World War One the most Important cause of the March Revolution :: WWI WW1

Was humanity War One the most Important cause of the swear out vicissitude?Nicholas II the eldest son of Alexander collar and the Tsar of Russia was born at Krasnoye Selo in May 1868. Nicholas II ruled from 1894 until his abdication in 1917. Nicholas II signed his abdication on 15 March 1917 after the Russian the States High Command recommended it.There are many reasons why Nicholas abdicated including, the financial state of the country, its wide and varied population and their dissatisfaction with the air the country was being ruled. As Russia was already in a weak state and the people had been suffering for many years, the First World War be the last straw for the Russian people and whilst was possibly not the most important cause was certainly the trigger or catalyst for the March Revolution and Nicholas abdication.When The Russian army entered WWI they were extensive but poorly led and very badly equipped, there were not enough guns for everyone. They just had lost the w ar with japan so heavy casualties meant exit of morale and spirit yet they were expected to go into war again. To drag up for the losses in Japan they had to set up peasants for their army. In a averse country with little money there would have been no chance to train the peasants to be effective soldiers. Their equipment and method of scrap was also no fight down for the German legions. The Russians were trained in charging at the enemy with bayonets, the German troops had machine guns. As a result of this, whilst the Russians were defending the German attack on Poland, half their army was destroyed. Going into a war with such little chance of winning, did nothing to make the Russian people repute Nicholas.The decision that Tsar Nicholas II took in August 1915, to take over the command of the Army, lead to further problems. Being so closely linked to the Armys failure in the WWI meant even The Duma began to loose faith in his abilities to run the country. Also, while he was away, he left(a) his wife, Alexandra, and Rasputin, a monk who had aperient powers who knew when Nicholas son was in trouble, to run the country. This was a bad decision Nicholas made because they constantly sacked Ministers and allowed the transport and food problems to precipitate into crisis. Also Alexandra was half German, when she took hitch rumors spread suggesting that she was a German spy.World War One the most Important cause of the March Revolution WWI WW1Was World War One the most Important cause of the March Revolution?Nicholas II the eldest son of Alexander III and the Tsar of Russia was born at Krasnoye Selo in May 1868. Nicholas II ruled from 1894 until his abdication in 1917. Nicholas II signed his abdication on 15 March 1917 after the Russian Army High Command recommended it.There are many reasons why Nicholas abdicated including, the financial state of the country, its wide and varied population and their dissatisfaction with the way the country was being r uled. As Russia was already in a weak state and the people had been suffering for many years, the First World War proved the last straw for the Russian people and whilst was possibly not the most important cause was certainly the trigger or catalyst for the March Revolution and Nicholas abdication.When The Russian army entered WWI they were huge but poorly led and very badly equipped, there were not enough guns for everyone. They just had lost the war with Japan so heavy casualties meant loss of morale and spirit yet they were expected to go into war again. To make up for the losses in Japan they had to recruit peasants for their army. In a backward country with little money there would have been no chance to train the peasants to be effective soldiers. Their equipment and method of fighting was also no match for the German Army. The Russians were trained in charging at the enemy with bayonets, the German troops had machine guns. As a result of this, whilst the Russians were defendi ng the German attack on Poland, half their army was destroyed. Going into a war with such little chance of winning, did nothing to make the Russian people respect Nicholas.The decision that Tsar Nicholas II took in August 1915, to take over the command of the Army, lead to further problems. Being so closely linked to the Armys failure in the WWI meant even The Duma began to loose faith in his abilities to run the country. Also, while he was away, he left his wife, Alexandra, and Rasputin, a monk who had physic powers who knew when Nicholas son was in trouble, to run the country. This was a bad decision Nicholas made because they constantly sacked Ministers and allowed the transport and food problems to descend into crisis. Also Alexandra was half German, when she took charge rumors spread suggesting that she was a German spy.

Common People in John Steinbeck’s The Grapes of Wrath and Of Mice and Men :: comparison compare contrast essays

Common People in John Steinbecks The Grapes of Wrath and Of Mice and menJohn Steinbecks novels The Grapes of Wrath and Of Mice and Men reveal and confront the struggles of common individuals in their day-to-day pass aways. The Grapes of Wrath creates a greater verisimilitude than Of Mice and Men as it illustrates the lives of okay farmers driven west during the Dustbowl of the late 1930s. Of Mice and Men deals with a more personal account of two poor men and the tragic ending of their relationship. Steinbeck expresses his concern for dual social issues in both The Grapes of Wrath and Of Mice and Men. Tightly-knit relationships appear prominently in both books and provide the majority of the conflicts that occur. The decency of common people is written about to a great extent in The Grapes of Wrath and is also prevalent through numerous examples in Of Mice and Men. As in all effective writing that bares the someone of the author, each novel reveals Steinbecks core beliefs. In Of Mice and Men, Steinbeck uses the relationship between George and Lenny to express the decency of common people. Lenny is mentally disabled and George is his companion because Lenny is too incompetent to live on his own. Throughout the book, it becomes increasingly apparent that Lenny is incapable of interacting appropriately with people (other than George) without unknowingly causing some sort of trouble. Even George is sometimes overcome with the hassles of fetching care of Lenny. God, youre a lot of trouble, George said. I could get along so easy so nice if I didnt have you on my tail. I could live so easy and maybe have a girl (7). Yet, George looks beyond the ways in which Lenny irritates and inconveniences him and realizes that Lenny is as human as he is. He believes that regardless of Lennys disability, he should be treated as respectfully as anyone else. Contrary to his earlier remarks, George has great affinity for Lenny. George understands that Lenny necessitates a watchfu l-eye, and he is willing to be that caretaker. Ultimately, if George did not love and care about Lenny, he would have most likely abandoned him. However, Georges fundamental decency did not get out him to do this. In The Grapes of Wrath, the overall struggle of the Okies, while on their mass exodus to California, is Steinbecks platform to examine human beings innate goodwill.

