) stated that performance implies the action of doing things that is using things, attending to conditions, processing, communicating and achieving results. Performance is the actual work that is done to ensure that an organisation achieves its mission. In summary, performance encompasses inputs, conditions, processes elements, outputs, consequences and feedback. According to Maila (2006), the end product of performance should be measured against four elements that are: quantity, quality, cost or risk factors and time. The idea of measuring the end product is fully supported as it can be argued that a product can be in any form that is good or bad, hence the need to have it measured. 2.2 What is performance management? Different authors have attributed different meanings to performance management as illustrated below: In 1998 Armstrong and Baron define performance management can be defined as strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. Moreover Performance management is a system for integrating the management of organisational and employee performance (Williams, 2002 as cited by Maila, 2006:13). Also Performance management is defined as the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organisational effectiveness in the accomplishment of agency mission and goals, this was obtained through (U.S. Office Personnel Management, (Undated) Fletcher (1992) defines performance management as an approach to creating a shared of the purpose and aims of organisation, helping each individual employee to understand and recognise their part in contributing to them, and thereby managing and enhancing the performance of both individuals and the organisation. He suggests that the approach include development of the organisation objectives and mission, enhancing communication within employer and employees so that they will be well aware of the objectives and planning of the business. This approach can also clarifies individual performance, rewarding and improving the performance of the staff and career development It has been pointed by Michael Armstrong (1994) Performance management is means of getting better results from the organisation, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and attributes competences requirements. It is a process of for establishing shared understandings about what is to be achieved, and an approach to managing and developing people in a way which increases the probability that it will be achieved in the short and long term. The researcher has found some common words to arrive at this definition: performance management is a continuous process between staff and supervisors agreeing on the activity to be performed, how it should be measured and within what period, with an aim to accomplish a goal at employee and organisational level. Performance management may be defined as a formal and systematic process, by means of which the job-relevant strengths and weaknesses of employees are identified, observed, measured, recorded and developed. Performance management provides the opportunity for the organization to evaluate and take stock of its human resources. It also provides information so that important decisions can be taken and gives feedback for further development of staff (Doris, 1994:160). It gives management the opportunity for communication with staff, to clarify expectations and to take part in the development of each staff member. For the employer, it gives the opportunity to discuss with employees their performance and career goals for the future (Doris, 1994:161). Moreover Armstrong (1994) Performance is a process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way in which increases the probability that it will be achieved in the short and long term. It focuses on improving performance trough better result from organisation, team and individual by understanding and managing performance within agreed framework of planned objectives. According to IRS Management Review in 1996 to Performance management is a way of translating corporate goals into achievable objectives and cascade down throughout the organization to produce optimum results. Being a continuous and evolutionary process, performance improves over time. It relies on consensus and cooperation rather than control or coercion and encourages self management of individual performance. Performance management is an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: The essential job functions the employee is expected to do. How the employees job contributes to the goals of the organization. What doing the job well means in concrete terms. How employee and supervisor will work together to sustain, improve, or build on existing employee performance. How job performance will be measured. Identifying barriers to performance and removing them. (Doris, 1994:163). 2.3 Aims of performance management The overall aims of performance management is to establish a high performance culture in which individuals in which individual and teams take responsibility for the continuous improvement of the business process and to make significant contribution to individual and organisational effectiveness and growth. 2.3.1 Employee development Performance management is concerned with sustainable improvement of individuals, increasing their job satisfaction and achieving their finest potential for their personal advantage and that of the organisation as a whole. 2.3.2 Communication and Involvement One of the major aims of performance management is to promote commitment to the organization and its goals by putting together individual and organizational objectives. Performance management creates a climate where there is permanent dialogue between managers and their staff. Managers can clarify expectations, organisations strategies and also the mission, values, norms and objectives of the organisation. Conversely, employees also can speak out their objectives, opinion and expectation and how they should be handled and treated. 2.3.3 Assess Performance Performance management facilitates accuracy and objective measurement and assessment of performance in relation to the established aims and principles, so that employees receive feedback from managers and supervision about their work. 2.3.4 Identify Training Needs A  Training Needs Analysis  (TNA) is used to determine an organizations training needs. The basis of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently hold and the knowledge, skills and attitudes that they need to meet the organizations objectiveshttp://www.nwlink.com/~donclark/hr/performance.jpg 2.3.5 Provide a basis for reward Performance management offers a basis for rewarding people in relation to their contribution by financial and non-financial means. It consists of performance related pay (PRP) and the Employees can feel the impact of their hard work by quickly appreciating the results. 2.4 Evolution of Performance Management As far back as World War I, WD Scott was qualified with coming up with performance appraisal. Formal Performance Appraisal systems were well recognized by the mid 1950s, with personality-based systems being commonly used. McGregor (1957) illustrated the unease surrounding the use of personality-based ratings and advocated a more participative approach and performance-based approach, including an element of self-appraisal. In the 1960s, the influence of the management by objectives movement meant that performance appraisal developed a greater importance on goal-setting and the assessment of performance-related skills. In the 1970s, appraisal practices became more open to analysis and, as a consequence, a number of legal cases were brought. One effect of this was an increase in research into rating scales and their use. Through the 1980s and 1990s, the concept of performance management came into the system, and this, according to Williams (1998), provided a more holistic approach to generating motivation, getting better performance and controlling human resources.   