The wild west meets the wild east Essay Example For Students

The wild west meets the wild east Essay Built on scenic, typhoon-lashed hills at the tip of a peninsula jutting into the Sea of Japan, Vladivostok was never a typical Soviet city. Home port of the Red Navys Pacific Fleet, it was closed even to Soviets from other regions until its official opening Jan. 1, 1992; yet because of the thousands of wandering merchant marine officers and seamen, more of Vladivostoks residents had probably visited Western countries than those of any other city in the empire. Today, however, the once-disciplined sailors have turned Al Capone-style businessmen, chasing after money and power in right-hand-drive cars imported from Japan. Ten company members from San Diegos Blackfriars Theatre rode into Russias new Wild East late last summer as the first American performing arts group ever to visit far eastern Russia with Beth Henleys fierce comedy of American pioneer life, Abundance, and Romulus Linneys moving one-act about the great Russian poet, Akhmatova. In addition to Vladivostok, the plays also toured last summer to Khabarovsk, a city on the Chinese border, with Abundances Pulitzer Prize-winning playwright along for the ride. We will write a custom essay on The wild west meets the wild east specifically for you for only $16.38 $13.9/page Order now And through the seemingly anomalous and always demonstrative theatre communities of the two cities, the Americans were immersed in the complexities of life in todays Russia. Though by economic measures the cities are comparable to Tijuana, this is still the land that produced Chekhov and Stanislavsky, where even philistine borderline businessmen consider theatre a central part of cultural life. In fact, most of both the host theatres sponsors belong to this new-monied set. The Americans got a long look at a distinct theatrical culture which with the self-assured signals of U.S. culture jamming the post Cold War airwaves, and increasingly desperate financial pressures on Russian artists runs the risk of being consigned to the proverbial dustbin. THIS TOUR REUNITED the cast of Blackfriars critically acclaimed 1991 production of Abundance, led by actor and producer Allison Brennan and director Ralph Elias. In Vladivostok and Khabarovsk these typically peripatetic American theatre professionals had a close encounter with the power of the Russian collective. Actor Kim Bennett explained: The lead actor of the Khabarovsk Youth Theatre asked me how many theatres Id worked in and I told him between 60 and 70 over the past 15 years. He had worked in his theatre for 20 years, and had never worked with any other. Its like playing on a team its not all about individual stars. Company member Erin Kelly cited the security of the collective as a key to the unrestrained theatricality of Russian acting. I think in the United States we need to get some of that largeness back into theatre. In America were too often limited by appropriateness and believability, she said. Actor Linda Libby suggested that the Russian acting style corresponds to their largeness of spirit in all areas of life. Allison Brennan played the title role in Akhmatova, which she says the company approached with some trepidation as to whether it was presumptuous of us to perform a play about a great Russian poet there. The company also worried that the one-act was too short to appear on its own program, and supplemented the evening with a reading by Russian actresses of Akhmatovas poem Requiem and a discussion period with audiences. But despite these qualms Brennan says the Linney one-act was received warmly and produced a huge impact on Russian audiences, especially given that the one-act was only added to the program in May, on the suggestion of a Vladivostok theatre manager who was concerned that Abundance alone wouldnt fill enough seats (a fear which proved unfounded: the company filled the large 1,000-seat theatre to capacity for each Abundance performance there, and the four Akhmatova performances in a smaller venue sold out before the Americans arrived). .ue48d35fa820936b43ed5c061a5470ac4 , .ue48d35fa820936b43ed5c061a5470ac4 .postImageUrl , .ue48d35fa820936b43ed5c061a5470ac4 .centered-text-area { min-height: 80px; position: relative; } .ue48d35fa820936b43ed5c061a5470ac4 , .ue48d35fa820936b43ed5c061a5470ac4:hover , .ue48d35fa820936b43ed5c061a5470ac4:visited , .ue48d35fa820936b43ed5c061a5470ac4:active { border:0!important; } .ue48d35fa820936b43ed5c061a5470ac4 .clearfix:after { content: ""; display: table; clear: both; } .ue48d35fa820936b43ed5c061a5470ac4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue48d35fa820936b43ed5c061a5470ac4:active , .ue48d35fa820936b43ed5c061a5470ac4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue48d35fa820936b43ed5c061a5470ac4 .centered-text-area { width: 100%; position: relative ; } .ue48d35fa820936b43ed5c061a5470ac4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue48d35fa820936b43ed5c061a5470ac4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue48d35fa820936b43ed5c061a5470ac4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue48d35fa820936b43ed5c061a5470ac4:hover .ctaButton { background-color: #34495E!important; } .ue48d35fa820936b43ed5c061a5470ac4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue48d35fa820936b43ed5c061a5470ac4 .ue48d35fa820936b43ed5c061a5470ac4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue48d35fa820936b43ed5c061a5470ac4:after { content: ""; display: block; clear: both; } READ: The 'how' of funny EssayTHE AMERICAN COMPANY was also astonished at the technical differences in the theatres they visited. There are no stage managers as we know them in Russian theatres: the technicians attend rehearsals and learn their parts the same way the actors do. In Vladivostok, the company faced the forbidding task of teching the show in a day and a half, with two technicians who spoke no English and had to run the lights from a 200-dimmer board, with each light on an individual dimmer. For Elias careful coordination of the lighting and sound were extremely important for the episodic Abundance and, he says, the results were impressive. The collaboration with the technicians was amazing, he recalls, and bonds developed between the two companies.

