evilmac Protagonist Becoming Evil in Shakespeares Macbeth :: Macbeth essays

Macbeth: Protagonist Becoming Evil   The story Macbeth resembles no other in plot and verse. It separates itself from the rest by having a hero getting insidious. What makes Macbeth such a convoluted character is the manner in which his viewpoint continues changing all through the play. This exposition will demonstrate that Macbeth is a shrewd man and was not overwhelmed by desire to get what he needed. This article will likewise verify that certain characters like the witches didn't compel him to do detestable; they basically activated it.   In the start of the play, Macbeth is appeared as a legend in the Scottish armed force, that  is amusing in light of the fact that Macbeth has vanquished a double crosser and he will get one. We feel that an individual of his unwaveringness would never submit detestable except if he had a valid justification or on the off chance that he would be provoked.  After Macbeth's first gathering with the witches, we gain from his aside that he has pondered executing Duncan My thought, whose murder yet is nevertheless fantastical 1(Macbeth 1.3.152).  Macbeth too says If chance will make them ruler, why, chance may crown me Without my mix. 2(Macbeth 1.4.157-159) which implies that possibly he doesn't need to kill the lord to pick up that title.  Luck has been exceptionally liberal to him and might proceed what's more, make him lord.   Macbeth's actual abhorrence considerations about being top dog are first indicated when he discovers that ruler Duncan has named his child Malcolm as Prince of Cumberland.  He now shows his shrewdness and  his actual emotions.                  Stars, conceal your flames; Let not night see my dark and                  profound desires.  The  eye wink at the hand; yet let that                  be Which the eye fears, when it is done, to see. 3                  (Macbeth 1.4.57-60)   Macbeth is really looking for help from the dim and supernatural.  Macbeth is saying that he wouldn't like to see the abhorrent that he will submit until it is done.  It is currently realized that Macbeth is fit for detestable and would submit it.   After gathering Lady Macbeth, we can accept that any shrewd done by Macbeth would be contributed by her influence.  Lady Macbeth is an exceptionally influential ladies and she has a-great deal of control over Macbeth's choices. After Lady Macbeth peruses the letter from Macbeth, she says that he is in actuality too respectable to even consider killing Duncan without hesitating in any case, he might want to.                  It is too full o'th'milk of human consideration To get                   the closest way.  Thou wouldst be incredible, Art not

Culture as a Mirror of Religious Beliefs free essay sample

An investigation of how four primary religions have their convictions reflected in their societies and social orders. The paper shows how religion is one of the characterizing parts of someones life, and their way of life. A great deal of races, nationalities and nations are established upon the convictions of their religion. Their way of life gets reflected in those convictions, as does the structure of their general public. Four religions with such impacts Christianity, Islam, Judaism and Shinto are investigated in this paper. Tragically such a large amount of the historical backdrop of Judaism, and its effect on human progress is encircled by a great deal of cynicism. Obviously, the Holocaust is by a wide margin the cruelest annihilation ever, and the reason for the numerous Jewish outsiders to America. Adjustments of their convictions and culture have shaped the various divisions in Judaism Reform, Conservative and Orthodox. There are numerous social qualities that can be ascribed to Jews, however their food, their days off (Chanukah, Yom Kippur, Purim), and their transitioning parties (Bar Mitzvah, Bat Mitzvah) are a portion of the more notables. We will compose a custom exposition test on Culture as a Mirror of Religious Beliefs or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Their food is legitimate, and that has brought an altogether isolated kind of butcher, markets, and so forth. A few ballparks even serve fit sausages! Places of worship, much like chapels, are additionally engineering articulations in their locale. Jewish occasions are not as perceived and commended broadly as Christian ones, however there are currently changes being made in school educational program to take into consideration recognition of their numerous celebrations.

