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Sexual Harrasment in School Essay Example

Sexual Harrasment in School Essay Example Sexual Harrasment in School Essay Sexual Harrasment in School Essay Effect of Sexual Harassment in School Schools are now more focused on physical bullying compare to Sexual Harassment. Sexual Harassment underestimated in some schools. James Gruber from the University of Michigan-Dearborn and Susan Fineran from the University of Southern Maine in the United States said that Schools current focus on bullying prevention may be masking the serious and underestimated health consequences of Sexual Harassment. They also did research and found that the Sexual Harassment has a large negative impact on the health of adolescents from physically bully. From the article sexual harassment give an impact to student. More than 48% of middle and high school students in United States (US) suffered sexual harassment both in person and online. 87% of those students said the experience had a negative impact on them. So, sexual harassment has an impact to student especially the victim. The negative impact that can be found from the article is sexually-harassed students that take part in the Association America University Women (AAUW) survey reported having trouble studying, not wanting to go to school, and feeling sick to their stomach. This statement shows that, student cannot focus in their learning process when they had been harassed by other student. This is bad impact to student and it may cause them fail in their examination. Student also might not come to school because they feel very shy and afraid to being harassed once again. So, they cannot enjoy their school life and cannot achieve their dreams. The effect on the morale of all students can also be serious. Both men and women in a school can find their studying disrupted by sexual harassment even if they are not directly involved. Sexual harassment can have a demoralizing effect on everyone within range of it, and it often negatively impacts school result on the whole. Some student stayed home from school, others skipped classes, drop after-school activities, took different routes to and from school, or changed school altogether. This is extrinsic impact to student because it affects their behavior. This behavior gives impact to their personal and academic life because sexual harassment affects their studying and personal activities. They also may loss their trust to the school. This is because school has give them negative memory. Many girl having faced this behavior said that they find a difficulty to trust or having friendship with boy or men. This situation will affect their task especially group task because they do not trust men. So, they will ignore the different gender among their group. So, the productivity of the group will decrease. Sexual harassment can give an impact on student’s health. Most of students who have been sexually harassed experience mental and physical problems. This is true whether they complain about it or keep quiet. The most common mental problem is lack of concentration. Other common symptom includes headache, nausea, sleeplessness, anorexia, overeating, and allergic reactions. Some potential effects a person who had been harassed may experience: 1. Anxiety, frustration, depression, nightmares, difficulty concentrating, headaches, fatigue, shame or guilt, feeling powerless, helpless or out of control, feeling angry towards harasser, loss of confidence and self-esteem, withdrawal and isolation, suicidal thought or attempts. 2. Retaliation from the harasser, or colleagues/friends of the harasser, should the victim complain or file a grievance. Retaliation can involve revenge along with more sexual harassment, and can involve stalking the complainant. 3. Having to drop course, or change academic plans. Sexual harassment may impact grade performance for students. 4. Increased absenteeism to avoid harassment, or because of the illness from the stress. 5. Having one’s personal life held up for public scrutiny. The victim becomes the accused, and their dress, lifestyle, and private life will often come under attack. 6. A student that being harassed also can be objectified and humiliated by scrutiny and gossip. 7. Sexual harassment can make student becoming publicly sexualized. . Defamation of character and reputation of students. 9. Stress impacting relationship with others, sometimes resulting in the demise of the relationship. It also gives stress on peer relationships and relationships with colleagues. 10. Impact on reference/recommendation and loss of career. (from Woman Center Northwestern University) There’s a lot of negative impact of sexual harassment for students. School and teachers should know how to prevent and cure this problem. Sexual harassment gives negative impact of student learning process and development in school environment. Students also have their right to protect themselves.

The Pricing of Health Costs and its Effect on the Poor in the United Dissertation - 1

The Pricing of Health Costs and its Effect on the Poor in the United States - Dissertation Example These families must forcibly cut down on their health care costs, which may ultimately lead to dangerous health consequences. In this context, the researcher will conduct a qualitative study (secondary research), that will explore the aspect of the monetary costs and quality of life,  as regards the present US health care system. Monetary costs and quality of life  in the context of US health care: in US, health care occupies an important position within the U.S. economy graph (Fig 1). Observations by various experts reveal that every year the health related expenditure keeps on growing, often moving ahead of the expenditure made on the other service sectors. This implies that each year the percentage of the health expenditure within the overall US economy pie keeps on growing. As the cost prices within the health care system increase, there is bound to be some sort of a repercussion within the average household, especially amongst the families that fall below the federal poverty line. ... Even for those people that have insurances, rising health care costs translate into getting less benefits each year, for the same amount of money. Fig 1: The US spends more healthcare than any country in the world. The figures as shown in the graph above represents health care expenditure for the year 2006, and during this year it was observed that an average US person spends more on health care than on food, oil, or even gasoline (Source: Mckinsey & company, 2008, 13). At an average estimate, America spends nearly $7,400 annually on health care per person, which comprises of about a 16% share within U.S. economy pie (fig 2). A look at the year 2007 will show us that US health care spending was then nearly $2.2 trillion, which when evenly spread over the entire population amounted to about $7421 per head expenditure (Figure 2). This $2.2 trillion represents 16.2 percent of the nation’s total economic activity, referred to as the gross domestic product or GDP. While the spendin g figures are by themselves impressive, however the chief area of concern is their rate of rapid growth over the last few years. Fig 2: National Health Expenditures per Capita and Their Share of Gross Domestic Product, 1960-2007 (Source: Health Care Costs- A Primer, 2009, 2). The graph (fig 2) shows the rising cost of health care per person in US. The growth in the last decade, starting from around 1990, and has been exponential. In 2009, the $7421 per head spending increased to more than $8000 per head, showing a jump of more than $500 per person, in just 2 years time (Centers for Medicare and Medicaid Services, 2010). Observations show that the rapidly increasing health care expenditure in US is becoming a