Important To Have Cultural Diversity At A Hotel Tourism Essay Example

Important To Have Cultural Diversity At A Hotel Tourism Essay Example Important To Have Cultural Diversity At A Hotel Tourism Essay Important To Have Cultural Diversity At A Hotel Tourism Essay The Hotel AAA is located in down south, the belongings has 192 suites. Well known as best five star resort in Benthota, Srilanka. The proprietor ship belongs to an international chaining. And Hotel has a watering place, luxury room installations. And the guest satisfaction, client relationship is up to standard. Facilities Adjustment. Butler service. Concierge. Banquet. Dining installation. Main eating house. Pool Bar eating house. Fine dining eating house. Sea side Restaurant ( Under Construction ) Admiration Hotel AAA owns by an Indian company. And it has more subdivisions worldwide. All top degree directors are from India and other than that the section caputs, executes and employees are from Srilanka and other Asiatic states. Organizational construction As I mentioned earlier organisation top direction is belongs to India, and they are the people who recruit employees for the top direction. The Company employees name will non be disclosed due confidential information being exposed and hazard of judicial proceeding. Hotel General director is the individual who responsible for the employees, and guest. He will describe to India. Six section caputs are pull offing their sections. All section caputs has their Executives, and staff to do the organisation to a better topographic point Datas Analysis Research informations aggregation methods Primary Data Secondary Datas Survey Hotel Human Rescores statistic study Personal interviews Scope of the research Employees working for the organisation were the topics of this research. The entire population of this organisation is 200 was used as a sampling frame, the choice was done irrespective to the gender which comprises both male and female respondents from the ages 19 to 55 old ages. The degree of instruction of participants scopes from Primary literate degree to third makings. This research has conducted in two months period when the clip that Company runs with extremely disgruntled employees. Two chief occupation classs are represented in the population i.e. professional ( Technical staff ) and disposal and supervisory employees. All participants were lasting employees of the organisation Restriction of the survey Due to Researcher subdivision is the clerical staffs it may be generate linguistic communication issues when giving questionnaires Employees may non supply existent facts for my inquiries Primary Data Collection For the research I have collected informations from their studies. And information shows the hotel employee dislocation construction harmonizing to the appellation, diverseness and current state of affairs about the hotel civilization. Hotel employee s appellation vise Further to the above pie chart refers the employee class dislocation harmonizing to appellation vise. None Executives 59 % Executives23 % Trainees 10 % Directors 8 % Hotel Employ Ethnic Diversity Above pie chart shows how the hotel civilization express, Sinhala 73 % Tamils 15 % Warren burgers 6 % Others 6 % Employment based on Permanent, Contacted, Temporary. Hotel has hired people harmonizing to the attached pie chart, Contact Staff 81 % Permanent staff 13 % Impermanent Staff 6 % Cultural diverseness based on, racial, gender, different cultural etc. when it s come to the current state of affairs of the company, Categorization of employees based on age group Categorization has been done grouping employee into 5 chief classs on Age group in the selected sample. The undermentioned pie chart exhibits how it comprises employees on age group in the selected employee sample for the research. Above chart following characteristics can be seen in Hotel AAA Out of 30 employees, 13 employees ( 43 % ) are in 21-30 age bounds and it is the highest per centum. 8 employees ( 27 % ) are in 31 40 age bounds, 6 employees ( 20 % ) are in below 20 age bound and 3 employees ( 10 % ) are in 41-50 age bounds severally. The lowest per centum is relation to the in over 50 age bounds and there is no any employee ( 0 % ) in this age bound. Categorization of employees based on educational making Categorization has done grouping employees into 04 chief classs on their educational making. The undermentioned pie charts exhibits how it comprises employees based on their educational makings in the selected sample in the organisations. Harmonizing to the above chart following characteristics can be seen in educational makings of employees in Hotel AAA Out of 30 employees, 17 employees have educated until G.C.E ( O/L ) and it is shown as 58 % of the sum ; which is the highest per centum. The lowest per centum ( 7 % ) has obtained by 2 employees who belong to graduate. Other 04 employees ( 14 % ) are in A/L degree and 06 employees ( 21 % ) are in other district or professional class. Guest Diverseness Harmonizing to the study, Most of the Russian invitee has performed in the market. And secondly German market invitee has visited. Most of the invitee has travel to srilanka for pass their vacation in our state, 52 % of the travels visited srianka for vacation, 42 % of the travellers has visited srilanka for concern intents. Harmonizing to the above pie chart, Most of the blast has truly enjoyed their vacation in hotel AAA. And the direction demand to see about the 4 % of hapless servicers and complains that blast has made out of overall hotel. Finally direction demands find solutions for these hapless and mean countries. Company issues Purposes The intent of the assignment is HR patterns and measuring Motivation and leading theories Harmonizing to the current organisation happen out what are their failings, happening solutions in recommendations. Specific aim Identify the ground for employee occupation satisfaction Measures the employee s occupation satisfaction critically measure the theories harmonizing to the state of affairs. General Objective This will be bring forthing profit for direction. To heighten the cognition and accomplishment in this research country. Schemes of Hotel AAA Five successful factors Harmonizing to The organisation they are keeping five successful factors as follows, Current organisation invariably giving their best precedence to client outlooks, and making distinctions, the manner they really concerned about how to do their client happy at the terminal of the twenty-four hours and. Diversification at the Hotel AAA Employee Diversity Guest Diverseness It is really of import