Toys R Us and Subsidiaries Essay -- GCSE Business Marketing Coursework

Toys R Us and SubsidiariesRunning Head Toys R Us Financial Analysis raze Consistent with the financial report, all amounts are expressed in millions except per dower data.Ernst & Young, LLP, independent auditors for Toys R Us Inc. and Subsidiaries issued an bungling opinion on the confederations financial statements as of February 1, 1997 and on the consolidated results of operations and cash flows for the three years ending February 1, 1997, February 3, 1996 and January 28, 1995. The report by the independent auditors and their issuance of an unqualified opinion serves to provide reasonable assurance to production lineholders, management, regulatory agencies and the public, that the financial statements are materially correct. Materiality is interpreted to mean that there are no live(a) adjustments which would impact the decisions or opinions of the readers of these financial statements. The inclusion of the auditors report in the year-end financial report lends credibility t o the presentation and allows the users including investors and potential investors to rely on the instruction as presented. Common Stock & Treasury StockThe company does not have preferred stock and has not declared or paid dividends on its common stock. As of February 1, 1997, Toys R Us, Inc. and subsidiaries had authorized 650 shares of par value $.10 common stock, of which 300.4 shares were issued. 12.6 shares were held in treasury stock leaving 287.8 shares issued and outstanding. The book value of the common stock issued and outstanding was $14.56 which is down from February 3, 1996 at which time the book value was $18.8. The total paid-in capital for common stock was $ 518.8 as of February 1, 1997 and $572.8 as of February 3, 1996. The average price per share received by the company for all common stock issued since inception of the corporation as of February 1, 1997 was $ 1.73.Ratio AnalysisTheres a reflection that the nice thing about standards is that there are so many of them to choose from. (Maciag, 1998) It is important to choose carefully the ratios to be analyzed to be legitimate that there is relevance between the data and the conclusions drawn from it. When choosing industry standards, it is important to select like industries with commonalties that support comparison of results. It would not be appropriate to equivalence the financial statement of t... ... beating the industry averages for inventory turns. In addition their receivables consistently exceed industry standard by a significant amount. Referencesenhance Analytics. (May 16, 1999). S&P Personal Wealth. open http//www.personalwealth.com.Industry Info. (May 16, 1999). S&P Personal Wealth. Available http//www.personalwealth.com.Maciag, Gregory, A. (April 13, 1998). A wake-up cal for industry standards. National Underwriter. P29.Meigs, Robert F. Williams, Jan R. Haka, Susan F. Bettner, Mark S., (1999) Accounting. p 619.Mills, posterior R. Yamamura, Jeanne H. (October 1998). The power of cash flow ratios. Journal of Accountancy. V186 n4 p53(7).Stocksheet Media General Quick Source Data-One Wev PageToys R Us INC. (5/16/99) Available http//www.stocksheet.com.Thomson Investors Network Company delineate Toys R Us Inc. (5/15/99). Available http//www.thomson.com.Vital Stats. (May 16, 1999). S&P Personal Wealth. Available http//www.personalwealth.com.Wallstreet Research Net Report Toys R Us Inc. (May 7, 1999). Available http//www.wsrn.com.Berry, Donna Gorski. (Mid-Oct 1998). Mouths of the millennium. Dairy Foods. 73.74.

Its Time to Stop Animal Research, Testing, and Experimentation Essays

Its Time to Stop Animal Research, Testing, and Experimentation Using animals in research and to test the safety of products has been a study of heated debate for decades. According to data collected by F. Barbara Orlans for her book, In the Name of Science Issues in Responsible Animal Experimentation, sixty percent of solely animals utilize in testing are employ in biomedical research and product-safety testing (62). People have different feelings for animals many look upon animals as companions while others view animals as a means for advancing medical techniques or furthering experimental research. However individuals perceive animals, the fact remains that animals are organism exploited by research facilities and cosmetics companies all across the country and all around the world. Although humans often benefit from successful animal research, the pain, the suffering, and the deaths of animals are non worth the possible human benefits. Therefore, animals should not be used in research or to test the safety of products. First, animals rights are violated when they are used in research. Tom Regan, a philosophy professor at North Carolina State University, states Animals have a basic moral right to respectful treatment. . . .This ingrained value is not respected when animals are reduced to being mere tools in a scientific experiment (qtd. in Orlans 26). Animals and people are equal in many ways they both feel, think, behave, and experience pain. Thus, animals should be treated with the same respect as humans. Yet animals rights are violated when they are used in research because they are not given a choice. Animals are subjected to tests that are often painful or cause permanent damage or death, and th... ...tes animals rights, it causes pain and suffering to the experimental animals, and other means of testing product toxicity are available. Humans cannot justify making life better for themselves by randomly torturing and execut ing thousands of animals per year to perform laboratory experiments or to test products. Animals should be treated with respect and dignity, and this right to decent treatment is not upheld when animals are exploited for selfish human gain. After all, humans are animals too. Works Cited Against Animal Testing. The Body Shop, 1993. Balls, Michael. Time to Reform Toxic Tests. New Scientist 134 (1992)31-33. Orlans, F. Barbara. In the Name of Science Issues in Responsible Animal Experimentation. New York Oxford UP, 1993. Silcock, Sheila. Is Your Experiment Really Necessary? New Scientist 134 (1992) 32-34.

Essay --

The Roman orator once stated, Outside of my home is where my life is made or in the Roman language he said, Ex mei domus est ubi mei vita factavest. He understood that most of our lives take place other than inside our homes. Also, it is important for people to enjoy the natural purlieu for several reasons.First of all, around the world lumberjacks are cutting down trees to make room for houses, office buildings, movie theatres, malls, and much more. The company who has told these lumberjacks to do this repulsive deed does not know that by carrying out this action, the company and its employees are taking away millions of animal habitats. It varies from the Bobcat to the Grey Squirrel and animals like humans quest shelter, food, and water to survive but without it, they die. People being able spend time in the outdoors will see what mankind is doing to these innocent precise animals and might consider not to demand things that might hurt someone else. They will soon appreciate t he natural environment and what Mother Nature has to deliberate to the world.Another reason is that the p...

Designers, unlike artists, can’t follow their creative impulses, they E

Designers, unlike artists, cant follow their creative impulses, they prevail in a moneymaking(prenominal) environment, which government agency there are a huge numberof see to itations influencing the design processThe work of a fashion designer is influenced by the demands of theindustry in which they work, which has both positive and negativeinfluences on the creative process. This essay looks at some of thekey parameters that the fashion designer must work within, and theeffect that these factors induce on the creative process and thefinished product.One key factor that affects the work of a designer is an element overwhich the individual had a indisputable degree of control The company thatthey choose to work for. There is a vast spectrum of elements thatvary from company to company and have on a eruption on effect on what isexpected of the designer from company practices, culture, values andpolicies to the public perception of the company to the size andresources available within a minded(p) business. Ipsuis are a smallBritish company that design and manufacture casual wear, and providean example of how company policy effects design. The company was messup with the aim of producing a completely fairly traded product. Inaddition to ensuring that all labourers are fairly paid, Ipsuis willonly use fairly traded fabrics which means a far more limited choicefor the designer and considerably longer lead times for a new fabric.Designers in the upper goal of the market, rely on their design team toproduce work that is in keeping with the image they have worked hardto create. From a designers stance it is beneficial to be ableto move between different companies- giving the opportunity to find abusiness that supports a designers vision.The next thing to consider after which company a designer works for istheir competition, both internal and external. Fashion design is ahighly agonistical job market. Designers are a great deal given temporarycontracts and o nly have a short time to prove themselves before theiremployer looks elsewhere. This, coupled with a high rate of redundancy delinquent to the volatile nature of the market means that designers areunder constant pressure to be at the forefront of their industry. Theadvantage of working in this competitive environment is that it spursthe designer on to achieve their best and results in hi... ...osts, so that is Tesco thatbenefits from increased profits. In this scenario, the designer doesnot see any benefit from the convert to the law.Ultimately, the situation highlighted above leads onto the single mostimportant factor that drives the fashion industry and therefore whatis expected of a designer Profit. It considered acceptable by criticsthat the work of the artist often has a limited appeal. A designerwork must have a certain amount of mass appeal in order for thegarments to sell well and make a profit. All the other considerationslooked at in this essay in some way tie in to the issue of profit andthe best way in which to maximise this. This inevitably puts thedesigner under certain pressures, which to varying extents limitstheir creativity. However this is a small charge to pay for working ina commercial environment that gives designers a platform to get theirideas off paper and into the shops, that allows the designer freedomto concentrate on their work whilst other business relatedconsiderations are taken care of by others and most importantly allowsthe designer to make a living start of the very thing they are mostpassionate about.

