Wish You Were Here by Pink Floyd free essay sample

I wonder if this is where Dream Theater got the inspiration for the setup of Systematic Chaos. Just a little thought I had. By now, you all should know how much I love Pink Floyd. I dont think I need to express it much more to be perfectly honest. These guys are among the most legendary and innovative progressive rock bands of all time with influences as far as the eye can see. Wish You Were Here was released in 1975 and has a very big omage to former member Sid Barrett. However, the band, mostly Waters, also touches upon the subject of business and especially the music business. This album, much like the next one Animals, includes a total of five tracks. Those five tracks are Shine On You Crazy Diamond Pt. 1, Welcome To the Machine, Have a Cigar, Wish You Were Here and Shine On Pt. 2. With the second and third tracks, Welcome To the Machine and Have a Cigar, they talk about and occasionally bash the music business with the former being more serious and the latter making quirks that can soften the blow. We will write a custom essay sample on Wish You Were Here by Pink Floyd or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The title track and Shine On Crazy Diamond are more or less the ones focused on Barrett. Wish You Were Here shows how much they want him to come back and continue playing music with them and Shine On You Crazy Diamond is the epic of the album spanning around 25 minutes. This song takes up the cover ends of the album and try to replicate Barrett`s true greatness when he was with them. This is where everyone is more involved in songwriting and includes mine separate parts. Each part gives a shining moment to each member. The words Waters speaks are memorable and powerful and will last for an indefinite future. As I end this review I must say, Shine On You Crazy Diamond. Thanks for reading. I give this a 9.5/10. I am the Grim Reaper, signing off.

6 Essential Things to Bring to an Interview

6 Essential Things to Bring to an Interview So much preparation (and blood and sweat and tears) goes into getting a job interview that sometimes it’s easy to forget the practicalities. In other words: there’s so much we can’t control when going to an interview; it’s hard to remember the few things we can control. Here are six things to bring to an interview to ensure you succeed.1. Google MapsFigure this out ahead of time. How long will it realistically take you to get to the interview location. Will it be rush hour? Will the bus you expect to take be running at that time on that day of the week? Map it out and run it through in your head. Then, just in case your phone battery dies or your 4G fails, make some sort of physical copy to carry with you, just in case.2. Your resumeYes, they already have it. But the likelihood of someone asking you for another copy is very high. Have a couple copies with you, ready to go- have five! You’ll never look stupid having a hard copy on hand when asked, th ough you might feel pretty silly if you’re asked for one and can’t deliver.3. Pen and paperYes, it’s old-fashioned. But imagine a scenario in which you have to take note of something. If you pull out your phone to type it in, how will that look? (It will look like you’re texting. Even if you swear you aren’t.) It’s also very useful to have a notepad on hand to jot down some post-interview notes and names, and will make it easier for you to recall details when you send your follow-up thank yous.4. QuestionsAs in: you should have some. You’ll be asked the dreaded, â€Å"Do you have any questions for us?† So you might as well be ready for it. Write these down in the aforementioned notepad, or have a printed sheet with you to reference. Better yet, have them memorized. But do have them prepared.5. PortfolioEven if you’re not an artist or designer, it’s always useful to have some sample work ready to go. A writing samp le, perhaps. A copy of a particularly well-executed report or presentation. An annual report. You might never be asked for anything, but it’s always best to have something on hand in case you are.6. A smileGoing in with a positive attitude can make all the difference. You might be nervous, or having a terrible week, month, year- that doesn’t have to show. Go in there with confidence and charm and a smile on your face. Show your honest interest in the company and the position and your sincerity will be appreciated.

Empirical Methods in Software Engineering Research Paper

Empirical Methods in Software Engineering - Research Paper Example Repetition allows greater certainty of observation. Anecdotal and case studies are based on observation of actual practice; however the researcher cannot exercise the same level of control over the study that is possible in experimentation. Another practical problem is that it is difficult to find case studies that match the researcher's goals. Depending on the significance of our results, we may be able to state that application of textual differencing as a selective regression testing technique will reduce the test cycle (the duration of regression testing after each release) while retaining the power of the test suite. Empirical software engineering is a related concept, sometimes used synonymously with experimental software engineering. Empirical software engineering is a field of research that emphasizes the use of empirical studies of all kinds to accumulate knowledge. Methods used include The Scientific Method is a way to make sure that experiment can give a good answer to specific question. The Scientific Method is a logical and rational order of steps by which scientists come to conclusions about the world around them. The Scientific Method helps to organize thoughts and procedures so that scientists can be confident in the answers they find. Scientists use observations, hypotheses, and deductions to make these conclusions. Various possibilities are thought through by using the Scientific Method to eventually come to an answer to the original question. The steps of the Scientific Method are: Observation/Research Hypothesis Prediction Experimentation Conclusion The observation is done first so that to know how to go about the research. The hypothesis is the answer thought to be found. The prediction is specific belief about the scientific idea. The experiment is the tool that is invented to answer the question, and the conclusion is the answer that the experiment gives. OBSERVATION This step could also be called "research." It is the first stage in understanding the chosen problem. After decision of area of research and the specific question to ask, it is

Issue of climate change Assignment Example | Topics and Well Written Essays - 250 words

Issue of climate change - Assignment Example The past century alone saw global see levels go up by approximately 8 inches. There is enough evidence of sea ice melting while patterns of precipitation continue to change. As some parts of the world receive more rainfall, others are receiving very little or none at all. As a result of increased absorption of COÂ ­2, the oceans are increasingly becoming acidic. Yes the issue may receive a lot of hype from the media and political fronts but it is real, the planet earth’s climate is undergoing change and may be a threat to life in future. We must do something to avert the situation and protect our environment going forward. There is therefore no doubt that climate on the planet earth is not the same again. Human activity is the greatest culprit. Industrialization, deforestation, heavy economic reliance on fossil fuels and other sources of greenhouse gasses are some human activities behind the global climatic change. It has thus come a time when we must sober up and think about our planet’s climatic condition seriously. Green energy technologies, increasing the forest cover and being energy economical are some of the steps we can take to reverse the current climatic situation. Environmental pollution must stop at all costs so as to permit safe of survival of plant and animal