to hold cultural diverseness at a hotel. Between one employees work compared to work strength To accomplish marks and ends, in a work topographic point, the environment must be peaceful.to addition nonviolent environment employee. Harmonizing to the current state of affairs of the hotel, the employee has common regard among one another. Respect to their core workers may assist to construct the mutual work atmosphere. Mentioning to the Guest Diversity of current organisation, they are successful in positioning invitee in a higher topographic point. Guest is first , they are our foreman, like frailty. And The company is giving best precedence to fulfill invitees all around the word. Mentioning to the study when compared to other nationalities Russian invitee and German invitee are highest in reachings. Pull offing and fulfilling this client is the most critical way. Occasionally the linguistic communication barrio is at that place And it is necessary to develop staff by carry oning linguistic communication categories. Cultural Dimension Theory, Hofstede Mentioning to Hofstede frame work it has steps cultural variegation in different civilizations. Harmonizing to his frame elucidation Peoples are different from one and other. When adverting the Current state of affairs of the organisation. Power: Has every bit given to employees to harmonizing to their occupation description. In the working environment power will depend on the appellation of the individual. Masculinity vs. Femininity: Considering to this factor as an organisation demand to hold an merger of masculine and feminine employees. Harmonizing to the current Low of Srianka Female staff can be employed until 2300hrs. Nevertheless state of affairs of hotel AAA at all times masculinity taking the displacements. Individuality: Top direction anticipates more than independency work squad working with employees will do a better result. Carmazzi s Model of Culture Cultural Taboos Taboos are can be define as behaviours, manners public presentations harmonizing to the civilization. The current state of affairs of the company, there are different cultural tabu. All are working for one mark and some may understand and some nay non. Somehow direction realized the state of affairs and tried to do the environment harmonizing to the cultural tabu. They discipline extremely managed by the company. Cultural Shock Employees have many chances to direct their employees to different states. Some of the directors, making this to actuate staff but these are non go oning the manner they anticipate. Cultural daze is make employee demotivated. Harmonizing to Carmazzi s faculty of civilization the current phase of the company is unrecorded and allow unrecorded civilization. Leadership theories Trait Leadership theory Above leader ship manner can use to the top direction of the organisation. Nevertheless trait leading theory can use for effectual leaders and uneffective leaders in an organisation, when it comes to the current organisation, the directors have inordinate degree of accomplishing marks and carry throughing their aspiration in twenty-four hours to twenty-four hours work. When it comes to the top direction leader of the current organisation the emotional adulthood degree of the caput of section is high, therefore they can be adjustable in each and every state of affairs of the organisation. Even if it is a worse status or a moral status they are adjustable. Department caputs are saying their work with forenoon briefing, adverting what are the extraordinary things can be done in the hereafter. The people-oriented leader ( Fiedler, 1967 ) Above leading theory is devouring by the general director of the organisation. And he who shows these manners of leading there are some of his work manners below, Efficaciously manages the human resources of the organisation harmonizing to authorized forces policies and processs that to the full conform to current Torahs and ordinances Guarantees the company, marks, mission and, when it comes to guest satisfaction, leader must strongly act. A cordial reception and touristry ever depend on guest satisfaction ; all the employees are covering with human existences non with goods. Subsequently employees need to work smart. The leader will help their employee to do their working environment to a friendly topographic point. TransformationalA leading The most effectual leader ship manner, Transformational leaders are stirring for the ground that is they anticipate the unexcelled from employees. This leads from top to bottom efficiency and assignment from everyone in their squad When mentioning to the current state of affairs some of the leaders managed to move like transformational leaders. These leaders except greatest work from the employees who are working under his direction will acquire motivated. Leadership manners There are three chief leading manners, Autocratic leading Democratic leading Declarative leading ( Laissez Faire ) Senior director is the current organisation is a dictator moreover the top direction of the organisation has bossy leading manner. Employees are deficiency of emphasis under working status of an bossy leader. Clear behavioural guidelines are attached to the bossy leading. Making right suggestions and steer subsidiary to a right way are some o the feature of above leading manner. Motivation Critically evaluate and warrant the issues of motive Maslow s hierarchy of work motive ( 1943 ) Manager can use Maslow s theory and the demands that are likely to attach to them, with the intent of accomplishing motive of employees. Maslow s demand theory, Have five degrees. When these degrees completed people get motivated. Mentioning to above figures, in an organisation, The basic demand is an employee is wage ( rewards ) Then after Job security, with domination programs, Insurance, and employee support. The 3rd Social demands mentioned as squad work, accomplishments, official and non-official work Fourth Admiration demands, like acknowledgment, occupation rubrics publicities Last Self-actualization, Personal development. Two-factor theory Psychologist Fredrick Herzberg ( 1975 ) Further to the Herzberg theories, there are motive factors and hygiene factors are depending on the employee. How the organisation dainty on them. Current state of affairs of the organisation is. Job satisfaction and dis satisfaction both elements are every bit impacting the employees. Current motive Techniques available at The Hotel When it comes to the current state of affairs of the company, they merely utilizing a recasting system to actuate staff, and at the same clip they maintains a list of