World Trade Center Tragedy :: American America History

human macrocosms Trade Center TragedyAt 845am a hijacked mainsheet crashed into the universe Trade Centre, 903am a second hijacked plane crashed into the ball Trade Centre. Again at 943am another hijacked plane crashed into the Pentagon, and one other hijacked plane was shot down at 1010am as it was going towards Camp David. On September 11th 2001 at 845am the first hijacked plane crashed into the World Trade Centre. American Airlines Flight 11 out of Boston, Massachusetts was the first out of four planes to be hijacked that day. As pot looked on they saw how many an(prenominal) people lost their lives in that short second. Many people looked on in shock and amazement at the same time. As they were looking at the first hijacked plane in the World trade Centre they saw a second hijacked plane Airlines Flight 175 from Boston, crashes into the south tower of the World Trade Center and explodes at around 903am. The south tower of the World Trade Center collapses, plummeting into t he streets below, and a massive cloud of dust organise and slowly drifted away from the buildings at 1005am. As many people ran for cover the second World trade Centre collapsed at1028. At 943. American Airlines Flight 77 crashes into the Pentagon, sending up a huge plume of smoke Three minutes later the Whitehouse was evacuated. People in Washington argon now feeling the same disbelief that New York was feeling. They are shocked, and some people might not have understood what was going on. Some people did not want to believe that something like this could happen in their city, let alone there own town. The Pentagon is now burning and there is nothing anyone could do but cry, and hope that their loved ones were not on any of those planes. The last plane that was hijacked was then shot down at 1010am. The plane was being hijacked was going toward Camp David.

The History of Art Essay example -- essays research papers

The History of Art When we think of history we dont often think of art. We dont realize how the history of art can help us learn more about the people, the cultures, and the belief systems of those who lived hundreds and thousands of historic finis before us. Art has developed, influenced, and contributed starting from the great Stone Age to the present day. Art gives an insight into the changes and evolution that man and culture have gone through with(predicate) to become what is today. Art is culture, art is the essence of the people who make it and the best way to appreciate art is to look at the history of it and its evolvement through time.The Great Ages consists of four distinct ripens The Old Stone Age, The New Stone Age, The Bronze Age, and The Iron Age. These four Great Ages is the complete history of art from the outgrowth to the present day. Each age is named characteristically for the type of material used for that time. Stone was used in the Old and New Stone age, bronze in the Bronze Age, and iron in the Iron Age.The Great Ages began with The Old Stone Age starting at 100,000 BCE. The people lived in tribes and clans and often moved from couch to place, hunting and gathering to live. They believed all life was sacred and all beings were divine, including animals. The tribal teachings taught that man and nature are one. Hunting and gathering was a sacred ritual because they would often believe they were at one with the animal being hunted. Shamens and shamenesses, looking atual healers and seers between the people and spirits of animals, would often lead hunts and call forth the spirit of the animal to which they would ask the animal to offer their life willingly for a successful hunt. An illustration in Art Through The Ages, 1-4, (Hall of the Bulls found in Lasacux, c 15,000-13,000 b.c. Largest bull approx. 116 long) a beautiful cave painting of Bulls. It shows how sacred these animals were to the people. The painter took the time not onl y to paint such a true to nature image but also purposely put it in a remote location hundreds of feet above the entrance. The location of the painting call down that it was used as a spiritual image that perhaps shamans would use to communicate with the spirit of the animal.The Shamans were necessary to the t... ...ng alongside the edifice and stained glass windows that were mystically illuminated with the suns rays. 13-29 (Interior of Ste.-Chapelle), 13-33 (St. Martin, St. Jerome, and St Gregory, c. 1220-1230, from the Porch of the Confessors, Chartres Cathedral France.).The beginning of the Renaissance around 1500 CE is considered the start of the Late Iron Age, which is still on going. The Renaissance was the age of enlightenment the rebirth of learning and culture where men were going beyond their ability, where artists were considered geniuses, and private pleasure became the subject of art. Great artists like Leonardo de Vinci, Raphael, and Titian emerged from the great per iod of the Renaissance they were not only geniuses, but also great individual intellects, who defined the greatness of art. Individualism still prevails today and is the very core of new-fangled society. Male-dominated societies still exist, but slowly the demand for equality is changing that. During the Four Great Ages, many things have changed, many things have been lost, but time has not taken a sudden halt, nor the art people, cultures, and mentalities continue to grow and change, and from growth comes greatness.