Discuss the factors that contributed to the birth of the renaissance Essay

Discuss the factors that contributed to the birth of the renaissance in italy - Essay Example Additionally, the renaissance was a period when people rediscovered learning by changing their attitudes about themselves and their surroundings, and it was an exciting time of new inventions, and great discoveries, magnificent buildings, and beautiful art (Yeland). Renaissance goes forth from Italy because many of the forces that were slowly but radically transforming the medieval thinking into modern thinking were more active than in other places in the world; this paper will dwell on exploring factors that contributed to the birth of renaissance in Italy. One of the factors that largely contributed to the birth of renaissance in Italy was Italy’s geographical location (â€Å"The Italian Renaissance†), which strategically placed the country in contact with the Byzantines and Arabs who had long preserved classical knowledge and culture, thus, putting it in a better position to absorb the Greek and Roman heritage. In that case, Geography gave Italy an advantage over Nor thern Europe because it enabled the country to amass wealth and build capacity to break off from the feudal system because, stretching into the Mediterranean sea and strategically situated at the heart of Europe and the Byzantine empire, Italian cities took part in international trade and market economy. In this regard, Italy came in contact not only with the massive flow goods, but to also with the extensive flow of ideas much earlier than other places in the world, thus, flourishing both economically and intellectually. A second causal factor attributable to renaissance was the new secular hunger for discovering texts, which had long been ignored that arose in Italy in the 14th century; secular readers developed an appetite for seeking out, reading and spreading old works, majorly classical writings, on a large scale, thus, new libraries sprung to facilitate access to books. Many significant writings of the classical works found their way back into Europe both by merchants who exp loited the new interest in older texts and by the incoming scholars who had been invited to teach in Italy. The fall of Constantinople was also a reason that saw the influx of many Greek scholars with their precious manuscripts into Italy, which inevitably led to the pervasive dissemination of the Greek classical texts all over Europe thus sparking off the renaissance subsequently. The birth of the printing press also sparked the Italian renaissance because it made it possible for the almost forgotten old classical texts to be mass produced, thus reaching large audiences at the same time, allowing renaissance to develop in return. Additionally, the political context in Italy, which was characterized by the need for display and administration, can be attributable to the onset of renaissance because the massive changes in styles of art including the outlook of artists required support of the wealthy patrons (Wilde). Artists were keen to explore their renaissance ideas were well suppor ted to produce masterpieces by the new rulers of the Italian cities who sought to assert themselves through conspicuous display with ostentation, including all forms of art and creativity. Nevertheless, development of humanism, a new form of thinking and

Organizational Development in HRD Assignment Example | Topics and Well Written Essays - 750 words - 2

Organizational Development in HRD - Assignment Example   However, the growth and expansion of the company to attract larger customers did not come without several challenges. First, the signing of A&P as a customer introduced increased operational costs, quality control problems customer management related issues and shrinking profit margins (McKenney, 1998). Secondly, the company was faced with the challenge of remaining competitive in the grocery wholesale market, while still serving the large customers, since it also needed to satisfy the small customers. Such challenges resulted in the hiring of new employees as well as coordination challenges for the company, which it is dealing with now. The current situation of C&S company is complex, since the holiday is almost approaching and there are bound to be many and large orders from the customers which are to be fulfilled, raising the question as to whether the company’s operations were sufficient to meet the rising demand that was certain to occur during the holiday season (McKenney, 1998). Nevertheless, from the time the concept of self-managed teams was introduced, the company has tried to address the biggest concerns of costs and quality, since the experimentation of the performance of employees as a team has proved to be capable of lowering costs, while also increasing accuracy in shipments and the quality of the shipments. The current situation of the company also has the volume of work at an all-time high (McKenney, 1998). The signing of a large customer, A&P, and the continued rising demands from the previous small customers, has increased the volume of work for the company greatly.

