Assess the significance of the theories of change discussed by Kent and Omar (2003) and Fernie et al (2003) Free Essay Example, 1500 words

131077 â€Å"Patterns of day to day travel by consumers result from the spatial layout of society. Conversely, these intricate patterns of movement are important agents in affecting the spatial structure of society, † Huff, 1960, p. 159 from Potter (1982, p. 1). Retailing, in the unrecognisably altered, globalised present economy, has changed, is changing and evolving every moment with an unprecedented speed. It is not particularly easy to conceptualise this change with all its confusing dimensions; but study and research in this direction could be interesting and useful and definitely not an exceedingly difficult task. Such studies depend on the assumption that these public spaces are part of the bigger picture and indicators of values and identities. â€Å"What we would assert, however, is that notwithstanding these complexities, it is possible at a given moment of time to investigate the manner in which particular public spaces such as shopping centres not merely reflect but play an active role in the objectification and thereby in the transformation of the values and identities of shoppers, † Miller et al (1998, p. 193. Even though constant technology updating is the root cause of many changes, present and future, both, there is a firm opinion that advances in technology and e-commerce will have no effect on retailing, which, does not look acceptable at the moment. We will write a custom essay sample on Assess the significance of the theories of change discussed by Kent and Omar (2003) and Fernie et al (2003) or any topic specifically for you Only $17.96 $11.86/pageorder now â€Å"With each successive development in communications technology comes a corresponding leap in the number of ideas with which it requires us to cope, † says Douglas Rushkoff, in Markham (1998. p. 220). Retailing had always been a contributor and a pointer of the social landscape and a measurable standard of economic and social trends and evolutions. Retailing and its changes cannot be studied in isolation of the social demography. â€Å"†¦retailing exerts considerable influence on the morphology and functioning of Western cities†¦. Retail change has occurred in the context of wide-ranging socio-economic trends, † Bromley and Thomas (1993, pp. 2-3). Today’s changes are controlled by the fact that world has reduced into a global village and distances do not mean any great disadvantage in the present world. Today, working hours and their limitations have paled into insignificance and services are available all over the world at any moment of time or day. â€Å"Once customers were no longer constrained by the tyranny of distance, the retail structure underwent an explosion of new forms and specializations† Jones and Simmons forecasted in 1990 (p. 449).

Immigration Laws and Its Impact on Undocumented Immigrant...

â€Å"Immigration laws† and its impact on undocumented college immigrant students The topic that will be introduced and discussed in this research paper is â€Å"Immigration Laws† and how it impacts undocumented college immigrant students living in California (2005-2010). This is a sensitive topic which often is neglected and not shown enough attention by government officials; meanwhile millions of people living within the U.S are being affected by it in their daily lives. This topic will consider its relevance to today’s sociological issues such as education, and politics as they are influenced by the development, structure, and functioning of the socioeconomic systems/Laws intended for college students, particularly those who are immigrants†¦show more content†¦According to Lina Newton, â€Å"Immigration laws is to bring some order and sense to our immigration policy by regaining control of our borders and dealing with the hard reality that many of th e finest, most law-abiding residents of the united states are in an undocumented status† (90). Immigration laws have been in placed to regulate the population and interaction of non-citizens residing in the U.S, in addition to maintaining control on the border system. These are areas impacting Undocumented Immigrant families in the modern day. California is one of the popular states known for its immigration laws that are impacting educational institutions, law enforcement, and reinforcing restrictions on public benefits based on a person immigration status. [Quote] Although California prohibits that law enforcement officers check the immigration status during traffic stops or similar conditions, it nevertheless assist in looking into suspected immigration related offenses. Certain legislation like the â€Å"Dream Act† which has been passed in California, it supports undocumented immigrant students in receiving equal educational benefits as legal in-state students by p aying the same tuition fee and qualifying for financial aid benefits. Similar bills like the Dream Act will provide undocumented students with some, if not all the benefits that aShow MoreRelatedThe Debate On Immigration Reform958 Words   |  4 PagesIllegal immigration and the population unauthorized alien in the United States were key issues in the ongoing debate on immigration reform. However, the benefits of this bill outweighed its disadvantages. Immigration policies in the United States concerning undocumented workers are strict and direct. Employers are not allowed to employ illegal or undocumented immigrants. The DREAM Act which was enacted by the Obama administration’s announcement of deferred action for deportation of undocumented youthsRead MoreThe Devastating Impacts Of Illegal Immigration1368 Words   |  6 PagesDevastating Impacts of Illegal Immigration† If ever there was a polarizing problem growing in the U.S., illegal immigration is definitely exploding to the top. This issue is at the center of the political arena and debate. It has the heart and minds of the nation stirring. President Obama wrote, We have to deal with the 11 million individuals who are here illegally. We all agree that these men and women should have to earn their way to citizenship. But for comprehensive immigration reform toRead MoreFederal Driver s License And Deferred Action883 Words   |  4 PagesAction). DACA has already had many positive impacts; young adult immigrants have become more integrated into the nation’s economic and social institutions (Two Years, 2014). Almost 60% of DACA beneficiaries have obtained a new job, 45% have increased their earnings, 49% have opened their first bank account, 57% have obtained a driver’s license, and 21% have obtained Health Care (Two Years, 2014). In a recent CAP report, â€Å"Assessing the Economic Impacts of Granting Deferred Action through DACA andRead MoreShould Undocumented Immigrants Be Legal?1744 Words   |  7 Pagescultures, has a profound effect to level of stress an immigrant experiences in their new surroundings. These pressures become more and more apparent as an immigrant rises through the educational system. The 1982 Supreme Court decision in Plyler v. Doe guaranteed access to free public education for undocumented students. (Nguyen Martinez, 2015) The public debate that surrounds undocumented immigrants is often harsh and aggressive, predominately focusing on the economic burden on U.S. citizensRead MoreDream Act or Nightmare Act?1073 Words   |  5 PagesThe Development, Relief, and Education for Alien Minors Act, or DREAM Act of 2011, proposes to allow children of undocumented immigrants that were brought to the United States before their fifteenth birthday who have lived in America for at least five years straight to apply for permanent residency once they graduate from high school or achieve a GED. Conditionally, these children must be admitted into a college and complete a two-year degree or serve two years in the military. They must also beRead MoreThe Right Action1617 Words   |  7 PagesFerrell English 122 The Right Action Every year thousands of undocumented students don’t attend college because the tuition is too expensive. Many of these students have lived their whole lives in the U.S, but we still consider them illegal immigrants who have the right to go to college but decide not to because they can’t afford to. Most of these students have the intelligence to go to college, they have regular classes, and some are even in high-level classesRead MoreThe Face Of Education And The Changes It Has Undertaken Throughout History1425 Words   |  6 Pagesfor centuries, but with a greater immigration movement and presence, an educator s’ ability is limited and the fate of such children are left to suffer. Pulling from America’s position as a â€Å"melting pot† of different cultures and people, students should not be subjugated to poverty and educational ignorance just because of their status as an â€Å"illegal immigrant,† a distinction made by the choices of their parents and the situations of their past. Illegal immigration is not by choice to intrude uponRead MoreIllegal Immigration Is A Controversial Issue For Many Years1429 Words   |  6 PagesAmerican Dream Illegal immigration it is a controversial issue for many years. Immigrants do not have the same benefits as Americans citizens. According to the article Illegal Immigration by Kathleen Brown states â€Å"In the past decade, the number of illegal immigrants has double, to 2.1 million, equivalent to the population of Arkansas† (Brown). In fact, illegal immigrants immigrate to America, but their main intention is to get better opportunities in life. The American dream is all over the worldRead MoreThe Dream Act Of The Dominican Republic872 Words   |  4 Pagesthan I do. Knowing that she cannot go to college hinders me. To know that all of her hard work both in her gifted talent and academically will go unrewarded. She is an undocumented student with no help from the government, it is next to impossible for her to attend college. For many years, universities, community groups, immigrants, and churches have been urging Congress to pass the Development, Relief, and Education for Alien Minors (DREAM) Act. The DREAM Act is a bipartisan agreement that willRead MoreIllegal Immigration1709 Words   |  7 PagesIllegal Immigration: The Undocumented Issue In this paper I will discuss one of the biggest issues in the United States: Illegal immigrants. Some may say that illegal immigration has a positive impact on the United States’ economy, and some think that these undocumented immigrants affect jobs and wages of people that are living in this country. I think that illegal immigrants harm the United States’ economy through their use of our country’s social services such as health care, education and

A lesson i learned the hard way free essay sample

When I was little I let my imagination get me in a lot of trouble, I used to believe anything and everything anyone ever told me. Later as the years flew by I learned to trust no one, because eventually they would spill every secret, you ever told them. Another thing I learned the hard way was everyone makes mistakes no one is perfect. It was hard for me to believe people as well, I went through a lot when I was growing up. My mom went to jail when I was 8 years old, it was 3 years of lies and mistakes people had told me made to keep me away from the filthy truth. They didn’t want to see me hurt or upset, but in reality I needed my mom†¦ I was almost 10 when I started teaching myself to take care of myself on my own, like taking daily showers, brushing my hair teeth, without being reminded, as well as taking care of my little brother and making sure he did the same. We will write a custom essay sample on A lesson i learned the hard way or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page My dad couldn’t always come home and cook and clean, he was basically a tired single parent at the time trying to supply food, shelter, and water for us 4 kids. Chase Katelyn were never home, so I learned how to manage and get by as well as my dad. I cooked or helped dad with dinner almost every night, did dishes, and picked up the house for my dad’s sake. He appreciated it and finally told me to be a kid, but I knew I couldn’t in a way, I wanted to help. I enjoyed â€Å"playing† with Hunter when dad was at work, but to everyone else like the nosy stuck up neighbors I was his â€Å"slave†. I don’t recall him ever forcing me too help out, he told me many Friday nights I could go to my friend’s house, it was I who wanted to be home with them, I could care less about slumber parties and sleep overs, because to me I understood family is more important, family is always there for you when no one else is and the friends I had then sure as heck aren’t here for me now. I learned in that three to four year time being how to be a kid, yet have responsibility, quite frankly it wasn’t easy. I didn’t trust anyone because I couldn’t count on anyone. All those times I missed the bus, there was no one to make sure my little brother didn’t have to miss, and take him to school. I would walk him to the elementary school, then walk myself to the middle school and begin my day. I grew up fast, time flew but it seemed like it was insanely slow. Later that year my mom got home, and life restarted and it’s better than ever. Everyone needs to take things more seriously, and realistically. You never know when life is going to smack you in the face and say; â€Å"here’s reality, enjoy it†