Community Diagnosis Essay

CHAPTER IINTRODUCTIONA company is a group of organisms or populations living and interacting with one another in a particular environment. People with common agenda, interest, or cause, who collaborate by sharing ideas, in bodaton, and other resources. In communty health nursing, biotic community of interests is the client who needs forward motion and preservation of the health of the population.Community diagnosis is a means of examining aggregate and social statistics in addition to the knowledge of the local situation, in order to happen the heath needs of the community. It is a tool to disclose the hidden problems that ar not visible to the community people but are being modify by them. This tool is important and has helped many communities in improving their health status.The main purpose of community health and nursing services is to improve and stimulate the health situation of the community that doesnt have access to basic health care services and to help individuals w ho need help to promote tint care for the whole community.This study will mainly benefit the people in Barangay 842, dominion VI of manilla paper. The researchers were optimistic that through this study they will be competent to assist the community in ontogenesis measures that will en qualified the local residents to identify and manage their own health related problems and be able to achieve good health.Read moreHow to write a diagnostic essay of my self.RationaleThis study aims to present the nature of the community of Barangay 842, District VI, Pandaca Manila thus aiding the nursing students to practice their knowledge and skills with discipline accuracy and in logical manner like contributing to the improvement of the condition of the locality. The community as the center of this study provides them to do their role in the field of health care as a responsible health nurse. It can produce selective information and information that can help to determine and identify needs, interest and problems of the community through joint efforts and cooperation among students and the people affected. Recognizing their needs, interest and problems of the community will enable them to picture the action needed, offer proposals, alternatives and solution and solve these problems with unity and coherence to have a better community setting. Community diagnosis provides the students exposure to the real-life situations, thus developing their decision-making skill and learn on how to deal on different people and situations in a right and ethical manner that we will encounter spot conducting this study. It also helps them develop our knowledge, skill, attitude, cooperation, and participation on improving the condition and organizing a community and learn how to deal on a chaotic situation effectively. In addition, nursing practice in the community The community diagnosis helps raise the level of health dissemination of the community. This will also help students to max imize our effectiveness and to render the potential on preventing diseases, promoting health and organize and participate on the development of health plan that will benefit the community to attain optimal health to individuals, families and communities.STATEMENT OF OBJECTIVESGENERAL OBJECTIVESAfter two hebdomads of gathering information at Barangay 842, Pandacan Manila BSN level Group 1 will be able to identify their communitys health concerns and make actions towards acquiring of health resources and services. SPECIFIC OBJECTIVES1. To assess the health condition and needs of the community and identify actual health programs and resources available. 2. To identify the health conditions that requires the highest priority and needs to be addressed. 3. To plan with the barangay officials and health care personnel a program that will help result the health concerns and needs of the barangay.Scope and LimitationThe prioritization of the problems observed and stated by our group focu sed more on the gathitherd data from the families interviewed residingfrom Barangay 842. The content of the data ga in that locationd from the random sample may not be reliable enough to represent the whole community of Barangay 842. However, the study may post signification in the sense that it may be useful in determining the problems of the community.Methodology/Tools UsedThere are 110 family respondents which compromises of 496 individuals in Barangay 621 partition off 62, District VI,, Sta. Mesa, Manila for our Community Diagnosis. This family represents the people we interviewed. This vision will serve as the representation of the community. The main method we used to assess the problem of the community is survey by means of survey forms. We assess the community by asking questions through interviewing that is clear and specific that can gather exact and specific answers. In addition, we gathered data through observing to complete the data needed in the survey form. The sur vey form was adapted from the Municipal Health division and was modified by Mr. Kenneth Joe Lovely RN, faculty member College of Nursing of Universidad De Manila. We used a spot-map to locate the area for our community diagnosis.Data Gathering ProcedureThe community assessment was conducted over the entire Barangay 621 Zone 61, Sta. Mesa, Manila. Only 110 families are surveyed to represent the entire community. All the questions are restricted in the survey form that is made by the Municipal Health Department and modified by Mr. Kenneth Joe Lovely RN, faculty member College of Nursing of the Universidad De Manila. All the data gathered was accord to what the researchers see and hear. The history of the barangay is available at the barangay hall of the community.SETTING OF THE COMMUNITYDESCRIPTIONThe barangay 621 is one of the Barangay at Sta. Mesa, Manila. It has a total number of populations of six thousands quartet hundred forty. Juan Philip P. Manabat is the current Barangay Chairman. It is bounded at the CordilleraStreet.Tagalog is their medium of communication, but as we observed there are also other languages that present in the community such as Bisaya, Cebuano, Ilocano, etc. the Barangay boundaries are 590 north, 603 east, 611 west, and 630 southwestward. Approximate land area of more or less 6.5 hectares. Covering the streets of Jacinto Zamora Link and Valenzuela Street. The existing facilities in the community are * Water pumps* Half courtsThe most common means of transportation in their street are pedicabs but some of the people that live there also use motorcycles and cars. The road of the streets are fully cemented, there are also parts of the roads that are rough roads.HISTORY OF THE COMMUNITYThe Barangay 621, Zone 62, District VI of Manila was created around 1970s through the effort of their ancestors. Their Barangay Patron is Saint Labrado which is the Patron Saint of Farmers which they celebrate every 3rd week of May in commemoration of their ancestors.COMMUNITY PROFILEThe Barangay 621, Zone 62, District VI of Manila is the 2nd Barangay that can be seen when entering the Bacood Area. The best corner of this Barangay is the Bacood Park which is within the jurisdiction of this Barangay. Barangay 621 has an estimated land area of more or less than 6.5 hectares. Covering the streets of Jacinto Zamora Link and Valenzuela Street.The boundary of the community is a river at the south near the Pandacan Bridge (Zamora Bridge). The certain spots of the Barangay started from a house near the river.Consequently, the houses were mostly were wood type houses and some are concretes. A lot of lay out dogs and cats can be seen in the streets. During anytime, its an extreme hotness while as nighttime approaches, a little bitbreeze of coldness can be felt. Polluted air can be inhaled due to the cars passing by.The nearest schools in the Barangay are Regina Apostolorum Academy, Tzu Chi Great Love Campus which is near some basketball courts and near the Pandacan Bridge (Zamora Bridge). Some children go to the Bacood Elementary School which is in the other Barangay near Barangay 621.Utilization of their own resources was one of the main factors in their livelihood. Sari-sari stores are the primary livelihood in the Barangay. Others also exists such as junk shops, karinderyas, pedicabs are rented for transportation purposes. The Barangay hall is just near the houses and there are Barangay tanods in yhe community, which provides safety and security.SPOT MAP*Chapter IIThe Community and Population GroupPopulation of the Barangay6440Total Families Surveyed110 FamiliesTotal Population of Individuals Surveyed496 finish Ratio (SR)Sex Ratio= MaleX 100Female= 251 Males / 245 Females X 100= 102 Males per 100 FemalesThe Families surveyed in Old Sta. Mesa St. Brgy. 621 zone 62 accounts for 110 families in whom individuals are 496, there are 251 Males and 245 Females. Using the above formula, the computed sex ratio is 102 Mal es per 100 Females. The sex ratio of individuals who is