Agriculture Management of Tea Industry

Agriculture Management of Tea Industry Introduction This chapter will give the reader with the clear background of research study, research question, research objectives, justification of research, organisation of study, research framework and brief overview of what will present later in the whole dissertation. 1.1. Background of research study: All organizations evaluate the performance of their employees to find out their relative worth for the job they are doing. Performance is being related to the productivity, it is crucial for the organization to achieve its goals and objectives. Effective performance for the organization means that output can be maintained with fewer numbers of employees. Performing effectively is also of crucial importance to the employee because organizations can no longer tolerate poor performance, they (employees) are more likely to be dismissed. The effective management performance, therefore, is not only vital for the long-term survival of the organizations but is also a moral obligation on the employees. Performance appraisal is considered as the systematic evaluation of individuals to their performance on the job and their potentials for development (Dale S. Beach, 1980: 290). Wendell French has defined performance appraisal as a systematic and periodic assessment of how employees are doing their jobs in relation to established norms and the communication of that kind of assessment to employees. It is a process of evaluation an employees job performance with respect to its requirements. A systematic performance appraisal provides information for making decisions about various issues such as promotions, pay increases, layoffs, training and development and transfers. It is managements powerful tool in controlling human resource and productivity. Managers can improve an employees job performance through clarifying expectations and evaluating performance. Employees also, in general, prefer having some kind of appraisal to develop an appropriate vision of their own effectiveness and opportunities (Wood, 1988). Formal performance appraisal can meet the three needs, one of the organization and the other two of the individuals within the organization: It provides systematic judgments to back up salary increase, transfer, demotion or termination. It is the means of communicating to subordinates the behavior, attitudes, skills or job knowledge and let him know where he stands. It is used as a base for coaching and counseling the individual by his superior 1.2. Selected organisation of study Beginning of tea plantation in Nepal dates back to the year 1863, when Mr. Gajraj Singh Thapa, the Badahakim (Chief Administrator) of Ilam, initiated tea plantation for the first time at Ilam. It is said that he was very much impressed by the taste of tea and fascinating beauty of tea gardens of Darjeeling. So he brought tea-technicians from Darjeeling and made local people join hands in tea plantation. His effort was later followed by planting tea in Ilam and Soktim in the year 1865 (both plantations are still under commercial production). It is believed that the tea seedlings were given by the Chinese government as gift to the then prime minister Jung Bahadur Rana. The first tea processing factory was established in the year 1872, in Ilam Tea Estate. But the further expansion of tea plantation lay virtually stagnant for about a century. No efforts were found to be made by the government or private sector in this direction. It was only in 1959 when Budhkaran Tea Estate was established at Rangiadanga (Maheshpur VDC, Jhapa), the first tea estate in private sector. Soon after this venture, a few other landlords also started tea plantation in Jhapa district, which gave birth to some tea estates such as Satighatta Tea Estate, Himalaya Tea Garden, Nakkalbanda Tea Estate, Mittal Tea Estate, Giribandhu Tea Estate. These tea estates are still among the leading private sector tea companies of Nepal. However, these plantations were done more with the motivation of saving the land from land ceiling being imposed under the Land Ceiling Act in 1963, because all the plantations during that period were started by big land holding families. This can be seen in some of the plantation fields of those days having the tea bushes at the distance of mor e than two feet. These ventures, however, opened the door for other entrepreneurs in tea sector. In the history of tea development in Nepal, the establishment of Nepal Tea Development Corporation (NTDC) is considered to be a landmark to augment the tea cultivation. NTDC was established in 1966, with the joint effort of the Government and Overseas Development Administration (ODA), Britain with the objective of making the country self-reliant in tea by producing more tea, thereby, substituting import of tea and earn foreign currency by exporting quality tea. Soon after its establishment, NTDC took over the first two tea plantations, namely, Ilam and Soktim tea estates. NTDC then extended tea plantation in Kanyam (Ilam) in the year 1971, with the aim of producing exportable quality tea. One year later, another tea garden was established in Tokia (Jhapa) in 1972. Keeping in view of the increasing internal demand of tea another tea estate was established in Barne (Shantinagar VDC, Jhapa). Later, two more tea estates, namely, Barradashi (Jhapa) and Chilingkot (Ilam) were established; making altogether seven tea estates under the ownership and management of NTDC. Despite its significant contribution for the development of tea cultivation, the only government owned corporation faced acute financial and managerial problems in the latter years, and eventually NTDC was leased out to the private sector in the year 2000. The management of NTDC was handed over for 50 years to Triveni Group, with the condition of keeping all workers in as it was form and terminating all staff under voluntary retirement scheme with extra two months salary as a golden handshake. Besides these plantations by government and private sectors, small growers started tea cultivation in the nearby VDCs of Kanyam, when NTDC established Kanyam Tea Estate. Some 40 small farmers started tea cultivation in some VDCs of Ilam district, such as, SriAntu, Kolbung, Kanyam, Fikkal, Pashupatinagar, Panchakanya, Laxmipur, and Godak. With the encouragement and technical support provided by NTDC, tea cultivation at small farmers level, expanded gradually in different parts of other districts, namely, Panchthar, Terhathum, Dhankuta, and Jhapa. In view of good prospect of tea cultivation in the Eastern Region, the Government declared these five districts as Tea Zone in the year 1982 and accordingly adopted a favorable policy to encourage tea farmers in private sector. The facilities incorporated in the policy included: providing easy loan to tea cultivators from Agriculture Development Bank with 50 percent subsidy in the interest on loan for the first 5 years in Terai and 7 years in hills, exemption from land-ceiling for tea cultivation and 90 percent rebate on land-tax. With the objective of extending technical services, seedlings and transport facilities, small farmers offices were established under NTDC in Fikkal, Manglabare and Jasbire of Ilam; Chilingden of Panchathar; Solma of Terhathum; and Hile of Dhankuta districts. All these efforts contributed quite positively to the expansion of tea cultivation, which consequently gave birth to the concept of Bought Leaf Factory. The first processing unit of this kind was established in the year 1989, at Fikkal of Ilam district. The enactment of Industrial Enterprise Act by the Government encouraged and facilitated more to the extension of tea cultivation. Industrial Enterprise Act, 1992 (amended in 1998) has an objective of encouraging the promotion of manufacturing industries in the country by making the environment of industrial investment more congenial and straight forward. The Act has categorized tea cultivation and processing industry as an agro-based industry which fall under national priority industries like horticulture and fruit processing, vegetable and seed farming, sericulture and silk production, animal husbandry etc. The Act has proposed some concessions to the agro-industries with an income tax exemption for a period of five years from the date of commercial production. If the tea industry wants to invest in the pollution controlling mechanism or equipment, then a reduction of up to 50 percent is granted in the taxable income. Such remission may be deducted on a lump sum or an installment with a period of three years. The Ninth Five Year Plan (1997-2002) gave a high priority to agro-based industries such as tea plantation and processing. The plan recognized agro-based industries as the basis of industrialization in the country. This plan emphasized on the plantation of high-valued Orthodox tea for export. Similarly it placed importance on the promotion of CTC tea for domestic consumption. During the plan period, total tea area was projected to be 4564 hectare and total tea production was projected to be 4101 mt. from 3156 ha. Agriculture Development Bank actively disbursed credit to the tea sector during 1996-1997. As a result, the number of CTC planters under tea estates and out growers category increased rapidly. The reasons for increase in plantations, as responded by the tea planters, were: Good rate of returns as compared to traditional farming. Availability of bank credit attracted tea plantation. High demand for tea in both domestic and foreign market (esp Orthodox tea). Peer pressures also motivated out growers to start tea plantation. The other reason was that other food crops could not be grown in the land adjoining tea plantation. By the use of insecticides and pesticides in the tea plantation, insects are flushed out and take refuge in the nearby land which devours the crops. 1.2.1. Types of Tea: Generally two types of tea are produced in Nepal. One variety that is grown in the hilly region is called Orthodox tea. Orthodox tea has a huge demand in overseas countries and its export is increasing over the years. The major markets of Nepalese Orthodox tea are Western Europe and North America. Similarly, tea grown in Terai (plain area) especially in Jhapa district is called CTC (Crush, tear and Curl) tea, which accounts for more than 95% of the total domestic tea consumption. 