Performance Appraisal Essay Example

Performance Appraisal Essay A study of the Human Resource issue of Nakilat Damen Shipyards Qatar Table of Contents 1. 0Executive Summery5 2. 0Introduction of the Company6 3. 0The background of the issue – high employee turnover6 4. 0The impact on the business7 4. 1 Drop in production7 4. 2 Cost for the company7 4. 3 Time7 4. 4 Team dynamics8 4. 5 Continuity8 5. 0Root cause of the issue9 6. 0The Human Resource issue10 7. 0Impact on Human resource11 7. 1 Low employee morale11 7. 1 Loss of Trained workforce12 7. 2 Cost for new recruitment12 8. 0Conclusion13 9. 0References16 ANNEX A. NDSQ Performance appraisal (iniciated in Nov 2012)17 Executive SummeryHuman Resource management refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. There are some important human resource practices which are shown in figure 1, that influence the company performance. | |Strategic HRM | | | | |Analysis and design of work |HR planning |Recruiting |Selecting |Training and development |Compensation |Performance management |employee relations | | |Company Performance | | | | | | | | | | | | | | |Figure 1: Human Resource Management PracticesThe roles of the Human Resource functions include three product lines, Administrative role, Business partner and Strategic partner. In most companies the Human resource department handles mainly the administrative part, but for a growth of the company performance the human resource manager needs to focus on all the three areas. In my report I would like to discuss an issue that the company faced that involved a human resource practice. I will further elaborate how this issue has influenced the company and its functions and the solutions that could be used to solve the problem.Note: As I have left the company in 2012 March, the statistics includes in my report are when I was working in the company and the problem faced was during that time. In order to manage performance effectively the following human resource p ractices should be in place so that the performance of the employees can be measured and reviewed accordingly in order for them to know where they stand in the organization and what improvements need to be done so that they will be more competent in their job role.Performance management is the means through which managers ensure that employee’ activities and outputs are congruent with the organization’s goals. Performance appraisal is the process through which an organization gets information on how well an employee is doing his job. Performance feedback is the process of providing employees information regarding their performance effectiveness. Introduction of the Company Nakilat Damen Shipyards Qatar (NDSQ) which was established in 2010, which was joint venture of Qatar Gas Transport Ltd (Nakilat) and Damen Shipyards Qatar Holding BV (Damen Shipyards Group).As a startup company we had a small number of employees initially. The work force was recruited in batches of a bout 20 persons, from India and Philippines. The company staff was consists of a different mix of cultures. The background of the issue – high employee turnover The company which was started in 2010 with the initial number of 80 employees increased the head counts within a year to more than 200 employees. According to the statistics from Human resource department which was in January 2011, the total number of employees was 328 and the End of Service (EOS) was 62.Which creates a problem in the company as the turnover comes to about 15%. From this number most were the initial employees who had started off with the company and grown learning and performing from the beginning of the project. The impact on the business Nakilat Damen Shipyards Qatar, as a new company was given the initial project of completing the ‘LOR Barge’ for Qatar Gas Transport Company. This project was started with the incorporation and was due to be launched in mid 2012, which was delayed to Sep tember 2012.The high turnover in the early stage of the company with the employees who know their work better had a major contribution for this factor. This slows the business performance. 4. 1 Drop in production The overall productivity of the work place tends to decrease with the high turnover. Since a new employee has a period of adjustment, he won’t complete tasks as quickly as the person he replaces. Group projects that rely on the new team member may slow down, which effects experienced employees’ productivity levels. 4. 2 Cost for the companyEach employee that resigns cost the company, the cost for visa training them of the process and procedure. These employees were hired during the initial stages and they were exposed to the environment form the beginning and the hands on experience they have had was unique. When new employees are hired the earlier cost for recruitment, advertising need to be spent again. 4. 3 Time Managers and human resources staff spend time conducting exit interviews, advertising the job, recruiting candidates and interviewing. The new employees may take several months to fully learn the job and achieve competency in the position. 4. 4 Team dynamicsWhen the staff changes frequently, the employees who stay have a difficult time building a positive team dynamics. A group of employees learns to work together, only to have one or more members leave. Teams need to be rearranged regularly. 4. 5 Continuity High turnover rate affects the continuity of production, which will lead to production drops. Root cause of the issue When the issue is put through the ‘why why analysis’, the root cause was found to be that there was no proper performance management system, in order to measure and manage the performance of the individuals in order to motivate and increase the production.Cause : High employee turnover Why : Job dissatisfaction Why : Absenteeism Why : change of attitudes/ behaviour Why : No recondition / job se curity Why : salary / benefit packages Why : change of levels Why : No proper appraisal Why : No proper performance management The reasons for voluntary turnover can be grouped as follows; salary related reasons (salary, benefit packages, and staff levels). In order to gather more accurate information the analysis can be done by exit interviews and conduct a survey of former employees. The Human Resource issueThe high turnover was mainly from the employees that were recruited at the start of the company. There were no proper performance measurements and appraisals when Forman and Team leaders were allocated. The Line Managers choose the next career advancements from their teams, which created a unrest among the other employees. This creates a dissatisfaction of the job which in time leads to high employee turnover. The dissatisfaction of the job can be termed mainly because there was no proper appraisal done for the previous batches. The new employees were appraised in a month due t o visa purposes, but no proper system was in place.This creates unrest with the employees that the new batches get more benefits in terms of career levels and salary. There was no way of measuring the performance of each employee, this brings about indications of none reconditions of employees who learned and worked hard. When all the above were considered the main reason for the turnover was due to none recondition of employees who are skilled and knew the work as there was no proper performance management system. Impact on Human resource The human resources can provide a sustained competitive advantage when four basic requirements are met.They must add value to the company’s production process; levels of individual performance must matter. Second, the skills the company looks for matters. The performance plays a major role here. The third the combined human capital investments a company’s employees represent cannot be easily imitated. Human resources practises influe nce employee skills through the acquisition and development of a company’s human capital. Recruiting procedures that provide a large pool of qualified applicants, pared with a reliable and valid selection process, will have a substantial influence over the quality and type of skills new employee possess.Providing formal and informal training experience such as basic skills training, on-the-job experience, coaching, mentoring can further influence an employee’s development. The company’s human resource is important in the development and execution of its strategic business plan. Human resource management practices can help to create a source of sustained competitive advantage, especially when they are aligned with a firm’s competitive advantage. The impact on human resource indicating the high turnover of the employees is as follows; 7. 1 Low employee morale High turnover rate can result in low employee morale.This can result from overworked employees who had increased workloads and responsibilities due to lack of an active or trained workforce. New employees can also suffer from low morale as they struggle to learn new job duties and procedures. Continuation of this environment can cost the company. 7. 1 Loss of Trained workforce The training gained on the job from the beginning of the project is hard to teach. These employees are highly skilled and know the job better than the new recruits. Loss of these employees cost the company a lot, which leads to drop of production and trained workforce. . 2 Cost for new recruitment The cost of hiring a new employee is more than the salary; it all comes to a high cost in the process of recruitment alone. Advertisements, time cost for the initial recruiter, time cost for the line managers, time cost for conducting interviews, medical and other visa purpose and documentations, cost of travelling, cost of uniforms and tools. Also the cost of the time taken and the loss of production till the emp loyee are present at the work station. (Visa, documentation, travelling, induction) ConclusionThe effectiveness of even highly skilled employees will be limited if they are not motivated to perform, Human resource management practices can affect employee motivation by encouraging them to work both harder and smarter. One of the examples a company uses to direct and motivate employee behaviour include the use of performance appraisals that assess individual or work group performance, linking these appraisals tightly with incentives compensation systems, the use of internal promotion systems that focus on employee merit, and other forms of incentives intended to align the interests of the employees.Also the contribution of a highly skilled and motivated workforce will be limited if jobs are structured, or programmed in such a way that employees, who know their work better than anyone else, do not have the opportunity to use their skills and abilities to design new and better ways of p erforming their roles. In this instance Human resource management practices can influence company performance through structuring of the organization that encourages participation among employees and allow them to improve how their jobs are performed.Cross-functional teams, job rotation, and quality circles are all examples of such structures. These clearly suggests that the behaviour of employees within the organization has important implications for organizational performance and that human resources management practices can effect individual employee performance through their influence over employees’ skills and motivation and through organizational structure that allow employees to improve how their jobs are performed.If proper human resource practices in performance management is practised, it can directly have a control on employee turnover and productivity, which the employees have direct control. Lower turnover and greater productivity in turn enhance corporate financ ial performance. The performance management should be in place that the employee can evaluate his own performance at a frame of time, which the line manager can approve. Proper objectives can be in place as per the individual (job specific) and team objectives.These can be reviewed monthly, with one on one discussion with the line manager and the human resource team which can be recorded for the career advancements and increments. These proper systems will lead the employee to know where they stand and what needs to be improved to get to the next level in career. The proper system will help the line managers in choosing the team leaders with a more accurate indication that the person is capable and competent in the new role. A well developed performance management system will include the following; †¢ A statement outlining the organizational values A statement of the organization’s objectives (each teams can have differently according to the projects) †¢ Individual objectives which are linked to the organizational objectives †¢ Regular performance reviews throughout the year †¢ Performance related pay/ career advancements †¢ Training and counselling Appraisals should be used to review constructively individual’s performance in order to encourage them. Accurate assessments can only be achieved if appraisers and appraisees are both very clear about what criteria will be used in determining how strong or weak the performance is.The major purpose of performance appraisals are to; †¢ Define the specific job criteria against which performance will be measured †¢ Measure past job performance accurately †¢ Justify the rewards given to individuals and/or groups thereby, discriminating between high and low performers †¢ Define the development experiences that the person being appraised needs to enhance their performance in the present job, and to prepare them for future responsibilities References Academic of Ma nagement Journal 1995 Vol. 58The impact of human resources management practices on turnover, productivity, and cooperate financial performance. Mark A. Huselid (Rutgers University) Human Resource Management – Gaining a Competitive Advantage Noe, Hollenbeck, Gerhart and Wright (8th edition) Nakilat Damen Shipyards Qatar website http://www. ndsq. com. qa NDSQ company forms and data from internal documentation Studies in Economics and Business Human Resource Management – Rob Dransfield A. NDSQ Performance appraisal (iniciated in Nov 2012) [pic] [pic] Performance Appraisal Essay Example Performance Appraisal Essay A study of the Human Resource issue of Nakilat Damen Shipyards Qatar Table of Contents 1. 0Executive Summery5 2. 0Introduction of the Company6 3. 0The background of the issue – high employee turnover6 4. 0The impact on the business7 4. 1 Drop in production7 4. 2 Cost for the company7 4. 3 Time7 4. 4 Team dynamics8 4. 5 Continuity8 5. 0Root cause of the issue9 6. 0The Human Resource issue10 7. 0Impact on Human resource11 7. 1 Low employee morale11 7. 1 Loss of Trained workforce12 7. 2 Cost for new recruitment12 8. 0Conclusion13 9. 0References16 ANNEX A. NDSQ Performance appraisal (iniciated in Nov 2012)17 Executive SummeryHuman Resource management refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. There are some important human resource practices which are shown in figure 1, that influence the company performance. | |Strategic HRM | | | | |Analysis and design of work |HR planning |Recruiting |Selecting |Training and development |Compensation |Performance management |employee relations | | |Company Performance | | | | | | | | | | | | | | |Figure 1: Human Resource Management PracticesThe roles of the Human Resource functions include three product lines, Administrative role, Business partner and Strategic partner. In most companies the Human resource department handles mainly the administrative part, but for a growth of the company performance the human resource manager needs to focus on all the three areas. In my report I would like to discuss an issue that the company faced that involved a human resource practice. I will further elaborate how this issue has influenced the company and its functions and the solutions that could be used to solve the problem.Note: As I have left the company in 2012 March, the statistics includes in my report are when I was working in the company and the problem faced was during that time. In order to manage performance effectively the following human resource p ractices should be in place so that the performance of the employees can be measured and reviewed accordingly in order for them to know where they stand in the organization and what improvements need to be done so that they will be more competent in their job role.Performance management is the means through which managers ensure that employee’ activities and outputs are congruent with the organization’s goals. Performance appraisal is the process through which an organization gets information on how well an employee is doing his job. Performance feedback is the process of providing employees information regarding their performance effectiveness. Introduction of the Company Nakilat Damen Shipyards Qatar (NDSQ) which was established in 2010, which was joint venture of Qatar Gas Transport Ltd (Nakilat) and Damen Shipyards Qatar Holding BV (Damen Shipyards Group).As a startup company we had a small number of employees initially. The work force was recruited in batches of a bout 20 persons, from India and Philippines. The company staff was consists of a different mix of cultures. The background of the issue – high employee turnover The company which was started in 2010 with the initial number of 80 employees increased the head counts within a year to more than 200 employees. According to the statistics from Human resource department which was in January 2011, the total number of employees was 328 and the End of Service (EOS) was 62.Which creates a problem in the company as the turnover comes to about 15%. From this number most were the initial employees who had started off with the company and grown learning and performing from the beginning of the project. The impact on the business Nakilat Damen Shipyards Qatar, as a new company was given the initial project of completing the ‘LOR Barge’ for Qatar Gas Transport Company. This project was started with the incorporation and was due to be launched in mid 2012, which was delayed to Sep tember 2012.The high turnover in the early stage of the company with the employees who know their work better had a major contribution for this factor. This slows the business performance. 4. 1 Drop in production The overall productivity of the work place tends to decrease with the high turnover. Since a new employee has a period of adjustment, he won’t complete tasks as quickly as the person he replaces. Group projects that rely on the new team member may slow down, which effects experienced employees’ productivity levels. 4. 2 Cost for the companyEach employee that resigns cost the company, the cost for visa training them of the process and procedure. These employees were hired during the initial stages and they were exposed to the environment form the beginning and the hands on experience they have had was unique. When new employees are hired the earlier cost for recruitment, advertising need to be spent again. 4. 3 Time Managers and human resources staff spend time conducting exit interviews, advertising the job, recruiting candidates and interviewing. The new employees may take several months to fully learn the job and achieve competency in the position. 4. 4 Team dynamicsWhen the staff changes frequently, the employees who stay have a difficult time building a positive team dynamics. A group of employees learns to work together, only to have one or more members leave. Teams need to be rearranged regularly. 4. 