the employees who achieved their marks monthly wise, and it will be appreciated through the top direction. Trainings Organization has a preparation program with the employees in section wise but so once more caput of the section is responsible for maintaining proper preparation program to their trainees. Customer Satisfaction The company has a invitee satisfaction form.it shows how the client satisfied out of their stay. When it comes to the employee the consciousness on the study is below norm. Some of them do non hold any clear thought of the guest satisfaction index system Recommendation Recommendations for Company Strategies Construct up quality footings in each and every section. And create mission and vision to each and every section. It will make an feeling among the employees. Give planned new employment chances for the following twelvemonth: Poolside Seafood Restaurant With the debut of the new Seafood Restaurant in the Pool country, we plan to enroll 10 new custodies for the operation and service of this mercantile establishment. Our scheme is to widen our seafood counters and drink services to the beachfront, since we realize that the sea beach is one of the major attractive forces where the guest discoveries relaxation, comfort and enjoyment during their visit/stay. At the minute, though we are non capitalising in this country, we propose to stretch our flushing amusement A ; every night activities to this section, in add-on to the nutrient, drink and other related services, in the close hereafter. Bettering our Banqueting Facility We are in the procedure of originating a major thrust in developing and upgrading our Banquet subject in order to pull more maps and local nuptialss from the locality. For this, we need to engage proper work force which unit will dwell of at least 10 crew members. Goal Puting Working with groups and, put their ends for one mark, one time a Month direction concept some marks and, inquire all the sections employees to carry through their marks and achieve the end. Guest Satisfaction Employees who has the good relationship with the invitee, and harmonizing to guest satisfaction they reword employee. And it will actuate staff. Training and development, Training is designed to alter the behaviour, attitudes, techniques, Enhance cognition, and accomplishments and better motive of their employees.Development involves larning that goes beyond today s occupation has a more long-run focal point.it prepares employees to maintain peace with the organisation as it changes. Solution for linguistic communication barriers For being a top ranking in cordial reception, they have to keep their position of commuting. Guest is coming all the manner from universe therefore every one demand to larn an international linguistic communication. English is the most indispensable linguistic communication. So by holding a preparation category to all employees who are deficiency of English will assist to keep company statues every bit good as the employee motive. Job Enrichment Vertical develop of the current, occupation giving the Employee. Control over planning, executing and rating of his occupation. Besides gives extra duty and independency. Job Enlargement The Horizontal develop of the current occupation. Will be responsible for more occupations and will hold more. Recommendations for Diversification Management techniques When it comes to an organisation in cordial reception industry, all of the employees are covering with human existences. Not with the goods. At the terminal of the twenty-four hours all are working for one mark that is client satisfaction. The first feeling will last long everlastingly. When enrolling employees, Well trained staff can be enrolling in the interim company can Concentrate on Job undertaking A ; achievement of their occupation descriptions. Enrolling more foreign employees. This can be done in the close hereafter harmonizing to the study highest reachings are from Russia. Sing to the fact we can enroll Russian talking employees or Russian invitee dealingss directors. New chances for calling patterned advance This has proved to be a remarkable motivation factor for keeping of a staff as there are invariably vacancies available at different degrees in all three establishments. In fact most our trainees over a period of old ages have found moneymaking in cardinal places all over the universe. The course of study that is soon been used has been designed with peculiar accent on the current National demands. Trainees Junior Executives Senior Executives Resident Manager Department Manager Senior Manager General Manager This calling way is good defined with difference guideline and is supplemented with classs at the Ceylon Hotel School and other external Training organisations. Performance Management and Employee Welfare A ; Profit Recognition-Appraise and appreciate people for their attempts and give them sense of accomplishment. Wages: a pecuniary expressing for the exceeding public presentation. Job Designing: Can re-design the occupation descriptions Job Rotation- systematic motion of employee ( s ) from one occupation to another. Provides assortment and stimulates the employee. Implement new Staff recasting system Organization can carry on more preparation about the industry, and what are the possible markets and how they increase similarly to acquire the thought of the organisation and their marks. Monthly wise they can choose staff from each section and direct them for outside preparations. Below reference facts are some recommendations to the organisation. Promotions and wage are non motivation factors them are hygiene factors excessively. Promotion In really simple term publicity means how far a occupation can guarantee 1s calling in occupation. It means whether the occupation is back uping the employee to be established or give range to develop 1s calling. Career has some stages. It starts with Recruitment and choice. The other stages are: publicity, preparation and transportation every bit good as arrangement. All these stages cover in the Company. Their satisfaction and dissatisfaction depends upon these factors through which an employee can make to the ultimate ends of the occupation. Salary One of the most of import intents to make a occupation is acquiring salary. If one gets a fine-looking wage by which one can afford the life may do occupation satisfaction. But if the wage can non bear 1s expenditure one should non be satisfied with the wage. Harmonizing to the Research company maintain fine-looking salary construction for all degree of employees so that will take for higher occupation satisfaction.