1.2.1.1. Orthodox Tea: Black tea, in the form of traditional leaf tea produced from hill grown tea, particularly Chinese type of tea is known as Orthodox tea. The Orthodox tea, particularly popular for its aroma, is considered as premium tea all over the world (Singh, 2001). This tea is produced from the leaves of tea bushes in the eastern hilly region. Despite its long plantation history, the production and productivity of Orthodox tea have been low due to lack of conducive govt. policy, high cost of production (and therefore expensive) lack of technical know-how, and CTC oriented domestic market. However, the increasing demand of hill-orthodox tea in the overseas market provides good prospect of tea cultivation in the hilly region of Nepal. 1.2.1.2. CTC Tea: CTC tea, commonly used by majority of tea consumers of the world (produced in Jhapa district) is popular for its color. The manufacturing process of CTC tea consists of withering of leaves, rolling, fermenting, and drying through mechanical devices. Furthermore, sorting is done with the help of machine in different grades such as brokens, fannings, and dust. 1.2.2. Present Status of Tea Industry: Tea Industry includes all Tea Estates, processing plants, small growers, Packeters and marketers that are directly involved in production and marketing of tea. National Tea Policy-2000 defines Tea Industry as the tea cultivation with the registration of industry in the land availed under the concession of land ceiling facilities and having ones own processing plant. Although tea industry has a long history of more than a century, in real sense it is only after the establishment of Nepal Tea Development Corporation. Ltd. in 1966, that tea cultivation flourished in Nepal. At present, there are 128 tea estates and 45 tea processing factories as registered in NTCDB. Out of these 24 tea estates have their own processing factories whereas 21 tea processing factories do not have their own tea gardens. In addition to these, there are 20 tea packaging industries and export import agencies related to tea marketing. Tea industry in Nepal has developed under three different ownership status and management, namely, Public Estates, Private Estates and Small Holders. The only government owned and managed, NTDC was privatized in the year 2000. All these three types of tea producers have contributed significantly for the expansion of tea cultivation. The efforts made by Government and private sector entrepreneurs including small farmers have been the driving force for the extension of tea in the hills and Terai. Some of the important steps taken by the Government over the last 25 years include establishment of NTDC, implementation of outgrows scheme, declaration of tea zone, and policy package including facilities like providing loan and subsidy on bank rate, exemption from land ceiling and land tax etc., establishment of NTCDB, and issuing of National Tea Policy-2000. The organization structure in all the tea estates under study was not presented clearly in the charts. However, the procedures and processes being practiced in carrying out the everyday tasks in tea industry are more or less similar in most of the cases. On the basis of the management system being adopted in the tea gardens consisting of different levels and statutory requirements, a common type of organization structure could be designed. The common structural pattern of tea estates is presented in Fig. 1.1. Fig. 1.1 Structural Pattern of a Tea Garden Owners / Board of Directors Managing Director Labor Welfare Officer Asst. Manager (Factory) Office Finance Officer Asst. Manager (Field) Factory Babu Main Mechanic Garden Babu Garden Clerk Head Clerks Accountant Computer Operator Asst. Health Worker Staff Nurse Sisters Electrician Mechanic Fitter Babu Main Sardar Sardar Dafadar Chaprasi Bajliwala Kalwalla Sardars Bahidar Main Sardar Munshi Weathering Rolling Storing Workers Workers Tea Maker Tea Worker Tea Maker Workers Manager Medical Officer Asst. L.W.O. Asst. Clerk Asst. Accountant Peon In practice the estates in Nepal were having typically a very simple line organization structure to administer the day to day routine operations. Fig. 1.2 exhibits a typical form of common organization structure found in all tea estates, though it was not formally exhibited in charts. Each tea estate consisted of a manager with whole responsibility to look after the garden and the factory both as routine work. His roles were more of a technician with the knowledge of tea gardening and processing than a manager. Under the manger were appointed an assistant manager or an officer known as factory in-charge whose main roles and duties were related with running the tea processing factory with the help of technical assistants. And in the garden there were a few assistants called Sardars to supervise the field work whereas in the office were an accountant/clerks. Attendance-keepers called Hazira-Babus and a peon. On the basis of field visits and observation in different tea estates the exis ting common organization structure could be drawn as under. Fig. 1.2 Organization Structure of Tea Estates Owners / Board of Directors Managing Director Mechanics, Fitters Sardars Asst. Fitters Peon Guards Field Workers Workers Manager Office Accountant Factory Incharge Field Incharge Senior Sardars Clerks Computer Operators Attendance Keeper Sardars Bahidars 1.3. Research question Is the performance appraisal practice key to pay rise, training and development, promotion or termination of the employee in the tea industry of Nepal? 1.4. Research objectives The specific objectives of this study were: To examine how employee performance is appraised in an organization. To evaluate the effectiveness of performance appraisal system in the organization. To analyze the relationship between performance appraisal and the factors like pay rise, training and development, promotion or termination of employee in an organization. 1.5. Justification of research Tea industry which occupies an important position in the national economy is growing extensively mainly in the eastern region of Nepal. It is, being one of the most labor intensive, agro-based industries; it involves a great deal of workforce, which provides direct employment to about 41000 workforces. After the privatization of Nepal Tea Development Corporation in 2000, the change in ownership is also accompanied by deep changes in organizational procedures and culture that could have a profound effect on enterprise behavior and performance (Manandhar, 2002: 37). There have been only a few research studies in the field of human resource management in private enterprises of Nepal. And there has not yet been any specific research conducted in performance appraisal in tea industry of Nepal. So, in view of the poor research-based on performance appraisal and the lack of knowledge existing in this field, the research work is virtually called for the streamlining of performance appraisal practices. Research can lead to an increased understanding of and improvement in performance appraisal practices. It can provide insights for managers as they attempt to increase employee productivity and satisfaction while reducing absences and turnover. Research can also identify potential problem areas related to performance appraisal Lack of specific research in this field has encouraged the researcher to take up the task of conducting a comprehensive research with the purpose of examining and analyzing the actual performance appraisal practices in tea industry of Nepal. This study will reveal a clear picture about the existing state of performance appraisal practices in tea industry. The outcome of the study may serve as a research infrastructure on which further researches can be built. And the information and conclusions derived from this study may be useful and helpful for practicing managers, as well as planners, policy makers and other agencies concerned, through better understanding of performance appraisal practices relating to tea industry. Thus, it is a modest attempt towards examining and understanding performance appraisal practices in tea industry of Nepal. 1.6. Structure of dissertation Chapter 1: Introduction: In the first chapter of dissertation covers with background information followed by the selected organisation of study, research question, research objectives, justification of study, structure of dissertation and end with research framework. Chapter 2: Literature review: The second chapter reviews relevant literature of performance appraisal consisting of academic and institutional researches, seminar and survey reports, and articles. Also it includes purpose of performance appraisal and methods of PA. The literature showed that there is positive and strong relationship between performance appraisal and pay rise, promotion or termination, and training and development of employee. Chapter 3: Methodology: This chapter deals with the general theories of research like phenomenology and positivism and shows the relevance of phenomenology for this research study. Apart from this, it includes the types of research like inductive and deductive research where the researcher applies the inductive research approach. Finally the data collection tools, techniques, analysis and interpretation methods are dealt briefly in this chapter. Chapter 4.Finding/result: This chapter presents all collected data from primary and secondary sources in tabular form for analysis in order to achieve the goal of the dissertation. Chapter 5: Analysis and discuss of finding: This chapter deals with the results of the data analysis and discussion on the findings. Chapter 6: Conclusion and recommendation: This chapter deals with summarizes major findings of the study and forwards some suggestions 1.7. Research framework Figure 1.3. Research framework: PROBLEMS LITERATURE REVIEW OBJECTIVES FINDINGS AND DISCUSSIONS PROBLEMS CONCLUSIONS PROBLEMS RECOMMENDATIONS PROBLEMS RESEARCH METHODOLOGY Primary Data Questionnaires Interviews Secondary Data PAS Model of Tea Industry Analysis of Organisations Operating