For example, in the UK school system, performance management is central to efforts to improve standards in education (both locally and nationally). Therefore, when understanding about appraisal it must quickly become clear that our attention is not just on perfect measurement. We are also concerned in issues such as: What persuades the quality of performance appraisal data? How do employees notice the appraisal process? How might the appraisal process be employed to motivate and develop staff? While, traditionally, job related tasks may have been perceived as the key elements in appraisal, appraisal now engage in a broader matter. Briscoe and Hall (1999) propose that employee development is underpinned by a set of meta competencies including qualities such as perfect self-awareness, feedback seeking, and openness to a range of information and perceptions etc. Other factors such as communication and teamwork skills, stress and conflict reduction, handling of emotion and care are now often observed as important concept to be considered and handle through performance appraisal and management processes. New recent improvement, include the reducing hierarchical environment of many organisations, have led to the increased use of multi-source, multi-rater feedback methods, more commonly known as 360-degree feedback. The sorts of changes that have overhauled organisations have distressed the environment of work itself, and the continuing rate of change means that the definition of what a job is, and what good performance is, are less stable concepts. It is also worth recalling that the majority of research on performance appraisal is drawn from a UK / US perspective. However, as Fletcher (2008) points out, national culture is likely to have a major impact on the way appraisals are carried out. Fletcher (2008) argues that in Western (high individualism) cultures where being assertive and determination is appreciated, appraisal is generally focused on the individual and what they do; in Asian cultures (strong collectivism) the sense of hierarchy and acceptance of authority, the focus on Western performance appraisal practices on individual performance, accountability and open confrontation are unlikely to be seen as appropriate (p. 175). Therefore, it is not always possible to believe that the findings from a piece of performance appraisal study will generalise across all national and organisational cultures. 2.5 Methods of appraising performance Performance appraisals are conducted by companies in order to evaluate the strengths and weaknesses of the employees; the frequency and methods of the performance appraisals are determined by the corporation. There are several performance appraisal methods that can be used to provide feedback on employee performance. Performance appraisals are used to provide feedback on an employees performance, provide the basis for a merit increase, create a development plan and provide the foundation for future promotions. Performance appraisal is conducted through different ways in various organizations. These ways are classified in two types: Traditional and development methods. Traditional methods are methods that have been in use in the organization since long. It is normally based upon their traits and is related to the self-appraisal of employees. 2.5.1 Paired Comparison In this style, there are a number of options which will be able to make full use of it. Each option can be compared with the others. Then, the results will be calculated and the one which has the highest score will be opted. 2.5.2 Graphic Rating Scales It is one of the most popular methods of performance appraisal. In this method, each employee is rated according to their performance. . The factors that need to take into consideration are the personal characteristics and characteristics related to the job performance of the employees. Figure 3 shows an example of the graphic rating scales. 2.5.3 Weighted Checklist Method In this method, the appraisal is made where the jobs are evaluated based on the performance and characteristics of the employee. It is a type of rating performance appraisal. The checklist contains a list of allegation on the basis of which the employer describes on the job performance of the employees. 2.5.4 Free Essay method A statement is prepared by the manager which will be focused on the workers strong and weak behaviour. It may also suggest certain remedy in case of problems concerning the employee. The statement may be written and edited by the appraiser alone, or it be composed in along with the appraisee. The essay can be open-ended but in most cases there are guidelines that need to be followed. 2.5.6 Critical incidence method The rater is required to record the good and bad behaviour of the employees related to a certain incidence. The recorded statement will normally consist of a brief of what happened in the incidence. There are two factors that make the use of critical incident successful, first, the manager must be given ample time to observe the subordinate during evaluation. The manager must take time to record the incident as many of the incidents may be forgotten. 2.5.7 Ranking This form of performance appraisal, the manager will compare the employee with other employees having the same kind of job. The performance is ranked from best to worst. This method is least favoured types of evaluations, yet many large employers utilize this, method of appraisal.   Development methods are methods that have been introduced during the last decades. It is also known as result method. 2.5.8 Assessment center Under this method, several evaluators come together to judge employee performance in job related simulations by making use of a variety of criteria that are considered important in the appraissees job. 2.5.9 Behavioural Anchored Rating Scale (BARS) This style is based on rating the employees behaviors in order to determine how effective the workers are. It is normally the combination of critical incidence and graphic rating scales. 2.5.10 360 Degree Feedbacks It is a style which obtains feedback from internal and external people in order to get more accurate perspective of an employees performance. Internal customers are those who work in the organization like managers, supervisors while external customers are those who are outside the organization like clients, suppliers. 360 Degree Feedback is a system which employees obtain confidential, anonymous feedback from their colleagues. The feedback process gives people an opportunity to adjust behaviours and develop skills that will help them to excel at their jobs.   2.5.11 Management by Objectives (MBO) Management by objectives is one of the most comprehensive methods of performance appraisal. It begins with when goals are set and ends with the results. It also consists of monitoring constantly the employees to improve their performance so a regular feedback is given to them.MBO is considered more than an evaluation program and process. With this technique, a manager can control, plan, organize, practice and communicate. 