Sex Ratio by Geography

Sex Ratio by Geography Sex ratio is the demographic concept that measures the proportion of males to females in a given population. It is usually measured as the number of males per 100 females. The ratio is expressed as in the form of 105:100, where in this example there would be 105 males for every 100 females in a population. Sex Ratio at Birth The average natural sex ratio for humans from birth is approximately 105:100. Scientists are not sure why there are 105 males born for every 100 females around the world. Some suggestions for this discrepancy are given as: It is possible that over time, nature has compensated for males lost in war and other dangerous activities to better balance the sexes. A more sexually active gender is more likely to produce offspring of their own gender. Thus, in a polygamous society (polygamy where one man has multiple wives), he is likely to have a greater proportion of offspring that are male. It is possible that female infants are under-reported and not registered with the government as often as male babies. Scientists also say that a woman with a slightly over average amount of testosterone is more likely to conceive a male. Female infanticide or the abandonment, neglect, or malnutrition of female infants in cultures where males are favored may occur. Today, sex-selective abortions are unfortunately common in countries like India and China. The introduction of ultrasound machines throughout China in the 1990s led to a sex ratio of up to 120:100 at birth due to familial and cultural pressure to have ones only child as a male. Shortly after these facts became known, it became illegal for expectant couples to know the gender of their fetus. Now, the sex ratio at birth in China has been reduced to 111:100. The worlds current sex ratio is somewhat on the high side – 107:100. Extreme Sex Ratios The countries that have the highest proportion of males to females are... Armenia – 115:100Azerbaijan – 114:100Georgia – 113:100India – 112:100China – 111:100Albania – 110:100 The United Kingdom and United States have a sex ratio of 105:100 while Canada has a sex ratio of 106:100. The countries with the lowest proportion of males to females are... Grenada and Liechtenstein – 100:100Malawi and Barbados – 101:100 Adult Sex Ratio The sex ratio among adults (ages 15-64) can be highly variable and is based on migration and death rates (especially due to war). Into late adulthood and old age, the sex ratio is often highly skewed toward females. Some countries with very high proportions of males to females include... United Arab Emirates – 274:100Qatar – 218:100Kuwait – 178:100Oman – 140:100Bahrain – 136:100Saudi Arabia – 130:100 These oil-rich countries import many men to work and thus the ratio of males to females is highly disproportionate. On the other hand, quite a few countries have far more females than males... Chad - 84:100Armenia – 88:100El Salvador, Estonia, and Macau – 91:100Lebanon – 92:100 Senior Sex Ratios In later life, the life expectancy of men tends to be shorter than women and thus men die earlier in life. Thus, many countries have a very high proportion of women to men in the over age 65 range... Russia – 45:100Seychelles – 46:100Belarus – 48:100Latvia – 49:100 On the other extreme, Qatar has a 65 sex ratio of 292 men to 100 women. That is the most extreme sex ratio currently experienced. There are nearly three old men for every old woman. Maybe countries should begin to trade an over-abundance of elderly of one gender?