Systems and Performance CHAPTER: TWO Literature Review 2.1. Performance Appraisal The essence of the concept of the HRM is that people working in the organization are viewed as a valuable resource. If these people are managed properly, they can boost productivity through commitment and capability. HRM lays emphasis on the importance of integrating personnel functions (recruitment, selection, appraisal, reward, development, industrial relations, grievance and discipline, retirement, redundancy, dismissal) into the overall strategic management of the organization obligation on the employees. The effective management of performance is not only vital for the survival of the organization but is also in the best interest of the employees. The underlying assumption of performance management is that the individual employees can satisfy their needs and objectives by contributing to the attainment of the organizations objectives. This may result in employees motivation and greater job-satisfaction which is at the core of HRM (Foot and Hook 2008).The performance appraisal process generally consists of the following six steps as depicted in Figure 1 (Decenzo and Robbins, 1998). Table 2.1. The Performance Appraisal Process Establishment of performance standards Communicate the performance expectations to employees Measure actual amount of performance Compare the actual performance with standards Discuss appraisal with the employee If necessary, take corrective action Performance appraisal begins with the establishment of clear and objective standards of performance evolved out of job analysis and job description. These standards need to be communicated to the employees. Subordinates have to receive and understand the information properly. The third step is the measurement of the actual performance. For this, four measures can be utilized by managers, namely, personal observation, satisfied reports, oval reports and written reports. The fourth step is the comparing of the actual performance with standards. If any deviations are found between standards and actual performance, the manager may proceed to the fifth step to discuss the appraisal with the employees. Final step of appraisal is taking corrective action when it requires The objectives of performance appraisal can be classified by different ways but according to (Harrison, 1995) to the objectives of performance appraisals are i. administrative: which determine orderly way of promotion, transfers and increase of payment. ii. Informative: supplying the relevant data to management team according to performance of subordinates and weakness and strengths of individual. iii. Motivational: create good environment to employee which motivate staff to develop themselves and to improve their performance According to (Randell, et al. 1972) the main purpose of staff appraisal is to evaluate, auditing, constructing succession plans, motivating staff, developing individuals and checking. Similarly according to (Lefton, 1997 ) performance appraisal can be defined by mainly four characteristics a. its formal b. it tries to find out why and how a subordinates is doing the job c. it tries to explore how subordinate can do better way in a job d.it always tries to produce benefits for subordinate, the organization and the superior. Performance evaluation systems in Nepalese organizations are mandatory. The results of performance appraisal are not used in terms of career development, reward management and employee training and development. The results are mostly used to decide whether to promote employees or not (Adhikari, 2006).The main purpose of performance evaluation in government and public enterprises is the promotion of employees. It is not used for performance feedback to employees, reward management and identifying the needs of training and development. In civil service, 40 percent of performance appraisal is confidential and thus non transparent to employee (Agrawal, 2001). Three different approaches exist for doing appraisals. Employees can be appraised against (i) absolute standards, (ii) relative standards, or (iii) objectives (MBO). However, no one approach is always best. Absolute standards are individual oriented whereas relative standards rank individuals. Management by objectives facilitates continuous improvement of performance results. Most of the private sector enterprises in Nepal lack systematic performance appraisal system. Personal judgment and subjective assessment of owner-manager serves as the key criteria for performance appraisal (Agrawal, 1982). Formal and systematic performance appraisal system was non-existent in tea industry of Nepal. Promotion is the vertical movement of an individual in an organizations hierarchy, enhanced status, accompanied by increased responsibilities, and usually with increased income, though it is not always so (Monappa and Engineer, 1999). It is the advancement of an employee to a higher job-rank in the organizational hierarchy accompanied by a pay rise (Pigors and Myers, 1981: 303). Employees consider their ultimate success of their career and performance in terms of the number and frequency of promotion they get during their service. Yoder et al observed that promotion gives incentive to initiative, ambition and enterprise, unrest and minimizes discontent, attracts capable personalities, appropriate logical training of advancement, and forms and effective reward for cooperation and loyalty, long term service, etc. (Yoder,1979). It increases satisfaction in the employees that their talents and capabilities are being recognized. In turn, they trust the organization and devote for the acco mplishment of organizational goals and objectives. In Nepal, the Civil Service Act was promulgated in 1956 which stated that promotion should be given to civil service personnel on the basis of work efficiency (Civil Service rule, 1993). Many changes have been done in the promotion system of the employee in the government organization since that time. The Administrative Reform Commission formed under the chairmanship of Mr. Vedananda Jha suggested that the promotion criteria for civil service personnel should include (a) seniority, (b) experience, (c) academic qualification and training, and (d) departmental performance report including co-operative attitude. Another Administration Reform Commission formed under the chairmanship of Mr. B.B. Thapa noted as promotion occupied special importance in the career development of employees, so capability to hold higher promotion and the capacity to perform the work satisfactory in the present position were the main criteria of promotion (Government of Nepal, 1996, Report of Commission). Amend ments were done in the Civil Service Rules in 1978 and 1983. Similarly the Administrative Reform Committee formed under the chairmanship of the then prime-minister Mr. G.P. Koirala in 1991 emphasized performance oriented promotion system. The new Civil Service Act, 1993 laid stress on performance ability with criteria such as past performance, seniority, work experience of remote area, and academic qualification. Similarly, the comparative weight-ages of promotion criteria of civil service employees were changed after 1992. NASCs study on promotion system of civil services stated that there was lack of clarity in its purpose and no consistency in the average promotion period between level and services. The risk of subjectivity in merit rating was a major apprehension in the minds of civil servants for giving more weight to merit rating. Even the performance evaluators views were in favor of no link of the promotion with the performance. Basic perquisites for sound performance appraisal practices, such as clear organizational and sectional objectives, individual job descriptions, adequate and reliable information system etc. were not properly provided in the civil service. Majorities were in favor of number allotting 50 percent of seats to the promotion by competitive examination as compared to the exiting 25 percent, in some cases even less. Williams (1972) ascertained that managers lacked adequate means or determination to control the motivation and productivity of their workforce. Job description, performance appraisal and output indicators were non-existent; rewards and sanctions were irrationally applied; salaries were not genuinely related to knowledge and or effort requirements; offices had inadequate facilities; poor co-operation and limited delegation. The top of the decision making level was congested by trivialities while middle-level staff were in a soporific frenzy over the responsibilities for complex planning and fiscal matter. The review presented above fairly indicates that the limited attempts have been made to study personnel / HR management practices in public and private enterprises of Nepal. Those studies have shed light on some aspects of personnel / HR management, however, the concluding remark indicates that personnel /HR management in the past remained neglected areas of management. This review a lso indicates that no systematic attempts have been made to study HRM practices in tea industry of Nepal. This knowledge gap has called for a systematic study which could bridge up such a gap. The present study is an attempt in that direction. 2.2. Purpose of performance appraisal It can be appeared at first glance that performance appraisals are applied for a kind id narrow purpose to assess who is doing a better job (or not). Even so genuinely performance appraisals are one of the most various tools available to managers. They may operate many purposes that profit both the employee whose performance is being appraised and the organisation. Table 2.2.Purpose of performance appraisal ADMINISTRATIVE DEVELOPMENT Decide on lay offs Describe individuals weaknesses and strengths Determine retention and termination Describe individual training needs Document personal decisions Provide performance feedback Find out promotion conditions Acknowledge individual performance Determine transfers and assignments Measure goal achievement Describe poor performance Assist in goal identification Evaluate training progress/program Determine the organizational training needs Personal planning Reinforce authority design