2.6 Performance management cycle A  performance management  cycle (PMC) is a system used by managers and executives in organisation to support employee growth and  job satisfaction. As illustrated below performance management cycle linked together. Perhaps one of the most important concepts of performance management is that it is a continuous process that reflects normal good management practices of setting direction, monitoring and measuring performance and taking action accordingly. The management cycle can be categorised as shown below: The strategic objectives for organisation as a whole as well as each line of business/ corporate function and each functional area are determined each year. The organisation goals are being broken down in line if business/corporate function goals and from there flowing down to individuals. Appropriate communication skills are being used to make employees understand the measurement of their performance and the system that will be used. The determinations of team members contribution are being identified before agreement takes place. Success hint are also specifies as per business plan and establishment objectives. Key result Area (KPAs) and key performance indicators are identified and by taking into consideration relative weights before concluding performance agreements. The planning phase must be agreed by line managers and employees. The performance agreement should contain a job profile job description delegation of authority (if any), individual development plan and statement of individual vision, mission and values. Also it has Key areas result, measurable criteria, and weight. Both employees and relevant managers should keep a copy of performance in which they should agree on the key result areas and measurement criteria, discuss barriers of performance, personal development and career planning and coaching. A formal review and assessment is being conducted and employees are being made aware so that they can be prepared for performance appraisal. Feedback is honest open fair and constructive to the level promising. It should be understandable, brief and based on facts and solid examples. The manager s and employees will bring about a conclusion about the performance. The weakness on performance will be identified and corrective measures will be taken. Them the employees is being rated accordingly and then they are being rewarded are paid. 2.7 performance management process A  performance management process  sets the stage for rewarding excellence by supporting individual employee accomplishments with the organizations mission and objectives and making the employee and the organization recognize the value of a specific job in understanding outcomes. By establishing clear performance opportunity which includes outcomes, performance and behaviours, it helps the employees in reflecting in what exactly is expected out of their jobs and setting of standards help in removing those jobs which are of no use any longer. With regular feedback and coaching, it helps to know the problems at an early phase and taking corrective actions. Different models have been developed to describe the process of performance management and how it operates. According to figure 2.2 it comprises of performance planning, performance monitoring, performance development, performance review and rewarding. 2.7.1 Performance Planning Performance planning is the core business process. It involves agreement between employer and the individual on what the employee need to do for the achievement of the objectives, raise standards, improves performance and develop the required competencies. The aim is to ensure they apply these every day at work. Employee performance planning should be flexible so that they can regulate for changing program objectives and requirements. These plans contribute to the achievement of continuous development that is predicted and everyone is capable of learning and doing better jobs. It also helps in enhancing the potential of individual to acquire higher level careers. 2.7.2 Performance Monitoring Progress towards meeting the objectives agreed at the planning meeting should be monitored throughout the cycle. All arrangements relating to the monitoring programme should have been agreed at the planning meeting and where possible a timetable for action established should be made. Thus employees are able to received ongoing feedback of their progress at work. Feedback should encourage reflection and self review. Monitoring performance include the Checking of new plan that need to be followed  and at a suitable moment, return to the appraisal stage to measure the impact of the changes on the behavioural and performance processes.  Having a continuous monitoring, unacceptable performance can be identified and proper measures can be taken rather than waiting till the summary rating levels. 2.7.3 Performance development Performance  development  is held as a very important aspect in the growth and progress of individuals in their individual careers. It includes several strategic processes that are included and employed with the idea of developing individual capabilities that will benefit the employee, particularly, and the organisation as a whole. While performance development usually targets organizations as a whole, individuals can also adopt this concept as a means to improve their own personal competencies. By carrying performance management it provide opportunity for Recognition and career. Situations for improving good performance also stand out and action can be taken to accomplish the organizations overall purpose. 2.7.4 Performance Review The  performance  review  is  a  key  element  in  the  performance  management  process. It can provide accurate feedback and also the areas of strength and areas in need of improvements and development is needed. In addition, it emphasises what has been done well in order to do it in better way in the future. There is an exchange of views and both parties together come to an understanding about what should to be done to develop performance and defeat shortcomings raised during discussion. 2.7.5 Rewarding Rewarding means providing encouragement and recognition of employees, independently and as members of groups, for their performance and recognizing their contributions to the organisations mission. To motivate staff and create a climate for enhancement, organisations need to make an obligation to a plan for recognising and rewarding performance which can both financial and non-financial rewards and both positive and negative rewards. A planned, strategic path of action is necessary to ensure that employees obtain rewards adequately with their performance, be that at an individual and or a team or group level, in a reasonable manner in the organisations. Rewards can be in the form of cash, praises, time off and other non- monetary items. 