5 Continuity High turnover rate affects the continuity of production, which will lead to production drops. Root cause of the issue When the issue is put through the ‘why why analysis’, the root cause was found to be that there was no proper performance management system, in order to measure and manage the performance of the individuals in order to motivate and increase the production.Cause : High employee turnover Why : Job dissatisfaction Why : Absenteeism Why : change of attitudes/ behaviour Why : No recondition / job se curity Why : salary / benefit packages Why : change of levels Why : No proper appraisal Why : No proper performance management The reasons for voluntary turnover can be grouped as follows; salary related reasons (salary, benefit packages, and staff levels). In order to gather more accurate information the analysis can be done by exit interviews and conduct a survey of former employees. The Human Resource issueThe high turnover was mainly from the employees that were recruited at the start of the company. There were no proper performance measurements and appraisals when Forman and Team leaders were allocated. The Line Managers choose the next career advancements from their teams, which created a unrest among the other employees. This creates a dissatisfaction of the job which in time leads to high employee turnover. The dissatisfaction of the job can be termed mainly because there was no proper appraisal done for the previous batches. The new employees were appraised in a month due t o visa purposes, but no proper system was in place.This creates unrest with the employees that the new batches get more benefits in terms of career levels and salary. There was no way of measuring the performance of each employee, this brings about indications of none reconditions of employees who learned and worked hard. When all the above were considered the main reason for the turnover was due to none recondition of employees who are skilled and knew the work as there was no proper performance management system. Impact on Human resource The human resources can provide a sustained competitive advantage when four basic requirements are met.They must add value to the company’s production process; levels of individual performance must matter. Second, the skills the company looks for matters. The performance plays a major role here. The third the combined human capital investments a company’s employees represent cannot be easily imitated. Human resources practises influe nce employee skills through the acquisition and development of a company’s human capital. Recruiting procedures that provide a large pool of qualified applicants, pared with a reliable and valid selection process, will have a substantial influence over the quality and type of skills new employee possess.Providing formal and informal training experience such as basic skills training, on-the-job experience, coaching, mentoring can further influence an employee’s development. The company’s human resource is important in the development and execution of its strategic business plan. Human resource management practices can help to create a source of sustained competitive advantage, especially when they are aligned with a firm’s competitive advantage. The impact on human resource indicating the high turnover of the employees is as follows; 7. 1 Low employee morale High turnover rate can result in low employee morale.This can result from overworked employees who had increased workloads and responsibilities due to lack of an active or trained workforce. New employees can also suffer from low morale as they struggle to learn new job duties and procedures. Continuation of this environment can cost the company. 7. 1 Loss of Trained workforce The training gained on the job from the beginning of the project is hard to teach. These employees are highly skilled and know the job better than the new recruits. Loss of these employees cost the company a lot, which leads to drop of production and trained workforce. . 2 Cost for new recruitment The cost of hiring a new employee is more than the salary; it all comes to a high cost in the process of recruitment alone. Advertisements, time cost for the initial recruiter, time cost for the line managers, time cost for conducting interviews, medical and other visa purpose and documentations, cost of travelling, cost of uniforms and tools. Also the cost of the time taken and the loss of production till the emp loyee are present at the work station. (Visa, documentation, travelling, induction) ConclusionThe effectiveness of even highly skilled employees will be limited if they are not motivated to perform, Human resource management practices can affect employee motivation by encouraging them to work both harder and smarter. One of the examples a company uses to direct and motivate employee behaviour include the use of performance appraisals that assess individual or work group performance, linking these appraisals tightly with incentives compensation systems, the use of internal promotion systems that focus on employee merit, and other forms of incentives intended to align the interests of the employees.Also the contribution of a highly skilled and motivated workforce will be limited if jobs are structured, or programmed in such a way that employees, who know their work better than anyone else, do not have the opportunity to use their skills and abilities to design new and better ways of p erforming their roles. In this instance Human resource management practices can influence company performance through structuring of the organization that encourages participation among employees and allow them to improve how their jobs are performed.Cross-functional teams, job rotation, and quality circles are all examples of such structures. These clearly suggests that the behaviour of employees within the organization has important implications for organizational performance and that human resources management practices can effect individual employee performance through their influence over employees’ skills and motivation and through organizational structure that allow employees to improve how their jobs are performed.If proper human resource practices in performance management is practised, it can directly have a control on employee turnover and productivity, which the employees have direct control. Lower turnover and greater productivity in turn enhance corporate financ ial performance. The performance management should be in place that the employee can evaluate his own performance at a frame of time, which the line manager can approve. Proper objectives can be in place as per the individual (job specific) and team objectives.These can be reviewed monthly, with one on one discussion with the line manager and the human resource team which can be recorded for the career advancements and increments. These proper systems will lead the employee to know where they stand and what needs to be improved to get to the next level in career. The proper system will help the line managers in choosing the team leaders with a more accurate indication that the person is capable and competent in the new role. A well developed performance management system will include the following; †¢ A statement outlining the organizational values A statement of the organization’s objectives (each teams can have differently according to the projects) †¢ Individual objectives which are linked to the organizational objectives †¢ Regular performance reviews throughout the year †¢ Performance related pay/ career advancements †¢ Training and counselling Appraisals should be used to review constructively individual’s performance in order to encourage them. Accurate assessments can only be achieved if appraisers and appraisees are both very clear about what criteria will be used in determining how strong or weak the performance is.The major purpose of performance appraisals are to; †¢ Define the specific job criteria against which performance will be measured †¢ Measure past job performance accurately †¢ Justify the rewards given to individuals and/or groups thereby, discriminating between high and low performers †¢ Define the development experiences that the person being appraised needs to enhance their performance in the present job, and to prepare them for future responsibilities References Academic of Ma nagement Journal 1995 Vol. 58The impact of human resources management practices on turnover, productivity, and cooperate financial performance. Mark A. Huselid (Rutgers University) Human Resource Management – Gaining a Competitive Advantage Noe, Hollenbeck, Gerhart and Wright (8th edition) Nakilat Damen Shipyards Qatar website http://www. ndsq. com. qa NDSQ company forms and data from internal documentation Studies in Economics and Business Human Resource Management – Rob Dransfield A. NDSQ Performance appraisal (iniciated in Nov 2012) [pic] [pic] Performance Appraisal Essay Example Performance Appraisal Essay A DISSERTATION PROJECT On â€Å"STUDY ON PERFORMANCE APPRAISAL SYSTEM AT WAY TO WEALTH† Submitted in partial fulfillment of the requirement for MBA Degree of Bangalore University BY JYOTSNA Register Number 04XQCM6037 Under the guidance of Prof. S. Santhanam M. P. Birla Institute of Management Associate Bharatiya Vidya Bhavan Bangalore-560001 2004-2006 DECLARATION I hereby declare that the report titled â€Å" STUDY ON PERFORMANCE APPRAISAL AT WAY TO WEALTH†is prepared under the guidance of Prof. S. Santhanam in partial fulfillment of MBA degree of Bangalore University, and is my original work. This project does not form a part of any report submitted for degree or diploma of Bangalore University or any other university. Place: Bangalore Date: JYOTSNA M. P. Birla Institute Of Management 2 PRINCIPAL’S CERTIFICATE This is to certify that Ms JYOTSNA, bearing registration No: 04XQCM6037 has done a project and has prepared a report â€Å"STUDY ON PERFORMANCE APRAISAL SYSTEM AT WAY TO WEALTH â€Å"under the guidance of Prof. S. Santhanam, M. P. Birla Institute of Management, Bangalore. This has not formed a basis for the award of any degree/diploma for any other university. Place: Bangalore Date: Dr . NAGESH. S. We will write a custom essay sample on Performance Appraisal specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Performance Appraisal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Performance Appraisal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer MALLAVALLI PRINCIPAL MPBIM, Bangalore : M. P. Birla Institute Of Management 3 GUIDE’S CERTIFICATE This is to certify that Ms JYOTSNA, bearing registration No: 04XQCM6037 has done a project and has prepared a report â€Å"STUDY ON PERFORMANCE APPRAISAL SYSTEM AT WAY TO WEALTH â€Å"under my guidance. This has not formed a basis for the award of any degree/diploma for any other university. Place: Bangalore Date: Prof. S. Santhanam M. P. Birla Institute Of Management 4 ACKNOWLEDGEMENT I would like to take this opportunity to express my sincere gratitude to all those who guided me in the right direction to complete this report. I would like to thank Dr. Nagesh Malavalli ,principal for his support and also to thank my guide Prof. S. Santhanam, faculty member, for his guidance and support for making this project a success. I would also thank my family and my friends for supporting me during the project. Place: Bangalore Date: (JYOTSNA) M. P. Birla Institute Of Management 5 CONTENTS Sl. No Page No CONTENTS 1 2 3 4 5 6 7 8 9 10 ABSTRACT INTRODUCTION METHODOLOGY STATEMENT OF PROBLEM OBJECTIVES OF THE STUDY LIMITATIONS COMPANY PROFILE DATA ANALYSIS INTERPRETATION SUMMARY CONCLUSION BIBLIOGRAPHY 9 10 11 14 16 26 27 32 54 59 M. P. Birla Institute Of Management 2 LIST OF GRAPHS Sl. No 1 2 3 4 5 6 7 8 Graphs Graph showing whether PA is conducted every year in the company Graph showing whether job increments promotions are based on PA Graph showing whether PA objectives are clearly defined Graph showing the purpose of PA Graph showing Feedback on Pa is collected Graph showing the Opinion of the present PA system Graph showing whether PA system needs to be improved Graph showing methods that can be suggested for PA Page No 33 34 35 36 38 39 42 43 PA: Performance Appraisal M. P. Birla Institute Of Management 3 LIST OF TABLES Sl. No 1 2 3 4 5 6 7 8 9 10 11 Tables Table showing whether PA is conducted every year in the company Table showing job increments Promotions are based on PA Table showing whether PA objectives are clearly defined Table showing the purpose of PA Table showing Ranking of methods employed in PA Table showing whether Feedback on PA is collected Table showing the Opinion on present PA system Table showing factors covered in PA Table showing Improvements to be done in PA Table showing whether Pa system needs to be improved Table showing methods that can be suggested for PA Page No 33 34 35 36 37 38 39 40 41 42 43 PA: Performance Appraisal M. P. Birla Institute Of Management 4 ABSTRACT It is a well-established fact the people differ in their abilities and aptitudes. These differences are natural to a great extent and cannot be eliminated completely by giving them education and training. There will always be some difference in quality and quantity of work done by different employees. Therefore it is necessary for the management to know these differences so that it may develop certain programs in the organization for those employees who posses better potentials so that they may be developed to accept the challenges of higher jobs or wrong placement of employees may be rectified . The individual employee may also like to know his capability in terms of his performance on his capability in terms of his performance on the job qualitatively and quantitatively in comparison to his fellow employees so that he improve upon it. No firm has a choice as to whether or not it should appraise its personnel and their performance but the choice lies between the systematic and the unsystematic or casual appraisal. The system of appraising the man is not new but the systematic approach of evaluating the man is by any means a new development . The technique of appraising the man by supervisors or others is widely known as â€Å" Performance Appraisal† . It is also sometimes termed as Personnel Performance Evaluation, Merit Rating. Thus main objective of the project is to study the Performance Appraisal process being practiced in WAY 2 WEALTH and evaluate its effectiveness. This project aimed at finding out effectiveness in terms of familiarity, and satisfaction level of performance appraisal among the employees WAY 2 WEALTH. The project also focuses on finding out how performance appraisal is matching in meeting the company’s goals and objectives. M. P. Birla Institute Of Management 5 METHODOLOGY The research methodology used in the project is the descriptive approach and it is done among 200 employees . The main sources through which data is collected are 1. Primary data 2. Secondary data The data collected for this research is through primary data collection method. The instrument used for collecting primary data is structured questionnaire filled up by the employees Statistical tools were used to find inferences between the variables and analyzing the results. The following are the tools used. 1) 2) 3) Kalmograv Smirnov Test Chi – Square test (? 2) Spearman’s Rank Correlation M. P. Birla Institute Of Management 6 M. P. Birla Institute Of Management 7 INTRODUCTION An organization’s goals can be achieved only when people put in their best efforts . How to ascertain whether an employee has shown his or her best performance on a given job?. The answer is Performance Appraisal. Employee assessment is the fundamental job of HRM, but not easy one though. Thus â€Å"Performance Appraisal† is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development . The performance is being measured against such factors as Job Knowledge, quality, initiative, leadership abilities, supervision, co-operation, versatility etc. It is systematic in that it evaluates all performance in the same manner utilizing the same approach so that the ratings obtained to separate personnel are comparable. It is undertaken periodically according to plan . The essential purpose is the accurate measurement of human performance It attempts to reduce, if not eliminate human bias and prejudice, by means of a system that is subject to impartial review and check. Often such personnel performance appraisal are labeled as ratings where an individual employee, after comparison with another, is rated or ranked as â€Å"Excellent, normal or average† and are commonly used for determining an employees eligibility for promotion or transfer and widely being used for the development of the individual. Any appraisal program will involve time and money . The wise manager should plan up a program with the minimum cost to give maximum benefit . The rationale for using any particular method should be determined by the size ,financial resources ,and philosophy of the organization . M. P. Birla Institute Of Management 8 Appraisal can be made by one or more superiors or subordinates or by the peers . There can also be committee of members from various related departments to appraise an employee. There may even be a system of self –appraisal in which each employee evaluates his own performance and potential. M. P. Birla Institute Of Management 9 STATEMENT OF THE PROBLEM To evaluate is to assess the worth or value. In social life, we generally evaluate or appraise the behavior of others in relations to our own needs or goals. Appraisals are judgments of the characteristics ,traits and performance of others. On the basis of these judgments, we assess the worth or value of others, and identify what is good and bad. In industry, performance appraisal is a systematic evaluation of personnel by supervisors or others familiar with their performance because employers are interested in knowing about employee performance. Employees also wish to know their position in the organization. Appraisals are essential for making many administrative decisions: selection, training ,promotion ,transfer ,wage and salary administration ,etc . Besides ,they aid personnel research . Performance appraisal thus is a systematic and objective way of judging the relative worth or ability of an employee in performing his task . Performance ppraisal helps to identify those who are performing their assigned tasks well and those who are not and the reasons for such performance . Differentiating between individuals is easy provided one knows what aspects to take into account. Identifying performance measures is easy if job is clearly defined but difficult if it is broad. At the lower levels of an organization, there are specif ic jobs and certain tangible and objective standards of performance can be identified. Further up in the hierarchy, jobs become more complex and clear–cut, tangible standards of performance are difficult to specify. Irrespective of the level by and large, most companies use various parameters for measuring the performance like quality of work, quantity of work, job Knowledge, meeting the job requirements, initiative, team working, communicative etc. And they would be rated in accordingly quarterly, half yearly or annually depending on company’s policies. M. P. Birla Institute Of Management 10 Many companies would have a standard format for appraising the performance. Ironically many of the employees would not know the norms of the appraisal and to the surprise many of them may not be fully familiar with contents of the appraisal form. This would be great hazel for the company as well as to the employees because if the employee is not aware of what basis he is appraised, he may not put up all his efforts for better improvement which indirectly effects the companies profits by not meeting the companies objectives and targets. Thus this project â€Å" A Study On Effectiveness of Performance System† aims at complete study on performance appraisal system and finding out effectiveness of the system in terms of familiarity and satisfaction level of the employees in WAY 2 WEALTH, Chennai M. P. Birla Institute Of Management 11 OBJECTIVES OF THE STUDY PRIMARY OBJECTIVES ? To find out the effectiveness of PA system in way-2-wealth ? To Know employee satisfaction on PA system in way-2-wealth ? To suggest the way-2-wealth improve the employee satisfaction on PA system SECONDARY OBJECTIVES ? To find the opinion of employees on various factors involved in PA system ? To find out the openness of personal department in PA ? To find out the scope of critical attributes and other factor coverage of PA system ? To know post appraisal measures taken b way-2-wealth M. P. Birla Institute Of Management 12 REVIEW OF LITERATURE Once the employee has been selected, trained and motivated, he is then appraised for his performance. Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees . If any problems are identified steps are taken to communicate with the employee and to remedy them. A â€Å"Performance Appraisal† is a process of evaluating an employee’s performance of a job in terms of its requirements. It is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for purposes of administration including placement, selection for promotion, providing financial rewards and other actions which require different treatment among the members of a group as distinguished from actions affecting all members equally. _ Heyel Performance Appraisal seeks to provide an adequate feedback to each individual for his or her performance. It purports to serve as a basis for improving or changing behavior toward some more effective working habits . It also aims aat providing data to managers with which they may judge future job assignments and compensation -Levinson M. P. Birla Institute Of Management 13 Performance Appraisal determines who shall receive merit increases; counsels employees on their improvement ,determines training needs ,determines promo ability, identifies those who should be transferred -Ronald Benjamin PURPOSE OF APPRAISAL It can serve as a basis for job change or promotion ? By identifying the strengths and weakness of an employee it serves as a guide for ? formulating a suitable training and development program It serves as a feedback to the employee ? It serves as an important incentive to all employees ? The existence of regular appraisal system tends to make the supervisors and ? executives more observant of their subordinates Performance appraisal often provides the rational foundation for payment of ? salaries and bonus M. P. Birla Institute Of Management 14 ESSENTIALS OF GOOD APPRAISAL SYSTEM It must be easily understandable ? An appraisal plan must be integrated into the organization so as to have clear cut ? relationships between the appraisal plan and organization policies relating to performance of the employees. It must have the support of all line people who administer it ? The system should fit the organizations operations and structure ? The system should be both valid and reliable ? The system should have built in incentives that is a reward should follow satisfactory ? performance The system should periodically evaluated to be sure that it is continuing to meet its ? goals What should be Rated? The seven criteria for assessing performance are: 1. Quality 2. Quantity 3. Timeliness 4. Cost Effectiveness 5. Need for supervision 6. Interpersonal impact 7. Training M. P. Birla Institute Of Management 15 Trends in employee Appraisal ITEM Terminology Purpose FORMER EMPASIS Merit Rating Determine qualifications for wage increase, transfer, promotion, lay- off Application For hourly –paid workers Heavy emphasis on personal traits Techniques Rating scales, Statistical manipulation of data for comparison purpose PRESENT EMPHASIS Performance Appraisal Development of the individual, improved performance on the job, and provide emotional security For technical, professional and managerial employees Factors Related Results, accomplishments, performance Mutual goal–setting, critical incidents, group appraisal, performance standards, less quantitative Post Appraisal Interview Superior communication his rating to employees and tries to sell his evaluation to him; seeks to have employee conform to his view Superior stimulates employee to analyze himself and set own objectives in line with job requirements superior is helper and councilor M. P. Birla Institute Of Management 16 Approa ches to Performance Appraisal: 1. A casual ,unsystematic and haphazard appraisal: This method was commonly used in the past . The basis of this method are seniority or quantitative measures quantity and quality of output for the rank and file personnel 2. The traditional and highly systematic measurement: This measures the employees characteristic and employee contributions or both. It evaluates all the performances in the same manner ,utilizing the same approach so that the ratings obtained of separate personnel are comparable 3. The behavioral approach ,emphasizing mutual goal setting: here emphasizes has been laid upon providing mutual goal setting and appraisal of progress by both the appraiser and the appraise . This approach is based on the behavioral value of fundamental trust in the goodness ,capability and responsibility of human beings. The Evaluating Process The process of performance appraisal follows a set pattern viz, a man’s performance is periodically appraised by his superiors. Questions are raised . Is his potential the greatest as a manager or as a staff specialist? What are his strengths and weakness? Where can he make his great contribution? Next sometimes in consultation with the man himself, tentative decisions are made on what might be done to advance his development. M. P. Birla Institute Of Management 17 Thus the process would involve following steps ESTABLISH PERFORMANCE STANDARDS COMMUNICATE PERFORMANCE EXPECTATIONS TO EMPLOYEES MEASURE ACTUAL PERFORMANCE COMPARE ACTUAL PERFORMANCE WITH STANDARDS DISCUSS THE APPRAISAL WITH THE EMPLOYEE IF NECESSARY, INITIATE CORRECTIVE ACTION M. P. Birla Institute Of Management 18 TOOLS/METHODS FOR APPRAISING PERFORMANCE: Several methods and techniques of appraisal are available for the measurement of the performance of the employee . The methods and scales differ for obvious reasons 1. They differ in the sources of traits or qualities to be appraised. 2. The variations may be caused by the degree of precision attempted in an evaluation. 3. They may differ because of the methods used to obtain weightings for various traits. M. P. Birla Institute Of Management 19 Methods of Performance appraisal Traditional Methods ? Straight Ranking ? Man-to-man Comparison ? Grading ? Force choice Description ? Graphic Rating Scales ? Forced distribution Method ? Check Lists ? Free Form Essay Method ? Critical Incidents ? Group Appraisal ? Field Review Method y Modern Methods Assessment Centres Behaviorally Anchored Rating Scale M. P. Birla Institute Of Management 20 COMPONENTS OF APPRAISAL EVALUATION ? â€Å"Who† of the Appraisal ? â€Å"What† of Appraisal ? ? ? Common Pitfalls in Appraisal: ? There is often tendency to rate not only the employee but also the job ? Errors are introduced in the appraisal because of a defect or bias in the person conducting the appraisal ? As Appraisal are in fact opinions ,it is difficult to remove from the subjective element whilst making the judgment ? Performance appraisal do require a lot from the supervisor as they require periodic observation of subordinates performance by them which becomes difficult in case of a first line superior have a large number of subordinates ? There is often a large variations in the standards and ratings because some raters are tough where as others are lenient ? There is often lack of communication where by the employee does not know how he is rated ? Often Superiors are reluctant to give a low rating to ineffective subordinate and gives him an average rating ? Sometimes communication of the rating of the employee if done properly would be taken as criticism and may even result in his performing more poorly The â€Å"Why† of Appraisal The â€Å"When† of Appraisal The â€Å"where† of Appreciation M. P. Birla Institute Of Management 21 LIMITATIONS OF THE STUDY The researcher has made efforts for an errorless study but the following limitations were occurred ? The survey was restricted to only in Way 2 Wealth and the sample size was 200 ? There may be some changes if the sample size and the geographical segmentation were increased ? Time was a handicap for a detailed study ? A few respondents might have been given biased information, which may affect the reliability of the results ? Unwillingness and inability of the respondent to provide information M. P. Birla Institute Of Management 22 COMPANY PROFILE Way2Wealth is a premier Investment Consultancy Firm that has been launched with the aim of making investing simpler, more understandable and profitable for the investors. Way2Wealth brings a wide range of product offerings from Fixed Income Securities, Life Insurance and Mutual Funds to Equity and Derivatives (on the National Stock Exchange) for the convenience and benefit of it customers. Way2Wealth has over 40 easily accessible Investment Outlets spread across 20 major towns and cities in the country. Mission Way2Wealth is a premier Investment Consultancy Firm, launched with the ission â€Å"to be the pre-eminent destination for personalised financial solutions helping individuals create wealth†. Philosophy We believe that â€Å"our knowledge combined with our investors trust and involvement will lead to the growth of wealth and make it an exciting exp erienc Sivan Securities started in 1984, has a long and illustrious track record of being amongst the premier Financial Intermediaries in the country as well as being an incubator for IT start-up firms. The Venture Capital division came to be known as Global Technology Ventures (GTV has provided venture capital to companies such as Kshema Technologies, MindTree, Ivega etc. ) and the Financial Intermediary Division was spun off as Way2Wealth in the year 2000. M. P. Birla Institute Of Management 23 Way2Wealth is promoted by Sivan Securities and Global Technology Ventures Ltd. Prudential ICICI AMC provides further strength to Way2Wealth as strategic equity partner. Over the years, Sivan has developed a strong reputation for navigating its investors through all the ups and downs in the market. Way2Wealth has inherited these same values in addition to a base of 75,000 individual customers, over 300 corporate/institutional clients. Other companies in the group include Amalgamated Bean Coffee Trading Company Ltd. (one of the largest Coffee Exporters in India) and Cafe Coffee Day, a chain of youth hangout coffee parlors. Way2Wealth has very credible management teams, who have well over 100 man-years of experience amongst themselves Way2Wealth Investment outlets are designed to be places where retail investors can come in touch with Investment opportunities in an atmosphere of convenience and comfort. The look and feel of the offices across India project a consistent branch image for the company. The features that enable a unique facility for retailing financial services include among others: ? Most branches are located in the ground floor sporting huge glass frontage promoting easy accessibility and reflecting our attitude of complete transparency. ? The major portion of the branch area dedicated for customer use. The furniture is in CKD formats to add flexibility in using the branch for Investors purposes. ? ? Connectivity to NSE for trading facilities. TV and other electronic mediums to facilitate real time update and dissemination of information to our customers. ? Each branch comprises of trained and qualified Investment advisors to take care of the needs of the customers. M. P. Birla Institute Of Management 24 The Way2Wealth Research Desk Research is at the core of the advice. It believes that sound investment decisions are made on sound analysis of facts, past performance and credible market information. The research cell focuses on providing data and analysis to help customers make sound investment decisions. The Research cell is managed by a highly qualified team that is handpicked and trained extensively in the proprietary Way2Wealth Investment Philosophy centered on finding the best investment solutions for our customers. Based in the commercial capital enables the team to have a pulse of the trends allowing dissemination of the most up-to-date and latest information. ? Personalised Investment Solutions: All the customers receive individual attention ? Full choice of Investments: Mutual funds, Life Insurance, Fixed Income Instruments, Equity and Derivatives ? Processing support: take care of all the paper work and provide service at the doorstep. ? Investor eligibility criteria: Customers with a minimum investment amount as low as Rs. 2500 per month can avail of the services. This unique Way2Wealth concept can be easily experienced through the innovative and customer friendly network of Investment outlets that spans 20 major towns and cities in the country. M. P. Birla Institute Of Management 25 RESEARCH METHODOLOGY The following points are considered in carrying out the research. A. RESEARCH METHODOLOGY: A research design is purely ad simply the framework a plan for a study that guides the collection and analysis of the data. Descriptive Research Here the research is been done on 200 members through a media of questionnaire B. DATA COLLECTION METHOD: The main sources through which data is collected are 1. Primary data 2. Secondary data The data collected for this research is hrough primary data collection method. The instrument used for collecting primary data is questionnaire from the employees. M. P. Birla Institute Of Management 26 E. SAMPLING TECHNIQUE Non – probability (non random ) sampling method is used in this project. F. STATISTICAL TOOL S USED: Statistical tools were used to find inferences between the variables and analyzing the results. The following are the tools used. 1)spearman’s rank Correlation 2) Kalmograv Smirnov Test 3) Chi – Square test (? 2) M. P. Birla Institute Of Management 27 M. P. Birla Institute Of Management 28 DATA ANALYSIS INTERPRETATION TABLE 1 TABLE SHOWING WHETHER PA IS CONDUCTED EVERY YEAR IN THE COMPANY S. NO 1 2 YES NO TOTAL OPINION NO OF RESPONDENTS 60 0 60 PERCENTAGE (%) 100 0 100 100 80 60 40 20 0 YES NO INFERENCE: All the respondents feel that PA is conducted every year in the company. M. P. Birla Institute Of Management 29 TABLE 2 TABLE SHOWING WHETHER JOB INCREMENTS AND PROMOTIONS ARE STRICTLY BASED ON PA S. NO 1. 2. YES NO OPINION NO OF RESPONDENTS 41 19 PERCENTAGE (%) 68 32 100 TOTAL 60 70 60 50 40 30 20 10 0 YES NO INFERENCE: Majority of the respondents feel that job increments and promotions are strictly based on PA is 68%and whereas few of them feel that it is not strictly based on PA 32%. M. P. Birla Institute Of Management 30 TABLE 3 TABLE SHOWING WHETHER PA OBJECTIVES ARE CLEARLY INFORMED S. NO 1. 2. 3. CHOICE CLEARLY INFORMED PARTIALLY INFORMED NOT INFORMED AT ALL TOTAL NO OF RESPONDENTS 22 28 10 60 PERCENTAGE (%) 36 46 18 100 50 40 30 20 10 0 PERCENTAGE CLEARLY INFORMED PARTIALLY INFORMED NOTINFORMED AT ALL INFERENCE: Majority of the respondents feel that PA objectives are partially informed, some of them feel it is clearly informed and whereas few of them feel that it is not informed at all. M. P. Birla Institute Of Management 31 TABLE 4 TABLE SHOWING PURPOSE OF PA S. NO 1 2 3 4 CHOICE SALARY INCREASE PROMOTION TRAINING AND DEVELOPMENT FEEDBACK TOTAL NO OF RESPONDENTS 18 22 14 6 120 PERCENTAGE (%) 30 36 24 10 100 40 35 30 25 20 15 10 5 0 PERCENTAGE SALARY INCREASE PROMOTION TRAINING AND DEVELOPMENT FEEDBACK INFERENCE: Majority of the respondents feel that purpose of PA is for promotion, some of them feel it is for salary increase and whereas few of them feel it is for training and development. M. P. Birla Institute Of Management 32 TABLE 5 RANKING OF METHODS EMPLOYED IN PA NO OF RESPONDENTS FACTORS 1 GRADING RANKING METHOD CHECKLIST METHOD FORCED CHOICE METHOD 15 22 13 11 2 18 17 16 10 3 12 16 20 13 4 15 6 11 26 INFERENCE: From the table it is seen that the ranking of methods employed in PA is give below: FACTORS GRADING RANKING METHOD CHECKLIST METHOD FORCED CHOICE METHOD RANK II I III IV M. P. Birla Institute Of Management 33 TABLE 6 TABLE SHOWING WHETHER FEEDBACK ON PA IS COLLECTED S. NO 1. 2. YES NO OPINION NO OF RESPONDENTS 25 35 60 PERCENTAGE (%) 42 58 100 TOTAL 60 50 40 30 20 10 0 PERCENTAGE YES NO INFERENCE: 58% of the respondent feel that feedback on PA is not collected ad whereas some of them feel that feedback on PA is collected. M. P. Birla Institute Of Management 34 TABLE 7 TABLE SHOWING OPINION ON PRESENT PA SYSTEM IN THE COMPANY S. NO 1. 2. 3. 4. OPTIONS VERY GOOD GOOD AVERAGE POOR TOTAL NO OF RESPONDENTS 6 24 18 12 60 PERCENTAGE (%) 10 40 30 20 100 40 35 30 25 20 15 10 5 0 PERCENTAGE VERY GOOD GOOD AVERAGE POOR INFERENCE: Majority of the respondents opinion regarding present PA system in the company is good, some of the respondents opinion is average and whereas few of the respondents opinion is poor. M. P. Birla Institute Of Management 35 TABLE 8 TABLE SHOWING OPINION ON THE FOLLOWING FACTORS COVERED IN PA FACTORS Job knowledge Quality of work Quantity of work Ability of work Hard work Manner obedience VERY GOOD 6 7 6 7 10 10 GOOD 21 29 14 24 26 24 AVERAGE 22 13 18 16 12 14 POOR 9 6 12 8 7 9 VERY POOR 2 5 10 5 5 3 INFERENCE: Majority of the respondent’s opinion regarding the factors covered in PA is good, some of them feel it is average and whereas few of them feel it is poor. M. P. Birla Institute Of Management 36 TABLE 9 TABLE SHOWING IMPROVEMENTS TO BE MADE IN PA FACTORS Strongly agree 12 9 10 5 6 7 11 Neither Agree Agree nor disagree 27 25 24 22 20 24 25 11 14 8 14 18 13 14 6 7 11 13 11 11 6 Disagree Strongly disagree 4 5 7 6 6 5 4 Confidentiality Critical attributes Role related attributes Post appraisal actions Introducing bars in PA Feedback on PA White paper on PA after PA INFERENCE: Majority of the respondents agree that improvements has to be made in PA, some of them neither agree nor disagree ad whereas few of them disagree that improvements has to be made in PA M. P. Birla Institute Of Management 37 TABLE 10 TABLE SHOWING WHETHER PRESENT PA SYSTEM IS TO BE IMPROVED S. NO 1. 2. 3. 4. 5. OPTIONS STRONGLY AGREE AGREE NEITHER AGREE NOR DISAGREE DISAGREE STRONGLY DISAGREE TOTAL NO OF RESPONDENTS 11 20 15 9 5 60 PERCENTAGE (%) 18 34 24 16 8 100 35 30 25 20 18 15 10 5 0 PERCENTAGE 34 24 16 8 STRONGLY AGREE AGREE NEITHER AGREE NOR DISAGREE DISAGREE STRONGLY DISAGREE INFERENCE: Majority of the respondents agree that present PA system is to improved, some of them neither agree nor disagree ad whereas few of them disagree. M. P. Birla Institute Of Management 38 TABLE 11 TABLE SHOWING METHODS THAT CAN BE SUGGESTED FOR PA S. NO 1. 2. 3. 4. 5. OPTIONS ESSAY METHOD FIELD REVIEW METHOD BARS APPRAISAL BY RESULTS 360 DEGREE APPRAISAL TOTAL NO OF RESPONDENTS 9 8 11 14 18 60 PERCENTAGE (%) 16 12 18 24 30 100 30 25 20 15 10 5 0 PERCENTAGE ESSAY METHOD FIELD REVIEW METHOD ARS APPRAISAL BY RESLTS 360 DEGREE APPRAISAL INFERENCE: Majority of the respondents suggest 360 degree appraisal for PA, some of them suggest appraisal by result and whereas few of them suggest essay method. M. P. Birla Institute Of Management 39 TOOLS USED FOR ANALYSIS KALMOGROV SMIRNOV TEST The Kalmogrov Smirnov Test (KS – Test) tries to determine if two data sets significantly. The KS – test has the advantage of making no assumption about the distribution of data. (Technically speaking it is nonparametric and distribution free). It is a goodness of fit used to examine the distribution function of the random variable (X). Test statistics T = = Sup | F (x) – S (x) | Supremum of the absolute value of the difference between F (x) and S (X) H0 is rejected if T exceeds the 1 – a quant