Frederick Douglass Paper Assignment Essay Example | Topics and Well Written Essays - 1250 words

Frederick Douglass Paper Assignment - Essay Example Douglas demonstrated that his spirited desire and will to be a free man was stronger than slavery. There is a clear difference between slaves and men. Slaves are people whom masters owned. Masters also referred to as slave owners, exercised full control of their slaves’ life. Masters denied slaves any kind of freedom and were constantly at their masters’ mercy. The main difference between slaves and men is that men were people who were guaranteed their rights and freedoms. Slave owners were regarded as men while slaves were regarded as boys (Douglas 64). Douglas states that his master knew what a man or a boy was capable of. He regards his master as a man and themselves as boys (64). Men were accorded respect and referred to as a mister. Douglas refers to his slave owner as Mr. Convey. Douglas used the term mister when talking about his master (65). He has also used the term mister to refer to a certain black man who was not a slave. He referred him as Mr. Samuel Harrison (Douglas 66). This clearly draws the line between men and slaves. Douglas (68) in one of his la mentations refers himself as a boy who is owned by someone else. This shows that slaves were regarded as boys and free men and whites were regarded as men. Boys were owned by men. Boys are generally young people are owned and controlled by their parents. This is why Douglas thinks that slaves are boys because they are treated as kids. Douglas was a great man. However, he was not an exception to the brutal life of slavery. Douglas, in his life, underwent a transition from a man to a slave and from a slave to a man. Douglas wrote in his book, â€Å"You have seen how a man was made a slave; you shall see how a slave was made a man (69).† Douglas gives an account of how he became a slave. The reason for giving this account of events was to show the reality with slavery. The quote above appears in chapter ten of his book. He traces