Role of Women in Uzbekistan Essay -- essays research papers

Role of Women in Uzbekistan   Ã‚  Ã‚  Ã‚  Ã‚  Women’s roles are not the same in different cultures. Most important is that women in Uzbekistan, where the population of Muslim people were from 50 % up to 70 %, made the big progress in eighty years. From that time women started to become more free in education, marriage, and fashion than they used to be eighty years ago.   Ã‚  Ã‚  Ã‚  Ã‚  The education has also changed since the 1910s. In the 1910s girls had separate schools from boys, and they could only get education in middle-schools not going anywhere further in level of study. A lot of girls couldn’t attend the schools at all. In the history books says that each class had about five to ten girls, half of the girls stayed at home with their family or grandparents. Now we have a lot of schools and they are not separated. Today all Muslim girls and boys go to same schools together with all other students. They also can go farther in level of study. A lot of Muslim girls and women go to university after High School and earning degrees and becoming scientists, writers, musicians, teachers and simply excellent mothers. It is a really big change for women. I think I know why they did this changes, its because they wanted to be more educated and be equal to men.   Ã‚  Ã‚  Ã‚  Ã‚  Marriage has also changed a lot. Eighty years ago women had to stay at home and do the house work. A woman couldn’t see any men except her father or brother until ...

Slip Casting/ Ceramic Sculpture

WHAT IS SLIP CASTING? Slip casting is a process of creating ceramic forms by casting liquid clay (slip) into plaster molds. This process is most useful when you want to make multiples of a form. The molds enable you to create identical copies. —————– In the classroom, slip cast multiples can be used to†¦. -create multiples of a student’s ceramic artwork (for gift giving or a new sculpture of multiples) -create identical starting forms that students will manipulate to create their own unique artwork – try out different glaze techniques on – allow experimentation without the fear of â€Å"ruining† the artwork Materials All you need for slip casting: Plaster mold, Clay slip, kiln Necessary items if you want to make your molds: five gallon bucket, plasticene ( non hardening clay), Vaseline /liquid soap, hammer , chisel/screwdriver, —– Plaster and slip are available at most ceramic supply centers. I listed some local suppliers on the resources page in this packet. Plaster comes in a couple different types. Pottery plaster is the standard and readily available at ceramic supply stores. Casting plaster is only necessary if you want to make extremely detailed pieces. I go with the cheapest and it works fine for classwork. Just as  clay comes in many forms, so does slip. The texture and chemical content of the slip dictate what type of clay body it forms. Clay slip bodies range from fine delicate porcelain to coarse strong stoneware. Your firing temperature depends on the content of your slip. For normal classroom use I use low fire white casting slip. It is available in premixed 2gallon bags from most ceramic supply stores. It usually runs about 8 dollars a bag. Four gallons is enough for a class of twelve to make at least two ten inch hollow forms. HOW EXACTLY do you CAST SLIP? First, you need a mold made of plaster. It must be plaster because the plaster absorbs the water from the slip. Fill the mold with slip. As the mold absorbs the water, the level of the slip in the mold will go down requiring you to top off the mold. You want the slip to stay level with the horizontal surface of the mold. If you want a hollow form , you have to dump out the excess slip. Watch for an eighth of an inch skin of slip to form on the edges of the piece before you dump the slip. That skin is now the wall of your hollow piece. For small pieces, it only takes about five minutes before you are able to dump out the excess slip. If you leave a mold filled with slip too long, the ceramic piece will be thick and heavy. Which doesn’t really matter, but it wastes a lot of slip. If you don't leave it in long enough, it will tear as it comes out of the mold and be useless. You can pour solid. Usually this practice is used for plates, bowls, and other utility items. To pour solid, just keep filling the mold with slip until it stops sucking up slip. [pic] HOW DO YOU get the piece OUT OF the MOLD? After you have dumped the excess slip, the mold has to sit and dry. The mold pulls the water out of the clay and dries the piece out. To speed up the drying you can use a fan, blowing across the molds, or put your molds on top of a hot kiln. The larger the piece the longer it will take to dry. If you leave a piece in the mold too long, it will dry out too much and crack. If you don't leave it in long enough, it won't come out easily and will tear. You can tell if a piece is ready to come out of the mold if it has pulled away from the sides of the mold/pour hole. When the casting is dry enough to take out, gently pull your casting, now more like leatherhard clay, out of the mold. It should release easily, if the piece is dry enough. Try to pull the piece straight out of the mold to keep from warping its shape. When the piece comes out of the mold it will be a dark gray. Once out of the mold it will continue to dry and will turn light gray. After the piece has dried to a light gray almost white, it is ready to fire in the kiln. Adapted from: http://www. rykerstudios. com/ceramics/articles/slipcasting. htm RESOURCES Casting Slip Available in Atlanta from: — Daven’s Ceramic Center http://davensceramiccenter. com/ 5076 Peachtree Road, Atlanta, GA   30341 Fax:   770-455-7012 4805. Atlanta Area   770-451-2105 [email  protected] om Casting Supplies ONLINE — Axner Ceramic Supply http://www. axner. com/axner/supplies/slip-casting. php — mold making and casting materials http://www. smooth-on. com/ How to Resources: Trouble shooting guide- http://aardvarkclay. com/pdf/technical/Basics%20of%20slip%20casting. pdf Short History of slip casting- http://www. lindawilsonceramics. co. za/3. ht ml Deflocculation of slip-(make your own)– http://ceramic-materials. com/cermat/education/213. html Videos- YouTube Video- http://www. youtube. com/watch? v=8u_SABU_8d0 Advanced mold making video demos- http://www. smooth-on. com/media. php