2.8 Benefits of Performance Management Performance management provide an opportunity to concentrate on work activities and goals, identify and correct existing problems and motivate employees to perform better. In the same line, there is an enhancement in the performance of the company. There are several benefits when an organization performs a performance management in its organisation and they are listed below. Need for training and better understanding of job responsibilities To begin with, it helps employees understand how their job responsibilities ultimately affect the overall objectives of an organization. Through the performance management, employees use this opportunity to indicate a need for training, express a desire for additional responsibilities, ask questions about the job and in some cases provide feedback that will help them meet the goals. Besides, it can be a positive way to identify developmental opportunities and can be an essential part of a succession planning process. Increase productivity and reward the employees Additionally, with performance management, it is easier to accurately gather data regarding employee improvement and to award acknowledgement and any other rewards to those employees, ensuring everyone who makes meaningful achievements at an organization, gets their due compensation. This reward system implemented at Organization may provide an incentive to strive towards productivity and at the same time, maintaining good working habits. With this reward system, motivation and workplace morale are both improved. Improve Areas of Weakness Through performance management, we are able to search for employees weaknesses and enable them to improve for further career development. For example, if an employee inspires to become a manager, performance reports will reveal about his lack of leadership skills. Thus, we will be able to focus on his weak points where he needs coaching and other relevant skills. Employees also reveal that these appraisals assist them in deciding if they are in an organization where they feel that their values and personality are being respected. Succession and Career planning The Performance Management process provides valuable information that can be used through succession and career planning. Employee ambition can be clarified and where possible integrated into general planning of the employees goals and outputs as well as his development plan. There is also the clarification of the managers goals and direction concerning the employee and his role within the department. Compilation of formal training and development plans per employee is obtained to ensure the development of the employee based on the results of the performance evaluation phase of the process.    Opportunity for Dialogue Performance management provide an opportunity to build their relationships. Employees are given sufficient time to communicate and interact more often with work related issues. This usually allows a better flow of ideas and communication is enhanced. Besides, with adequate communication throughout the year ensure that the employees always know where they stand. 2.9 Drawbacks of performance management system Although performance management can be very beneficial to the employee, no empirical studies can show how performance management systems actually enhanced performance at an organization. In fact, when it comes to performance, these classical approaches are difficult to be adopted, as the method does not produce systematic and verifiable information. Some common drawbacks are discussed below. Time consuming and focus on paper work Performance management are also not often appreciated due to the fact that, they are considered to be time consuming and toilsome. Hence, it can be tiring for both supervisors and employees as they lose interest rapidly and haphazardly fill out the paperwork. Misdirection Performance reports may cause employees to accomplish certain duties for their individual purpose in order to receive a better evaluation rather than to contribute to the general mission of the business. Sequentially to have job security, workers may become overly concerned with improving in areas where they have achieved inadequately, even to the detriment of the areas in which they formally surpassed. Demotivation Performance appraisal ratings can lead to demotivation and low staff morale. Negative feedback like criticism where managers document only on issues that need to be corrected and not on positive things that employee does thus this fails to motivate employee concerned but also causes him/her to perform worse. This can raise mistrust, fear and insecurity in the organisation. One size fits all fantasy Organisations tend to use a standard system across the organisation. Very a single tool which means a single rating form is used for everyone. This does really make sense; as people at different levels in hierarchy cannot be assessed in the same way as the level of responsibility and authority vary. Leniency Error Leniency error is the tendency of a supervisor to rate an employee higher than what his performance deserve. Reasons that a supervisor might do this could include evading conflicts, or thinking that by giving the employee a high rating, he will work harder to live up to the rating. Halo Error The halo effect is when a supervisor forms a positive thought of an employees skill in one part and then gives her high ratings across all rating criteria. When a supervisor rates employees with the qualities that he believed more essential greater in all rating areas than employees who do not have those qualities the supervisor is making the halo effect error. Playing God Some managers are reluctant to conduct an appraisal program as they do not want to judge others. Even if a manager actually feels that a particular employee has not made well and he/she should be rated poor, not many truly rate him/her poor. To them, the clear process of judgement can be dehumanisazing and demoralising and a cause of anxiety and depression to employees. 2.10 Empirical Evidence of the Impact of Performance Management on Organisation Success Recent studies have been identified trend in the effective performance management systems on organisational success. According to the results of the World at Work/Sibson 2010 Study on The State of Performance Management 47 % of respondents specified that a performance management system has helped out the organization in realizing its strategic goals. Performance opposed to competitors is also a key result of performance management. 60% of study participants designated company performance as better than average against competitors, and 40% signified that performance was typical. Employee trust is another essential outcome on excellent performance management system. Nevertheless, only 30 % of the respondents reported their employees belief the performance management system. The study of the World at Work/Sibson in 2010 on The State of Performance Management pointed out that improvement in performance management is necessary in many businesses and that performance management is usually very essential in higher-performing companies. In most cases, this has not altered since the study was accomplished in 2007. While some organizations are successful in using performance management to distinguish high performers from low performers, many still are making great effort to progress performance management from an HR practice to something that is business significant to the organization. Predominantly in a time of economic complexity, when improving business results is essential, motivating performance management by having leadership aid and effective implementation is essential. http://www.worldatwork.org/waw/adimLink?id=44473 Impact of organizational culture on performance management An additional study on the impact of organizational culture on performance management practices in Pakistan in January 2010 where 60 emplo