Only 8% of Leaders are Good at Both Strategy and Execution

Only 8% of Leaders are Good at Both Strategy and Execution This situation replays itself severally in many organizations across the world. The organization spends a lot of time, money and effort conducting market research.The research is excellent, and the data from the research is used to come up with a brilliant strategy that the entire board falls in love with.The CEO signs off the strategy, which is then communicated to the rest of the organization. Everyone unanimously agrees that they all got it. It’s all systems go!Once the strategy is launched, however, things start going awry. Nothing goes as expected, and most of the key performance indicators remain static, some even take a dip.  A good example of this is Nokia. Starting from the late 90’s to the early 2000’s, Nokia was the leading mobile phone Brand.Five years before the launch of the iPhone, Nokia was ready to launch its own touch operated, internet-connected device with a large display. They knew where the mobile phone market was headed and they had a strategy to dominate that market, yet they were unable to  maintain their dominant market position.When Apple released their first iPhone in 2007, they toppled Nokia from the dominant position and started a decline that ended with Nokia being sold to Microsoft in 2013.  Why does this happen?The problem here is something known as a  strategy-execution gap, a big black hole that yawns menacingly between strategy and execution. Far too many visions get swallowed by this unforgiving black hole.  One survey found out that executives claim that  40% of their strategy’s potential value gets lost due to poor execution.For organizations to remain successful, its leaders need to excel at both strategy and execution.  They need to not only know how to give a grand promise to their customers and investors, but how to deliver on this promise as well.  A brilliant strategy is good for nothing if the execution is poor.Unfortunately, most organizations continue to treat strategy and execution as separate elements.   Very often, you will find different areas of the company managing strategy and execution. The CEO, presidents and other senior management team are  typically  in charge of strategy, while the execution bit is left to the functional leaders and individual employees.Separating the two activities creates  a  risk that the  important activities and processes that drive the strategy might not get executed properly, which then undermines the importance of the risk.What is worrying is that a  2013 survey by Strategy  found that only 16% of executives excel at either strategy or execution. Even more saddening is that only half of these (8%) are good at both strategy and execution.Great business leaders realize the importance of  strategy and execution and treat them as two complimentary elements that must work together in order to achieve success.Take the case of Steve Jobs, who was recalled to Apple in 1997 in an attempt to turn around the fortunes of the  rapidly declining tech giant.Jobs came with a strategy on how to return the company to profitability, but he didn’t just share a strategy and leave it at that. He was deeply involved in the execution of the strategy, cutting down on multiple products that were in development and even convincing  Microsoft to invest $150 million in Apple, despite the two companies being rivals. The good news is that, while only few executives are exceptionally good at both strategy and execution, this is a skill that can be learnt and improved.If you want to improve your company’s performance and gain an edge over your competitors, here are some few tips on how to excel at both strategy and execution.COMMIT TO AN IDENTITYAs a leader, you first need to figure out what your organization’s identity is, what the organization stands for.Once you define this identity, commit to it and ensure everything within the organization, including your strategy, is aligned to this identity.Understand your organization’s distinctive capabilit ies and  its  unique value proposition, then ensure that your strategy is in line with these key differentiators.Avoid the temptation to chase multiple areas and markets where you have no chance of winning. A good example of a company that does this well is IKEA.IKEA grew from a single store in a Swedish forest to become the world’s largest furniture retailer with a net worth of $58.7 billion by remaining committed to its identity of “creating a better everyday life for many people.” Every undertaking by the company, from its frugal business model to its thorough research into how people actually live at home, is meant to help the company deliver on this promise.Another great example of a company that is well committed to its identity is Apple. Apple knows that they can’t do everything and do it well. Because of this, they say no to a number of great ideas and focus instead on opportunities that are in line with their identity.They understand that any project they undertake either contributes to the successful execution of their strategy or takes away vital resources, therefore they opt to focus only on projects that contribute to the successful execution of their strategy.Once you define your identity and come up with a strategy that it aligned with this identity, you need to spend time translating this strategy into clear actionable goals that can be tracked and measured. According to the  survey by Strategy, high performing business leaders spend 20% more time translating their strategy into actionable goals compared to low performing business leaders.You also need to ensure that the people who are in charge of delivering the strategy are clear on the company’s identity, the strategy and the specific actions they need to take in order for successful execution of the strategy.You should communicate frequently and make  sure that a consistent message is delivered downward throughout the organization and that everyone knows the deliverables that are required in order for the strategy to be achieved.High performing business leaders spend 12% more time ensuring that the strategy and deliverables are clear to everyone within the entire organization compared to low performing leaders.TRANSLATE THE STRATEGY INTO SHORT TERM ACTIONS AND PROCESSESA strategy is a grand, long term plan.  Without turning the strategy into everyday actions and processes, it is more likely that your grand dreams will evaporate into thin air.You need to ensure that there is a clear link between day to day (short term) activities and the overall strategy.For instance, if your strategy is to capture a new market, some of the actions that you might need to accomplish in order to successfully achieve  this strategy might include increasing your marketing activities in that market segment, setting up an office in the location for geographically targeted markets, buying out a competitor or merging with them, and so on.Asking yourself the below questions can make i t easier for you to translate your strategy into everyday actions and processes.Who will be involved? What team will handle which work? Who will be the team leaders?Are there any visible programs, such as training programs, new processes or new technologies that need to be built in order for the vision to be achieved?What impact will the strategy have on other areas of the organization? How can we enhance this (for positive impacts) or mitigate against it (for negative impacts)?What are the personal goals for each manager or employee?What resources will be required in order to execute the strategy? Do we need more time, more financial resources, more equipment or more people?How will  we  track and ensure that everyone is diligently following through with what has been decided?As a leader, you need to be deeply involved in this process. You need to provide any coaching and support that your team might need in order to achieve the desired results.  Follow up regularly to ensure that everyone meets their targets and deadlines.  If you notice that some things are not working or going according to plan, be ready to step in and readjust the rudder.You should also be ready to give immediate corrective feedback on your team’s performance.The survey by Strategy found that high performing business leaders spend 25% more time establishing the short term activities and processes required for successful execution of the strategy and 14% more time checking their progress and readjusting their course compared to low performing business leaders.LEVERAGE YOUR ORGANIZATIONAL CULTURECompany culture  is an often under-appreciated and under-utilized element within organizations.When coming up with a strategy, many organizations see company culture as an impediment rather than an asset. Smart leaders, however, know that they can leverage their organizational culture to help in the implementation of strategy.They ensure that the strategy is aligned with the  core values that defi ne organizational culture  and that they take talent management seriously.They know that strategies cannot be successfully implemented if they do not align with the company culture. This is well encapsulated in the words of Peter Drucker, who famously that ‘organizational culture eats strategy for breakfast’.Take a look at your company’s culture. What are your company’s core values? Do your employees feel a sense of community and camaraderie between each other? Is there a flow of efficient communication within the organization?Are your employees committed to learning? What behaviors and practices do you associate with your company? Does your strategy align with your company’s core values? How can you take advantage of the behaviors and practices associated with your organization to drive the strategy?Do you have forums for employees to candidly share their feedback on what works and what does not? Answering these crucial questions will help you to leverage your organizatio nal culture to drive execution.In leveraging your organizational culture, you also need to think about your role as a CEO. Many CEOs often forget that company culture starts with them. Your staff sees how you incorporate your personal values in your daily activities and emulate it. Therefore, if you want to promote an organizational culture that encourages strategy execution,  don’t forget  that it starts with you.FOCUS ON STRATEGIC PRIORITIES AND CUT COSTS TO GROW STRONGERLeaders who excel at strategy and execution have a laser focus. They know that the main purpose of a strategy is not to create goals, but to help them make choices. As a leader, you should use your strategy as a guide that helps you to identify the few key processes that have the biggest impact on the success of your organization.Once you identify these key processes, you can then focus all your attention on them and forget everything else. For instance, I have noticed that when organizations want to improve rev enue, many leaders decide to simply cut costs across the board.Smart leaders, on the other hand, totally cut back the costs on process and projects that do not matter and double down on projects that hold the highest potential.A good example of a company that did this is Lego. In 2004,  Lego was losing a million dollars a day. A decade later, in 2015, it had claimed its position as the  world’s largest target company.  How did it do this?Lego was able to turn its fortunes by marshalling its resources strategically  and cutting costs to grow. In 2004, Lego had investments in multiple industries, including areas like theme parks and clothing, yet it had no chance at dominating in these industries.Instead of sticking to the  fallacy of sunk cost, Lego decided to do away with these businesses and focus on its core business, which is making and selling toys. By doing so, Lego was able to get back to profitability.Another good example of a company that did this was Apple in 1997. When S teve Jobs came back to Apple in 1997, the company had over 18 different products, yet its sales were dismal.Realizing that the company was expending a lot of time and resources on products that were not even profitable, Steve Jobs decided to kill over 70% of the company’s products, including the Newton, the Pippin, The Twentieth Anniversary Mac, The Cube and several Mac Clones.Entire departments were dissolved, and the remaining resources were deployed to the four most important products. Within a year, a company that was almost going bankrupt posted $309 million in profits.As a leader, you should use your strategy to allocate resources strategically.  Deploy significant amounts of resources (people, time and finances) to the most important projects and processes and forget about everything else. Spending your resources on too many priorities is like trying to juggle too many balls at once.Sooner or later, all of them will end up on the ground. This  view is supported by  Strategi c’s  survey, which found that high performing leaders spend  54% more time defining strategic projects and allocating resources accordingly. They are also 36% more effective at prioritizing these important projects.SHAPE THE FUTUREIn today’s world where change, innovation, technological change, and disruption  happens  faster than you can predict,  business agility  has become  all the rage.Business pride themselves on being able to quickly respond to changes within the market. Smart leaders, however, know that simply being agile and responding to external changes as quickly as possible is not enough.That puts them in a reactive mode. Instead of constantly reacting to external changes, smart leaders shape the future by determining the change they want to see and then moving forward to create it.Starbucks is a great of a company that shaped its future. Starbuck’s customers thought they just wanted a place to have a cup of coffee.Starbuck’s CEO, Howard Schultz, however, knew t hey wanted more than coffee. He knew they wanted a place of conviviality beyond the home and the workplace, a place they could gather and connect with each other in a friendly, lively and enjoyable atmosphere.Instead of waiting for customer attitudes to change from looking for just coffee to ‘coffee and community’, Schultz went ahead and created this new concept and then dominated the new industry.Once again, Steve Jobs provides another good example on how to shape the future instead of reacting to external changes. He is quoted to have said that people don’t know what they want until you show it to them.He  opined that it is the job of companies to figure out what customers want long before the customers do and then create products that they never knew they wanted but can’t live without after using them.By introducing the iPod, the iPhone and the iPad, Apple shaped not only its future, but that of the world.Before launching these products, the masses had never even imagined about such products, yet today, people can’t live without them.To be an effective leader who  helps shape the future, you need to become proactive.  You also need to come up with proactive strategies that give your organization the freedom to chart its own path instead of constantly responding to situations that may well be out of control.You should learn how to anticipate any challenges and obstacles that might hinder the implementation of your strategy and how to anticipate customer needs and meet them even before they are expressed. Similarly, you should learn how to anticipate changes and trends within the market and capitalize on them before they become ubiquitous.According to the survey by Strategic, high performing leaders that successfully shape the future instead of constantly reacting to external changes spend 25% more time engaging with crucial stakeholders, identifying their needs and coming up with ways to meet them.They also spend 13% more time thinking proactively and planning about the future and refining their strategy. They spend more time anticipating bottlenecks and challenges and positioning their organizations for  future success.VALUE FLEXIBILITYOne of the major reasons why strategic plans fail is rigidity on the part of business leaders.Many leaders often confuse successful strategy execution with following the plan. Unfortunately, like the popular military saying goes, no battle plan survives contact with the enemy.It does not matter how well planned your strategy is, once you start implementing it, it is inevitable that you will  face  some obstacles and  challenges along the way. The most successful leaders are those who know the importance of flexibility.Instead of following rigid plans that have been rendered obsolete by the obstacles, they reach quickly and readjust their plans to maneuver around the obstacles, while at the same time ensuring they don’t lose sight of the long term goal.Leaders who excel at both strategy and e xecution are great at contingency planning.They identify all the assumptions that their strategy is based on and come up with specific action plans to help them adjust their course in case any of these assumptions changes. Caterpillar provides a good example of  business leaders  that value flexibility.In 2005, way before the  global financial crisis of 2007-2008, Caterpillar’s then CEO Jim Owens asked all the division heads to come up with contingency plans in case of a market crash. By then, business was booming for Caterpillar and its competitors. Demand was at an all-time high. No one was contemplating an economic downturn.While the move was not a popular one, the division heads nevertheless came up with contingency plans for a downturn. When the recession actually hit, the contingency plans were put into effect.While its competitors suffered huge drops in revenue, Caterpillars profits were not majorly affected. By the time the economy was rising out of the Great Recession in 2010, Caterpillar stocks were the best performing in the Dow Jones industrial average.WRAPPING UPIf you want to set your organization apart from the thousands, perhaps millions of businesses whose grand visions get swallowed up when it comes to execution, you need to stop treating strategy and execution as separate activities and start thinking of them as crucial activities that should go hand in hand.Remember, the key to nailing both strategy and execution is committing to an identity, translating your strategy into short term activities and processes, leveraging your organizational culture, focusing on strategic priorities, shaping the future and adopting flexibility.If you follow these  six tips, you will be on your way to joining  the elite 8% of business leaders who are good at both strategy and execution.