The contributions of perfomance management systems

The contributions of perfomance management systems The need for effective performance management has grown in organizations for various reasons. Such reasons include providing appropriate employee rewards, managing employee competencies, indicating the degree, nature, acceptability or unacceptability of work and measuring extent and process of goal attainment (Shields 2007). To ensure an effective and efficient performance management, performance management systems (PMS) have been developed and implemented in many organizations today. Linge and Schiemann (1996), de Waal and Coevert (2007) and Lawson et al. (2003) cited in de Waal and Counet (2008) agrees that PMS is a critical contributor to top class performance and quality output of organizations. Consequently, when critically assessing the main contributions of PMS to organizational and individual performance, the impact of such contributions on the organization and individuals will be considered as the measuring unit. 2.0 Contributions of Performance Management Systems The nine main contributions of PMS to organizations and individuals includes: consolidating operational information to reflect a single meaningful picture of the organization, developing realistic performance and business goals, developing well-structured business plans with proper risk management measures, developing processes that change with the business environment, providing ease of information analysis, providing opportunities for performance improvement, enhancing trustworthy reporting, increasing confidence in business execution and improving the performance culture of the organization (Dresner 2008). Each of these contributions will be considered in details. An effective PMS pulls data from different organizational systems and presents the information in a timely, accurate, relevant, consistent and controlled manner. When relevant and critical information is stored away in individual departments, it becomes difficult for management at any level to see the performance of the entire organization. This hampers or degrades the quality of decisions made since relevant information is not available or is not available in a timely manner. Moreso, management reports about the different business units will not be accurate and consistent since the information is incorrect. When management is able to see the entire organization, it will be possible to determine the key performance indicators of the organization ascertain real performance drivers and produce consistent and reliable organization reports (Dresner 2008, pp. 141-2). A good PMS helps management develop realistic performance expectations of the business units in the organization. When management lacks a basis for setting performance goals for the organization, the goals becomes unrealistic, irrelevant and meaningless and results in wasted resources, demotivation of employees and unnecessary refinements of business goals. Suitable performance management applications enable managers to develop appropriate business and performance goals on a sound basis (such as the organization corporate strategy), communicate appropriately these goals, take responsibility of these goals, and drive the success of these goals. These ensure managers align all the business units goals to the corporate focus of the organization (Dresner 2008, pp. 143-4; Johnson, Scholes Whittington 2008). A properly structured PMS enables an equally structured business plan. Such plans includes appropriate feedback mechanisms and appropriate performance measurement metrics. When management is knowledgeable of the key performance indicators of the business and the plan is properly structured to ensure negative conflict is reduced between the business units, business results can be reasonably forecasted. Additionally, when business plans are aided with contextual information such as industry benchmarks, customer satisfaction surveys, call center reports, revenues, profit and cash flow reports, management will measure relevant performance activities, demonstrate reasonable achievable results to stakeholders and reduce risks because the basis of the plan informs the relevant risks the organization should be concerned about (Armstrong 2006, pp. 48-52, 90-7; Dresner 2008, pp. 144-5). A desired PMS assist organizations to adjust their strategic, tactical and operational plans when the business environment changes (Armstrong 2006; Wiesner Millet 2001, p. 117). Such robust plans do not necessarily sacrifice core business priorities or primal intra-dependencies in the organization rather it is incremental depending on emerging opportunities or changes in business environment (Grant 2005). When managers at all levels develop plans with changing business conditions in mind, the need for a dynamic planning process begins to emerge. Such realization enables an organization to develop the culture of continuously matching corporate plans with current realities, refines previous forecasts based on current knowledge and aligns individual business unit activities to current happenings. As a result management is constantly abreast with the present, improves critical planning competencies and modifies communication across the organization. This competence leads to better perfo rmance and an organization that approaches the future with confidence (Dresner 2008, pp. 145-7). A robust PMS presents information in a way that enables easy retrieval, comparison and evaluation of data. A PMS contributes more to an organization when it does not only pull information to a single point but compiles, compares, contrasts, evaluates and presents meaningful results from such data. Moreso, when actions are critical for the business, built-in prompts in the PMS alert for such critical actions to be carried out. Such automatic features increases the visibility of the organizations performance, ensures managers act efficiently and effectively and ensures the business remains competitive (Dresner 2008, pp. 147-8). Interestingly, a good PMS provides individuals and business units across the organization with an opportunity to improve performance. This performance improvement begins with the performance accountability culture that results when a PMS is used daily in controlling and managing the organization. Hence, accountability enables employees and managers to be responsible for their performance and when mistakes are made, consequences observed, corrections made and positive results emerge from the corrections made, this improves learning and performance (Dresner 2008, pp. 148-9). A functional PMS assures and ensures that organizations publications are trustworthy. When a PMS collates, analyses and consolidates information in a timely manner from all the business units into a single platform, managers at all levels can access, integrate and certify published reports since there is sound basis for its composition. The organization will be able to confidently report key performance drivers to the organization and stakeholders. When the PMS is built with suitable capabilities organizations can publish consistent, relevant and accurate reports in less time and with less effort (Dresner 2008, pp. 149-50). An enterprise wide PMS ensures proper guide is provided for smooth execution of business plans across the organization. When a PMS has all the planning information, integrates all the changes and relevant refinements of business decisions and goals across the organization, incorporates all the resources required to achieve the set out objective of the business units, management will be able to provide clear direction on the execution strategy of the task. Managers at all levels will be able to carry out the business executions confidently, communicated appropriately and effectively the progress and status of the executions. When a PMS can provide an end-to-end operational support structure, managers can confidently decide, monitor and report real time impacts on business decisions which enhance top quartile performance (Dresner 2008, pp. 150-1). A comprehensive PMS builds a generally performance-driven and accountable business organization. When a business operates a PMS that is used to control and manage the organization daily, enormous data of information gained from various business aspects would provide enormous insight into key performance criteria of the organization. An organization emerges that focuses and gains experience in performance-related information gathering, performance-related activity alignment, performance-driven business planning, performance-related analysis, performance-related monitoring, forecast and reporting and a general performance driven culture. These make an organization and employees of the organization more competent and perform better and manage the organization better (Dresner 2008, pp. 151-2). The impact of the main contributions of PMS begins with the nature of PMS implementation in the organization. 3.0 Lessons learned from Performance Management Implementation The article Lessons learned from performance management systems implementations reveals problems that are encountered during the implementation and use of PMSs. Serious problems with PMS implementations could mitigate the contributions expected to be derived from the use of PMS. The article records that fifty six percent of PMS implementations fail before organizations can realise any meaningful benefit from the system (de Waal Counet 2008). In other words, PMS only contributes to organizational and individual performance forty four times for every hundred attempts at its use. 3.1 Causal factors The consideration of the causal factors resulting in PMSs failing at the implementation stage or if implemented not effectively used in organizations is therefore significant. Identified problem areas contributing to this failure includes senior and middle level management paying less importance to the PMS implementation, prolonged, extended and unanticipated resource requirements during implementations, complete lack of resources for the PMS implementation, unfavourable environmental pressures during implementations, perceived lack of focus of the PMS implementation by employees, lack of or not long enough enthusiasm by senior and middle level management on the PMS implementation, mounting resistance or low commitment by employees to the implementation and use of the new PMS, lack of adequate information and computer technology (ICT) infrastructure to support the implementation and use of the PMS, poor use of the PMS by management (such as using it as a punitive tool for employees), incompatibility of PMS with the organizations main objectives, constricted use of PMS (such as only a reporting tool), poor definition and/or poor linkage of the relevant measurable key performance indicators (KPIs) to different individuals and departments of the organizations, lack of competence in the use of PMS, too many or wrong KPIs measured by PMS, lack of an organization change strategy for the use of the new PMS, lack of and/or poor motivation mechanisms for employees in the use of new system, poor performance culture in the organization, no single point responsibility of PMS, lack of or poor general maintenance of the system, difficulties in getting relevant data for performance calculations, no plan to embed its use in the organization beyond management changes and perceived lack of improvement in the organization after using the system for sometime (de Waal Counet 2008). The most important problem areas that had the severest consequences were a lack of top management commitment; not having a performance management (PM) culture; PM getting a low priority or its use being abandoned after a change of management; management putting low priority on the implementation; and people not seeing (enough) benefit from PM (de Waal Counet 2008, p. 367). The enormity of the problems relating to PMS implementation and use reveals the seriousness of removing these impediments if PMS must have a chance to positively contribute to the performance of organizations and individuals. 