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The 100 Most Important Words in English This list of important words was drawn up by British rhetorician I.A. Richards, author of several books including Basic English and Its Uses (1943). However, these 100 words are not a part of the simplified version of the language that he and C.K. Ogden called Basic English. Also, were not talking about the 100 most frequently used words in English (a list that contains far more prepositions than nouns). And unlike the 100 words chosen by David Crystal to tell The Story of English, Richards words are primarily significant for their meanings, not their etymologies. Richards introduced his list of words in the book How to Read a Page: A Course in Effective Reading (1942), and he called them the most important words for two reasons: They cover the ideas we can least avoid using, those which are concerned in all that we do as thinking beings.They are words we are forced to use in explaining other words because it is in terms of the ideas they cover that the meanings of other words must be given. Here are those 100 important words: AmountArgumentArtBeBeautifulBeliefCauseCertainChanceChangeClearCommonComparisonConditionConnectionCopyDecisionDegreeDesireDevelopmentDifferentDoEducationEndEventExamplesExistenceExperienceFactFearFeelingFictionForceFormFreeGeneralGetGiveGoodGovernmentHappyHaveHistoryIdeaImportantInterestKnowledgeLawLetLevelLivingLoveMakeMaterialMeasureMindMotionNameNationNaturalNecessaryNormalNumberObservationOppositeOrderOrganizationPartPlacePleasurePossiblePowerProbablePropertyPurposeQualityQuestionReasonRelationRepresentativeRespectResponsibleRightSameSayScienceSeeSeemSenseSignSimpleSocietySortSpecialSubstanceThingThoughtTrueUseWayWiseWordWork All these words carry multiple meanings, and they can say quite different things to different readers. For that reason, Richards list could just as well have been labeled The 100 Most Ambiguous Words: The very usefulness which gives them their importance explains their ambiguity. They are the servants of too many interests to keep to single, clearly defined jobs. Technical words in the sciences are like adzes, planes, gimlets, or razors. A word like experience, or feeling, or true is like a pocketknife. In good hands it will do most things- not very well. In general we will find that the more important a word is, and the more central and necessary its meanings are in our pictures of ourselves and the world, the more ambiguous and possibly deceiving the word will be. In an earlier book, The Making of Meaning (1923), Richards (and co-author C.K. Ogden) had explored the fundamental notion that meaning doesnt reside in words themselves. Rather, meaning is rhetorical: Its fashioned out of both a verbal context (the words surrounding the words) and the experiences of the individual reader. No surprise, then, that miscommunication is often the result when the important words come into play. Its this idea of miscommunicating through language that led Richards to conclude that all of us are developing our reading skills all the time: Whenever we use words in forming some judgment or decision, we are, in what may be a painfully sharp sense, learning to read (How to Read a Page.) There are actually 103 words on Richards top-100 list. The bonus words, he said, are meant to incite the reader to the task of cutting out those he sees no point in and adding any he pleases, and to discourage the notion that there is anything sacrosanct about a hundred, or any other number. Your List So with those thoughts in mind, its now time to create a list of what you think are the most important words. Sources Crystal, David.  The Story of English.  St. Martins Press, 2012, New York.Richards, I.A.  Basic English  and  Its Uses. W.W. Norton Co., 1943, New York. Richards, I.A. How to Read a Page: A Course in Effective Reading. Beacon Press, 1942, Boston.Ogden, C.K. and Richards, I.A. The Making of Meaning.  Harcourt, 1923, New York.