Performance appraisal system of milma Essay

1.1Introduction to the adoptIn the business earthly concern. Investment is made in machinery, equipments and services. Quite naturally time and capital is spent ensuring that they generate what their suppliers claim. In other words, the mathematical process is constantly appraised against the results expected. When it comes to one of the most expensive resourcefulnesss companies invest in, videlicet people, the job appraising instruction execution against results is often carried out with the aforementioned(prenominal) objectivity. Each several(prenominal) has a section to play and direction has to ensure that individuals objective translate to overall corporate objective of the organization. The process of HRD helps the employees to acquire and or develop technical, managerial and bearingal friendship, skills and abilities and moulds the determines, beliefs and attitudes necessary to perform present and future roles.The process of exploit approximation helps the e mployee and the management to know the level of employees writ of execution compargond to the standard/ pre- determined level. surgical procedure estimate is essential to understand and alter the employees accomplishment through HRD. It was viewed that achievement assessment was useful to decide upon employee packaging/transfer, salary determination. However, the recent suppurations in homo resource management indicate that surgical operation approximation is the basis for employee development. Human Resource (or force out) management, in the sense of get things done through people, is an essential part of e very managers responsibility, but many organizations materialise it advantageous to establish a specialist part to provide an expert service dedicated to ensuring that the pitying resource function is performed efficiently.People atomic human activity 18 our most valuable asset is a clich, which no partition of any senior management team would disagree with . Yet, the reality for many organizations is that their people remain undervalued, under trained and underutilized. cognitive process Appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his /their potential for future development. It consists of all formal procedures used in the operative organizations to evaluate personalities, contributions and potentials of employees.HRM practices mostly depend upon strategy adapted by the company. Similarly, performance appraisal practices excessively depend on the strategy. Traditional technique of performance appraisal is appropriate for the stability and sustainable growth strategy. Similarly, appraisal by superior is appropriate for these strategies. Modern performance appraisal technique is sustainable for growth strategies the likes of expansion, diversification, joint venture, merger and acquisitions. These strategies helps the company to put together competition , built competencies, acquire strength, enhance market shargon, innovate and create new, market, new product and new technologies. surgical operation appraisal was formerly used for the purpose of evaluating the employees performance and controlling the performance against the set standard. This technique was used to control the employee ignoring the human horizon. However, with the emergence of human resource concept, organizations atomic number 18 using this technique to analyze employees performance and to further improve or develop it. Thus, this technique is used as an enabling and propel scratch to improve the performance.1.3 RESEARCH PROBLEMThe problem selected for enquiry is to make an in depth canvas of performance appraisal remains of MILMA at THRISSUR. Performance appraised is the magisterial description of an employees job relevant strength and weakness. It is aimed at knowing how the employees feel about the dodging that is prevailing in the firm, their decla re oneselfions if any for devising administration military forceive and to know whether it satisfies the need of company and employee. Thus the main problem behind is to make the performance appraisal an effective tool to improve employees influence level and their productivity1.4 TITTLE OF cultivationThe study entitled a study on performance appraisal system at supervisory level of Milma in Thrissur 1.4 SCOPE OF THE STUDYIn every business organization, the most heavy asset is its employees inall level. The performance appraisal is a systematic process consisting of number of steps to be followed for evaluating an employees strength and weakness. It is a systematic and objective description of an employees strength and weakness in terms of job. The appraisal is continuous and ongoing process where the evaluation is arranged yearlyally according to definite plan. This study would provide valuable suggestion to management. The presented study related to the survey including th e office staff of miscellaneous departments.1.5 SIGNIFICANCE OF THE STUDYPerformance appraisal bind been considered as the most significance as indispensible tool for an organization. For an organization, information it provides is highly useful in making decisions regarding various personnel office aspect such as promotion and merit increases. Performance measure also link information gathering and decision making processes, which provides a basis for judging the effectiveness of personnel sub divisions such as recruiting, selection, homework and compensation. complete information plays a vital role in the organization as a whole. They help in finding out weakness in the unproblematic theatre. Formal performance appraisal plans ar designed to meet three inevitably of the organization and other two of individual namely They provide systematic judgments to back up salary increase, transfers demotion or termination They are the means of telling a order how he is doing and sug gesting needed change in his behavior attitude skill or job knowledge. They let him know where he stands. Superior uses them as basis for coaching and counseling the individual1.6 OBJECTIVE OF STUDYTo study the performance appraisal system in MILMA DIARY THRISSUR To know the employees awareness of performance appraisal system To know the satisfaction level of employees with genuine performance appraisal system To suggest measures for improving current system1.7 RESAERCH METHODOLOGYRESEARCH DESIGNResearch design gives the outline of a look into work that involves planningfor data and analyzing the collected data. The research design is the conceptual structure within which research is conducted. There are 2 type of research design Exploratory research designsConclusive research designDescriptive research designCausal research designTools and techniquesThe tools and technique involve various accounting technique and statistical tools like percentage, which are used as a device to an alyze and interpret the performance appraisal of Milma. Graphs, tables figures, pie and bar plot are used as it helps in presenting facts and figures in simple and easy way so as to get a clear idea.DATA accumulationPrimary dataSecondary dataPrimary data the uncomplicated data was collected through personal interview and questionnaire given to the staff at supervisory level. Each individual employee in the sample was separately interviewed and asked to fill the questionnaireSecondary data Data, which are not originally collected but quite a obtained from published or unpublished. Secondary data used in study are project reports and records. Questionnaire ConstructionQuestionnaires were constructed base on the following types Open stop questions Close ended questions Multiple choice questionsSampling orderSurvey is used as a sampling regularity. Out of total employees, 50 employees are selected as samples. And data was collected through questionnaire mode.FIELD OF STUDY Milm a at ThrissurDURATION OF STUDY Three week1.8 LIMITATION OF STUDYEmployees were reluctant to split up their problem freely before students Personal bias and prejudice of the respondent could work affected the result of study Most of the respondents seem to be very busy with their jobs and are not interested in answering the questionnaireCHAPTER IIPROFILES2.1 INDUSTRY PROFILEMILK INDUSTRYMilk and draw based industries plays an important role in the world. Internationalization remains a key focus for almost all of the worlds leading dairy farm. The entire worlds largest dairy farm operates in more than one country and some of them are truly international with the activities in every part of the world. The availableness of take out and take out product, in the modern world is blend of the centuries old knowledge of traditional milk product with the application of modern science and technology. daytimebook is a place where handling of milk and milk product is done. WORLD SCENARIO HISTORY OF INTERNATIONAL DIARY FEDERATIONThe internal diary federation, with its head one-quarter brissels, was established in 1903 and consists of 32 member countries throughout theworld. UNICEF has been the motivating force for establishing diary manufacture in many under developed countries. One of these in India, where large processing plant put on been set up to process locally produced milk or to reconstitute milk from donated or purchased milk blue and powder. Domestic milk production has increased in India and a part of the pasteurized milk is provided free to children in the larger cities through UNICEF. The first co-operative unreal breeding association was unionized in Denmark in 1936. There are now many such association which helped the diary industries. After 1950, diary industry faced a wide range of development throughout the world.INDIAN SCENARIOORIGIN OF THE INDUSTRYIndian diary sector has come a foresightful way during the past independence era of acute milk shortage and depended on foreign aid in the form of milk powder to meet the growing milk indigence. Indias milk production in 1950-1951 was low as million tones. The diary sector in India has shown remarkable development in past decades and India has shown now become one of the largest maker of milk and the value added milk product in the world. Today Company has emerged as the second largest milk producer in the world currently in that location are over 275 diary plants and 83 milk products factories in co-operative, public and private sector.The world noteworthy Anand Milk Union Limited popularly known as Amul was established in 1946 and the National Dairy Development Board was set up in 1965. Kerala Cooperative selling Milk Federation (KCMMF) popularly known as Milma was established in April 1980. Diary co-operative accounts major share of processed liquid milk marketed in the country. Milk is processed and marketed by 170 milk producers co-operative unions, which federated into 15 state Co-operative milk marketing federation. By the end of the third configuration of doing flood political program about 72700 dairy co-operative societies with 93 million farmer member where organization. The company has at present one lakh organized primary village diary co-operative with an aggregate membership of 1.1 crore producers.The co-operative milk procurement crossed 20-millon kg/day in 2004-05. Over the years, brand created by cooperatives have become synonymous with shade and value. In Kerala there are 3243 dairyco-operative includding2404 Anand pattern society functioning under KCMMF. Milam represents more than 7.63 lakh diary framers who have organized 2404 Anand pattern diary cooperative diary societies. It also represents 10 diaries, handling 9.96 lakh liters milk/ day chilling plant, 2 cattle plant, a milk powder plant, an established training center and 5000 distribution outlets. appendage FLOODThe dairy program called accomplishment flood was lau nched in 1970 under the protective cover of NDDB. NDDB. Functional as technical consultant and the rest while Indian diary co-operation as the funding agency as the ideology followed by the operation flood was the remuneration linking of rural milk producing centered with the demand centers so as to shape up up a viable dairy industry. STATE SCENARIOOPERATION FLOOD IN KERALAThe operation flood in Kerala was include in the second phase of operation flood (1981-87) the 8th southern district from Trivandrum to Thrissur were included in the area of the project which has a total outlay of Rs. 99 crores. The uncovered spousal dealingshipern area from Palakad to Kasargod was thus brought under the co-operative umbrella with the inspection of north Kerala Dairy Project.KERALA CO-OPERATIVE MILK MARKETING FEDERATION LIMITED (KCMMF) The Kerala Co-operative Milk Marketing Federation (KCMMF) popularly called Milma was established in April 1980 as a part of operation flood 2nd program, with head office at Thiruvananthapuram. It was started under the indo Swiss project. The project was launched in 1963 based on a bilateral agreement be given between the Swiss Confederation and the Government of India. The project was made great strides in the approach of livestock farming in the state. One of them is the development of Swiss brown a cross bread suited for the state condition.The project is now Kerala livestock board. Its main motive was to implement the operation flood program started by NDDB in Kerala. KCMMF has played a major role in the development of dairying in the state. It has a strong presence in the market. With anever-increasing demand for the entire product manufactured by KCMMF, it is necessary that efforts be taken to fill in the gaps arising out of inadequate supply. The KCMMF is a three-tier system with the primary milk co-operative societies at village level, regional milk producers union at middle level and an apex body at the state level. At present there are three regional co-operative unions run. They are1. Trivandrum regional Co-operative Milk Producers Union limited (TRCMPU) 2. Ernakulum Regional Co-operative Milk Producers Union Limited (ERCMPU) 3. Malabar Regional Co-operative Milk Marketing Producers Union Limited (MRCMPU)2.2 ORGANISATIONAL PROFILEBrand household name, MILMA stands for milk and a whole variety of milk products, which enjoy the confidence of individually Keralite, for their unmatched quality and standard. The name also signifies the vast organization Kerala Co-operative Milk Marketing Federation (KCMMF) with it units of procurement, processing and sale spread over all the villages and towns of the state, giving employment and successfulness to a large number of small and marginal farmers including women and the landless, processing employees and sellers. KCMMF was established in 1980 with its Head Office at Thiruvananthapuram for the successful implementation of the dairy programme Operation