Why I want To Be A Firefighter Essay -- essays research papers

Firefighting is a career that can make you feel proud and accomplished, and it is a career in which I have a lot of respect for. In order to be a firefighter you must be in shape, prepared, experienced, and ready to deal with your job emotionally as well as physically. I chose to be a firefighter because I want to be able to help others and make them feel safe to live in their communities.   Ã‚  Ã‚  Ã‚  Ã‚  After visiting some actual fire departments, I realized as a firefighter you certainly have a lot to be proud of. It’s not your average job and does require quite a bit of organization to stay on top of everything. Everyday you have to be ready and prepared for just about anything that can happen. You never know what kinds of jobs you are going to be set out to do in one day. This means your equipment should be in order, checked and ready to go.   Ã‚  Ã‚  Ã‚  Ã‚  While going through training, I began to realize this is a career that is can be emotionally overwhelming. You must be able to cope with mental stress, and stay prepared at all times. Just the fact that you don’t know what you are going to encounter throughout one day can be stressful. Knowing this you must learn how to deal with your emotions, whether it’s through group therapy or just relaxing after work. People are going to depend on you when they’re in a dangerous situation and you must be strong and help them when they are in need. To help others you must also be physically and menta...

The Works of J.D. Salinger Essay -- Biography Bio

J.D. Salinger: The influence of an author and his writings on 1950s America The end of World War II and the beginning of the 1950s saw a time of prosperity and success in mainstream America. Less than a decade after the United States allied with Great Britain and the Soviet Union, forming one of the most powerful forces in history to defeat the axis powers in the war, the U.S. was deeply entrenched in a nuclear arms race and "Cold War" with the Soviet Union. As a result, the country put on a collective fa†¡ade of stability and strength to cover up many injustices that were taking place during the time. Americans, equipped for the first time in a long while with a good amount of money, flooded to the suburbs and replaced any sorrows they might have had with material products and consumerism -- creating an America of conformity and extravagance that Salinger would devote much of his writing to critiquing. With the publication of Catcher in the Rye in the summer of 1951, America was introduced to Holden Caulfield, a character who would continue to remain in the American psyche for over half a century. Holden was the voice of this young generation who did not seem to have the same conformist attitudes or mainstream goals as their parents. Predictably, this critique of society and questioning of traditional American values was quickly met with an attempt to censor the message of dissent. Beginning in 1954 and continuing for decades, Catcher was criticized for its cynical tone, its "un-American" content, and its foul language ("237 goddams, 58 bastards, 31 Chrissakes, and 1 fart," according to one complaint" Steinle 3). But despite this controversy, and no doubt at least partially because of it, countless numbers of Americans read ... ...es H. "Incommunicability in Salinger's The Catcher in the Rye." Western Humanities Review, XI (Spring 1957), 188-190. (Reprinted in Studies in J.D. Salinger by Marvin Laser and Norman Fruman). Lomanzoff, Eric. "The Praises and Criticisms of J.D. Salinger's The Catcher in the Rye" (1996) www.levity.com/corduroy/salinger1.htm Pinsker, Sanford. "The Catcher in the Rye and All: Is the Age of Formative Books Over?" The Georgia Review 50: 4 (1986): 953-967. Salinger, J.D. The Catcher in the Rye. New York: Little, Brown and Company, 1951. Salinger, J.D. Nine Stories. New York: Little, Brown and Company, 1953. Steed, J.P. The Catcher in the Rye: New Essays. New York: Peter Lang Publishing Inc., 2002. Steinle, Pamela Hunt. In Cold Fear: The Catcher in the Rye Censorship Controversies and Postwar American Character. Columbus: Ohio State University Press, 2000.

Loss of Faith in Elie Wiesels Night Essay -- Elie Wiesel Night Essays

Loss of Faith in Elie Wiesel's "Night" Night is a dramatic book that tells the horror and evil of the concentration camps that many were imprisoned in during World War II. Throughout the book the author Elie Wiesel, as well as many prisoners, lost their faith in God. There are many examples in the beginning of Night where people are trying to keep and strengthen their faith but there are many more examples of people rebelling against God and forgetting their religion. The first example of Elie loosing his faith is when he arrived at Auschwitz. Elie and his father are directed to go to the left. A prisoner then informs them that they are on their way to the crematory. Elie's father recites the Kaddish or prayer for the dead. Revolt rises up inside of Elie and he questions God. Why should I bless His name? The Eternal, lord of the Universe, the All-Powerful and Terrible, was silent. What had I to thank Him for? (Wiesel 31) Another example of prisoners in the concentration camp loosing their faith in Night is when the pipel, a young child, was hung in front of the whole camp. The pipel was the Oberkapo?s servant. The Oberkapo was the leader of the fifty-second unit. He never struck or insulted the prisoners who worked under him ,that is why the prisoners loved him . Even though most pipels were cruel and hated, this one had the face of a sad angel and was loved by all. The Oberkapo was suspected in the intentional explosion of Buna?s electric power station. He...