Free Essays on Richard III

Josephine Tey’s The Daughter of Time is the literary cousin of Oliver Stone’s film â€Å"JFK.† Both are works of fiction meant to turn historically accepted events on their heads. In â€Å"JFK† Kevin Costner’s character tries to disprove that Oswald killed the president; Grant thinks Richard III an innocent man. Both of these works make the original, accepted story of what ‘really’ happened sound preposterous. By the time all three hours of â€Å"JFK† were over I felt sorry for Oswald, I thought there was a conspiracy and hated Tommy Lee Jones even more. I took Oliver Stone’s word over what my text books told me. The same story proved true when I finished reading The Daughter of Time. If anything, both of these works definitely bring valid points to the forefront, and make one think about other possibilities rather than accepting what we are fed in our text books. Tey definitely convinced me that Richard III did no t kill his nephews and his character blackened by Henry Tudor. My opinion of Richard being innocent has a lot to do with Grant’s comment about ‘historians not being very interested in psychology.’ As described in TDOT, Richard had known the boys since their births and saw them as people; to Henry they were symbols. It’s much easier to wipe out a symbol than a person. Also, TDOT brings up several other ‘common sense’ points against Richard’s villainy. How could Tyrrell retrieve the keys to the Tower for one night, sneak in unnoticed, smother two young boys, sneak out, and replace the keys? If he was so well known in that day he could not have gone unnoticed. Upon his execution why was his confession of the murder not recorded? Tey has convinced me that Henry Tudor was actually the villain, but imposed all of these characteristics and images on Richard to better his reign and reputation. It is also slightly more scandalous. †The threats to the Tudor dynasty continued from within and fr... Free Essays on Richard III Free Essays on Richard III Tudor propaganda created a monster and named him Richard. His odious career began before birth, where he skulked in his mother’s womb for two years. Born with teeth and shoulder-length hair, he quickly grew into a misshapen figure whose hunchback and withered arm mirrored his evil heart. He murdered all who stood in his way and pursued a vendetta against his sister-in-law Elizabeth Woodville and her ambitious brothers. It was this monster, a fiction generated by Tudor historians to legitimise the reign of Henry VII and the Tudor dynasty, which fired Shakespeare’s imagination. What sort of play did Shakespeare create? One way of thinking about the drama is to see it as Shakespeare’s tale of the rise and fall of a man who will stop at nothing to become king. It is a reminder of the medieval idea of the Wheel of Fortune and the blind goddess Fortuna. That rise–fall pattern is clearly seen in King Richard III. In the first three acts a charismatic Richard successfully removes anyone who stands in his way to kingship. Playing a variety of roles with malicious enjoyment, he is finally offered the crown. Yet this moment of greatest triumph heralds his downturn in fortune. Within this structure, with its multiplicity of characters and episodes, Richard is always at the centre of attention, even when not on stage. There is no subplot or conventional romantic interest, for all events are part of Richard’s rise and fall. The play is a searching examination of power politics, but it is also an intense exploration of the nature of crime and punishment, as individuals are forced to confront past deeds. Some critics see the play as Shakespeare’s dramatic interrogation of the Tudor myth (see pages 58 and 90), the final working out of the consequences of the seizure of the throne by Henry IV over eighty years before the play opens. Those events are dramatised in the plays that precede King Richard III. What foll... Free Essays on Richard III Josephine Tey’s The Daughter of Time is the literary cousin of Oliver Stone’s film â€Å"JFK.† Both are works of fiction meant to turn historically accepted events on their heads. In â€Å"JFK† Kevin Costner’s character tries to disprove that Oswald killed the president; Grant thinks Richard III an innocent man. Both of these works make the original, accepted story of what ‘really’ happened sound preposterous. By the time all three hours of â€Å"JFK† were over I felt sorry for Oswald, I thought there was a conspiracy and hated Tommy Lee Jones even more. I took Oliver Stone’s word over what my text books told me. The same story proved true when I finished reading The Daughter of Time. If anything, both of these works definitely bring valid points to the forefront, and make one think about other possibilities rather than accepting what we are fed in our text books. Tey definitely convinced me that Richard III did no t kill his nephews and his character blackened by Henry Tudor. My opinion of Richard being innocent has a lot to do with Grant’s comment about ‘historians not being very interested in psychology.’ As described in TDOT, Richard had known the boys since their births and saw them as people; to Henry they were symbols. It’s much easier to wipe out a symbol than a person. Also, TDOT brings up several other ‘common sense’ points against Richard’s villainy. How could Tyrrell retrieve the keys to the Tower for one night, sneak in unnoticed, smother two young boys, sneak out, and replace the keys? If he was so well known in that day he could not have gone unnoticed. Upon his execution why was his confession of the murder not recorded? Tey has convinced me that Henry Tudor was actually the villain, but imposed all of these characteristics and images on Richard to better his reign and reputation. It is also slightly more scandalous. †The threats to the Tudor dynasty continued from within and fr...