Flood under NDDB. Over the years, MILMA has developed a long-term health perspective about the people of the state, who suffer from life style diseases including diabetes and obesity, albeit stinting prosperity.So, MILMA has attuned its products to ensure match nutrition as well as reduced cost of healthcare and also launched new beverages other than milk products. Founded because of the great representative principle of the People, by the People and for the People, the dominant concern of MILMA is to render true service to society while ensuring that it does not incur losses. Organizational study is conducted in the Kerala Co-operative milk marketing federation popularly known as Milma at Thrissur diary is under the control of ERCMPU ltd Edapilly. This regional union was registered 12/09/1985 and is an ISO 90012000 certain company.The company aims in the socio-economic progress of dairy farmer by procuringtheir milk at most remunerative price around the year and by ensuring consumer joy t hrough prompt satisfaction of prompt supply of pasteurized milk products. Now 142 APCOS are functioning and milk from these societies are collected double per day by diary around the year. By providing input facilities such as veterinary services, cattle feed supply, insemination facilities, support for folder department activities and manpower training on scientific aspect of clean milk providing to dairy farmers. The capacity of Thrissur plant is 60000liter/day. Every day they procure 34000-liter milk from primary society twice per day by milk routs. In this unit, they produce ghee, buttermilk and milk.Thrissur dairy have seven departments. Among this, one is handled directly from the head office. The departments are Procurement and input sectionMarketingEngineeringQuality controlProductionAccountsProcurement and administrationFor procuring milk from primary society, vehicles are used on basis of contract with the owners. Three-tier system is followed for this purpose. If any one of them could not meet the requirement, then it is given to the third party. In each department one assistant manager is been appointed. The name Milma represents2568 primary milk co-operative societies7.5 lakh farmer members3 regional co-operative milk producers union11 dairies capable of handling 9- 90 lakh liters of milk per day 13 milk chilling centers2 cattle feed plant with cumulative capacity of 600 MT per day One milk powder plant of 10 MT/ dayA well established training centers5200 retail outletsOver 32000 people functional directly or indirectly for the functions of Milmaapart from these Milma manage millions of consumer day in and day out. OBJECTIVESTo channelize marketable surplus milk from rural area to urban deficit area to maximize the return to the producer and provide quality milk and milk products to the consumer. To carry out activities for promoting production, procurement, processing and marketing of milk and milk products for the economic development of farmi ng community To build up a viable diary industry in the stateTo provide constant market and stalls price to the diary farmers for their producers.MILMA NETWORKSThe motto of co-operative of the people, by the people, and for the people is the three-tier structure followed by the organization. At the village level, they have the village milk co-operatives societies, which have the local milk producers as its members. The village co-operative unit at the regional level form regional co-operative milk producer unions. These unions are federated at the state level to form state federated namely Kerala Co-operative Milk Marketing Federation (KCMMF).MILMAS ASSOCIATESMilma is in constant touch with other organization in this sector. It is namely through this tremendous change that Milam grew from a small diary co-operative to the position it holds today.CHIEF ASSOCIATES ARENational diary development boardNDDB under Dr. Kuriens guidance set up KCMMF in 1980. Ever since they, there has been a very close co-operation between NDDB and the federation. NDDB are the originator of the operation flood programme and have been funding agent for the operation flood project in Kerala.AMULThe diary co-operative of Gujarat have been the inspiration of thedevelopment of such a vast network of diary co-operative in Kerala. Among the co-operative in Gujarat, the kaira district co-operative milk producer union (AMUL) is the first in this sector. Its cooperative is called Anand Pattern Co-operative Societies following the illustrious lineage of AMUL.GOVERNMENT OF KERALAThe phenomenal success of dairy co-operatives in Kerala could not have been achieved without the foundation of animal husbandry activities, led by animal husbandry department and Kerala livestock department development board of the governing of Kerala.ORGANISATIONAL CHARTDIARY MANAGERP & A P& I ACCOUNTS MARKETING ENGINEERING PRODUCTION QUALITY CONTROL immature Assistant A/c officer Assistant Technical TS dairy Dairy Supe rvisor PO Marketing Supervisor Chemist OfficerJunior Senior Junior Marketing Junior Plant Lab Assistant Supervisor Supervisor Organizer Assistant Operator TechnicianJunior Junior Marketing Technician Plant attendee Lab Supervisor Assistant Assistant AssistantAttender AttenderFUNCTIONAL AREAS OF KCMMFKCMMF HEAD OFFICE offers staff management functions to support its units and regional milk unions. KCMMF head office has a well established marketing, quality control, production , finance, HRD. MARKETINGBrand managementLean flush managementBulk craft of surplus productsInstitutional supply contractsCo-ordinate promotional activitiesPackaging and product developmentProcurement and consumer pricingPURCHASECentralized purchase of dairy consumables. procure of raw materials for cattle feed plantsPurchase function of KCMMF head officeQUALITY CONTROLRender technical and legal assistance to primary dairy co-operatives and regional milk unions. Liaison and maintain quality of milk and milk pr oducts as per the standards Liaison with statutory authorities for bringing in suitable amendments in statutes Attend to consumer complaints on quality problemFINANCEFinancial management of KCMMF and its units.Liaison with monetary institutions for availing loan for creation of infrastructure. Liaison with government for availing government financial assistance Long term repayment and scheduling of loansCapital management scheme for primary co-operative societies. Recommend remunerations of APCOS employees.HUMAN RESOURCE DEVELPOEMENTMilma family has 2098 skilled, efficient and adapted personnel and has an excellent labour relationship. Take active role in farming personnel policies and service rules. Finalize long-term wage settlement, bonus etc.CHAPTER ternionLITERATURE REVIEWLITERATURE REVIEWRationale of performance appraisalPerformance appraisals are one of the most important requirements for successful business and human resource policy (Kressler, 2003). Rewarding and promoti ng effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions are essential to effective to human resource management (Pulakos, 2003). The ability to conduct performance appraisals relies on the ability to assess an employees performance in a fair and accurate manner. Evaluating employee performance is a gruelling task. .Once the supervisor understands the nature of the job and the sources of information, the information needs to be collected in a systematic way, provided as feedback, and integrated into the organizations performance management process for use in making compensation, job placement, and training decisions and assignments (London, 2003).After a review of literature, a performance appraisal model impart be described in detail. The model discussed is an example of a performance appraisal system that can be implemented in a large institution of higher education, within the Student Affairs division. The model can be employ to tope level, middle-level and lower level employees. Evaluation instruments (forms) are provided to assist you with implementation the appraisal system. Introduction to performance appraisalPerformance evaluations have been conducted since the propagation of Aristotle (Landy, Zedeck, Cleveland, 1983). The earliest formal employee performance evaluation program is thought to have originated in the United States military establishment shortly after the birth of the majority rule (Lopez, 1968). The measurement of an employees performance allows for rational administrative decisions at the individual employee level. It also provides for the raw data for the evaluation of the effectiveness of such personnel- system components and processes as recruiting policies, training programs, selection rules, promotional strategies, and reward allocations (Landy, Zedeck, Cleveland, 1983).In addition, it provides the foundation for behaviorally based employee c ounseling. In the counseling setting, performance information provides the vehicle for increasing satisfaction, commitment, and motivation of the employee. Performance measurement allows the organization to tell the employee something about their rates of growth, their competencies, and their potentials. There is little disagreement that if well done, performance measurements and feedback can play a valuable role in effecting the grand compromise between the needs of the individual and the needs of the organization (Landy, Zedeck, Cleveland, 1983). Performance appraisals should focus on three objectivesPurpose of performance appraisal systemPerformance, not personalities valid, concrete, relevant issues, sooner than subjective emotions and feelings reaching agreement on what the employee is going to improve in his performance and what you are going to do (McKirchy, 1998). Both the supervisor and employee should recognize that a strong relationship exists between training and perform ance evaluation (Barr, 1993). Each employee should be allowed to participate in periodic sessions to review performance and clarify expectations. Both the supervisor and the employee should recognize these sessions as constructive occasions for two-way communication. Sessions should be scheduled ahead of time in a comfortable setting and should include opportunities for self-assessment as well as supervisor feedback.These sessions will be particularly important for new employees who will eudaimonia from early identification of performance problems. Once these observations have been shared, the supervisor and employee should develop a mutual understanding about areas for improvement,problems that need to be corrected, and additional responsibilities that talent be undertaken. When the goals are identified, a plan for their achievement should be developed. The plan whitethorn call for resources or support from other staff members in stage to meet desired outcomes. In some cases, th e plan might involve additional training. The supervisor should keep in contact with the employee to assure the training experiences are producing desired impact (Barr, 1993). A portion of the process should be devoted to an examination of potential opportunities to pursue advancement of acceptance of more complex responsibilities. The employee development goals should be recognized as legitimate, and plans should be made to reach the goals through developmental experiences or education (Barr, 1993).Encouraging development is not only a supervisors professional responsibility, but it also motivates an employee to pursue additional commitments. In addition, the pursuit of these objectives will also improve the prospect that current employees will be qualified as candidates when positions become available. This approach not only motivates current performance but also assists the recruitment of current employees as qualified candidates for future positions (Barr, 1993). How to arrive? Reasons why need to be done Benefits of productive performance appraisals. Employee learns of his or her own strengths in addition to weaknesses. New goals and objectives are agree upon. Employee is an active participant in the evaluation process. The relationship between supervisor and employees is taken to an adult-to-adult level. Work teams whitethorn be restructured for maximum efficiency. Employee renews his or her interest in being a part of the organization now and in the future. Training needs are identified. Time is devoted to discussing quality of work without regard to money issues. Supervisor becomes more comfortable in reviewing the performance of employees. Employees feel that they are taken seriously as individuals and that the supervisor is truly concerned about their needs and goals. (Randi, Toler, Sachs, 1992).Pitfalls to Avoid performance appraisalWhen conducting performance appraisals on any level, it is important to keep in mind the common pitfalls to avoid. These pitfalls may include but are not limited to 1. Bias/prejudice. Race, religion, education, family background, age and/or sex.2. Trait assessment. Too much attention to characteristics that have nothing to do with job and are difficult to measure.3. Over-emphasis on favorable or unfavorable performance of one or two task, which could lead to an unbalanced evaluation of the overall contribution.4. Relying on impression quite than on facts.5. Holding the employees responsible for factors beyond his/her control.6. Failure to provide each employee with an opportunity for advance preparation (Maddux 1993LEGAL IMPLICATIONSAny performance appraisal system used to make employment decisions about a member of a protected class (i.e. Based on age, race, religion, gender, or national origin) must be a valid system (an accurate measure of performance associated with job requirements). Otherwise, it can be challenged in the courts based on Title VII of the 1964 complaisant Rights dr ess, the Civil Rights Act of 1991 and the Age Discrimination in Employment Act of 1975 (London, 2003). Uniform Guidelines on Employee Selection 1978 is the controlling federal law in the area of performance appraisals. The Equal Employment Opportunity Commission (EEOC) requires that any measurement used to differentiate between employees must be valid and fairly administered. The Americans with Disabilities Act (ADA) suggests that performance appraisals for people with disabilities for people with disabilities will not be conducted any differently than those for other employees. Another important aspect to consider is the employees make up to privacy. Employees must have complete access to their personnel files, but others should have controlled access. The records should be accurate, relevant, and current.RewardsEffective reward systems are often hard to establish when creating performance appraisals. The question of how specific the