Effect Of Tourism On Asian Economic Growth - Free Essay Example

Sample details Pages: 6 Words: 1912 Downloads: 6 Date added: 2017/06/26 Category Statistics Essay Did you like this example? 1.1 Introduction Tourism is one of key industry in the development of some countries in Asia. Malaysia, itself depend on tourism in its nation growth. In Asia, country like Malaysia has benefited a lot from the development of its tourism industry. The developments of tourism in Asia are differing amongst countries. Natural disaster such as air pollution, floods and earthquake will bring an effect on the tourism industry in Asia. 1.2 Environmental Disaster and Tourism There has been previous research regarding to tourism which study the relationship between natural disaster and tourism. In the year of 2010, hazardous flooding in Pakistan has influence its economy growth. Decision-making by tourists on travel plan is influenced by economic, technological, international or political, sociocultural and environmental factors including those directly related to environmental and natural hazards ( Mathieson and Wall, 1993). According to Sinclair and Stabler (1997), the range of goods and services encompassing tourism include natural resources and especially the non-price feature and the positive benefits derived from attractive environment and the negative effect of pollution. Sinclair and Stabler noted that the perceived cost of travel increases by the realization of natural disaster has effect tourism at all. Don’t waste time! Our writers will create an original "Effect Of Tourism On Asian Economic Growth" essay for you Create order The research by Campos, (1999) stated that there was relationship between tropical cyclone (natural disaster) and the income of hotels (tourism industry), meanwhile Chang (1983) found that hurricane and other natural disaster can decreases revenues to a municipality through reduce tourism revenues, although the increases assistant by Federal Government to the effect area. 1.3 Tourism in Asia: Development of Tourism in Some Countries in Asia Comparison and effect of tourism in Asia on the development of economy can be discussed specifically by making comparison between the chosen countries. The countries included on the list of this study were Malaysia, Singapore, Brunei, Philippines, Indonesia,Thailand, Vietnam, Laos and Cambondia. 1.3.1 Malaysia The research by Mohd Hafiz Hanafiah and Mohd Fauzi Mohd Harun in June 2010 regarding to tourism in Malaysia show that tourism in Malaysia is the third largest industry after oil and automobiles. Malaysian economy will increase due to the increase in tourism sector. Number of tourists visits Malaysia is a major factor which influences the Malaysian economy alone. During Asian Financial Crisis 1997, number of tourists declined and reached a new record after the economic stalemate. There was another research which shows how tourists influence the growth of tourism in some countries. According to Song and Witt (2000), they described tourist products as the amount of tourism demand that the consumers are willing to acquire during a specific period of time and under certain conditions which controlled by the explanatory factors used in the demand equation. Smeral (1988) and Syriopoulos and Sinclair (1993) empirically examined the relationships between the variables underlying the determinants of tourism demand. Lim (1997), Song and Witt (2000) and Song et al. (2003), used econometrics forecasting model to which forecasts changed as a result of changes in the variables that act as economic drivers of tourism. Loeb (1982), Nordstrom (1996), Uysal and Crompton (1982) have used the demand function approach to identify the quantitative relationships of tourism demand. Jorgensen (1996) and Muller (1999) have focus on the statistical properties of an important time serie s, namely on the international tourist demand. 1.3.2 Singapore In Singapore the research analysis on tourism was done by Xianming Meng, Mahinda Siriwardana, Brian Dollery and Stuart Mounter in June 2010 on the impact of the World Financial crisis in 2008 by using CGE analysis. They found that tourism industry is one of the important sectors in Singapore that contribute to the increase in the country economy development. Singapore tourism was greatly effect during the World Financial Crisis in 2008. It shows on Singapore Tourism Board (2009), tourism declined 13.5% in the first half of 2009 compared with the first half of 2008. Blake and Sinclair (2003) used a 98-sector CGE model of the US economy to estimate the impact of 911-event in the absence of any offsetting policy response which is when the fall in the tourism expenditures reduces GDP and it will worsen the government budget and under different policy responses. Blake et al. (2003) use CGE model to analyse the impact of Foot and Mouth decease (FMD) on tourism and the UK economy. From the model it can be consider that there is a fall on the real GDP, declining in exports, increase in BOP deficit and falls in government revenue. 1.3.3 Brunei The research by Kwabena A. Anaman and Chee N. Looi in September 2000 was on Economic impact of haze-related air pollution on the tourism industry in Brunei Darussalam.They found that haze-related air pollution is a major problem why Brunei has a problem on increasing their number of visitors comes to their country. The causes of this problem in Brunei tourism is because of the pollution that happen and country losses about one million to the tourism industry.   The pollution and human health effects tourists to visit Brunei and this will decreased the benefits of Brunei economy. 1.3.4 Philippines In Philippines, study by (October 2000) by P.L. Cadiz and H.P. Calumpong (2000) on the revenues gained from tourism show that Philippines has a potential to increase in the tourism industry especially in Apo Island. According to White and Dobias 1990, the overall cost and benefits of tourism development options showed from a particularly of who is incurring the cost and who is benefiting. They also agree that tourist will visits Philippines because of the beautiful beaches and marine parks. From study of White 1996, the entire island coral reef was declared a marine reserve and a small portion a fish sanctuary in 1986 and this boost the economy growth. 1.3.5 Indonesia Local Economic Impacts of Dragon tourism in Indonesia (2000) by Matthew J. Walpole and Harold J. Goodwin (2000) in their study of Local Economic Impacts of Dragon tourism found that tourism in Indonesia is an important industry to increase Indonesia economy so they can compete with other country. The number of tourists visit Indonesia will be show from the environment of this country. According to Goodwin, Kent, parker and Walpole 1997 and1998, many international tourism emerged rather than industrialize countries. Brohman 1996, believe that tourism industry are increasingly being promoted in rural areas as a means to combat the historic trends of dependency and inequality. From Boo 1992 perspective, ecotourism is increasingly held to embody both sustainable development ideals and conservation. 1.3.6 Thailand The study by Aswin Sangpikul and Ardash Batra (2007) on perpective of Thai Youths regarding to ecotourim found that Thai youths had a general knowledge and experience on ecotourism industry. The study is to decide their knowledge and attitude towards ecotourism as well as to survey their travel experiences relating to ecotourism. From the statement of Walailak University, 1997, they believe that people are regarded as one of the key factors for the success of ecotourism development. The study shows that Thai youths still have a limited knowledge on ecotourism but they understood the meaning of ecotourism.   Thai youths also have a problem to know on how ecotourism can effect on Thailand tourism. Besides, youths on Thailand like to visit places that are maintained and preserved beauty and pureness.From the previous study of Tonekaew, 1998 and Kunarucks, 2000, two concerned parties have been identified to provide more knowledge and promote ecotourism among Thai youths, namely ed ucational institutes and government agencies. 1.3.7 Vietnam Professor Malcolm cooper (1998) makes a research about the roles of IT in the development of tourism. He found that IT playing important roles in developing a national tourism industry based on the sustainable development model.   Vietnam is located in both a tropical and a temperate zone. This is because it is a fastest way to inform others about the tourism industry in Vietnam. The study is to compare the information provided by current systems, and managing development while preserving the value of the cultural and physical environment. Besides, Vietnam contributes on the increase in the countrys GDP. Good environment quality leads country to have more tourists visiting Vietnam. 1.3.8 Laos Steven Schipani (2006) study how tourism benefitted Upland Rubber Cultivation in Laos. In the study, he found that Laos tourism will reach a million of tourists arrive over a year. The study of Laoss tourism estimated that visitors are interested in the countrys natural and cultural attractions.   The study of Laos industry is to examine the ecotourism as an alternative to Upland Rubber cultivation in the Nam Ha National protected Area, Luang Namtha. Ecotourism in Luang Namtha generate financial benefits for local people, providing small group for cultural exchange, minimising adverse cultural and environmental impacts and generating public funds for environmental and cultural protection. Ecotourism activities and rubber plantations can both be conducted independently. 1.3.9 Cambodia Kathryn Conway (2008) whom make a research of ecotourism, poverty, and conservation in Prek Toal found that ecotourism revenues can be analyzed using poor subsistence fishing village on Cambodias Tonle sap lake, the conservation organization Osmose to finance poverty intervention programs and promote conservation in a threatened ecosystem. This study is to examine the local perceptions of tourism. According to Valene Smith, shes defines tourism as a temporary and voluntary travel to à ¢Ã¢â€š ¬Ã‹Å"a place away from home for the purpose of experiencing a change. In Cambodia tourism, the level of general awareness of tourists activities is low in the community wide. Besides there is a limitation on the perceptions of any negative impacts associated with tourism. 1.4 Method and Analysis used by Researcher in The Past Method and the way analysis which has been used by previous researcher are vital in this research and therefore it will bring great advantages in this research especially in chapter 3 which will be discussed later. Mohd Hafiz Hanafiah and Mohd Fauzi Mohd Harun (June 2010) study on Malaysia tourism use Gravity model and economic data to analyse the tourism demand in Malaysia. Xianming Meng, Mahinda Siriwardana, Brian Dollery and Stuart Mounter ( June 2010) study on Singapore tourism use CGE models, data and parameters to estimate the negative effects of the 2008 world Finacial Crisis. Kwabena A. Anaman and Chee N. Looi (Septemver 2000) using OLS regression Model and Linear and log-linear on the visitor and tourist..P.L. Cadiz and H.P. Calumpong (October 2000) study on Philippines tourism used questionnaire to determine the number of tourists visiting Apo Island every month other than monitor the number of visitors diving and snorkelling outside and inside the marine sanctuary. Meanwhile, Matthew J. Walpole and Harold J. Goodwin (2000) study on Indonesia tourism used macroeconomics techniques ,questionnaire and ANOVA test to examine the magnitude and distribution of tourism employment and revenue generation in communities in an Indonesian Park.Aswin Sangpikul and Ardash Batra (2007) study on Thailand tourism used questionnaire and ANOVA test to decide their knowledge and attitude towards ecotourism as well as to survey their travel experiences relating to ecotourism.. Professor Malcolm cooper (1998) study on Vietnam tourism, Steven Schipani (2006) study on Laos tourism use data management and forecasting method. Kathryn Conway (2008) study on Cambodia tourism used fieldwork timeline, translator / assistant, sampling, consent process, data collection and data management  to examine the local perceptions of tourism. 1.5 Conclusion As every of us knew tourism play a big role in the development of economy in some countries. Issue such as natural disaster certainly degrades the growth of tourism in the country and of course economy as well. In this research, the event of how the situation of tourism in some countries in Asia will be used in completing this research successfully. Besides, the method and analysis used by previous researcher will give a big help in this research as it will help the researcher in the formation of questionnaire and other relevant analysis. And this will include how tourist had a strong relationship in the development of tourism economy.