Impact of performance evaluation on employees motivation and Literature review

Impact of performance evaluation on employees motivation and productivity - Literature review Example 9 2.6 Performance Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 2.6.1 Different appraisal methods†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 2.6.2 Advantages and Disadvantages of an Appraisal†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.14 2.6.3 Limitations of Performance Appraisal†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 2.7 Factors that affect Productivity†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦17 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦......20 IMPACT OF PERFORMANCE EVALUATION ON EMPLOYEES MOTIVATION AND PRODUCTIVITY (A Case Study) 2. Literature review 2.1 Introduction Performance evaluation is an aspect of organizational progress that facilitates productivity and innovation. Performance evaluation looks at the issues that lead to progress in the daily activities of employees. Performance evaluation links the goals and objectives of an organization with the individual actions and behavior. Organizations set standards for measuring performance evaluation against performance (Armstrong 2006). Such standards guide the daily performance of employees and give a level ground for measuring success. Performance evaluation aims at enabling employees to follow procedures and guidelines that are in line with the aims and objectives of an entity. Such conduct gets looked at by evaluating the conduct of employees alongside set organizational standards. Performance evaluation in many entities determines the punishment and reward that gets accorded to employees. This shows that individuals have to behave in a certain manner in order to realize the diverse performance measures set by their entity. Failure to obey the rules may lead to loss of job, lack of bonuses, stagnation, and demotion at the work place. This indicates that performance evaluation has the ability to influence motivation and productivity in the workplace (Waal 2007). Moreover, the human resource function uses performance evaluation as a tool of ranking the level of employees in the entity. Organizations must have the capability to objectively distinguish employees in relation to performance. This should happen to al employees in an organization. Employees who are underperforming should get the assistance and opportunity to progress. Leaving poor perf ormers in the entity sends incorrect signals to other individuals who are performing well. Successful employees should be recognized for the effort put in daily operations. Performance evaluation is a critical facet of the human resource function (Bohlander, Snell, & Sherman 2001). As a result, employees should be subjected to reasonable appraisal methods. These methods must be understandable in terms of their relevance to all individuals in the entity. This will make workers behave in a way that is pleasing to the organization. However, this does not signify that things go as intended in performance evaluation. Organizations have been blamed of not following the correct process in guiding the actions of employees. This in turn influences motivation and productivity in the organizational context (Waal 2007). In conclusion, performance evaluation has led to the success of numerous organizations. Handling performance evalu

Discussion Assignment Example | Topics and Well Written Essays - 250 words - 4

Discussion - Assignment Example My choice of the percentage difference is a function of age and health because the two determine my choice of medical insurance plan. If I were elderly and/or sickly, I would chose a traditional unrestricted indemnity plan because it provides a patient with choice and security (Santerre and Neun 110). 2. Suppose the supply curve of medical services is perfectly inelastic. Analyze the impact of an increase in consumer income on the market price and quantity of medical services. Next, assume the demand for medical services is perfectly inelastic while the supply curve is upward sloping. An increase in consumer income will cause an increase in demand and market price but the quantity supplied will remain unchanged because medical practitioners have no choice in supplying medical services (Santerre and Neun 115). Prices of medical services will increase in response to increased costs of production. This will eventually in an increase in the supply of medical services. Producers always increase supplies when there is a price increment. However, there will be no change in the quantity demanded because consumers have no choice in the consumption of medical services as indicated by a perfectly inelastic demand curve (Santerre and Neun 115). In a perfectly competitive situation, lack of information may result in high prices and low quality of a medical good. This is because price and quality of products is unknown to consumers and producers. Producers may take advantage of consumers by producing low quality products and charging high prices so as to improve their profit margins. 3. 1. Explain the difference between the explicit and implicit costs of production. Cite an example of each. Suppose you are to specify a short-run total variable cost function for a nursing home. Explain the variables you would include in the function. What is the expected relation between a change in each of these variables and short-run total variable costs? Explicit costs are

Recession :: essays papers

Recession Despite all the recession talk recently, the economy apparently isn't doing so badly. The Commerce department today (4.27) announced that GDP grew at a 2.0% annual rate in the first quarter. This was up from 1% in the final quarter of 2000. The 2% rate is still slower than this time last year, but it seems as though a recession has been avoided for another quarter. (A recession is often defined by 2 or more quarters of negative growth, click here for more on the definition of a recession). This means that the current expansion has lasted for an even ten years - the trough of the recession in the early 1990's came in March of 1991. Caution: Revisions The number that was released is the "advance GDP report" and is subject to revision. In the last two quarter of 2000, the final release was slightly lower than the advance number - so it's possible - but very unlikely - that we will be dipping below the zero mark. On average preliminary real GDP is revised by 0.6 points to reach the final measure - in 90 percent of the cases the revision (advance to final) was between - 0.9 to 1.3. (See table) Revisions to Real GDP Average 2/3 of revisions 90% of revisions Advance to preliminary 0.5 -0.5 to 0.7 -0.9 to 1.2 Advance to final 0.6 -0.6 to 0.9 -0.9 to 1.3 Preliminary to final 0.3 -0.4 to 0.4 -0.5 to 0.6 Advance to latest 1.