4.0 Successful Performance Management Implementation The assessment of a properly implemented PMS is important to the performance health of any organization. The American Productivity and Quality Center (2004) reveals the results of successfully implemented PMSs in five companies namely Bank of America, Crown Castle International, JetBlue Airways Corporation, L.L. Bean and Saturn Corporation. It highlights ten success factors that ensured such successful PMS implementation as including the organization measuring its important objectives, incorporating the performance system into its daily operations, reflecting the organizations maturity level in the PMS, making provisions for flexibility in the PMS, simplifying processes in using the PMS, creating successful change plans from the old PMS (if existent) to the new PMS, ensure transparent communication from the PMS to the organization, incorporates the PMS into the organizations culture, structure the PMS with organization structure and ensure a commitment to action based on the results of the PMS. 4.1 Analysis Therefore, the successful implementation of the PMS impacted positively on the organizations. Since the use of PMS represented ninety-four percent of the organizations activities, it can be said that the PMS was applied to the daily operations of the organizations. The result is that business objectives were directly impacted positively. For example, the Bank of America recorded an increase in customers checking account and increase in earning per share. Crown Castle was able to improve their cash flow positively and in some cases beat market expectations for the company. Similar successes were recorded by the other organizations studied. Additionally, organizations were able to demonstrate these positive impacts easily since the use of the system makes all the organizations efforts visible and transparent. For example, Bank of America incorporated a customer performance analysis that enabled the bank demonstrate how and where it had to improve in relation to their customers. Similar ly, L.L. Bean was able to demonstrate analysis of its normal activities in comparison to its seasonal engagements. Other organizations shared the same positive outlook. Subsequently, PMS contributed to the continuous improvement efforts in the organizations. The organizations were able to manage their corporate balance scorecard, manage improvements to the company process and develop future plans based on such improvements. For example, Saturn was able to improve their customer relationship by adapting its PMS to focus on six core values of customer enthusiasm, retail partnership, passion to excellence, teamwork, trust and respect for the individual which resulted in their retailers sharing the same system, consistency in reporting and measurement of criteria. The use of PMS ensured that all the levels of the organization were able to predict future impacts on the business which means that future strategic, tactical and operational plans will be easily broken down and aligned with t he organizations departments. For example, L.L. Bean linked the lower level plans to individuals and the various expected individuals activities calculated to determine the corporate performance indicator. Another area of positive impact was the ease or review and reporting with the use of PMS. Unlike traditional staff performance appraisal that occurs at the end of the year, functional PMSs made it easy to observe, assess and report daily, weekly, monthly, quarterly or when required. If the PMS is not delivering on the intended objectives, amendments can be made with little disruption and impact to the business. For example, business performance in Bank of America and Saturn are inputted and analyzed daily to determine gaps, causes, corrective measures or changes in business approach (American Productivity and Quality Center 2004). 4.2 Lessons learned from successful Performance Management System Implementation Hence, the key lessons from these successful implementations highlights the criticality of organizations leaders and employees maintaining commitment to the PMS, populating it, using it daily, embedding it into the organizations culture and training staff. Interestingly, this finding agrees with de Waal and Counet (2008) in the article Lessons learned from Performance Management Implementations in which lack of management commitment was among the severest detriment to successful PMS implementations. Moreso, the implementation revealed that when the organization is assisted by the PMS to be proactive and the organization feels that it is achieving its strategic plans, the PMS continues to remain relevant and effective to the organization. When the PMS is perceived as uncomplicated, provides information to the different departments when needed and enables rewards of hard working employees, the PMS will be easily maintained to provide the critical performance measurements needed by the organization (American Productivity and Quality Center 2004). 4.3 Assessment of the contributions Therefore, a critical assessment of the impact of PMS on Bank of America, Crown Castle International, JetBlue Airways Corporation, L.L. Bean and Saturn Corporation based on successful implementations of PMS could be stated as ensuring business objectives are positively achieved, visible and transparent demonstration of efforts towards goal attainment, highlight of organization improvement areas and efforts applied, prediction of future impacts on the organization, ease of reporting and review of key performance criteria of the organization. Thus, it can be said that these organizations have been impacted positively through the use of the PMS. Therefore the author in its critical assessment is in favor of the argument that PMS delivers enormous value to both individual and the organization and its use should be sustained when implemented. 5.0 The Scorecard System More specifically, a popular performance management system in use today is the scorecard system. Many companies have deployed the use of the scorecard system in strategic management of their organizations performance (Hatch, Lawson DesRoches 2008, p. 7). The impact of using the scorecard system on Suzano Petroquimica Company is assessed next. 5.1 Application of Scorecard System to Suzano Petroquimica Suzano Petroquimica Company (SPQ) is a Latin American industry leader producing polypropylene resins and a major producer of thermoplastic resins in Brazil. With a production capacity of 685,000 tons/year distributed across Latin America, SPQ continued to expand to consolidate its leadership position in the polypropylene business with the goal of being the second largest producer of thermoplastic in the region. SPQ advanced to becoming joint controlling shareholders in other companies that supplied them the raw materials for their business. In 2005, SPQ earned a gross income of $980 million representing a 126 percent sales increase with its 474 employees (Hatch, Lawson DesRoches 2008). That same year SPQ was inducted into the Balanced Scorecard Hall of Fame due to its massive success in the use and application of the balanced scorecard framework in managing and improving its company performance. To fully understand the impact of the performance management tool (scorecard system) used by SPQ, consideration of the process that resulted in such massive success is explored. To achieve their vision of industry leader in 2003, SPQ followed the process of change management, implementation and observation. During the change management phase, SPQ had to inform the employees clearly of the planned change to the use of the scorecard system, the reason for the change, benefits of employees embracing the change, develop a strategy for measuring, monitoring, assessing and correcting performance at all levels in the organization. During the implementation, SPQ dissected the corporate strategy and assigned actionable parts of the strategy to individuals and departments making the individuals and teams responsible for the outcome of their assignments. To align the entire perspectives of the organization, 650 measures were monitored by the scorecard system. Measures relating to finances were tied to the financial planning system and automated to enable real time cost monitoring. Short term, medium term and long term goals of the organization were also tied to the scorecard system wherein senior management would review the relevant measures to determine the performance and needed performance adjustments required for the different range of goals. Furthermore, to align employee actions to the scorecard system and ensure organization wide use and acceptance, SPQ linked the remuneration system, bonuses, individual objectives and corporate team incentives to the scorecard system. Apart from SPQ achieving industry leader status, it was observed that SPQ noted many benefits from its implementation of the scorecard system. Such benefits included improved and integrated communication between individuals and teams and between teams and management, corporate strategy communicated in a simplified manner, corporate goals performance were linked to remuneration, effect of performance on the measures monitored were visibly related to the corporate strategy, employee actions were aligned to corporate goals and strategy, entire organization worked as shareholders in the company and positive changes of employee behavior since rewards were tied to performance (Hatch, Lawson DesRoches 2008, pp. 131-3). 5.2 Assessment A critical assessment of the contributions of the performance management system scorecard system reveals many positive impacts on SPQ. Implementing the use of PMS in 2003 and within two years achieving the industry leader status as an organization is a massive feat. Additionally, the application of the PMS to individual performance in the organization is significant wherein individuals objectives were not only linked to corporate objectives but hardworking individuals would be rewarded accordingly based on their performance. The author agrees with the evidence that Performance Management Systems contribute positively to organizational performance. However, the author recommends that the linking of individual performance to remuneration and rewards should be categorized (years of experience, degree of training etc.) and with a reasonably fixed remuneration baseline. This is to ensure that new recruits are kept reasonably motivated to continue improving their performance since they w ill not necessarily be able to perform like the more experienced employees. 6.0 Criticism of Performance Management Systems Notwithstanding the benefits of PMS, the current applications of PMS have been criticized on many grounds. Earlier scholars believed that there is too much emphasis on performance rather than individual learning embedded in the PMS. It is argued that a learning approach should be encouraged more in organizations than a performance-based approach towards employees. For example, Barrie and Pace (1999, p. 295) cited in Swanson and Elwood (2009) argues that it is the performance perspective that denies a persons fundamental and inherent agency and self-determination, not the learning perspective. All of the negative effects of training come from a performance perspective. Moreso, Bierema (1997, p. 23-4) cited in Swanson and Elwood (2009) adds that the machine mentality in the workplace, coupled with obsessive focus on performance, has created a crisis in individual development and that valuing development only if it contributes to productivity is a viewpoint that has perpetuated the mech anistic model of the past three hundred years. Dirkx (1997, p. 43) cited in Swanson and Elwood (2009) decries that even the so-called learning that seems to be projected in PMS are defined according to the perceived needs of the sponsoring organization and the work individuals are required to perform regardless of its contribution to the ultimate societys economic competitiveness and therefore the learning is simply a market-driven education. Additionally, Smither and London (2009) criticises four aspect of PMSs namely performance appraisal, accountability, excessive goals and contesting priorities. The philosophy of the performance appraisal aspect of PMS have been criticised as often being poorly developed in organizations and which is usually ill-executed. Also, when there are external and overarching factors such as effects of organizational structure, technology enablers or supply chain resources shortfalls, even a high performer may fail to reach set goals of which these causes may not be discounted in the PMS. Moreover, the idea of performance appraisal usually disruptive conflicts that negatively affect teamwork and damage relationships. It also confuses workers who wonder if there should always strive for the highest rating or identify areas of personal development and risk low performance rating. Therefore employees are usually placed in a position to do what is expected to be done and not necessarily what is kn own to be right because of the fear of being called the low performer. In this context also, performance appraisal can lower self-esteem which can affect workers motivation (Davidson et al. 2009). Accountability is an important part of the PMS. The competence of managers to truly analyse an individual enough to carry a complex psychological process of setting appropriate goals for many individuals, mentoring and coaching them is questioned. Moreover, the ability of managers in the performance management process to balance the roles of telling an employee that the employee is a low performer while at the same time he is expected to be the coach and mentor is questioned in the process. Goal setting is critical to PMS. Locke and Lotham (1990) cited in Smither and London (2009) emphasizes that if there are many goals and enough time it can be accomplished but when there are many goals to be executed at the same time performance can be mitigated. Practitioners suggests seven goals (Smither London 2009) but many organizations have much more goals and sub-goals designated to individuals and teams which is argued will be counter-productive explaining the reason PMSs are not effective. Contesting priorities is a fact of business that draws on the competence of managers and employees. Managers have realised that in the normal course of business huge tradeoffs usually occur beyond the ability of the manager to control in order to achieve the most pressing goal. The application of the balanced scorecard (BSC) proposed by Kaplan and Norton (1996) focussing on assessing performance on four broad areas of the business has been criticised as unrealistic in measuring individual performance since due to tradeoffs, should not be expected to meet all the goals, hence PMS explained as ineffective (Smither London 2009). 7.0 Conclusion and Recommendations Conclusively, a critical assessment of the contributions of PMS to organizational and individual performance reveals that PMS delivers many benefits to the organization when properly implemented. However, organizations confirm that individual performance is improved when Performance Management Systems were deployed. While the debate continues as to the overall benefit of the PMS from an individuals viewpoint, the author believes that Performance Management Systems should be implemented in a manner that satisfies the needs of the individual while satisfying the organizations objectives. While the balance of objectives between individual and organization will not be easy, organizations that make the effort will continue to benefit by retaining the best of workers in the industry.