The Ransom of Atahualpa

On November 16, 1532, Atahualpa, Lord of the Inca Empire, agreed to meet with a handful of bedraggled foreigners who had intruded upon his realm. These foreigners were some 160 Spanish conquistadors under the command of Francisco Pizarro and they treacherously attacked and captured the young Inca Emperor. Atahualpa offered to bring his captors a fortune in ransom and he did so: the amount of treasure was staggering. The Spanish, nervous about reports of Inca generals in the area, executed Atahualpa anyway in 1533. Atahualpa and Pizarro Francisco Pizarro and his band of Spaniards had been exploring the western coast of South America for two years: they were following reports of a powerful, wealthy empire high in the frosty Andes Mountains. They moved inland and made their way to the town of Cajamarca in November of 1532. They were fortunate: Atahualpa, Emperor of the Inca was there. He had just defeated his brother Huà ¡scar in a civil war over who would rule the kingdom. When a band of 160 foreigners showed up on his doorstep, Atahualpa was not afraid: he was surrounded by an army of thousands of men, most of them war veterans, who were fiercely loyal to him. The Battle of Cajamarca The Spanish conquistadors were aware of Atahualpas massive army - just as they were aware of the massive quantities of gold and silver carried by Atahualpa and the Inca nobles. In Mexico, Hernà ¡n Cortes had found riches by capturing Aztec Emperor Montezuma: Pizarro decided to try the same tactic. He hid his cavalrymen and artillerymen around the square in Cajamarca. Pizarro sent Father Vicente de Valverde to meet the Inca: the friar showed the Inca a breviary. The Inca glanced through it and, unimpressed, threw it down. The Spanish used this supposed sacrilege as an excuse to attack. Suddenly the square was filled with heavily armed Spaniards on foot and horseback, massacring native nobility and warriors to the thunder of cannon fire. Atahualpa Captive Atahualpa was captured and thousands of his men were murdered. Among the dead were civilians, soldiers and important members of the Inca aristocracy. The Spanish, practically invulnerable in their heavy steel armor, did not suffer a single casualty. The horsemen proved particularly effective, running down terrified natives as they fled the carnage. Atahualpa was placed under heavy guard in the Temple of the Sun, where he finally met Pizarro. The Emperor was allowed to speak with some of his subjects, but every word was translated for the Spanish by a native interpreter. Atahualpa’s Ransom It didn’t take long for Atahualpa to realize that the Spanish were there for gold and silver: the Spanish had wasted no time in looting corpses and the temples of Cajamarca. Atahualpa was made to understand that he would be freed if he paid enough. He offered to fill a room with gold and then twice over with silver. The room was 22 feet long by 17 feet wide (6.7 meters by 5.17 meters) and the Emperor offered to fill it to a height of about 8 feet (2.45m). The Spanish were stunned and quickly accepted the offer, even instructing a notary to make it official. Atahualpa sent out word to bring gold and silver to Cajamarca and before long, native porters were bringing a fortune to the town from all corners of the empire and laying it at the feet of the invaders. The Empire in Turmoil Meanwhile, the Inca Empire was thrown into turmoil by the capture of their Emperor. To the Inca, the Emperor was semi-divine and no one dared risk an attack to rescue him. Atahualpa had recently defeated his brother, Huà ¡scar, in a civil war over the throne. Huascar was alive but captive: Atahualpa feared he would escape and rise again because Atahualpa was a prisoner, so he ordered Huascars death. Atahualpa had three massive armies in the field under his top generals: Quisquis, Chalcuchima and Rumià ±ahui. These generals were aware that Atahualpa had been captured and decided against an attack. Chalcuchima was eventually tricked and captured by Hernando Pizarro, whereas the other two generals would fight against the Spanish in the months that followed. The Death of Atahualpa In early 1533, rumors began flying around the Spanish camp about Rumià ±ahui, greatest of the Inca generals. None of the Spaniards knew exactly where Rumià ±ahui was and they greatly feared the massive army he led. According to the rumors, Rumià ±ahui had decided to free the Inca and was moving into position to attack. Pizarro sent out riders in every direction. These men found no sign of a large army, but still the rumors persisted. Panicked, the Spanish decided that Atahualpa had become a liability. They hastily tried him for treason – for allegedly telling Rumià ±ahui to rebel – and found him guilty. Atahualpa, last free Emperor of the Inca, was executed by garrote on July 26, 1533. The Inca’s Treasure Atahualpa had kept his promise and filled the room with gold and silver. The treasure brought to Cajamarca was staggering. Priceless works of art in gold, silver and ceramic were brought, along with tons of precious metals in jewelry and temple decorations. Greedy Spaniards smashed priceless objects to pieces so that the room would fill up more slowly. All of this treasure was melted down, forged into 22 karat gold and counted. Atahualpa’s ransom added up to over 13,000 pounds of gold and twice that much silver. After the â€Å"royal fifth† was taken out (the King of Spain imposed a 20% tax on conquest loot), this treasure was divided up among the original 160 men according to a complicated arrangement involving footmen, horsemen and officers. The lowliest of the soldiers received 45 pounds of gold and 90 pounds of silver: at today’s rate the gold alone is worth over a half million dollars. Francisco Pizarro received roughly 14 times the amount of a common soldie r, plus substantial â€Å"gifts† such as Atahualpa’s throne, which was made of 15 karat gold and weighed 183 pounds. The Lost Gold of Atahualpa Legend has it that the Spanish conquistadors did not get their greedy hands on all of Atahualpa’s ransom. Some people believe, based on somewhat sketchy historical documents, that a group of natives was on its way to Cajamarca with a load of Inca gold and silver for Atahualpa’s ransom when they received word that the Emperor had been murdered. The Inca general in charge of transporting the treasure decided to hide it and left it in an unmarked cave in the mountains. Supposedly it was found 50 years later by a Spaniard named Valverde, but then was lost again until an adventurer named Barth Blake found it in 1886: he later died suspiciously. No one has seen it since. Is there a lost Inca treasure in the Andes, the final installment of Atahualpa’s Ransom? Source    Hemming, John. The Conquest of the Inca London: Pan Books, 2004 (original 1970).