reward, when thereward should be given, and how to reward group efforts can be a tricky subject to master. Our advice on this is to keep it simple. It is important to have an established reward system. However, rewards can be as simple as more autonomy on the job, praise for progress, additional professional development funding, and holiday time. The important aspect to remember when establishing reward systems is to be consistent. If two employees are being evaluated in the same way, their reward opportunities should reflect their evaluation outcomes.THEORITICAL FRAMEWORK inwardnessPerformance appraisal system is a method of evaluating the behavior of employees in the work spot normally including both the qualitative and quantitative and qualitative aspect of job performance. Performance here refers to the degree of accomplishment of the task that makes up an individuals job. It indicates how well an individual is fulfilling the job demand. Some of the important features of performance appraisal may be captured thus Performanc e appraisal is the systematic description of employees job relevant strength and weakness.The basic purpose is to find out how well the employee is performing the job and establish a plan of improvement Appraisals are arranged periodically according to a definite plan. Performance appraisal is not job evaluation. Performance appraisal refers to how well someone is doing the assigned job. Job evaluation determines how much a job is worth to the organization and therefore what range of pay should be assigned to the job. Performance appraisal is a continuous process in every large-scale organization. NEED FOR PEORFORMANCE judgmentPerformance appraisal is needed in order toProvide information about the performance values basing on which decision regarding salary fixation, confirmation, promotion, transfer and demotion are taken. Provide feedback information about the level of achievement and behavior of subordinate. The information helps to review the performance of subordinates, rect ifying performance deficiencies and to set new standards of work, if necessary. Provide information, which helps to counsel thesubordinates. To prevent grievances and in disciplinary activities.WHO WILL APPRAISE360-degree performance appraisal the appraiser may be any person who has thorough knowledge about the job content, content to be appraised standards of content, and who observers the employee while performing a job. Typical appraisers are supervisors, coadjutors,subordinates,employees themselves,user of serviceConsultant.Performance appraised by all these parties is called 360-degree performance appraisal.Supervisors include superiors of the employee, other supervisors having knowledge about the work of the employee and department head or manager. General practice is that flying superiors appraise the performance, which in turn is reviewed by the departmental head/manager. This is because supervisors are responsible for managing their subordinates and they have the opportun ity to observe, direct and control the subordinates continuously. On the negative side, immediate supervisors may emphasize certain aspect of employee performance to the neglect of others. In addition, managers, have been manipulate evaluation to justify their decision on pay increase and promotions.Peers appraisal may be reliable if the work group is stable over a reasonably long period and performs tasks that require interaction. However, little research has been conducted to determine how peers establish standard for evaluating others or the overall effect of peer appraisal on the groups attitude.Subordinates the concept of having superior rated by subordinates is being used in most of the organizations especially in developed countries. such(prenominal) anavel method can be useful in other organizational setting too provided the relationship between superior and subordinates are cordial. Subordinates rating in such cases can be quite useful in identifying competent superiors.Sel f-appraisal if individuals understand the objective they are expected and the standards by which they are to be evaluated, they are largely in the best position to appraise their own performance. In addition, since employee development means self-development, employees who appraise their own performance may become highly motivated.User of services, customers The customers or user of services can better judge Employees performance in service organization relating to behavior, promptness, recreate in doing the job and accuracy.Consultant sometimes consultant may be engaged for appraisal when employees or employer do not trust supervisor appraisal and management does not trust self appraisal or peer appraisal or subordinates appraisal. In this situation, consultants are trained and they observe the employee at work for sufficiently long time for the purpose of appraisal.METHODS OF PERFORMNACE APPRASIALWith the evolution and development of appraisal system a number of methods and techn iques of performance appraisal have been developed. Some of them are TRAIT METHODTrait method to performance appraisal measures the extent to which employees possess trait or characteristics like dependability, creativity, initiative, dynamism, ability to motivate and leadership. Trait method is based on job description and job specification. Graphic rating scale graphic rating scale compares individual performance to absolute standards. In this method, judgments about performance are recorded on a scale. This is oldest and widely used technique. One of reason for the popularity of the rating scale is its simplicity, which permits many employees to be chop-chop evaluated. Such scales have relatively low design cost and high in case of administration. The major drawback to these is their subjectivity and low reliability Ranking method Under this method, employees are ranked frombest to worst on some characteristics.The rater first finds the employee with the highest performance and the employee with the lowest performance in that particular job crime syndicate and rates the former as best and the later as the poorest. One important limitation of the ranking method is that the size of the difference between individual is not well defined. Paired comparison method this method is relatively simple. Under this method, appraiser ranks the employee by comparing one employee with all other employees in the group, one at a time. Forced distribution method forced distribution method is developed to prevent the rater from rating too high or too low. Under this method, the rater after assigning points to the performance of each employee has to distribute his rating in a pattern to confirm to normal frequency distribution. This method eliminates central tendency and leniency biases.Essay or free form appraisal this method requires the manager to write a short essay describing each employees performance during the rating period. This format emphasizes evaluation of overal l performance, based on strength and weakness of employee performance, sooner than specific job dimensions. The time involved in writing separate essay about each employee can be formidable. Group appraisal under this method, a group of appraisers appraises an employee. This group consists of the immediate supervisors of the employee, to other supervisors who have close contact with the employees work, manager or head of the department and consultants.The group appraises the performance of the employee, compared the actual with the standards of performance, find out deviations, discusses the reason therefore, suggest ways for improvements of performance, prepare action plans, study the need for change in the job analysis and standards and recommends change if necessary. Confidential report assessing the employees performance confidentially is a traditional method of performance appraisal. Under this method, superior appraises the performance of the subordinates based on his observa tion, judgment and intuitions. The superior keeps his judgment and report confidentially. In other words, the superior are not allow the employee to know his report and performance.BEHAVIOURAL METHODSWhile trait measures various characteristics, behavioral methods measures employee behavioral skill on a continuum. Behavioral checklist method achecklist is designed with the list of statements that describe the behavior essential for employee performance. The appraiser checks whether the appraise possess them or not. Employees performance is rated based on the behavioral skills that the employee possesses to the total statements. Critical incident method employee are rated discontinuously, i.e. once in a year or six months under the in the beginning methods. The performance rated may not reflect real and overall performance as the rater would be serious about the appraisal about two or three weeks before the appraisal.Hence, a continuous appraisal method, i.e. small incident method was developed. Under this method, the supervisor continuously records the critical incident of the employee performance or behavior relating to all characteristics in a specially designed notebook. The critical incident method has the advantage of being objective because the rater considers the record of the performance rather than the subjective point of opinion. Behaviorally anchored rating scale (BARS) the BARS method combines elements of the traditional rating scale and critical incident methods. Using BARS, job behavior from critical incidents- effective and ineffective behaviors are described more objectively. This method employs individuals who are familiar with a particular job to identify its major components.They then rank and validate specific behaviors for each of the components. Behavior observation scale (BOS) the appraiser, under this method, measure how frequently each of the behavior has been observed. Appraiser plays the role of observer rather than a judge and pro vides the feedback to the appraise continuously. Assessment centre in this approach, individual from various departments are brought together to spend two or three days, working on an individual or group assignment similar to ones they would have been handling when promoted. Observers rank the performance of each participant in order of merit. expiration METHODSOrganizations of contemporary period evaluate employee performance based on accomplishments they achieve rather than based on the behavioral factors/traits. Employee accomplishments include sale turnover, number of units produced, and number of customers served, number of complaints settled and the like. Productivity measures under the productivity measures of performance appraisal, employees are appraised based on the ratio of outputthey turned out to the input they used. The balanced calling card it brings the linkage among financial, customer, processes and learning. Learning and people management contribute to the enhanc ement of internal processes. Internal processes are critical for enhancing customer satisfaction and loyalty. The balanced scorecard can be used to appraise employee performance.The following recommendations ensure the successful application of balanced scorecard to performance management. Human resource accounting human resource accounting deals with cost and contribution of human resource to the organization. Cost of the employee includes cost of work force planning, training, development, wages etc. employee contribution is the money value of employee service, which can be measured by labour productivity, or value added by human resource. Management by objectives MBO is a process whereby the superior and subordinate manager of an organization jointly identifies its common goals, define each individuals major areas of responsibility in terms of results expected of him, and use these measures of snuff its for operating the unit and assessing the contribution of its members.SYSTEMS OF PERFORMANCE APPRAISALEstablish performance standardsCommunicate standards/ expectations to employee.Measure actual performance by following the instructions.Adjust the actual performance due to the environmental influence Compare the adjusted performance with that of others and previous Compare the actual performance with standards and find out deviations, if any. Communicate the actual performance to the employee concerned. Suggest changes in job analysis and standards, if necessary. Follow up performance appraisal report.USES OFPERFORMANCE APPRIASALPerformance appraisal has several uses. The important among them are Performance improvement performance feedback allows the employees, manager and personnel specialist to intervene with appropriate actions to improve performance Compensation adjustment A performance evaluation helps decision-makers determine who should nail pay raises. Many firms grantpart or all of their pay increases and bonuses based upon merit, which is deter mined mostly through performance appraisal. Placement decisions promotions, transfers and demotions are commonly are based on past or anticipated performance. Often promotions are reward for past performance. Training and development needs poor performance may indicate the need for retraining. Likewise, good performance may indicate untapped potential that should be developed.Career planning and development performance feedbacks guide career decision about specific career paths one should investigate. Staffing process deficiencies good or bad performance implies strength and weakness in the personnel departments staffing procedure. Informational inaccuracies poor performance may indicate error in job analysis information, human resource plans, or other part of personnel management information system. Reliance on accurate information may led to inappropriate hiring, training, or counseling decisions. Job design errors poor performance may be a symptom of ill- conceived job design. A ppraisals help diagnose these errors. PROBLEMS OF PERFORMANCE APPRAISALThe major problem of performance appraisal is-1. Rating biasesHalo effectThe error of central tendencyThe leniency and strictnessThe recency effect2. Failure of the superiors in conducting performance appraisal nad post performance appraisal interviews3. Most part of the appraisal is based on subjectivity4. Les reliability and validity of the performance appraisal techniques5. Negative rating affect interpersonal relations and industrial relation system6. Influence of external environmental factors and uncontrollable internal factors7. Feedback and post appraisal interview may have a setback on production8. Relationship between appraisal rates and performance after promotions was not significant9. Absence of inter rater reliability