Prejudices: Challenging Level Prejudice Essay

â€Å"We are each burdened with prejudice; against the poor or the rich, the smart or the slow, the gaunt or the obese. It is natural to develop prejudices. It is noble to rise above them,† Author Unknown. Unfortunately, throughout history our society has become victim to the upbringing and menacing of prejudices within. The prejudices that our fellow neighbors endure range from scowling facial expressions to violent hate crimes. As far back as the decades go, prejudice has been an ongoing problem in society, our children and our future are affected immensely; it is our job to make a drastic change. Prejudice is a word that means judging someone or having an idea about them before you actually know anything about them, the word can also mean having an opinion about something without knowing anything about it. (Kids Health) On a more challenging level prejudice can refer to a positive or negative attitude or belief directed toward certain people based on their membership in a particular group. The root of the word is â€Å"pre-judge,† it is a set of attitudes which causes, supports, or justifies discrimination. There are three general theories for prejudice; personality needs, social learning and conformity, and social structure and economic position. Based on a study done by the Delmar University the three general theories were shown to be the most common reasons for prejudice within a person. These three theories lead to the forms and explanations of prejudice. The first form of prejudice being cognitive prejudice which refers to what people believe is true. Next is affective prejudice which points to peoples likes and dislikes. And finally, conative prejudice which refers to how people are inclined to behave. Playing a part in the causes of prejudice is also; family, school, peer groups, work, and the media. Unfortunately, all too often a person will create a prejudice based off of something that they learned from another person or another area. It is society’s job to recreate the environment that we set for our youth and humanity. We have to show our communities that not everyone or everything can be judged from lack of experience or another’s belief. Our country has been facing prejudice since as early as slavery and the Holocaust. Slaves consisted of â€Å"colored,† people known as Negro’s and now referred to as African Americans. These groups of people were pre-judge based on the color of their skin. Since they did not have a pale complexion they were treated poorly and forced to serve societies â€Å"white† race. Later on in history a prejudice dictator, Adolph Hitler, created a German based army that slaughtered the Jewish community. Hitler pre-judged any and all who did not fit the description that he followed. Unfortunately, because of his prejudices many humans died from the ignorance of color barriers. Still to this day prejudice is a problem, where our children of color or bi-racial background experience the emotion of not feeling good enough because of what another thinks or believes. In Toledo Ohio where I live, my community experienced first-hand prejudice when a group of Neo-Nazis were given permission to have a demonstration walk through one of our neighborhoods. The decision that our Mayor made to allow such a demonstration was one that jeopardized people’s lives and disrespected the integrity of different cultures. The problem with prejudice is that society does not give one another a chance at being themselves. Some of our society is quick to judge another person for their color, their culture, or their religion. By pre-judging before knowing anything about a person or thing we are allowing something or someone else to influence our opinions. Prejudice is seen in all kinds of situations such as; the cheerleading squad not wanting to be friends with a certain girl because she does not come from a wealthy family, a Caucasian family thinking that the African American family that moved in down the street will break into their home cause they watched a show on television where a family did that or even for instance some of society not wanting to vote for Barack Obama because they think that he looks like he could be a terrorist. Our youth have learned the ignorance that we have instilled in them and in return have lashed out in outrageous actions. We have youth forming gangs and cliques that do harm to other youth because of what they have or do not have, or because of the way they look, who their parents are, where they live. It is unfortunate that instead of teaching our youth to appreciate everyone for who they are, we teach them what we do not like about another person or group. â€Å"Prejudice and discrimination are negative manifestations of integrative power. Instead of bringing or holding people together, prejudice and discrimination push them apart. Ironically, even prejudice and discrimination imply some sort of relationship. However, if there is no relationship people would be completely unaware of another person’s or group’s existence. When there is any relationship at all–even a negative one–there is some integration. Kenneth Boulding referred to this as â€Å"disintegrative power†-â€Å"the integration that is achieved through hatred, fear, and the threat of a common enemy. † (Boulding, 1989). There are ways that we can show our youth to bypass prejudice. If we start now and work together then the future of our children could be brighter and less hateful. Some of our schools have begun practicing exercises to fight prejudice and â€Å"bullying. † At Crissey Elementary School the teachers began an exercise where each grade and classroom came up with ways of helping another student and being nice daily. The school worked together and colored their own posters that read, â€Å"Stop Bullying! † or â€Å"We all love each other at Crissey. † Not only did they join together to make these posters but they hung the posters all over the school for students, faculty and visitors to see everyday. Their idea is a great one that could be carried nationwide; to help show children that everyone is equal. Another exercise that Crissey students participated in was one where each student took a family picture into their class. The students then wrote about their families, such as; how many family members there were, what their favorite foods were, what they liked to do together and so on. Once each student had written about their family the class filled out a poster that took a tally of each answer that was the same. By the end of the exercise the students were able to see that even though they may not look similar in appearance or come from the same origin, their families liked the