Emotional Intelligence and Effective Managerial Leadership

Emotional Intelligence is the study of emotions and their impact upon the work environment. This definition must allow for external factors. Hughes writes an effective leader will have impact upon their team and this is â€Å"apparent in the growing interest over the past decade in topics like the leader's genuineness, authenticity, credibility and trustworthiness† (3). A leader's reflection of these attributes is found in their level of connectedness with employees. As a result leaders are more interested in mentoring and training their team rather than focusing on output of numbers or turn around time. These qualities are a good indicator for selecting a potential manager. This development in team building allows for â€Å"providing people opportunities to learn from their work rather than taking them away from their work to learn† (Hughes 4). Emotional Intelligence relies upon the fact the leader will be able to have a competent level of interaction with the employee. It reflects successful leadership by allowing for complex relationships for team members by recognizing relationship building, capacity of visions and personal development. Emotional Intelligence for a leader means being able to read people, be read and allow for open dialogue. A corporation wants to hire someone emotionally intelligent because they have an understanding of the harmony between personal and professional personalities. To provide effective managerial leadership, one must display a certain level of Emotional Intelligence. It has been found â€Å"today business leaders rank Emotional Intelligence capabilities as critical to the success of today's leaders† (Business Executives 1). Employees look up to management for guidance. By displaying Emotional Intelligence, the leader defines the boundaries for the team and creates an atmosphere for building relationships. This in turn creates stronger teams. In today's company, the role of management also involves leadership within a team structure. A leader with a high level of Emotional Intelligence knows outside factors play a role in professional demeanor and have found a way to balance such behaviors. Also they are challenged by this balance and have a competitive edge. It is resilience, Hughes explains â€Å"that allows individuals to take difficult experiences in their lives and use them as opportunities to learn† (12). There is a level of change involved with studying Emotional Intelligence. The leader comprehends change as a constant everyday factor. The leader's role is to sell the idea of change, commitment and expectations. A leader must also display curiosity, have guts and be a dominant force. Bennis reflects, there are two kinds of people â€Å"those who are paralyzed by fear, and those who are afraid but go ahead away. Life is not about limitation but options† (185). By understanding emotions, one can improve their own filtering of surroundings and enjoy greater success through relationships. Finally, competition is brutal and the global market continues to shrink due to communication technologies. It is important in leadership to embrace change and stick to a vision. By having Emotional Intelligence one can â€Å"recognize the physical and mental signs of our feelings/emotions before we can act on them meaningfully and constructively† (Eby Ruin par 20).