Theo 104 Biblical Worldview Essay

Worldview Biblical Essay Theology 104 Ericka Morales Introduction The term image of idol occurs three cadences in the Bible. In Genesis 126-27 and 96, we go out that man is created in the image of God. In 2 Cor. 44 we see the phrase used in extension service to Jesus who is the image of God. There is no exact understanding of what the phrase means, but we deal generalize. It would seem that the first two verses refer to Gods character and attributes that argon reflected in people.The term mintnot be a reference to a physical appearance of God since Jesus says in John 424 that God is Spirit, and in Luke 2439 Spirit does not have flesh and bones. Therefore, we can conclude that the image of God deals with humanitys reflection of God in much(prenominal) things as compassion, rationality, love, hatred, fellowship, etc. God exhibits all of these characteristics, as do people. Example 1 A good starting point is to respect others because God verbalize to.For example, we read in the Bible that husbands and wives be to respect their spouse and the wife must respect her husband Ephesians 533. Husbands, in the same way are considerate as you live with your wives, and treat them with respect 1 Peter 37. The same principle applies to other relationships. Peter wrote that we should show respect to everyone. You can respect your spouse, child, parent, boss or others because of their position. Acknowledge that others have weaknesses. Everyone is imperfect.Be careful not to let their failures erode your respect for their good qualities. Look for things that you can respect. You can find something to respect in anybody if you look hard enough. Respect others as children of God. I work in a retirement community and everyday I move with residents, families, doctors and nurses and my bosses the administrator and executive director and co-workers. I find that by showing respect to every person I come in contact with not only serves Gods plan for me, but my plan for my sel f.I have a resident who comes into my office several beats a day and she does not remember coming in five minutes before and even though I have work that of necessity to be completed I stop what I am doing and take the time to show this resident respect and listen. Sometimes it may even be that she doesnt need my assistance with anything, she just wants a friendly face and a good listener. I hope when I am older a need a friend someone will be there for me as well. I stopped and listened to show respect to my elder and that what she had to say was meaning(prenominal) and valuable.Example 2 God wants us to have a heart of compassion for others. Compassion involves feeling, but it involves so much more. If we only feel, then we are sympathetic. If our almsgiving motivates us to act, then it becomes compassion. True compassion feels and it acts. Notice that compassion begins with feeling. Without feeling, there is no compassion. Feeling is not enough, but it is a place to begin. If we do not weep for those who are hurting, how can we minister to them? We must be about the Saviors preoccupation with people.I believe that if we serve hurting people, encourage those in despair, process those in need, and hurt with those in pain, we will have not only enriched their lives but have done exactly what God would want us to do. People dont go where the action is people go where the love is. I have worked in the geriatric nursing field my intact adult life and the most important impact on the lives that I touch is my ability to be compassionate. I find that when a spouse or children lose their mother or father it is the one of the most traumatic times in their lives.Every person handles grief differently so each time I have consoled a spouse or family member it is different. Ive held there hands, given them a hug, shared Gods word with them, prayed, and in some cases just been a shoulder to cry on. But if can I can be there for a person in their time of loss and offer compassion and hope and remind them that God is with them, I think it makes a big difference. I have family members and spouses that years down the itinerary have seen in and thanked me for helping them through one of the roughest days of their life.I may not be able to help everyone but the ones I can help I think God would want me too. I have found that by helping others it has created a reward in my life that is immeasurable. Conclusion Finally, because everyone is do in the image of God, then everyone should be treated with proper respect and honor because they reflect God. Of course, we know that many people are full of sin and hatred and we must guard ourselves and others against them. Still, we are to treat others with respect. During His time on earth, Jesus was the embodiment of Gods compassion.Scripture frequently tells us that Christ was travel with compassion by the suffering of the people Mark 634, 82. Simple acts of compassion make a difference in every land of li fe. When our children run through the house and fall down, they need a hug or a kiss to make everything all right. When a friend finds themselves in a tough situation, a listening ear makes all the difference in the world. When someone is sick, a call or a card can brighten their day. By showing respect and compassion everyday you can enrich your life and the life of others.