Edgar Germain Hilaire Degas’ “Waiting” Free Essays

Among the most interesting work of modern art on display in the J. Paul Getty Museum is Edgar Germain Hilaire Degas’ â€Å"Waiting,† a pastel painting done around 1882. In this work, Degas captures the picture of a young ballerina and an older woman sitting on a bench, apparently waiting for something to happen or someone to arrive. We will write a custom essay sample on Edgar Germain Hilaire Degas’ â€Å"Waiting† or any similar topic only for you Order Now The painting is a study of the sharp contrast between youth and old age, which is illustrated in the play of colors, light, and shadows that the painter carefully preserved in his work. The young ballerina is painted in soft colors of gold, blue, and cream which reflect the light while the older woman is garbed in black. In the same manner, the younger subject is painted to suggest motion, energy and restlessness; here she is massaging her feet, apparently waiting for a performance to begin. The woman, on the other hand, is immobile, devoid of light movement and comes across to be waiting for the action to end so she can rest. Degas’ â€Å"Waiting† is displayed in a small dark room located on the left side of the museum entrance. Exhibited along with it are German painter Joseph Vivien’s â€Å"Portrait of a Man† and Swiss painter Jean-Étienne Liotard’s â€Å"Maria Frederike van Reede-Athlone at Seven.† The darkness of the room brings out the sharp contrast in colors and the use of light in the pastels. Likewise, its small size is clearly meant to convey a sense of intimacy wherein the viewer feels a sense of privilege at catching a glimpse of so personal a thing as an individual’s portrait. The arrangement of the paintings depicts the various influences of artists according to their respective periods. In particular, the works show the progression of portraiture and the use of pastel as a medium since Vivien’s â€Å"Portrait of a Man† in 1725 to Degas’ â€Å"Waiting† a century and a half later. It is clear that Degas’ work is a huge departure from the conventional concept of painting people’s portraits. Vivien’s portrait is carefully composed according to the artistic conventions of balance and color; its subject is self-consciously positioned at the center of the canvass, capturing the face, and his figure appears to come out of the shadows. Vivien’s colors are austere and sombre, which reflects the prevailing style at that time. Liotard’s â€Å"Maria Frederike van Reede-Athlone,† on the other hand, reflects a subtle change in the painter’s pallet from Vivien’s dark, muted colors to bold, albeit cold tones. However, the same rule is applied regarding the subject’s position. Hence, Degas’ â€Å"Waiting† stands out in sharp contrast to the two paintings. First, he clearly circumvents the prevailing concept of portraiture by showing two subjects who assume positions that are not usually accepted in portraiture: the young girl is shown massaging her feet, which makes her face unseen by the audience, while the woman’s face is half-covered by her hat. Degas also draws his subjects from a very different angle and perspective; he is obviously not as interested in showing their facial countenances as in showing their characters through body language. He also abandons the dark tones in favor of bold, bright, and warm colors to create dramatic contrasts in his work. â€Å"Waiting† illustrates Degas’ affinity with the impressionist movement, although he apparently abhorred being called one because of major ideological rifts with prominent impressionist painters. He particularly criticized his self-confessed impressionist contemporaries for their practice of painting in â€Å"plein-air† as he believed that it was tantamount to copying which interfered with the artist’s imagination. (Smith 58) Nevertheless, Degas’ work clearly shares the same impressionist characteristics as shown in his style and choice of events and people of everyday life as subjects. Like the works of most impressionist painters such as Edouard Manet, Claude Monet, Pierre Auguste Renoir, Alfred Sisley, Berthe Morisot, Jean Frederic Bazille, and Camille Pissarro, Degas’ â€Å"Waiting† reflected the belief that â€Å"art should relate to the real world and reflect modern life† as opposed to painting religious and mythological figures that was traditionally favored by connosieurs of high art. (Snider) Its choice of subject, a ballerina and her companion in the process of waiting, captures an aspect of modern French life. Its style undoubtedly mirrors the impressionists’ fascination with capturing light in the most realistic manner, and its colors also carry the impressionist preference for warm, vibrant tones that suggest movement and life. Although Degas’ works and his obsession with the figures of women, particularly dancers, in his paintings have often invited varied interpretation from art critics and academicians, it is clear that his middle-class background and upbringing has tremendous influence in shaping his choice of subjects. (Theodore 145) Reff Theodore infers that Degas’ passion for painting movement arose from his early exposure to the ballet which was â€Å"a familiar part of the contemporary scene† in nineteenth century Paris. (145) The impact of Degas’ background is also seen in his being â€Å"deeply concerned with truth for its own sake, in probing life beneath the crust of good manners† (Nicolson 172) in his depiction of Parisian modern life. In â€Å"Waiting,† Degas honestly portrays the differences between his subjects, in effect making a statement about the sad truth that the young ballerina, with all her vibrancy and beauty, will soon pass into the life of her companion, drained and weary of the world. It is suggested that Degas’ and other impressionists’ ideas were largely influenced by the rapid technological and social developments of their time. Indeed, impressionism drew much of its ideas from innovations, techniques, and concepts in photography. (Snider) Clearly, Degas and his contemporaries were so impressed by the ability of photographs to capture the exact effect of light on its subjects that they sought to recreate this ability in their paintings. Other painters, like Monet, even tried to copy the photographic effects of varying shutter speeds in his work. (Snider) Degas’ background as an artist produced and molded by extraordinary and tumultous changes in his time that was brought about by the rapid industrialization of France and all of Europe, his pastel work â€Å"Waiting† could be displayed in another gallery together with Claude Monet’s â€Å"Gare Saint-Lazare,† a painting which shows the Saint-Lazare train station. This painting would give a contemporary audience an idea of â€Å"Waiting’s† background as the train is a ubiquitous symbol of the industrial revolution which gripped not only the economic but also cultural life of Europe in Degas’ time. Hence, Monet’s work sets the mood for Degas’ curious study of youth and old age in the age of modernity, where everything passes quickly. Other works that could be exhibited alongside Degas’ â€Å"Waiting† is Auguste Renoir’s painting â€Å"The Dance at the Moulin Delagalette† and Degas’ own work â€Å"The Millinery Shop† which shows the social activities of the French middle class and the activities of working-class women, respectively. The two paintings would also highlight the contrast that Degas sought to portray in his subjects, wherein Renoir’s middle-class subjects, painted as they socialize in a party, is compared with a lone woman while making hats that are ostensibly worn by those who can afford it. Likewise, Andy Warhol’s â€Å"Campbell Soup Cans† would also be a fitting touch to the gallery as it signifies the advent of mass production. Although Warhol’s work is at odds with the impressionist theme of Degas’ work, it nevertheless echoes the â€Å"ordinariness† and repetitive pattern of modern life that Degas captures in his painting. Works Cited: Nicolson, Benedict. â€Å"Degas’ Monotypes.† The Burlington Magazine 100.662 (May 1958):172-175 Reff, Theodore. â€Å"Edgar Degas and the Dance.† Arts Magazine 53.3(November 1978):145-149. Smith, George E. â€Å"James, Degas, and the Modern View.† NOVEL: A Forum on Fiction 21.1 (Autumn 1987): 56-72 Snider, Lindsay. â€Å"A Lasting Impression: French Painters Revolutionize the Art World.† The History Teacher, 25.1(November 2001). 5 May 2008. http://historycooperative.org/ How to cite Edgar Germain Hilaire Degas’ â€Å"Waiting†, Essay examples

Cultural Dissonance for Disharmony and Discord - myassignmenthelp

Question: Discuss about theCultural Dissonance for Disharmony and Discord. Answer: Cultural dissonance is a very uncomfortable sense of the confusion, disharmony, discord or the conflicts that are experienced by the people who are a part of the changing society (Antal et al. 2015). Dissonance can be felt in all the spheres including sociology, anthropology, cultural studies and sociology. The changes are often come across when not expected in the environment. The various studies of the cultural dissonance takes on a wide scope in the socio cultural analysis that can inquire about the politics, values, learning styles, cultural factors, educational formats, socio cultural issues, historical legacies and many other factors of the cultural society (Canato, Ravasi and Phillips 2013). I believe that Cultural dissonance is a process that presents itself only when the people participates in the multiple form of cultures (most of us) are faced with various situations where we perceive several conflicts between the set of the rules from one culture and their rules of another. This phenomenon may even appear in thesameculture (across sub-cultures.) I have observed the phenomenon of Cultural dissonance in full action on the daily basis, when there are values of one culture vehemently clashes with the other culture. The typical form of the clash includes the ethical, spiritual or the examples of the level of the identity, speech, entertainment and fashion. It is very easy for imagining a group of the immigrant who are recent and who belongs to the background that is international. The differences in the culture of the different regions of the two countries are very different. The complexities in the culture are major related to the several interactions within the culture. For encouraging the continuous forms of the positive developments there are still needs for addressing the various complexities with the better form of understanding of the issues that are emerging. However, the cultural dissonance is one of the major issues that have been put forward by the society (Murray 2015). The complexities in the culture are related to the interactions of the culture. For encouraging a positive form of development, we have to address the complexities of the culture through a better understanding that are emerging as an issue. The dissonance of the culture for instance, is a major issue. There are some of the colleges and the universities who are making their own efforts for bridging the gaps between the two groups hailing from different cultural. My own college for instance has been filled with courses whose focus was on the study of the different cultures. I have attended my community college and took my course in the ethnic studies. The course of my cultural studies have the patterns of the local cultures. In the course, we used to take various trips in the neighborhoods like the Little Saigon in the Garden grove in California that is the second largest in the community of Vietnam that is outside the country (McDermott et al. 2016). We have visited the various restaurants as a class and shared the wide range of several food from the discrete cultures. We were introduced about the people who were part of serving the community and we visited the different folk and the cultural museums. For my classmates and me it was all about travelling to the foreign lands in our own backyards. Since the outing, I have noticed that the good food, exploration in the education and the music are the great way for starting and introducing the people from the various cultures (DeCapua and Marshall 2015). It is very important to learn about the discrete cultures to bridge the gap between the forms of the empathy built between the cultures. While getting aware and learning about the exposure to the food and music, it is very important to cover every concept of the religion, values and the moral ethics. Nowadays the diversity is the most typical phenomenon even in the workplaces. With the advancement of the technologies and it is not a uncommon form of the deal with the clients who belongs to the different cultures of the world (DeCapua and Marshall 2015). The barriers in language makes it very difficult for an effective form of communication or the differences in the culture can also inhibit the internal and the external forms that are uncommon for the customers and are being very comfortable to be open enough for opening up to the people and socialize the discrete bonds (DeCapua and Marshall 2015). The leaders who are potential always tends to hinder the relationship with the workplace. Therefore, if you are planning to do the business in the global platform, it is important for you to find the solutions for breaking down the barriers. Here are some of the suggestions that can be helpful. I feel that being clear in the communication is a very essential part for the functioning that are effective, it is very necessary for every employees to understand what are the needs of the clients and customers that are to be satisfied without failing them (DeCapua and Marshall 2015). It also depends on the clients or the customers with whom you need to work while they possess the enormous form of discrete in the cultures. Therefore, it is impossible for them to adapt to all the diversified form of cultures and languages, so only getting accustomed with few greetings and the essential words will help to able to communicate with their clients. I also believe that taking time for the other cultures can also help to make the other person very comfortable. It is necessary to learn about the various things that your clients and the customers like and value their food, their customs and protocol, business practices and what they do for fun (DeCapua and Marshall 2015). Therefore, it can be conclude that by applying these certain mechanisms we can certainly overcome the dissonance from our society. References Antal, A.B., Hutter, M. and Stark, D. eds., 2015.Moments of valuation: exploring sites of dissonance. Oxford University Press, USA. Canato, A., Ravasi, D. and Phillips, N., 2013. Coerced practice implementation in cases of low cultural fit: Cultural change and practice adaptation during the implementation of Six Sigma at 3M.Academy of Management Journal,56(6), pp.1724-1753. DeCapua, A. and Marshall, H.W., 2015. Reframing the conversation about students with limited or interrupted formal education: From achievement gap to cultural dissonance.NASSP Bulletin,99(4), pp.356-370. Jarness, V., 2015. Modes of consumption: From whatto howin cultural stratification research.Poetics,53, pp.65-79. LaRocque, M., 2013. Addressing cultural and linguistic dissonance between parents and schools.Preventing School Failure: Alternative Education for Children and Youth,57(2), pp.111-117. Lemelin, R.H., Thompson-Carr, A., Johnston, M., Stewart, E. and Dawson, J., 2013. Indigenous people: Discussing the forgotten dimension of dark tourism and battlefield tourism. InNew Issues in Polar Tourism(pp. 205-215). Springer Netherlands. McDermott, J.H., Schultz, A.F., Undurraga, E.A. and Godoy, R.A., 2016. Indifference to dissonance in native Amazonians reveals cultural variation in music perception.Nature,535(7613), pp.547-550. Murray, B.A., 2015. Nursing Students Experiences of Health Care in Swaziland: Transformational Processes in Developing Cultural Understanding.Journal of Nursing Education,54(9), pp.S65-S73. Riemer, H., Shavitt, S., Koo, M. and Markus, H.R., 2014. Preferences dont have to be personal: Expanding attitude theorizing with a cross-cultural perspective.Psychological review,121(4), p.619.