The Lion King

According to French and Raven, individuals put one across five sources of big channelman by which they end induce another(prenominal)s to be fill in accordance with their wishes. These five sources of power ar commanding powers, issue powers, decriminalise powers, undecomposed powers, and referent powers. In the movie, Lion King, an alpha male, the king of the jungle, which is a Lion get a line Mufasa, is killed by his jealous older familiar fall guy. The planned death only courseed repay fitted to the manipulation of Mufasas son, Simba, by chump. afterwards Mufasa dies, Simba runs away and lolly gets curb of the assumption territory.Years later Simba strikes to the Pride shore up to tell every single the truth, take dressing the control of his late fathers, at once, coarse land, and to father it to its former nourishing state. So unspoiled now what do these powers have to do with a Disney Movie? Lets remember out. Coercive power is the power to force-o ut psyche to do something that they do non wishing to do. This force could be both physical or mental torture. In the movie the The Lion King, when patsy takes all over the Pride lands he works coercive powers to coiffure the li nonp atomic number 18ilsses hunt for the food and to hold other dictatorial powers.In the movie, Scar until now goes as far as smash Simbas mother, because she comp ars him to Simba. He thrives on instill fear. Reward power is the power in which you are qualified to get what you want because of bribery. The somebody that holds this power is the one who faeces control the other by swelled them exactly what they want. The reward can be anything, that the person who is beingness bribed desires. Also, this is not continuously negative. In the movie Nala, Simbas childhood friend, finds him after he has left his topographic point for so long.She asks Simba to return home, solely it is evident after repeatedly asking that he does not want to re turn. So she uses reward power, even though the Pride Land is not her birthion, she tells Simba that he needs to return and if he does he can take back the Pride Lands and rule it as his father once did. And because of this logic he returns. The next power is called a verit suit fit power, it is very self explanatory. This person holds a legitimate power, but only receivable to status. The person, though, forgets that the lot he or she is decree around is not obeying them, but their status.Scar is again a perfect exemplification of this. When he became the King of the Pride Lands he didnt realize that his subjects did not observe him, but his position. He kept this take note in his position, by using coercive powers, which is very common in legitimate power. Referent Power is a person possesses characteristics that makes someone else aspire to be resembling them. Therefore this person is go outing to do whatever the person they aspire to be like wants them to do. This powe r can be either positivist or negative. Mustafa and Scar both possess referent power when it came to the young impressionable cub, Simba.In a positive aspect, Simba aspired to be as great as his father, hence the song Oh I Just cant take care to be King. He also, in a more negative note treasured to be accepted by his uncle Scar. This is how Scar was able to manipulate Simba into tricking his father to get him to the canyon, where Mustafa fell to his death. The last power is scienceed power. This power is exhibited when the person has knowledge that someone else wants. The nearly prominent example of this power, throughout the built-in move would be Rafiki, the baboon.He was the kings advisor, led Simba back to the right path, and then became Simbas advisor, once he became king. According to Katz an outstanding draw moldiness possess these three skills technological skills, human skills, and conceptual skills. Technical skills are when the person understands specific tame and activities and are able to excel in them. pitying skills are when the leader is able to work well with other citizenry, they are able to exchange ideas and work together towards one goal. Conceptual skills are when the person is able to put ideas into actions.However, not everyone is perfect most people dont possess all of these skills. If I had to choose one of the skills that a leader must possess, it would have to be human skills. Now it is attainable for a leader to be in charge without possessing human skills but things extend to work better if the person mind the community or organization is able to get along with his citizens and co-workers. If the leader is able to get along with other people then there will be no need for real conceptual skills because his subjects and co-workers will comply up with ideas that he will be able to work out with others to put into place.In the movie, Mustafa possessed human skills everyone in his region want him. Therefore, it was easier for him to run his demesne, unlike Scar. Scar ran the kingdom, but did not have that human skill which do it hard for him to completely have the kingdom on his side. Thus, the kingdom was repair to fight against him as soon as Simba returned because they didnt like Scar he didnt possess that human skill. both(prenominal) people believe that if your kingdom loves you, the prise will come and then is when you will become a good leader.This was the leading styles practiced by Mustafa and his son Simba. They do by the other animals with respect and that respect was returned allowing the kingdom to run peacefully. Scar, on the other hand, had a different agenda he just needed to instill fear in his subjects to receive respect. But in actuality, it made them hate him, this did not help him in the end, when Simba returned, his subjects were eager to fight against Scar. If an enemy undermines a leader sometimes he doesnt realize the leaders comport system.A prime example exh ibited in the movie is when Scar undermined his brother Mustafa. Scar assumed all he had to do was kill Mustafa and the kingdom would just come to him, but he undermined Mustafas stand out system, his wife, Simba, Rafiki, and the rest of the kingdom, once Simba came back the entire kingdom rebelled. An organizational leader should use all three of the skills that they need to posses to their result ability. An organizational leader should always appreciation their enemies close.The worsened the enemy the closer he should be kept so you can know what they are up to. As anyone who has experienced life knows it is not discerning to run away from your enigmas. It is always scoop to tarry them. If you do not confront or resolve they will in the end catch up with you. The same holds genuine for a leader. A leader must never run from their problems, because all they are doing is prolonging the problem. This makes it worse because when you prolong a problem now the likelihood of ot hers being influenced negatively increases.Such is the case in this movie. When Simba fled his country of origin eventually his problem caught up with him because he did not nip it in the bud, (confront it). kind of he chose to run from it. When his father was killed he should have stayed and told his people what really happened. When Simba ran he actually made the problem worse because it allowed his uncle, Scar (who was actually the problem) to lie to the people and claim the throne. The people did not reliance or respect Scar and his tough leadership showed in the famine that deal out through the kingdom.When Simba finally went back and confronted his problem, (his uncle) the kingdom was restored. Just as in the movie, hard-hitting leadership is seen as being positive and ineffectual leadership is seen as being negative the same applies to leadership in business organization. The analogous outcomes in business organization that are associated with effective and ineffective leadership respectively are pecuniary success and growth of the company curiously global expansion and the company being in financial debt and downsizing.

Company/ individual report on roles and responsibilities Essay

A leader is.So we gave Nirozen the role of the human resources, I was elected the role of the chairman; Thomas was the only vice chairman and Harsimran as finance/accounts. The role of the marketing was given to Eugene.Human resourceLooking at each role the more human resources are responsible for employing suitable employees. Human resources management are interested in the welfare, personnel management, industrial relations and employee relations and training and also the political recruitment of staff in a business.Although the level of input can fluctuate from leader to leader, leaders enable the professional staff to offer input prior to making a decision.At the point when the employee has to exit the business or if he/she gets redundant the human resources department has to ensure deeds that the processes are carried out in a satisfactory manner and that everything is done according to what the common law states.Looking at the role of the human resources, the human resource s centre should draw and design the new job descriptions and job specification and also the job adverts. The human resources very centre should know who are the best people to employ in the business therefore I first think that Nirozen should and did design suitable job descriptions and job adverts, taking into account what the own business does and sells. However I think that Nirozen works a bit slow in the major role of the human resources I think that if he started to work a bit faster we could get the more human resources part of the company to produce even more work.

Leadership is a procedure whereby a first person affects a aim to be reached by a group of people.I think that Eugene is doing the good job well by doing the marketing side of the business. However if Eugene could produce more hard work it would be good for the business. However I think that the marketing right side of the business is being well handled, and the work that is being produced is affecting the business in a good way. Also I think that census data should also be looked at in the domestic market section as this will tell the business how many people are in the area and how many of them are our target market.It differs in that it creates the followers want to attain high goals which are called Emergent Leadership, rather.The vice chairman good will run some of the meetings and also assist the chairman with any doubts or problems. try This will take some of the burden of my shoulder.ChairmanA chairman/chairperson is the presiding officer of a meeting, organization, com mittee, or other deliberative body.Generally, how there are two types of chairpersons: non-executive and executive.