same activities, foods, and vacation spots. It is exercises like these that help teach our youth to be, â€Å"one† and not divide between each other. The future of our society depends on people who have open minds and see past prejudice. These kinds of people can help mediate between conflicts of other people with prejudice. According to the web-site, Beyond Prejudice, the victims of prejudicial thinking or prejudicial actions are already devalued in the eyes of prejudicial individuals and any action taken by these people is seen as less valid because of their devaluation. In addition to this person being devalued, his or her action also brings an oppositional force into the situation; this often creates more heat than light. Oppositional positions, while they may be completely â€Å"correct,† often trigger resistance within observers, as well as within the individual who perceives himself or herself as the target of that force. This is partly why we need people to intervene between those with conflict. The only way to completely intervene without causing more conflict is to continue to teach against prejudice. Illustration A: Illustration B: The first illustration here simply shows the prejudice person (person who feels a certain way about another person or group) and the other side shows the targeted side (person or group being prejudged). The prejudicial action force is where the prejudice feelings reside between the two. The second illustration shows both groups and the prejudicial action force but it also includes another section that shows a non-targeted person or group. This added section illustrates a neutral party that can intervene to help detour the prejudice feelings. Our society can practice similar exercises to those of the Crissey students on a day-to-day basis. If we wake up every morning and decide to do one or two kind things for someone of another race, sex, religion, or culture we are slowly helping the fight. If you open the door for the Native American walking out, allow the elderly ladies to cut in front of you at the store, or even offer the homeless gentlemen a cold water you are showing another person that prejudice does not have to overtake our society. Theresa D. McClellan sited that, â€Å"It is the subtle forces and faces of racism which are the most frustrating and, often, the most difficult to combat,† by Woodrick in the 1996 issue of The Grand Rapids Press. The whispers under the breaths of Caucasians who were raised to hate African American’s, or the impolite nudges of the men who were taught they are inferior to women are the hardest feelings of prejudice to look past. According to the Conflict Research Consortium at the University of Colorado, these kinds of prejudice feelings can be worked through with counseling and exercises like mirror imaging. Mirror imaging is a strategy which parties can use to assess the reasonableness of their behavior. It asks the parties to look at themselves the way others see them and make appropriate changes if they do not like what they see. Often if disputants will look at themselves honestly, they will sometimes notice that they are doing the same kinds of things–name calling, deception, and rumor spreading, for example–that they fault their opponents for doing. Once this is understood, parties can change their behavior to appear more reasonable, without altering or undermining their true interests at all. Another exercise that the Conflict Research Consortium suggests is power sharing. This is a strategy for resolving disputes over who should have the most powerful position in the social hierarchy. Instead of fighting over who should have power over whom, power sharing relies upon the joint exercise of power. If conflicts can be reframed to focus on how such power sharing might take place, they can become much more constructive. With all of the given suggestions for fighting against prejudice, our society and communities should follow through with simple exercises to teach youth and adults ways to work through feelings we were taught or have on our own. We have to continue to educate about different cultures, religions, races, and sexes. We can educate everyone through our schools, media and peers. The next time you feel that you do not like the person sitting next to you because of the color of their skin, the texture of their hair, the odor they give off or their size think about what kinds of aspects of life you may have in common with them. Would it make you feel better to know that they get their hair cut at the same beauty salon you do? Would it make you like them if you knew that the reason they are obese is from the same disease that your mother suffers from? We need to try to remember when we feel hate and prejudice in our heart that â€Å"we† are not perfect either and there may be aspects of us that the person sitting next to us does not like. How would we feel knowing someone did not like us, and they do not even know us? â€Å"Prejudices are the chains forged by ignorance to keep men apart. † This is a quote by the Countess of Blessington that enlightens us to understanding that when we carry these prejudices inside ourselves we create the barrier between our fellow neighbors. Looking back at the history of prejudice and the pain we inflict on our children, our society and our future; we have to make the choice to learn the uniqueness of one another. It is our duty to the human race to stop prejudging another for what they are or are not. Reference Page Blessington, Countess. (2007). Welcome to the Quote Garden. Retrieved June 16, 2008, from http://www.quotegarden. com/ prejudice. html Cole, Dr. Jim. (2003). Beyond Prejudice. Retrieved June 16, 2008, from http://www. beyondprejudice. com/index. html. Conflict Research Consortium. (1998). Prejudice and Discrimination. Retrieved June 16, 2008, from http://www. colorado. edu/conflict/peace/problem/prejdisc. htm. Kids Health. (2000). Prejudice-not giving a ‘fair go’. Retrieved June 16, 2008, from http://www. cyh. com/SubDefault. aspx? p=255. Lunny-Brady, Edith (2008,April 10). Subtle kind of racism still around. Pantagraph, A. 3. Retrieved April 25, 2008, from Business Dateline Database. (Document ID:1460281071). Myra. Harold. â€Å"Love in Black and White. † Christianity Today >38. n3(March 7, 1994):18(2). General OneFile. Gale. Apollo Library. 25 April. 2008 from http://find. galegroup. com/ips/start. do? prodid=IPS7. Theresa D. McClellan / The Grand Rapids Press (2008, April 24). Marking decade of Diversity: Institute for Healing Racism workshops try to heal a society built on Prejudices. The Grand Rapids Press,B. 1. Retrieved June 16, 2008, from ProQuest Central database. (Document ID: 1468362011).