Find Ideas for Enterprise Stories in Your Hometown

Find Ideas for Enterprise Stories in Your Hometown Enterprise reporting involves a reporter digging up stories based on his or her own observation and investigation. These stories typically arent based on a press release or a news conference, but on the reporter carefully watching for changes or trends on his beat, things that often fall under the radar because theyre not always obvious. For instance, lets say youre the police reporter for a small-town paper and over time you notice that arrests of high school students for possession of cocaine are increasing. So you talk to your sources in the police department, along with school counselors, students, and parents, and come up with a story about how more high school kids are using cocaine in your town because some big-time dealers from the nearest big city are moving into your area. Again, thats not a story based on someone holding a press conference. Its a story that the reporter dug up on his own, and, like many enterprise stories, its important. (Enterprise reporting is really just another word for investigative reporting, by the way.) So here are some ways you can find ideas for enterprise stories in various beats. Crime and Law Enforcement Talk to a police officer or detective at your local police department. Ask them what trends theyve noticed in crime over the last six months or year. Are homicides up? Armed robberies down? Are local business facing a rash or burglaries? Get statistics and perspective from the police on why they think the trend is occurring, then interview those affected by such crimes and write a story based on your reporting. Local Schools Interview a member of your local school board. Ask them whats happening with the school district in terms of test scores, graduation rates, and budget issues. Are test scores up or down? Has the percentage of high school grads going on to college changed much in recent years? Does the district have adequate funds to meet the needs of students and teachers or are programs having to be cut due to budget constraints?​ Local Government Interview your local mayor or a member of the city council. Ask them how the town is doing, financially and otherwise. Does the town have enough revenue to maintain services or are some departments and programs facing cutbacks? And are the cuts simply a matter of trimming fat or are important services - like police and fire, for instance - also facing cuts? Get a copy of the towns budget to see the numbers. Interview someone on the city council or town board about the figures. Business and the Economy   Interview some local small business owners to see how theyre faring. Is business up or down? Are mom-and-pop businesses being hurt by shopping malls and big-box department stores? How many small businesses on Main Street have been forced to close in recent years? Ask local merchants what it takes to maintain a profitable small business in your town. Environment Interview someone from the nearest regional office of the Environmental Protection Agency. Find out if local factories are operating cleanly or polluting your communitys air, land or water. Are there any Superfund sites in your town? Seek out local environmental groups to find out whats being done to clean up polluted areas.

Business law Essay Example | Topics and Well Written Essays - 500 words - 5

Business law - Essay Example Patients with red tags are immediately referred by Unit Managers to the Customer Relations Department who monitors their status and closely coordinates with the Accounting and Cashier Department for settlement and collection purposes. Once a patient has been classified as red tag, any procedure (therapeutic, diagnostic, laboratory, etc.) need to be immediately settled prior to the administration of the procedure, regardless of the necessity and the kind of the procedure to be undertaken. The rationale for this is to prevent further increases in the amount due to the hospital which might not be collected nor paid. The patient regularly needs any of the abovementioned procedures to monitor her health progress and to identify and assess whether present medications need to be adjusted (increase or decrease in dosage and frequency of administration). However, since this patient was already classified as red tag, and since the daughter still needs to look for alternative sources of funds to settle the staggering amount, the required regular procedures could not be undertaken. In this regard, in the capacity of the Unit Manager, an ethical dilemma needs to be resolved through ethical theories and analytical thinking for recommendation to higher management in the hospital. The hospital with medical and ethical responsibilities to their patients has to assess their red tag policy in terms of contradicting conformity to ethical standards. Given the scenario, the alternative courses of action, as recommended by the Unit Manager are available for both the hospital and the patient: (1) immediately transfer the patient to a room with the least cost (a ward or semi-private room) without compromising health benefits. By transferring the patient to a room with lower cost, all other hospital costs associated with the room transfer would be decreased; (2) seek the necessary financial assistance from health insurance (Medicaid,

How the Company Seeks To Deliver Customer Value Assignment

How the Company Seeks To Deliver Customer Value - Assignment Example The corporation is committed towards, meeting the needs and tastes of its discriminating customers spread across the world with continuous innovation and by delivering quality of drinks. In order to strengthen its brand image and increase customer awareness, the company makes considerable investment in sales and marketing activities. The operations of the company are categorised into six major segments which involve Eurasia and Africa, Latin America, Pacific, Europe, North America, Bottling Investments and Corporate (Hartogh, 2007). Correspondingly, the purpose of the report is to critically examine and explain how the selected company i.e. The Coca-Cola Company seeks to deliver customer value. Organisational Objectives The Coca-Cola Company has established missions and objectives in order to guide its operations in the future period. Accordingly, the mission and objectives of the company are to: Refresh the entire world Inspire moments of cheerfulness Create value and ascertain tran sformation everywhere the company involves Similarly, the organisation has also articulated certain vision in order achieve its missions effectively and smoothly. Correspondingly, the visions of the company are subdivided into six major categories which include profit, people, portfolio, partners, planet and productivity. The vision of the company is briefly explained below: Profit: The company intends to provide fair returns to its shareholders while performing its organisational responsibilities People: The organisation aims at offering a cordial place for its employees to work wherein every individual is inspired to contribute their best towards the accomplishment of the organisational missions Portfolio: Coca Cola further intends to create new brands and sustain strong ‘brand portfolio’ by prudently meeting the needs of its customers Partners: The company also intends to grow its business along with ensuring the growth of its partners as well as aims at creating nurturing relationship with all its business partners Planet: Coca Cola not only strives to increase its ability to generate the revenue but also desires to become one of the most responsible corporate citizens Productivity: It aims at being a highly operative, lean and fast-moving corporation Source: (The Coca-Cola Company, 2013) Product and Brand Portfolio Coca-Cola offers an assortment of 500 brands and 3500 beverage products in different locations of its operations. The products of the company include sparkling and still beverages such as water, teas, coffees, juice drinks, sport drinks and energy drinks. It can be stated that the organisation has strong brand image across the globe. Essentially, a brand can be defined as the promise made by the business organisation to satisfy the needs of its customers. A strong brand image facilitates the business organisation to reinforce its reputation as well as seek large customer base. As far as branding is concerned for Coca-Cola, it has been ascertained that the company has made maximum utilisation of available resources for developing a strong brand image. The strong brand image of the company has facilitated it to acquire greater competitive market in the non-alcoholic beverage segment (Coca-Cola Enterprises Inc,