The Internal Business Process Perspective

Introduction Businesses struggle to maintain their market share despite stiff competition, global economic recession and other factors that interfere with their performance. In addition, investors hire qualified staff and acquire modern equipment to ensure they have high chances of dominating local and foreign markets.Advertising We will write a custom essay sample on The Internal Business Process Perspective specifically for you for only $16.05 $11/page Learn More However, these efforts do not sometimes yield the expected results due to unforeseen challenges (Kaplan and Norton 2000). These problems may be internal or external and affect business performance throughout its existence. This essay is a case study that examines how the Duke Children’s Hospital managed to create a balanced scorecard and its effects on the staff, patients and state. Analysis The stakeholders at Duke Children’s Hospital will remember 1996 as a year full of darknes s and unforeseen future in its operations. The hospital received very little medical allowance while revenues declined due to an increase in patients with capitated compensation. Children’s services became very expensive and sky rocketed to $ 14,889 from the initial $ 10,500 in 1993. All healthcare organisations have objectives that ensure they generate profits for investors, offer employment opportunities to nurses and physicians and provide quality heath services to patients (Meliones, Ballard, Liekweg and Burton 2001). However, this hospital was not able to achieve these objectives due to poor performance. As a result, the net margin decreased by nine million dollars between 1993 and 1996. In addition, it was necessary to eliminate some programmes and reduce the services offered to clients. This also marked a decrease in staff productivity from the initial 80% to 70% range. However, this hospital adopted the balanced scorecard methodology to transform these challenges into opportunities for growth. Application of the Balanced Scorecard Methodology The balanced scorecard methodology is a complex approach that helps investors and all stakeholders to deal with challenges facing their businesses. A healthcare institution is a dynamic organisation that provides various needs to physicians, patients and investors (Kaplan and Norton 2000). The role of a healthcare institution is represented in a three pillar diagram that indicates the needs of all stakeholders as shown in the diagram below. Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When one of the above processes fails to achieve its target the whole process will fail leading to a crisis as described in the introductory remarks. The balanced scorecard approach ensures that the interests of all stakeholders are put into consideration in implementing the functions of a business. This hospital had totally negle cted the needs of its employees. However, it realised its mistakes early and implemented radical changes that transformed its image. The following ways were used to implement the balanced scorecard approach. Patients, physicians and investors are connected by the outcome of the services offered by health institutions. Quality Information The institution realised the need to communicate accurate information to physicians and patients as a way of improving performance. This hospital has a mission, vision, objectives and motto that guide its operations (Meliones, Ballard, Liekweg and Burton 2001). However, it seems the staff had not realised the need to put into practice the words conveyed by these aspirations. The implementation of this performance methodology ensured the hospital staff communicated relevant, appropriate, accurate, site specific and clear messages amongst themselves. This hospital had many sources of both primary and secondary data that was never used to improve its p erformance (Zelman 2009). The information given to physicians and nurses differed although it was meant to gauge and develop their performance in an intellectual manner. Bridging Gaps This hospital is a mega investment with three departments namely the Raleigh Community Hospital, Duke University Hospital and Durham Regional Hospital. DUKE Children’s Hospital is a department under the Duke University Hospital and receives about 6,000 and 30,000 inpatient and outpatient annually in its 135 bed capacity (Meliones, Ballard, Liekweg and Burton 2001). It integrated the quality clinical and business outcomes in 1996 to improve its performance. This perspective had significant impacts on the performance of the hospital through the following ways. First, the institution realised the need to balance between its expenses and needs. It noted that decreasing the number of nurses will reduce expenses in terms of salaries and allowances. However, this will reduce the labour required to prov ide quality services to patients (Zelman 2009). In addition, it noted the need handle patients in a healthy manner and also emphasised on the importance of learning and growth of its staff. Lastly, it ensured there was a balance between the internal business and services offered. Essentials for Building a Scorecard This institution realised the urgent need to implement various changes to ensure employees remain focused to solve the challenges facing them. It adopted a three tier approach in dealing with this issue by highlighting the importance of establishing links to get connected, analysing performance to get results and gaining knowledge to become smart to deal with organisational challenges (Meliones, Ballard, Liekweg and Burton 2001).Advertising We will write a custom essay sample on The Internal Business Process Perspective specifically for you for only $16.05 $11/page Learn More The need to establish connections ensures all stakeholders work tow ards achieving the goals, objectives and mission of the institution. This brings them together to ensure they maintain focus and deliver results that reflect their purposes. They defined key performance indicators, developed staff satisfaction strategies and established a regulatory arena that ensures all activities reflected nursing and health requirements. Performance was analysed in terms of the quality of services offered by physicians and nurses. This also involved the opportunities for growth like the use of modern equipment to improve quality and staff motivation to boost performance. Information was collected on a regular basis from various departments and analysed to evaluate the performance of this institution. This was also accompanied with fast and frequent communication to ensure everyone everywhere gets appropriate information. Knowledge generation was also an important tool in improving this hospital’s performance. The scorecard was constantly reviewed and revi sed depending on the immediate needs of the hospital (Zelman 2009). This was an important arena to develop future plans to deal with challenges that may face this institution. All medical practitioners must develop their skills and enrich their knowledge through practice. Therefore, they must be exposed to environments that offer them opportunities to learn various issues through experience or observation (Kaplan and Norton 2000). This hospital n\became a knowledge generation institution as nurses continued to gain knowledge regarding various health issues. Conclusion The integrated module enabled the hospital to reduce the cost per case by about $ 5,000 (about $ 30 million) between 1996 and 2000. The net margin shifted positively by about + $15 million during the period mentioned above. All programmes that were supposed to be eliminated or reduced were not affected since there was a general improvement in performance. Patient satisfaction index increased by 0.4 on a 5.0 scale (from 4.3 to 4.7 where p=0.05). The nursing units improved their performances to 100% in 2000 from the initial 70% in 1996. Staff satisfaction was the highest gainer with an increase of 2.0 on a 5.0 scale from the initial 1.5 to 4.0. References Kaplan, R. S. and Norton, D. P. (2000). Strategy Focused Organization. Boston: Harvard Business School Press.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Meliones, J. N., Ballard, R., Liekweg, R. and Burton, W. (2001). No Mission No Margin: It’s That Simple. Journal of Health Care Finance, 3, 21-29. Zelman, W. N. (2009).Financial Management of Health Care Organizations: An  Introduction to Fundamental Tools, Concepts and Applications. New York: Jossey-Bass. This essay on The Internal Business Process Perspective was written and submitted by user Na0m1 to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

RBA

RBA The Reserve Bank of Australia (RBA) is Australia's central bank and has the responsibility of controlling Australia's money and banking system, as outlined in the Reserve Bank Act 1959. It has three main objectives, which include the stability of the Australian currency, the maintenance of full employment and the economic prosperity and welfare of the people of Australia.The conduct of monetary policy is the most important ongoing responsibility of the Reserve Bank. It is action taken by the RBA in order to influence the cost and availability of money in the Australian economy through influencing the general level of interest rates. The RBA meets every month to decide whether interest rates should be changed. Lenders then use these decisions as a basis for setting the interest rates for their individual loan products and will usually alter interest rates a day or two after any RBA announcement.The Reserve Bank is the sole issuing authority for Australian currency and is responsible f or the payments system.The Central Bank Of Ireland - DublinThis means ensuring the efficiency and stability of payment methods such as credit cards, electronic cash, traveller's cheques and stored-value cards. Other banks also hold exchange settlement accounts with the RBA, and these are used to allow banks to settle debts between themselves as well as with the RBA at the end of each days trading.In 2002, the Financial Services Consumer Policy Centre at the University of New South Wales Faculty of Law welcomed the release of the Reserve Bank's credit card reforms, which became an effective way of ensuring the efficiency and stability of payment methods. The centre's director, Mr. Connolly, stated that consumers had been paying higher prices for goods and services because of the hidden interchange fees built into the credit card system, and these new reforms will replace an...