buy custom Bio 5th News Article essay

buy custom Bio 5th News Article essay HIV and AIDS is global pandemic. Many lives have been lost and approximately 40million people living with the HIV virus globally. The newsletter gives the meaning of HIV as human immunodeficiency virus and AIDS as acquired immunodeficiency syndrome.HIV virus is transmitted through different ways which include having unprotected sexual intercourse with an infected partner, from pregnant mother to the unborn child during pregnancy, during birth or when breastfeeding an infant, using unsterilized needles and contaminated blood transfusion. Sexual intercourse is the leading mode of HIV virus transmission .Once the HIV virus gets in to the blood stream it infects the CD4+T cells which are important in fighting infections. The virus attacks the CD4+T and reduces them from their normal count which normally ranges between 500-1800 cells per cubic millimeter (mm3), to a count below 200 cells per cubic millimeter. The viruses replicate themselves before the body reacts to them. The virus devel ops in different stages before it becomes full blown AIDS which is also the last stage. The first stage is the primary stage or window stage, the symptoms are mild fevers, headaches, muscle pains and sores. These symptoms disappear after a few weeks. The second stage is the seroconversion stae, at this stage there are no symptoms and one is physically healthy and can spread the HIV virus. The third stage is the asymptomatic stage; the person still looks healthy but can infect other people if they have unprotected sexual intercourse. If a person takes an HIV test he/she might get false results. The next stage is the symptomatic stage. At this stage of infection, a person develops, sores on the throat, mouth, anus and genitals, reddish, purplish brownish and pinkish batches on the skin, memory loss, depression, slight weight loss in women, tiredness, hair loss , recurring fever , extreme tiredness and profuse night sweats, diarrhea . This does not mean that each person infected develops the symptoms immediately; some may take up to twelve years to show these signs. The HIV virus multiplies and continues weakening the body immune system of a person giving way to opportunistic diseases. The person becomes immune deficient or has now developed AIDS, which is a short form of Acquired Immunodeficiency Syndrome. The body can no longer fight opportunistic diseases such as; bacterial diseases like tuberculosis, pneumonia and blood poisoning, the body cannot also fight diseases caused by protozoans like toxoplasmosis, fungal diseases like candidiasis, and penicilliosis and viral diseaases like herpes simplex and herpes zoster which are more common in women than in men. These diseases develop at different times e, g malaria and pneumonia tuberculosis and herpes zoster occur in the early stages of the infection where else toxoplasmosis and PCP occur affecting major body organs. People with HIV/AIDS are more likely to get cancers like cervical cancer and Kaposis sarcoma and treatment using. The website gives different ways on how one can stay healthy even after testing positive. Once tested positive you should follow the prescription given by a medical provider which include antiretroviral therapy and treatment. The antiretroviral treatment prolongs the time between infection and onset of AIDS. Family and friends should provide emotional support and care for the infected person. HIV/AIDS epidemic has caused a great impact around the world .It has affected the economic growth in developing countries; many people can no longer go to work and a lot of funds have been diverted to fighting it. HIV /AIDS is a reality that all the people must accept so as to lead happy lives. This is because even if you are not infected you are affected and we should come to fight this epidemic. This can be done by protecting yourself when having sex and visiting health centers for testing and treatment. Buy custom Bio 5th News Article essay