Financial Ratio Analysis Essay -- Business Finance

Before beginning an analysis of a company it is necessary to have a complete set of financial statements, preferably for the pas few years so that historical trends can be obtained. Ratios are a way for anyone to get an idea of the financial performance of a company by using the information contained in the financial statements. Ratios are grouped into four basic categories, liquidity, activity, profitability, and financial leverage. This document will use a variety of these ratios to analyze the firm, Sample Company, as of December 31,2000. Financial Statement Ratios Profitability Ratios The ratios returns on investment (ROI) and return on equity (ROE) are two of the most popular measure of profitability of a company and, along with the P/E ratio, have the most significant value of any of the ratios. The DuPont Model expands on the ROI calculation by inserting sales and it's relationship to the companies' generation of profits and utilization of assets into the calculation. Additional profitability ratios include the price earnings ratio (P/E), the dividend payout and the dividend yield. The price earnings ratio helps to indicate to investor how expensive the shares of common stock of a firm are. Dividend yield is part of the stockholders ROI and is represented by the annual cash dividend. Dividend yields have historically been between 3% to 6% for common stock and 5% to 8% for preferred stock. Dividend payout ratio shows the proportion of the earnings paid to common shareholders. Dividend payout for manufacturing companies range from 30% to 50%, but can vary widely. Dupont Analysis (ROI) - Return on Investment The return on Investment (ROI) is important because it describes the rate of return the company was able to... ... ratios, should be assessed over time in order to verify their meaning. Sample Company For our Sample Co. there are several ratios that are low, for the average manufacturing company. The ROI and ROE are below average as are the current ratio and the acid-test ratio. The P/E ratio is $42 / $3.51 = 12, which seems very good and both the debt ratio and debt to equity ratio are within the guideline. With the good and bad of these ratios hard to tell what sort of industry this is. With the ROI, ROE, and acid-test low like they are it doesn't seem like a retailer/merchandising company, and a e-commerce for 2000 would probably have a P/E greater than 12. What that leaves is an international service company of some kind, so I'll go with that. Marshall, D. H., McManus, W. W, & Viele, D. (2002). Accounting: What the Numbers Mean. 5th ed. San Francisco: Irwin/McGraw-Hill.