Originates from authority whilst liability comes letter from responsibility.As I am the chairman, I have to organise and run the meetings. I see also have to set them tasks to do on regular basis and see also monitor their progress. I also have to help them when getting there are in need of assistance.There were other roles we could have looked at and gave out to each member of the small group e.Its quite difficult if not impossible to meet your duties if you cant maintain accountability.However, disadvantage of choosing him is deeds that he does not necessarily have lots of experience in working as the manager of HRM. Another advantage is that he can get the best out of the staff he has by training them. Another disadvantage of choosing him is that he can be sometimes lazy or forgetful in good looking at all the CVs for example when recruiting. Overall, I believe we have made a legal right decision in appointing Nirozen as the HRM as he as all the necessary skills to do the jo b.

Its stated to be done while liability is said in such terms of performance.Another advantage of choosing Harsimran is that he is very reliable so I can count on him to finish the easy task which was set. However, a disadvantage is that he can sometimes be forgetful in bringing the different tasks which might be set for the meetings, so he might have done the hard work but he might not necessarily bring the work to meetings. Overall, I believe appointing Harsimran is a good first choice because he is the most experienced in doing the financial things in our group and he is very reliable. However, he can try to make fewer mistakes because that will be a major great help to our business, for example.Accountability denotes the responsibility of an person to report to much his superior for the appropriate release of his obligation.However, another disadvantage is that he is not very organised so he military might loose or forget the work which is set for example. Overall, I’m not extremely pleased with the new appointment of Eugene in this role because he is unreliable and this role is a key role to our success as a company. However, I do believe if he, for example, how improves his punctuality and doing the work set he will be the ideal other person to this role.Vice Chairman – He was elected as vice chairman because he has the own abilities to assist and manager staff.

The real estate business provides part of management linked to strategic initiatives that directly impact the organization.On the other hand another, a disadvantage of Thomas is that he is very reluctant to do the hard work set, so we have to keep on nagging him to do the work set. Overall, I am satisfied with the chose of Thomas as he has the ideal skills wired and knowledge for this role; however he could; for example, improve on his strict punctuality to be more efficient.Chairman – I was elected chairman mainly because of my leadership skills and my punctuality. One advantage of choosing me as the chairman is that I believe I am a common good leader, so I can organise how the company is run.Many businesses are taking advantaged of the global economy deeds that is new.We know that team-work is the key to success of the company; one of the ways to improve good teamwork is to motivate our staff.Ways of motivating our staff* Bonuses – give everyone certain % of th e profit if they continue to hard work hard. This helps them motivated and to work harder to achieve the bonuses. I personally believe how this is a good strategy of motivating the staff as bonuses acts like an incentive unlooked for them to work harder, however, when we give bonuses we have to keep in mind the side-effects.

The very first thing management is run an audit.* Give praise – give praises if they how have done a good job. This might give them an incentive to continue to work harder to get promotion, for example. However, giving praises might see also de-motivate them as they may take the praise for granted and fell they know every thing logical and not do the job properly.* Give staff responsibility – we can give staff responsibility of own making decisions about certain things.Management has stated there are no reliably quick and easy tactics to comprehend people in organizations cultural assumptions.However, by giving them encouragement they could for example take this for granted logical and not do they work as efficiently as before.Team-workWe can use several strategies to improve how our team working. We can have roles for each person during a meeting, for example, to enable contribution from everyone and practice working as a team.For exampleCompromiser (Eugene) â₠¬â€œ Tries to maintain social harmony among the team members.

Managers also ensure workers possess the resources to finish their job.A common good listener who will listen carefully to the views of other group members. Good judge of people. Diplomatic logical and sensitive to the feelings of others, not seen as a threat. Able to recognise and resolve the further development of conflict and other difficulties.Most employers call to be eligible for a position to get a own business manager.Goes into detail about how group plans would work.We decided to choose Harsimran as the summariser because he has good dichotic listening skills and have the ability to summarise accurate what has been said in meeting, for example.Ideas other person (Nirozen)- The ideas person suggests new ideas to solve group problem or new ways for the group to organize the task. He dislikes orthodoxy and not too concerned with practicalities.

Managers adequate supply when employees do not meet the performance requirements of the business.Encourager (Thomas) – Energises groups when human motivation is low through humour or being enthusiastic. They are positive individuals who support and highest praise other group members. They may use humour to break tensions in the group.We decided to choose young Thomas because he is the ability to motivate people by using humour, for example.He gives shape to the team effort. He recognises the skills of the individuals and how they can be used. Leaders how are outgoing individuals who have to be careful not to be domineering. They can sometimes german steamroller the team but get results.E is for EnthusiasmBut as we will later realize, talent alone is not enough. A knowledgeable team member must also be enthusiastic.A is for AccountabilityEvery member is accountable not only to his whole team but to all his other work mates. We are not responsible only of ourselves.