Defining The Right Stuff Essay Example | Topics and Well Written Essays - 750 words

Defining The Right Stuff - Essay Example The right stuff is built around courage, yet also holds a simple humility to the dangers they face on a daily basis. The willingness to take a space flight to the edges of science while remaining coldly in control placed these men into a unique club, a fraternity where trust was not just to the program, but to themselves as individuals. When added up, these qualities become an air of confidence that demonstrates the trust they have in their own abilities as well as the ability of the equipment and ground crews. "The Right Stuff" is the selfless sacrifice that a man can make to risk his life for the advancement of his country with a simple and uncomplicated perseverance. The courage is demonstrated throughout the book with tales of space flights at the brink of human understanding and at speeds never before tested. When Gordon Cooper was landing a spacecraft, it seemed as if everything that could fail had failed. Electrical malfunctions and oxygen problems were staring at Cooper when he announces, "'Well... things are beginning to stack up a little,' said Gordo. It was the same old sod hut drawl" (408). In the face of impending disaster, Cooper was able to maintain his simple southern composure and as Wolfe says, "... Ol' Gordo had shown the world the pure and righteous stuff" (409). The men that possessed the right stuff we in an elite fraternity with men who also had the stuff. Never defined and never mentioned, it was an unspoken quality that bound the men together. Wolfe writes of these qualities that transcended rank and position when he says, "No, herein the world was divided into those that had it and those that did not. This quality, this it, was never named, however, nor was it talked about in any way" (24). It was a club that required special credentials yet were undefined outside the minds of the men. When speaking of the right stuff, confidence naturally comes to mind. Yet, it was not the over boasted confidence of a prizefighter. These men held confidence in reserve to be demonstrated. John Glenn, the midwestern rock of stability in the program, was subdued yet as Wolfe explains, "When he got his back up, he was formidable. He was not to be trifled with. In his eyes burned four centuries of Dissenting Protestant fervor, nailed down by two million laps that his legs had pounded around the BBQ driveway" (171). Glenn has the confidence that he needed to convince himself that he could succeed. He felt no desire to flaunt it or cheapen its value. The long hours of commitment to the program, the isolation, the hard work and grueling routine required sacrifice. Publicity had sacrificed their privacy and the program placed them in a position to sacrifice their life. With unfaltering selflessness, time and again they would expose themselves to grave danger. Alan Shepard's original foray into space was highlighted by a string of previous rocket failures. The suspense of the outcome was magnified by publicity and Shepard offered up his entire life to pull the flight off. He turned over complete control as if a sacrificial lamb, and as Wolfe recounts, "And then he had gone through with it. He let them light the fuse. He hadn't resigned. He hadn't even panicked" (269). Wolfe's book has forever etched the right stuff into the fabric of American bravery. It is

Challenges in Hiring Talent Research Paper Example | Topics and Well Written Essays - 750 words

Challenges in Hiring Talent - Research Paper Example Prince (25), states that there has been a 10 % decline in the average quality of a worker since 2004. This has prompted companies to redouble efforts aimed at hiring the best candidates for the job at whatever cost. Between 1946 and 1964, America experienced massive economic growth that triggered the emergence of more companies and the increase in profitability of businesses in the country (Yates 47). During this time, a new breed of talented and driven managers, entrepreneurs and personnel also emerged, supported by the emergence of ‘baby boomers’ that propagated economic growth and increase in population. The last decade has seen the retirement of a large percentage of these individuals, and a large vacuum has been left that may not be filled as soon as is expected. Businesses have therefore found it paramount to ‘fish’ for the best and most qualified people by employing whatever means necessary to make them a part of their vision. Apart from a decline in the quality of workers available and the shrinking of the pool from which companies used to draw their workers, there has been a great shift in the type of individuals required in the workplace. Between 1946 and 1964, there was a massive increase in manufacturing, spurred by an increase in demand for industrial products and goods (Gilmore 34). A lot of emphasis was therefore laced on the need for workers who could support the manufacturing process, and this called for individuals who mainly had to follow procedures and carry out instructions as required. Little reasoning and judgment was required in these types of jobs that can also be referred to as transactional or transformational. A change in needs, priorities and focus has left companies with no option but to scout for intelligent and clear-thinking people who can make decisions on their own and come up with solutions to problems without relying on their seniors. These types of workers are also good team players who are capable of working with other employees for the benefit of the company (Noe 76). This can be attributed to the emergence of a new type of jobs that are classified under the tacit category, in which intellectual capability and contribution is preferred over physical labor. Question 2: Incentives (apart from salary) that a Company may use to Encourage a Prospective Employee to Accept a Job Offer With the changes taking place in the workplace, companies appreciate the fact that better or higher remuneration is no longer sufficient when looking to hire employees. Other factors have now been found to play a huge role in the ability of a company to not only hire but also retain the best workers (Hunt 59). These factors include opportunities for growth, good working conditions, good moral and ethical values and an appreciation of current and prospective employees. Employees need to know that they can grow in a company and become better at what they do. Nobody wants to work for 10 years in the sam e position when there are other avenues for growth elsewhere. For instance, I may be paid $100,000 a year to head the sales and marketing department in a company, but I may not be willing to remain in the same position (especially if I deserve to be promoted). If a sales representative rises to be my deputy and I am still holding the same position I have had for the last 10 years then I am not growing on my job. The salary may be attractive but growth is more important. When hiring