Eudora Welty’s A Worn Path: Phoenix’s Trip to the Local Town

The short story â€Å"The Worn Path† written by Eudora Welty is about an old Black woman’s trip into to the local town. The woman’s name is Phoenix and she is going to town to get medicine for her sick grandson. However, as she travels along the path Phoenix encounters several obstacles that show that along with her old age and deteriorating body her mind is slipping away from her as well. Phoenix is an elderly black woman who is charged with the task of taking the long trip through the woods and in to town.She is the only caretaker for her grandson and even though her senses and her body are starting to fail her she is still willing to take the risk. In the first part of the story Phoenix gets caught up in a thorn bush and it is not clear at first why she allowed herself to get as close to the bush as she did, but you are eventually brought to realize that her eyes are the betrayer. â€Å"I in the thorny bush,† she said. Thorns you doing your appointed wo rk. Never want to let folks pass, no sir. Old eyes thought you was a pretty little green bush† (1).This is just one of many examples of how her body along with her senses is slowly drifting away from her. While Phoenix is walking along on her journey in to the town she stops to take a break on the bank. Even though she does not chose to take a nap she still somehow manages to drift off into what some may consider and dream, or a warped sense of reality. â€Å"She did not dare to close her eyes, and when a little boy brought her a plate with a slice of marble-cake on it she spoke to him. â€Å" That would be acceptable,† she said.But when she went to take it there was just her own hand in the air† (2). It seems that the stresses of the journey along with the deteoration of her body due to old age are taking a toll on Phoenix. As Phoenix is walking through a field she spots a figure in the distance that appears to be dancing in the wind. The first thought that come s to her mind is that it is either a man or a ghost but she soon realizes that it is neither of those things. It appears that her warped sense of reality leads her to consider unrealistic things over rationality and disregard reason. Ghost,† she said sharply. â€Å"Who be you the ghost of? For I have heard of nary death close by† (2). Phoenix mind along with her eyes are constantly playing tricks on her and I think she is slowly realizing that she can no longer trust herself. After a long and challenging trip through the woods, Phoenix finally makes it into town to get medicine for her grandson. But upon arriving at the doctor’s office she completely forgets why she came. Through the trip Phoenix has been struggling to make it both mentally and physically.It appears that her age has finally caught up to her, however her dedication to her grandson still manages to overpower the unfortunate consequences of old age. â€Å"My grandson, it was my memory had left me. There I sat and forgot why I made my long trip† (5). Even though, Phoenix is old and her health is fading just as fast as her mind. Her dedication to her grandson in the end is the one thing that is able to get her through and keep her in touch with reality. She is a woman who may not always be the most physically and mentally capable still manages to have the tenacity and grit needed to make it through her hard life.