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

Assignment 2 - Essay Example ng, investigating and comprehending concepts for the main objective of concept advancement, description, contrasting, explanation, classification, modification and substantiation. Conceptual analysis is further a course of investigation that delves into concepts for their stage of advancement as portrayed by their interior framework, applications and interaction to other concepts. In fact, conceptual analysis outlines the center for supplying definitions of abstract concepts. It has varied standing in learning. From the time when it was introduced in learning, it was clear that it is a fundamental tool for advancement of theory. However, it is clear that conceptual analysis is complicated. It is evident that it does not provide clear means to contribute to further theoretical knowledge (Sowa, 2006). Conceptual analysis does not provide significant theoretical foundation of learning. In reference to Sowa (2006), it is a random and an informal process that constrains the development of science. It can lead to huge worry and anxiety for the reason that there are no strict rules on how to conduct the process of conceptual analysis. This means that researchers can fail to determine the best way to carry out the whole process that includes going through large mass of literature. Due to the fact that conceptual analysis has an easy attribute, the work at the end of the process is associated with poor quality. It is clear that conceptual analysis requires a lot of thorough work, patience and elevated levels of cognitive abilities which many researchers lack, thereby lowering the quality of the end result. Conceptual analysis may lead to a value attachment, thereby moralising the concept in analysis in case there are any values attached. This may bar the analytic process and destroy the entire research. On the other hand, concept critical thinking lacks a moral feature and value attachment turns out to be useless in the current analysis. There is a desire to increase

The Minnesota Attorney General Can Sue The Mega Computer Chip Assignment

The Minnesota Attorney General Can Sue The Mega Computer Chip Manufacturer - Assignment Example The attorney general can sue the Mega Computer Chip Manufacturer in the federal court. This is because the United States Justice Department can use its powers to present antitrust cases that are criminal under the federal antitrust laws. The federal courts are able to show that the MCCM has a market share by number and revenue of chips sold at 80 and 90% respectively. Additionally, Original Equipment Manufacturers, a national company, has the responsibility of selling the MCCM chips. On the other hand, the Minnesota attorney general can sue the MCCM for antitrust and monopoly violation in the state of Minnesota. This is because the state can handle federal antitrust lawsuits. The state attorney can sue on the state’s behalf so as to rectify the wrong practices. Moreover, apart from compensating the federal and local governments, the state government will also be compensated in case a company is guilty of a violation. Monopoly power entails increasing or reducing prices of commodities or services for an unknown period without fearing to be undersold by those who can provide alternative services or goods. The Mega Computer Chip Manufacturer has monopoly power, and they use it. MCCM has policies that impose prohibitive burdens or costs on Original Equipment Manufacturers, who are the manufacturers of computers, and who fit in the chips in their computers. The MCCM’s monopoly power makes them have an effect on OEM’s prices since they can lower or increase the price of the chips and OEM cannot. Additionally, MCCM can inform OEM the number of chips they can use, pay them so that they do not use their competitors’ chips, and delay their competitors’ chips use (Cheeseman, 2011). A method of dispute resolution should be included in the contract. This will be helpful in the event of a disagreement (Cheeseman, 2011). Alternative dispute resolution methods should be adopted over courts. This is because it is more flexible, cost-effective, and faster than court trials. The resolution will take place in the state of Minnesota. Minnesota has the potential of handling court cases. In case the contract uses a court as a method of dispute resolution, the court in Minnesota can provide for a distinct jurisdiction or general jurisdiction.  