Carbon Emission Abatement Essay Example for Free

Carbon Emission Abatement Essay Topic: Carbon emission abatement can be achieved by various meaner, for example, regulation (controlling the emitting of carbon on the same basis as governments control other pollutants), by subsidizing consumption of renewable technologies using wind or the sun, by subsidizing non-carbon polluting technologies and by supporting research into innovative green technologies. Another way of achieving reduction in carbon emissions is a pricing scheme such as a cap-and-trade emissions trading scheme (TEST), which could exist in Australia by 2014, and China probably by 2015. Nations have also achieved reductions through energy conservation. Discuss (1) the various options available for carbon abatement, their merits and weaknesses, and (2) the role government and business have to play if the methods are to achieve their objectives. Major Assignment Tutor: Mrs. Maintained Sings Major Assignment Global warming is a complicated issue faced by leaders of today. Warnings are becoming increasingly amplified, in the wake of a realization that a disastrous future ahead because of the perpetual accumulation anthropogenic greenhouse gases ? emanating from fossil-fuel combustion and burning forests. PM Tony Blair told BBC sews that scientific evidence of global warming was overwhelming and its consequences disastrous. Global warming is the observed increase in the average temperature (f the Earths atmosphere and corners in recent decades (Brakeman 2009). The Earths average near-surface atmospheric temperature increased by 0. 6 ? ± 0. 2 Celsius (1. 1 ? ± 0. 4 Fahrenheit) in the 20th century (The Universe-Galaxy-stars 2012). Global warming and climate change have already unleashed untold suffering to thousands of people across the face of the earth. Think of the millions of environmental refugees who have been forced to vacate the land of their forefathers cause of flooding. Thousands of children in Africa have been born into lives of poverty, disease and famine, resulting from shifting climatic conditions (Andorra 2011, quoted in Africa Up in Smoke, 2012, 12). In Niger for example, drought and famine claimed the lives of nearly 70 people (BBC News 2012), whilst later in the year, unexpected flooding displaced 1 50000 families, stirred up a cholera outbreak and claimed more lives. In Australia and the US, wild raging fires have destroyed the habitat of thousands of species, reducing beautiful vast carpets of green thriving tit flora and fauna; into barren lifeless stretches of sparsely vegetated, stunted and horrid landscapes with little biodiversity. Moderate to exceptional, whilst intensified convection over the Caribbean also brought heavy rains to Colombia, where flooding displaced an estimated 1. 5 million people. Thousands of pages can be authored to document the incalculable grave impacts global warming has caused to our beloved mother earth. It is even more astonishing when you realism that all this anguish has been borne by people who are now alive today. You cannot help but wonder what it shall be like in the more distant true. A continued surge in co levels for another century will see gases reach a level unheard of since millions of years ago. The consequences are anticipated to take many centuries to be fully manifested, as the Earth transforms into a new state. In the distant future, eras with high CO are anticipated where sea levels will be even higher and temperature will soar to catastrophic levels: a planet grossly unlike the one to which the human species is adapted (Conservation Foundation 1963). By now you may be wondering , what is the link between Global Warming and Carbon Emissions? After all, the essence of this account is a mere review of the various meaner by which Carbon Emissions may be reduced. Scientific research has established a link between Global Warming and Carbon Dioxide pollution. Carbon dioxide particles are capable of retaining heat energy received from the sun (Rogers 1989). The atmosphere naturally contains optimum levels of carbon dioxide, necessary to make the earth habitable (green-house effect). Human activities such as burning of forests and fossil fuels, however, further append co levels in the atmosphere to catastrophic levels which cause global warming and climate change (Munroe 2011). The author was inclined to explain the relationship between Carbon emission and Global Warming, so as to express the weight of the Carbon Reduction issue under review. Mitigating carbon emission seeks to curb Global Warming and all its adverse impacts highlighted previously. Global warming is the bigger picture beyond carbon emission. Carbon reduction methods in the discussion essentially target the sectors summarized the opposite pie-chart. Government can use regulation to reduce carbon emission levels. This is essentially a command-and-control approach, where standard minimum requirements are established and enforced by law. Such laws may target annual level of carbon emission, mandatory adoption of given forms of clean technology and production techniques. Compliance by emitters is mandatory, the failure of which is punishable by fines, public shaming, penalties, sanctions and blacklisting. (ESSAY Emission. Trading 2010). Regulation is an effective control mechanism as it covers all aspects of the global emission by sector. Regulation almost guarantees a reduction, as companies seek to and static, that it fails to allow firms to determine a cost saving approach, based on the elimination of non-value adding costs and the most efficient course of action elevate to the industry (ESSAY Emissions trading 2010). Low volume, small industries such as dry cleaners and book printers, for example; may feel aggrieved when their carbon assessment is made on the same basis as that of mega profit making high volume industries such as oil and gas extraction or car manufacturers. The smaller industries are sure to comply with the legal requirement concerning carbon emissions in the fear of being penalized substantially. The bigger industries however, may find the penalties very negligible in comparison to the high revenues they generate. This sad tale ensures that small companies remain small, whilst the bigger industries continue to grow. As mentioned by Parry (2004, 35), regulation when used to dictate capital injection towards a given technology or production technique; is criticized for being efficient than substitute alternatives available. Presently, the fines for breaking the EX. carbon law is pegged at 100 euros ($130) per metric ton (1 . 1023 tons) of carbon, for airline companies and 7 euros per metric tones for general manufacturing industries (ESSAY Emissions trading 2010). As stated by Paltrier (2010, 13), laws against the carrying out of deforestation are another form of regulation that target carbon emission reduction. Deforestation is the unwarranted cutting down of trees for logging, mining, oil and gas extraction; cattle ranching or agricultural purposes. You may have wondered, if at all any linkage exists between trees and carbon. How do laws against deforestation achieve carbon reduction? You will be glad to know that trees act as a carbon sink, absorbing carbon dioxide in the atmosphere. The presence of trees creates a carbon sink which eliminates to greater extent, the excess levels of carbon. When this mechanism however is eliminated, then how will atmospheric carbon subside? The absence of trees would cause an unprecedented exponential growth in Carbon levels. However it is saddening to note that most of the damage has been done already. Did you know that between 1930 and today, Philippines has lost 90% of its rainforests, whilst Madagascar has lost 95% of its rainforests, El Salvador 70-85% of its rainforests due to heavy bombing during the civil war 1984-1985. Sumatra has only 15% of its rainforests left. It appears that substantial damage has been done already, yet still, governments cannot afford to waver in the fight to curb deforestation. It is encouraging to note that some governments have even taken a pro-active approach to not only protect their few remaining forests, but to replenish the depleted ones also. Issues of economic development hinder the effective implementation of deforestation laws. Imagine the impact of halting logging activities in Africa, which are providing employment for millions of people and putting food on the table in thousands of homes. What about the grave effect on their already beset economies; what would it mean for initiatives such as building schools, educating and empowering women on family planning and many other crucial issues? Resultantly, it is no surprise that only 6% of Central Africans forests are protected by law (Laurence et al 2006, 457). Service, to ensure efficiency and marginal carbon emission from the combustion of fuel. Other regulations, such as the U. S Lacey Act 1968, bar the trade of wooden products across international boundaries. The role of government is to provide adequate funding for the effective implementation of these laws and of course to enact the legislation to curb carbon emission (Greenback 2011). Another way of reducing carbon emission as stated by Festoon (10, 4) is the rewarding of development of renewable technologies using wind or the solar energy. The truth of the matter is that, it is relatively costlier in the early years to develop clean technologies. Setup costs are high and most companies are discouraged. However, rewarding the development and use of such technologies would provide incentive for companies to partake. Such reward can be in the form of government subsidy to lower acquisition costs of setup material, the provision of expert engineers to assist in the setup activity, offering loans to clean technology development projects as well as a mere sign of recognition and appreciation. The government will obviously need to cater for these requirements in its national budget. The government is also tasked with rendering support for research into innovative green technologies. The subsidy approach is highly viable as it provides incentive for businesses to develop cleaner technologies, whilst the companys liquidity and cash flow remain relatively unaltered. This entails that companies will continue to enjoy healthy profits whilst, developing cleaner technologies concurrently, or in the case of government loans; spreading the cost of the financing activity which will be eventually offset by rower operating costs in the long run. This approach also ensures a healthy mutually beneficial relationship between the government and business. One drawback however, is that once companies attain such loans, they may not be used entirely to serve the purpose of clean technology development. In Zanzibar, for example, cases have been recorded whereby; some farmers misused loans rendered to them by the Ministry of Agriculture through Agro-Bank, for the purpose of developing wind vanes (Mutagen 2012). Furthermore, resources are not always sufficient enough to provide for this cause. Carbon emission may also be reduced through a federally-imposed carbon tax (Ovenbird 1997). The main idea is that government can use the surplus tax revenue to finance subsidies in the development of selected low-carbon technologies. The chances of any government imposing a new tax however, is somewhere between zero and nil. If carbon is taxed, this will significantly decrease annual profits, repel investors and cause economic recession. The successful imposition of carbon tax would entail that governments possess a whole new pool of subsidy revenue to distribute to industry. Will the tax revenue be used to provide subsidies for clean genealogy development? If at all subsidies are indeed issued, would you trust that they will award them to the right companies, foot the right reason? It is a really a be the most effective strategy? Naked (2003:11) revealed that in Japan, a carbon tax rate of $2. 0/mm Btu case produced an emission rate of 324 mm ETC in the year 2040, attaining a 23% reduction in the emission rate. Without carbon tax imposition however, CO emission in 2040 would be 420 mm ETC (2003) . Without tax return in this case, CO emission rises to 332 mm ETC, producing an 8 mm ETC production compared with the tax return case. Clearly carbon tax, though controversial, can bring the results. Pricing schemes such like the cap-and-trade emissions trading scheme (TEST) can reduce co (Hessian 14,349). The role of government in this case is to set the ground rules. Its role is restricted, and major decisions are made in the private sector. The government establishes an overall emissions cap and assigns specific emissions allocations to the different sources of CO. Industries and companies are free to decide as to what to do or how to meet their allocations. The government needs to engage experts of industry, to come up with a reasonable maximum amount f carbon emission for various respective industries. Furthermore, the government is tasked with providing an accurate and reliable meaner of carbon emission measurement. Furthermore, there is also need to engage with other relevant bodies such as the EX., AU or SEAN. In the case of the European Union member countries for example, governments ought to work together in the implementation of cap-and- trade schemes. The two vital components of cap-and-trade schemes is the cap itself, and its flexibility that allows companies to exchange emissions warrants. The cap is perimeter of carbon emissions imposed by the TEST. The cap is attained by the creation of emissions permits, supplemented by a business requirement for emitters to yield the amount of permits equivalent to their carbon emissions, traditionally on an annual basis. Under an TEST any firm emitting carbon under the permissible perimeter may retain permits equivalent to the amount of its carbon emission, whilst the excess permits may be sold. Presently, carbon permits can be traded at 7 euros a metric ton. Permit price fluctuates according to market volatility, whilst the cap (maximum permissible amount of carbon emission) is fixed. The buying and selling of carbon remits is the second vital aspect of cap-and-trade schemes. One major advantage is that companies can implement carbon abatement at a lower cost than compared to the permit price for excess emissions. This ensures that companies will purchase permits, only when the cost of reducing its emissions surpasses that the purchasing price of permits. Emissions reductions will therefore be attained at the lowest cost to the economy and society at large. Other advantages include the following; predictable annual carbon emissions which allow for economic and carbon forecasting, relatively lesser political barriers than a tax, government can generate venue which can be reinvested through rebates or utilized to provide public goods such as roads and street lighting and companies generate revenue as carbon emissions decline. Cap-and-trade successfully reduced the sulfur oxide emissions that cause acid rain, quickly and cheaply (Roberts 2012) Critics argue that, whilst total carbon emissions are capped the monetary worth thereof remains unspecified as it is determined by several market variables. This meaner that some economic conditions result in a marginal price for permits, which does not provide sufficient incentive for companies to limit their carbon emissions ND sell the excess permits. Another scenario may also occur, where, the market conditions result in a very high price which exceeds that of reducing carbon emissions. The scope and manner of price setting may also result in too many permits may be issued which gives rise to other market imperfections. Industrial nations must reduce their dependence on fossil fuels such as gasoline, oil, and coal as they produce carbon dioxide, a heat-trapping gas that causes global- warming. Industrial countries are liable for most of the worldwide carbon emissions. These countries however, are capable of switching to cutting-edge energy saving cosmologies that produce marginal carbon emissions. Clean, renewable sources, such as solar, wind, and hydro-electricity, can generate sufficient energy without increasing carbon emission (Blackmore 1998). Such technologies need to be deployed much more widely, whilst government policies must encourage their use. Investment should also be directed towards developing and commercialisms clean technologies. The Australian Government for example, invested more than $5 billion in clean energy technologies development since 2000. Such technologies are vital efforts to reduce carbon emissions. (Department of Climate Change and Energy Efficiency) As stated by Dawson (1987,16), transferring Clean Technology to Developing Countries is also necessary for carbon reduction. Leading businesses, international organizations, and the Medics ought to devise a meaner to transfer energy saving technologies to Leads. This enables Leads to develop their economies without using environmentally unfriendly fossil fuel technologies which the Medics are now striving to phase out. As pollution knows no boundaries, it is vital for all world governments to reduce carbon emission. However, this creates a dependency syndrome, where poor countries over-rely on richer countries. African leaders for example, have been criticized for living lavishly, yet failing to bring about economic growth in their countries, which leaves their citizens to survive on donations from Medics and Nos. The government must also initiate behavior change. This can be done through awareness campaigns, media advertising as well as communicated in schools and work places. Did you know that cars, trucks, and buses consume over half of the oil consumed in the United States (Wellhead 2010)? Imagine the impact of substituting traditional vehicles with energy efficient gasoline-powered cars, electric and fuel-cell ears and buses. These measures will lessen CO emissions by using less gasoline. In addition, campaigns may also encourage consumers to make less trips (encourage walking for small errands), use of public transportation, bicycles, and carpools. If we use less energy, less carbon dioxide is produced. Over the past two decades, American industry and consumers started using more-efficient motors, vehicles, appliances, windows, and manufacturing processes. Vast amounts energy and money promote energy efficient products. (Graph showing natural gas reduction of oil reliance- Centre for American Progress 2012) Governments must also slow down population growth, through awareness, family planning, women emancipation and free distribution of contraceptives. Whilst all the aforementioned technological and economic changes can reduce per capita carbon emissions, persistent large population increases will retard emission reduction efforts. The more people there are, the more energy is required. Reducing population growth rate will alleviate carbon reduction efforts. Reducing carbon emission is not an event that can be completed over night; but a process which needs several years to bring fourth results.