Ethics Research Paper Detailed Guide on How to Craft It with Ease

Ethics Research Paper Detailed Guide on How to Craft It with Ease An ethics research paper is an academic piece of writing that focuses on various topics in the ethics field of study. The research paper may be based on deontology, social issues, morality, and theories that explain human social behaviors, such as egoism and utilitarianism. Developing a research paper follows an original investigation of particular ethics topics, analysis of gathered material, and interpretation of the research findings to form inferences. Your professor may ask you to write a research paper on any field of the ethics areas of study. Other requirements may focus on the purpose of the paper such as exploring peoples views regarding certain moral issues such as abortion. Questions you should ask yourself before beginning the research paper writing process include: What ethics research topics do I choose and how do I begin the ethics research paper? What gaps exist in current research regarding the chosen topic and where do I find adequate and relevant information? How do I formulate the research paper title, thesis statement, hypothesis, and research questions? What form of research is appropriate for my paper and why? Do I need current and scholarly sources for my research or do I need to base the paper on any kind of information concerning ethical topics? This ethics research paper writing guide provides a step-by-step outline that will help you write a high-quality ethics research paper. Writing a research paper is a tedious process that may consume considerable time during your study period. Therefore, you should consider it a significant part of your education process. The ethics research paper writing tips presented below help you learn how to craft an A-grade ethics research paper easily. The first and important element in the writing process entails deciding on what to research and write about. Therefore, coming up with an ethics research topic is an important first step in the writing process. Picking a Suitable Topic for Your Ethics Research Paper A topic in your research paper forms the main organizing principle that guides the analysis of your ethics research paper. A topic offers an occasion for writing and a sense of focus that governs what one intends to convey through the paper. Thus, the topic you select for your paper should present the core subject matter of your area of study. The ruling principle in topic selection concerns passion. In other words, select topics that interest and challenge you because the topics that drain your interest and those that do not offer adequate challenges contribute to loss of enthusiasm and diminish the efforts you may put towards researching and putting the research paper together. Choosing a research topic is not an easy task even when you have readily available ideas. Your professors use three ways to ask you to write about a research problem in ethics: The lecturer may provide a general topic from which you are expected to study a particular aspect and explore in writing; The professor may provide you with a list of possible topics on ethics; The professor may provide you with the freedom to choose a topic for your research paper. If you are given a topic: Identify concepts and terms that make up a topic statement and the paper content; Review available literature to help you refine your approach and focus on the topic; Search for the sources you can use to expound on your main arguments and look for the sources of criticism, new ideas, and historical perspectives from the literature; Outline your paper based on the gathered information; If the lecturer provides a list of possible topics: Search and review the available literature on each of the topics to identify those with adequate resource materials; Choose the topics with readily available information; Identify the scope of the subject matter to ensure it is neither too narrow nor too broad; in this case, check topics that are manageable based on the research paper length and intended scope; Select a topic that interests you and fits the objectives of the research paper. If the lecturer requires you to identify an issue for analysis: Brainstorm for ideas by exploring any ideas and strong opinions you have on ethical issues such as abortion, contraceptives, and assisted suicide, among other possible ideas. The ideas can be developed from daily occurrence, media coverage or from conversing with peers about ethical and moral issues. Try to remember recent topics or information acquired recently that piqued your interest in ethics topics. Conduct research by scanning through ethics journals, articles, and books to gain an overview of an appropriate research topic based on already written paper, gaps in the literature, or subtopics in ethics. Reading information on various topics that constitute the ethics field of study allows you to see how ideas relate and the scope of topics. Focus on a probable research topic to ensure it is manageable. In this case, once you have settled on a topic, use limiters and expanders to ensure it is not too broad or too narrow. You can use limiters such as eras. For instance, you can select to focus your research topic on Socrates ethics. However, you cannot settle on a topic such as ‘The Contribution of Socrates to Ethics,’ because the noted topic is too broad. In this case, you can use limiters, such as an era or an element during Socrates’ development of moral philosophy. For example, you can limit the topic to, ‘An Analysis of Socrates Idea of Ethics in Euthyphro.’ Define the chosen topic as a research question by formulating questions about the topic. A research question also helps to limit and broaden the research topic and its scope. Possible topics for your ethics research paper include: The Intractable Difficulties for the Doctrine of Double Effect: The Problem of Closeness and Focus on Concern; Explore Utilitarian and Deontological Ethical Perspectives on Organ Transplant; Abortion and Ethics: The Philosophy of Aristotle and David Hume; Ethical Issues in Stem Cell Research and Human Cloning; Gay Adoption: an Ethical Examination. Formulating an Appropriate Thesis Statement for Your Ethics Research Paper A thesis statement is an important element of your research paper because it presents the paper’s arguments and your position on the claims. The thesis statement should provoke an analysis, describe ideas, and provide direction for your research paper. Therefore, your ethics research paper should have a strong thesis statement that articulates the unifying theme of your paper. When creating a thesis statement, ensure: It presents the research paper main argument; It provides your position on the argument; It makes a connection between the major argument of your paper and evidence provided in the research paper paragraphs; It provides room for the intended audience to refute the articulated claims. Importantly, your thesis statement should present a point of view that readers and other writers can agree or disagree with. It should also provide reasons for choosing specific claims over the others. An Appropriate Structure for Your Ethics Research Paper as Advised by Our Writers An ethics research paper has three main sections just as any other type of paper. However, a scientific research paper comprises six major parts, namely the title, the abstract, the introduction, the body, the conclusion, and the reference section. The variation results from the topic selected, the intended type of research, and the length of the research paper. The body section of a scientific investigation that involves exploring people’s views on certain ethical practices may have various sub-sections, such as methods, results, and discussion. Title of the research paper. In addition to the topic of your research paper, you should have a title that defines your research. This title often appears on its own and is the first aspect that a reader sees. The presentation of the title on the research paper may vary depending on the chosen writing style because different writing conventions have varied requirements concerning how the title page of your research paper should appear. However, common elements include the name of the author, the title of the research paper, and the publication date. Abstract. Your professor may ask you not to include an abstract. However, it is appropriate for research papers on ethics to present a brief section that describes the research, states its significant and major arguments, and summarizes the general conclusions. The abstract is written last despite appearing at the beginning of the research paper. Introduction. The introduction part of your ethics research paper should comprise about 10% of your research paper. Depending on the topic and length of the paper, the length of the introduction may vary. This implies that it may go beyond the noted 10%. The introduction should articulate the aim of the ethics research paper, background information concerning the discussion topic, the significance of the research paper, the intended audience, the purpose statement, the outline of the paper, and the thesis statement. Body. The body of your research paper forms the main part of the study. All the major arguments should be discussed here, either in prose or using subtopics. The research paper body should present your claims on a particular ethics research topic, provide relevant evidence that supports your arguments, counter-arguments and supporting data, and relevant existing literature. Each major argument should be presented in a stand-alone paragraph with a topic sentence. You should then provide the supporting evidence by giving facts, statistics, or information from the existing literature on the chosen ethics topic of discussion. Often, listing one fact as supporting evidence is not sufficient. Thus, you need to list more than one fact. The body section can appear as indicated below. Paragraph 1: Main idea 1 with a topic sentence Supporting evidence 1 with facts, statistics, existing literature Supporting evidence 2 with facts, statistics, existing literature Paragraph 2: Main idea 2 with a topic sentence Supporting evidence 1 with facts, statistics, existing literature Supporting evidence 2 with facts, statistics, existing literature As indicated earlier, some ethics research papers requiring people’s opinions are more elaborated and are based on the scientific method of inquiry. If your selected ethics research paper is based on a purely scientific method of inquiry, the body section of your paper should have more than thematic paragraphs. In this case, you need to divide the paragraph into sections that explain how you will gather information (opinions) from individuals, how you will analyze the gathered data, and your discussion of the analysis and findings. Methodology. The methodology section highlights the methods you use to gather information. In this section, you need to discuss the subjects of your study, how you recruited them, and the instruments and materials you used to gather data. Results/Findings. In this section, you should highlight the main features of the collected information by providing a complete description of the study participants’ opinions. The presentation can be done in tables and figures where possible. For instance, you can tabulate the mean and standard deviation of people who believe that abortion is ethically appropriate and those who have a contrary opinion. Discussion. Findings from your analysis should be presented in this section along with your interpretation of the results. In this section, you need to compare your findings with theoretical frameworks and findings from the existing literature. The discussion section should also highlight your response to the research questions. Conclusion. The conclusion of your ethics research paper should summarize your research paper and restate your thesis statement. A good conclusion should restate and not simply repeat your thesis statement, present a summary of synthesized research findings, and provide recommendations and implications of your ethics research. Reference Section. The reference section highlights the literature cited. Use appropriate formats as dictated by your professor or by your chosen writing convention. Post Writing Tips to Add the Finishing Touches Once you are done with your ethics research paper, take a break, preferably one day before engaging in the research paper review. The break provides you with a new outlook once you go through your paper. If one day is too much, take at least one hour break. You should review paragraph issues, sentence-level issues, and content coherence.