Meaning and Definition of Performance Appraisal

Meaning and Definition of Performance Appraisal Performance appraisal is a formal system that evaluates the quality of a employees performance. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links: Organizational objectives Day-to-day performance Professional development Rewards and incentives In simple terms, appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. Traditional Performance Appraisal The history of performance appraisal is quite brief.Its roots in the early 20th century can be traced to Taylors pioneering Time and Motion studies. But this is not very helpful for the same may be said about almost everything in the field of modern human resources management. During the First World War, appraisals concept was adopted by US army which was in the form of merit rating. It was man-to-man rating system for evaluation of military personnel. From the army this concept entered the business field and was restricted to hourly-paid workers. During 1920s, relational wage structures for hourly paid workers were adopted in industrial units and each worker were used to be rated in comparison to other for determining wages rates. This system was known by merit rating. The process was firmly linked to material outcomes. If an employees performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. These observations were confirmed in empirical studies. Pay rates were important, but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence. As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time. Modern Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, which usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations but not all, appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotion. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. Whether this is an appropriate use of performance appraisal, the assignment and justification of rewards and penalties, is a very uncertain and contentious matter. Objectives of Performance Appraisal Salary Increase Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. There is continuous evaluation of his performance either formally or informally. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase. Promotion Performance appraisal plays significant role where promotion is based on merit and seniority. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. In the light of these, it can be decided whether he can be promoted to the next higher position. Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. This information can be used for devising training and development programmers appropriate for overcoming weaknesses of employees. Feedback Performance appraisal provides feedback to employees about their performance. A person works better when he knows how he is working. This works in two ways, firstly, the person gets feedback about his performance. Secondly, when the person gets feedback about his performance, he can relate his work to the orgaisational objectives. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. Others: Identifying systemic factors that are barriers to, or facilitators of, effective performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. To determine whether HR programmers such as selection, training, and transfer have been effective or not. Methods of Performance Appraisal A) Traditional methods 1) Rating Scales: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical (work skills) competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scales designer, or by the organizations need to know. The one major provision in selecting traits is that they should be in some way relevant to the  appraisers job. 2) Check-list Method: Under this method, checklist of statement of traits of employee in the form of Yes or No based questions is prepared. Here, the rater only does the reporting or checking and HR department does the actual evaluation. The rater concerned has to tick appropriate answers relevant to the appraises. When the check-list is completed, it is sent to HR department for further processing. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. The HR department then calculates the total scores which show the appraisal result of an employee. Advantages economy, ease of administration, limited training required, standardization. Disadvantages Raters biases, use of improper weights by HR Dept, does not allow rater to give relative ratings. 3) Force Choice Method: A series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment. Advantages Absence of personal biases because of forced choice. Disadvantages Statements may not be correctly framed. 4) Force Distribution Method: One of the problems faced in large organizations is relative assessment tendencies of raters. Some are too lenient and others too severe. This method overcomes that problem. It forces everyone to do a comparative rating of all the employees on a predetermined distribution pattern of good to bad. Say 10% employees in Excellent Grade, 20% in Good Grade, 40% in Average Grade, 20% in Below Average Grade and 10% in Unsatisfied grade. The real problem of this method occurs in organizations where there is a tendency to pack certain key departments with all good employees and some other departments with discards and laggards. Relatively good employees of key departments get poor rating and relatively poor employees of laggards departments get good rating. 5) Critical Incident Method: In this method, only critical incidents and behavior associated with these incidents are taken for evaluation. This method involves three steps. A test of noteworthy on the job behavior is prepared. A group of experts then assigns scale values to them depending on the degree of desirability for the job. Finally, a checklist of incidents which define good and bad employees is prepared. Advantages: This method is very useful for discovering potential of employees who can be useful in critical situation. Disadvantages: a) Negative incidents are, generally, more noticeable than positive ones. b) The recording of incidents is a core to the superior and may be put off and easily forgotten. c) Overly close supervision may result. 6) Essay Method: In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. The statement may be written and edited by the appraiser alone, or it be composed in collaboration with the appraisee. 7) Grading: In this method, certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Such categories may be definitional like outstanding, good, average, poor, very poor or may be in terms of letter like A, B, C, D etc with A indicating the best and D indicating the worst. This method, however, suffers from one basic limitation that the rater may rate most of the employees at higher grades. 8) Performance Tests Observations: This is based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. Advantage Tests only measure potential and not attitude. Actual performance is more a function of attitude of person than potential. Disadvantages Sometimes costs of test development or administration are high. 9) Confidential Reports: Though popular with government departments, its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR). The system is highly secretive and confidential. Feedback to the assessed is given only in case of an adverse entry. Disadvantage is that it is highly prone to biases and regency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions, good postings, etc. 10) Comparative Evaluation Method (Ranking Paired Comparisons): These are collection of different methods that compare performance with that of other co-workers. The usual techniques used may be ranking methods and paired comparison method. Ranking Method: Superior ranks his worker based on merit, from best to worst. However how best and why best are not elaborated in this method. It is easy to administer. Paired Comparison Method: In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. The number of comparisons may be calculated with the help of a formula N x (N-1) / 2. The method is too tedious for large departments and often such exact details are not available with raters. B) Morden Methods 1) MBO (Appraisal by Results): The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. 2) Assessment Center Method This technique was first developed in USA and UK in 1943. An assessment centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviours across a series of select exercises or work samples. Assesses are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. Advantages Well-conducted assessment centre can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in Assessment Centres. The tests also make sure that the wrong people are not hired or promoted. Finally, it clearly defines the criteria for selection and promotion. Disadvantages Concentrates on future performance potential. No assessment of past performance. Costs of employees travelling and lodging, psychologists. Ratings strongly influenced by assassins inter-personal skills. Solid performers may feel suffocated in simulated situations. 3) 360o Appraisal: It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors, team members, customers, peers, subordinates and self with different weight age to each group of raters. This technique has been found to be extremely useful and effective. It is especially useful to measure inter-personal skills, customer satisfaction and team building skills. One of the biggest advantages of this system is that assesses cannot afford to neglect any constituency and has to show all-round performance. However, on the negative side, receiving feedback from multiple sources can be intimidating, threatening, and expensive and time consuming. 4) Psychological Appraisals: These appraisals are more directed to assess employee potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. Performance Appraisals purpose Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop persons, progress of organizational performance, and feed into business planning. Official performance appraisals are generally conducted annually for all staff in the organization. Every staff member is appraised by their line supervisor. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and formation of the organization. Annual performance appraisals allow management and monitoring of standards, agreeing expectations and objectives, and allocation of responsibilities and tasks. Staff performance appraisals also create individual training needs and facilitate organizational training needs analysis and planning. Performance appraisal also normally feed into organization annual pay and grading reviews which commonly also coincides with the business planning for the next trading year. Performance appraisals generally review each individual`s performance against objectives and standards for the trading year, agreed at the earlier appraisal meeting. Performance appraisals are also necessary for career and succession planning for individuals, critical jobs and for the organization as an entire. Performance appraisal are important for staff motivation, attitude and behaviour development, communicating and supporting individual and organization aims and fostering positive relationship between staff and supervision. Performance appraisal affords a formal, recorded, regular review of an individuals performance and a plan for future progress. Job performance appraisal in whatever forms they take are therefore fundamental for managing the performance of people and organizations. Managers and appraises frequently dislike appraisal and try to avoid them. To these people the appraisal is daunting and time consuming. The process is seen as a difficult administrative responsibility and emotionally challenging. The annual appraisal is may be only time since last year that the two people have sat down together for a meaningful one to one discussion. No wonder then that appraisals are stressful which then beats the whole purpose. Appraisals are much easier and especially more peaceful, if the boss meets each of the team members individually and repeatedly for one to one discussion throughout the year. Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams, life, the universe the tv, common interests etc., whatever, make appraisals so much appraisal so much easier because people then know and trust each other which diminish all the stress and the uncertainty. Appraisals much address whole person development not just job skills or the skills necessary for the subsequently promotion. Appraisal must not differentiate against anyone on the grounds of age, sexual orientation, race, gender, religion etc. For Example in the uk, the uk employment equality regulation 2006, which is effective from 1st oct. 06, make it particularly important to avoid any comments, judgments, suggestions, questions or decision which might be supposed by the appraisal to be based on age. This means people who are young as well as old. Age, along with other description stated above, is not a lawful basis for assessing and managing people, unless proper objective justification can be proven. See the age variety information. When crafty or planning behaviour appraisal, seek to help the whole person to grow in whatever direction they want not just to identify clearly relevant work skill training. Increasingly, the best employee distinguish that increasing the whole person promotes positive attitudes, advancement, motivation and also develops lots of new skills that can be unexpectedly significant to working productively and effectively in any nature of organization. Developing the whole person is also an important aspect of modern corporate duty and independently, whole person development is a crucial benefit in the employment market, in which all employers contend to attract the best recruits and to retain the best staff. Therefore in appraisal be creative and imaginative in discussing discovering and agreeing whole person development that people will respond to, beyond the usual job skill set and incorporate this sort of development into the appraisal process. Abrsham Maslow recognised this over fifty year ago. If you are an employee and your employer has yet to cuddle or even acknowledge these concepts, do them a favour at your own appraisal and suggest they look at these ideas or maybe mention it at your exit interview prior to joining a better employer who cares about the people not just the work. Incidentally the Multiple Intelligences test and Vak learning styles test are tremendously useful tools for appraisals before or after to help people understand their nature probable and strengths and to help managers appreciate this about their people too. There are a lot of people out there who are in jobs which dont allow them to use and develop their supreme strengths, so the more we can help folk understand their own special likely and find roles that really fit well the happier we shall all be. Essentials for a successful performance appraisal system Basing appraisals on accurate and current job descriptions Ensuring that appraisers have adequate knowledge and direct experience of the employees performance Providing ratings via aggregated anonymous feedback when multiple sources of information are used Incorporating performance appraisals into a formal goal setting system Offering adequate support and assistance to employees such as professional development opportunities in order to improve their performance Conducting appraisals on a regular basis (at least two times a year) rather than annually. If resource constraints do not permit frequent formal appraisals, consider conducting one formal appraisal annually, with a review of progress in the mid-year and ongoing review in regular supervision meetings Using performance appraisal to address workforce development challenges: Regular performance appraisals provide a useful opportunity to conduct a check up on various workforce development issues that may impact on employees effectiveness and well being. Performance appraisals can be used to: Recognize, reward and support effective performance Develop and reward effective teamwork Identify and manage issues likely to impact on retention Monitor and support employees well being.   Recognize, reward and support effective performance Ensuring employees receive adequate rewards and recognition is a key workforce development issue for the performance. Performance appraisals provide a good opportunity to formally recognize employees achievements and contributions to the organization, and to ensure a clear link is maintained between performance and rewards. The appraisal interview can also be used as a vehicle to demonstrate supervisory and organizational support for employees by discussing barriers and supports to effective performance, and strategies to address problems or difficulties.   Develop and reward effective teamwork The appraisal interview is also a useful vehicle for recognizing and rewarding employees contributions to various teams in the organization, especially if appraisal information is gained from team members. An appraisal of the team as a whole can also be a useful strategy to recognize and reward team performance, and to identify strategies to improve team functioning.   Identify and manage issues likely to impact on retention Open and constructive performance appraisals can be useful to identify issues that are likely to impact on employees willingness to stay with the organization in the longer-term. Key factors associated with retention include salary and remuneration, professional development opportunities, and work-related demands and stress. The appraisal interview provides a good opportunity for a check up regarding employees satisfaction with their working conditions and environment, and a discussion of strategies to address any problems or issues.   Monitor and support employees well being Performance appraisal interviews are a good opportunity to discuss employees health and well being in the workplace, particularly in regard to factors that contribute to feelings of stress and experiences that promote satisfaction with their work. 360 Degree Assessment The concept of 360 degree feedback makes a lot of sense and, if used well, should have a great deal to offer. It seems to suit the move towards the less hierarchical, more flexibly-structured and knowledge-based organization of the future Professor Clive Fletcher Goldsmiths College, University of London Introduction In recent year the 360 degree appraisal has become much admired. It has been felt for long that one person`s assessment of another cannot be free of favoritism. In supplementary with the focus on customers and emphasis on softer dimensions of performance it has become necessary to multiple assessments for a more objective assessment. The 360 degree appraisal is multilayer assessment and feedback system. Almost Fortune 500 Company is using this in some form or other. In this method, the candidate is assessed periodically by a number of assessors including his supervisor, immediate subsidiary, colleagues, and inner and outer customers. The assessment is made on a questionnaire specially designed to measure activities measured critical for performance. The appraisal is done anonymously by others and the assessment is collected by outer agent or specially designated inner agent. The assessment is consolidated; feedback profiles are prepared and given to the participant after a workshop o r directly by his supervisor or the HRD department in a performance examination conversation sitting. Due to the incalculable variations possible in the 360 degree feedback and Appraisals and its effectiveness as a competency identification and development tool, it is important to understand the process and its dynamics. 360 degree feedback 360 degree feedback is a full circle system of acquiring informal from peers, subordinates and inner and outer customers about employee`s performance. 360 degree assessment is based on the assessment of an individual`s management styles, competencies and behavior by contemporaries horizontally and vertically by involving his supervisor, peers and direct report in organization. 360-degree feedback is an assessment of multi source, which contain; Self Supervisor Internal customers/staffs/peers External customers Why 360-degree feedback is needed in the organizations? Business is towards surplus generation. Without additional no organization can develop. Here the effort to grow the business and the surplus should come from employee part. The performance of the employees is at work here matters in business development and organizational development. The performance of the employees should then align with the strategic decisions that integrate the business goals in more and more aggressive environment. It is the duty of the Human Resource Management to assimilate the culture of the organization with all available resources to the best possible output. The 3600 Appraisal helps the HR Department to have better understanding of the competitive advantage and disadvantages of the current manpower resources and tune them towards performance quality and output. Prerequisites Top management support Confidence of employees on the appraisal methodology Objective need to be with performance requirement clearly stated A detailed plan of implementation Collaboration between superior and subordinates Some prior experimentation and positive experiences clear organization philosophy and policy objective Uses for 360 Degree Feedback contain: Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self evolution. Assessing employee development   Diagnosing training and career development needs.   Providing a basis for promotion, dismissal, job enrichmen, job transfer, probation etc.   Monetary and other rewards. Organizational Climate Study   Organizational environment improvement needs   Changes in managerial approaches, leadership etc. Customer satisfaction study   Employees attitudinal change   Customer satisfaction improvements Using of 360-degree performance appraisal we get benefits like, 360 degree feedback permit an organization to focus on developmental efforts, at the individual and grouping level, in the nearby business position where the success of the company depends on constant revolution, which is possible through organizational development. 360-degree feedback facilitates the alignment of individual capabilities and behaviors with organizational strategies. That adds value to the organization uncaring ways:- 360 degree feedback afford a talented view about the employee from different source 360 degree feedback provides increased the understanding about one1s role probability 360 degree feedback provide a better understanding of employed development requirements 360 degree feedback provide the understanding of competence and skill in various roles 360 degree feedback provides a better understanding of individual presentation at work 360 degree feedback reduces training costs by identifying common development want 360 degree feedback extends better morale to those who perform and put in well to the organization 360 degree feedback helps everyone to work for a common standard and institutionalize presentation management 360 degree feedback ensure better interpersonal relationship and grouping cohesiveness It promotes self directed learning and provides a road map for employee`s development planning It promotes better communication within departments 360 degree feedback increases the team`s ability to put in to the organization goals 360 degree feedback increases the team`s ability to put in to the organizations goals develop better bottom line thought additional the capability of the organization to meet its objectives. For 360-degree feedback this steps may be taken to gauge the readiness of an organization Identification of the problem.  · Analysis of the organization context for finding a solution to the problem. Allocation of resources for the purpose in terms of time and finances. A detailed plan of implementation. Follow up Drawback of using 360-degree feedback A detailed plan of action which, ensure the transparent and clear implementation of appraisal with employee accountability. Effective follow up is the prime requirement of 360 degree feedback. Failure in follow u cause more scratch than superior. The 360 degree feedback is time consuming and cost consuming assessment process. Without having adequate resource to implement the process, it will end up no where and develop financial