Maria Teresa Tula Essay

Learn about Maria Teresa Tula, a leader of COMADRES, by accessing http//rfkcenter.org/maria-teresa-tula. Maria Teresa was kidnapped, bungled several times, and severely beaten, yet she continued her struggle in time when family members rejected her for being raped. However, rejection after being raped triggered her questioning about womens subordinated position in society and helped her to start seeing the world done g determinationer eyes. Read about her story and then write a paragraph about your personal reaction to Maria Teresa Tulas decision to labor union COMADRES and her bravery to continue the struggle after rape and torture. -I was astonished with Maria Teresa Tulas decision to join COMADRES and her bravery to continue the struggle after rape and torture. With the first fervor toward her husband I would have tried to escape but instead she got more involve and was fighting for the rights of everyone. She did not get attack once but about three times and she continued fi ghting for human rights.Leaving her kids behind and just staying with her two youngest must have been the closely difficult decision for a woman to do and because of her bravery I admire her. 2. What be they express in these songs? What does Sting mean when saying they leaping alone? -Bullet The Blue Sky single from The Joshua Tree album it is about an actual experience that Bono had while visiting El Salvador. There he saw women whose children had been imprisoned or murdered by the military regime there. He was inspired by it and immediately wrote the lyrics for the song. It is a song about protesting against corruption, hypocorism, implement and people being terrified. They Dance Alone was written after Sting saw a brief news story about women dancing in the streets of Chile torn apart by the Pinochet regime. The women were dancing in the streets with pictures of their husbands, fathers, brothers or sons pinned to their clothes or they were holding the pictures and dancing w ith them.It is a beautiful song saying what the women in Chile were unable to express. It tells a story about a woman a daughter, a wife or a mother how they are left dancing alone because of the killing of their love ones. This songs makes you feel and understand what the people were going through. At the end of the song I love how it states Pinochet send packing you think of your own mother dancin with her invisible son? In other words, Watch it, mate. Youll get whats comin to ya 3. Why did the government violate human rights? Who collaborated with/ back up the government in the fight against communism ? -Thegovernment violates human rights because after the Cuban Revolution, Latin the States became an important theater of the iciness War and for the U.S.-backed accomplishment Condor in South America. Operation Condor was conducted as a campaign of terror involving assassination and intelligence operations by dictatorships of the Southern Cone of South America it had the tacit approval of the United States. It was a program aimed to eradicate communist or Soviet influence and ideas in Latin America.-What is the Cold War? How is the Cold War related to the events in Central America? The Cold War was the tense relationship between the United States (and its allies) and the Soviet Union (USSR, and its allies) between the end of World War II and the demise of the Soviet Union i.e. the years 1945 to 1991. This war was unlike other wars in that the two sides never clashed directly in battle. The Cold War was related to the events in Central America because it altered Latin Americas relationship to the United States profoundly, as the region became a battleground between two competing ideological systemscapitalism and communism.Prior to the Cold War, both economic and geopolitical concerns had motivated U.S. policy toward Latin America. But, after the hard of the Iron Curtain in Eastern Europe, George Kennan, the chief architect of American foreign policy tow ards the Soviet Union, advocated containment to halt the spread of communism, not just in Europe, but globally. The result was a bipolar world featuring proxy wars fought throughout the Third World by surrogates and clients of the two superpowers. Latin American nations, historically considered to be part of our backyard, were not permitted to remain neutral as Washington expected Latin America to ally with the United States while the Soviet Union seek to gain access to what had been an American sphere of influence. What were the major violations of human rights in El Salvador and Guatemala? How did women react to the kidnapping, torture, murder, and disappearance of their loved ones? The major violations of human rights was people go away , the tortured, the jailed, and the murdered were the so-called subversives, members of communist organizations, armed guerrilla groups, or/and agents of international communism, and whoever wassuspected of these activities. These open violatio ns of human rights were based on ideological grounds and were utilise to stop the spread of revolutions in the region. Most of the victims were young people who saw the example of Cuba as a solution for poverty and social inequality in Latin America. The women react were condemned to silence, form fear of losing their own lives or being disappeared.This atmosphere of impunity, silence, and fear was challenged by mothers, grandmothers, wives, aunts, sisters, and nieces of the disappeared. In countries such as Argentina, Chile, El Salvador, and Guatemala, women organize massive movements of civil confrontation to search for the truth about their disappeared relatives. These women were regular housewives some did not have a formal education, others did not even feel how to speak Spanish (the case of Guatemala), and most were oblivious to any ideological militancy. Their trigger to action was their love, a mother love. Why are these movements labeled as the Gendering of Human Rights ? -The movements labeled as the Gendering of Human Rights was women engaged in human rights struggles that not only transformed their countries but also their own lives. They challenged their traditional appoint gender roles. Through their actions women became protagonists in the struggle for human rights and democracy in Latin America. In so doing, women appropriated public spaces formerly reserved for men. Their massive battlefront in plazas, streets, mass media, congress, international forums, and wearing black dresses (COMADRES), white scarves covering their heads, holding colorful quilts (Arpilleras), dressed in traditional Mayan attires, and all holding a photograph of their missing relatives, impregnated the worlds collective memory. Some exaples are, , the Mothers of Plaza de Mayo of Argentina, Las Arpilleras or quilt-makers of Chile, the National Committee of Guatemalan Widows (CONAVIGUA), and the Committee of Mothers and Relatives of Prisoners, the Disappeared and the Po litically kill of El Salvador (Monseor Oscar Arnulfo Romero) (COMADRES). What were the major accomplishments of these womens organizations? -Some of the major accomplishments of these womens organization were that womens actions have brought a different understanding of feminism. By feminism, I bear upon to ideology that seeks gender equality or equality between women andmen. Women departing from their traditional role of mothers created movements that transformed forever womens lives and politics in Latin American nations. Without shooting a single bullet and developing peaceful movements of civil disobedience, they helped to overthrow dictatorships and end civil wars. Women gained consciousness and citizenship. Last but not least, women authorise themselves through education and exposure to national and international forums.