Free Essays on Gifted Education

Education of Gifted Children Started in the 1970’s, America’s Gifted & Talented programs are used to enhance the curriculum of students included in either category in order to challenge and strengthen their unique abilities. These students are usually provided a separate class with specialized lessons in all areas and a teacher with a special degree in gifted education. I feel that it is important that the teacher was a gifted student who would know what the students must face as "above average" members of their school. The job market for gifted education offers a wide range of opportunity and gifted teachers are needed all over the country. One of the earliest programs for gifted and talented students was set up in 1974, at The Old Donation Center, in Virginia Beach. Students scoring within the top 3% of students on an assessment test are referred here to be further challenged. These students are considered gifted and have special teachers and classes to promote development of their talents and minds. Programs like this began to pop up around the nation in the 70’s; however, gifted students were looked down upon by teachers, parents, and peers. Many people considered them to be "freaks" because they were different. They didn’t understand the implications of the terms "gifted" and "talented". Most people simply expected gifted students to act more mature or to be geniuses, even though gifted students are the same as other children in their needs as human beings. Some gifted students were forced to grow up too fast and some simply ignored the fact that they were smarter than others, thus, they were lost in the shuffle. The irony of it all is that gifted-ness seems to run in families and the children of these repressed gifted students are, themselves, gifted. But what exactly is a "gifted" student? Students (elementary & secondary) are g... Free Essays on Gifted Education Free Essays on Gifted Education Education of Gifted Children Started in the 1970’s, America’s Gifted & Talented programs are used to enhance the curriculum of students included in either category in order to challenge and strengthen their unique abilities. These students are usually provided a separate class with specialized lessons in all areas and a teacher with a special degree in gifted education. I feel that it is important that the teacher was a gifted student who would know what the students must face as "above average" members of their school. The job market for gifted education offers a wide range of opportunity and gifted teachers are needed all over the country. One of the earliest programs for gifted and talented students was set up in 1974, at The Old Donation Center, in Virginia Beach. Students scoring within the top 3% of students on an assessment test are referred here to be further challenged. These students are considered gifted and have special teachers and classes to promote development of their talents and minds. Programs like this began to pop up around the nation in the 70’s; however, gifted students were looked down upon by teachers, parents, and peers. Many people considered them to be "freaks" because they were different. They didn’t understand the implications of the terms "gifted" and "talented". Most people simply expected gifted students to act more mature or to be geniuses, even though gifted students are the same as other children in their needs as human beings. Some gifted students were forced to grow up too fast and some simply ignored the fact that they were smarter than others, thus, they were lost in the shuffle. The irony of it all is that gifted-ness seems to run in families and the children of these repressed gifted students are, themselves, gifted. But what exactly is a "gifted" student? Students (elementary & secondary) are g...

The First World War Research Paper Example | Topics and Well Written Essays - 1500 words

The First World War - Research Paper Example e various occurrences culminated to this occurrence of this war, it is the assassination of Archduke Francis Ferdinand on June 28, 1914 who was the heir to Austria-Hungary throne in Sarajevo, Bosnia that eventually prompted the occurrence of the war (Gilbert 2008). The First World War involved the great powers of the world at that time. Mainly, there were two alliances that were involved: the Triple Alliance or the Central Powers who included Italy, Austria-Hungary, and Germany; and the Allies who comprised of Russia, France, and the United Kingdom (De Groot 2000). The war paved way for a number of economic and political changes. In order to have a better understanding of the First World War, this paper will discuss the war in general, the key people that were involved, significant events of the war, technological advances during the war, the advantages and disadvantages of the war, as well as the positive things that came out of the war. The First World War occurred in a span of four years and involved many nations as well as key people. The first notable figure was Herbert Asquith who was the Britain’s Prime Minister at the time when the nation entered into the war (Strachan 2005). During this time he struggled to unite the nation but he was unsuccessful and he eventually bowed out of the Prime Minister position. The second key figure was the then Imperial Germany Chancellor, Bethmann Hollweg; he tried to tear apart the Triple Alliance of Russia, France, and Britain. However, his efforts were unsuccessful because he lacked the support of other Germans. It should be noted that he had unsuccessfully attempted to calm the international events prior to the start of the war (Robbins 2002). General Aleksey Brusilov is the other key figure of the First World War; he was the Russian commander during the war and he significantly contributed to success in 1914 in Galicia. He is considered one of the successful people by the standards of the war as he was able to capture

Japan Earthquake and Tsunami 2011 Term Paper Example | Topics and Well Written Essays - 2250 words

Japan Earthquake and Tsunami 2011 - Term Paper Example Natural disasters account as a perfect example signifying the limitations of the human knowledge and control over the world. Scientists and researchers have tried to devise techniques to find out a solution to these occurrences but they have not achieved success in this field. A tragic natural disaster hit the country of Japan on the 11 march 2011. This tragic occurrence was analyzed to be the worst earthquake that had occurred in the history of the country and was highlighted to have set up alarms up till the United States and the South America. The earthquake was accompanied with a tsunami and resulted in a nuclear disaster in the country which was termed to have a higher severity than the Chernobyl nuclear event. These disasters not only hampered the infrastructure of the country but led to the displacement and deaths of thousands of people and resulted in great economic losses for the country (Japan — Earthquake, Tsunami and Nuclear Crisis 2011). The earthquake in Japan ha s been ranked as the fifth most powerful earthquake of the world since the twentieth century. The earthquake was of the magnitude of 9.0 on the Richter scale. The earthquake had the highest severity in the northeastern part of Japan. Twenty four thousand people lost their lives or were missing following the earthquake. The tsunami, that resulted due to the earthquake, led to the destruction and drowning of complete villages in the northeastern part of the country. It was estimated that more than 3,400 buildings in the country had undergone destruction and damage. The power supply across the major cities was disrupted and people had to survive with no electricity and gas. Fires erupted across the areas that were hit mainly in the industrial locations as well as in places where there were oil reservoirs meant for storing the oil. The severity and strength of the earthquake did not settle and 100 minor earthquakes followed within a short period. The communication network across the are as that were hit was also disrupted. Immediately following the earthquake, it was understood by the nuclear experts that the tsunami that had resulted due to the earthquake had posed risk of damage to the Fukushima Daiichi Nuclear Power Station. The chaos that had resulted has not led to provide for a complete analysis of the situation. But owing to the risk, hundred thousands of people were moved from the areas that were close to the nuclear power plants to avoid the adverse effects that could have resulted due to the radiations from the power plants. The combined national organizations and the forces of the country set to work to save the people and move them to safer locations. These included the people from the fire department, police department as well as the armed forces of the country (Dawson et al 2011; Japan — Earthquake, Tsunami and Nuclear Crisis 2011). The earthquake and the tsunami caused enough destruction and negative effects in Japan but the devastation in the country was aggravated by a nuclear breakdown and leakage that occurred in the Fukushima Daiichi Nuclear Power Station. The nuclear power station had been affected by the tsunami as well as the earthquake. The day following the earthquake hit the country, there was a first blast reported from the nuclear power plant. This was accompanied by a second blast after three days. The