Chaucer and the Humor of the Canterbury Tales :: essays research papers

My presentation is based an article titled The Inhibited and the Uninhibited Ironic Structure in the moth millers Tale it s written by Earle Birney. The literary theme that Birney is discussing in his essay is structural irony. Structural irony is basically a serial publication of ironic events and instances that finally build up to create a climax. The events and the climax the Birney chooses to focus his essay on are the events that lead towards the end when almost severally character suffers an ironic eventAbsolon kisses Alisouns backsideNicholas gets his backside burnedJohn falls from the tub and breaks his armIronic events and play on course were used to lead to this ironic climax.First EventBirney writes that the description of each character as pleasantness or using the word sweet to delimit them on Chaucers part is ironic.Nicholas sweet singer, sweet smelling of herbs all day & Being uninhibited. l. 97, l. 99., l. 107 Birney p. 76 middleAlisoun naturally sweet as founta inhead as Nicholas, her mouth is described as sweet. l. 153 Birney p. 78 top.Absolon is a contrast, he is artificially sweet, he chews spices an herbs to try to be sweet. Birney p. 79 lower. These three descriptions are the setoff things in Birneys article that are beginning the ironic structure that Chaucer has carefully built. Second EventNext, Birney examines the irony between the rivalry of Nicholas and Absolon in nightspot to gain Alisouns kiss, affection, or to pass water an affair with her.Nicholas has no rivals in a way he just becomes forceful and persistant he offers himself in an ravening manner and he gains her permission to do what he pleases to her body. l. 165-186, Birney p. 78 (before the quote).Absolon approaches her by going to her window at night and serenading her mind you he does not have a sweet voice (sqeaky, feminine) his approach is the most pathetic and apologetic Then he tries to woo her by giving her gifts such as waffles and sweet wine Birney argues that he should not have tried to give sweet gifts to someone who is naturally sweet. l. 245- 259, l. 270 272, Birney p. 79 lower 80 top & 80 middle. ternion Event The ClimaxFinnaly, the third event has been unraveled and anticipated, through The two first events. The greatly anticipated climax begins to unravel. Absolon kisses Alisouns rear end and the vengefully ruin Nicholas instead of Alisoun (he dosent really care).

Status Confessionis and Social Commentary from the Current Church Ess

Status Confessionis and Social Commentary from the Current Church Throughout my on-going investigation of the interactions between religious values and neighborly behavior, I have become thoroughly intrigued with the role of the institutional church in the realm of social commentary and criticism, as well as political activism. That there is a long standing concept within the church tradition relating to my curiosity is not terribly surprising after just an overview of the language that sociology theory has applied to religious bodies. The role of the church in relation to society is divided into dickens basic categories of action- that of the priest, and that of the prophet. (Download a PDF file of a pamphlet eslpaining the terminolgoy of Priest & Prophet.) The former describes the conserving, nurturing actions of the church towards broader social structures, the latter, criticism and the call to move away from corruption towards righteousness. When performing as prophet in the most extreme sense, the church is considered to be in a time of, what is called, status confessionis - acknowledging a state of social damage so abhorrent that the church must actively interject its influence into even the secular sphere and demand repentance and reform. Nazism and apartheid in southwest Africa are the two most often cited examples of church bodies acting in status confessionis (Schuurman 100). What intrigues me about this idea is the reserve with which it is invoked, judging by the tone of the handing over where the concept is addressed in the book Vocation by Douglas Shuurman. Considering the broader historical-theological context of the issue, including Brunners injunction against the disastrous dogma that various orders are not subj... ...r place in the kingdom of God. On the other hand, as long as the hungry are being fed and the despised loved, Gods hand is moving in the world. So I come full circle to find that we must faithfully remain amidst the brokenn ess and corruption, fix what we can, and be prepared to let God act as God will, as I, and each of us, pursue our own vocations and encourage others to do the same. As theologian Walter Brueggeman has written, What God does first and best and most is to trust his mountain with their moment in history. He trusts them to do what must be done for the sake of the whole community. So be it. Amen. Works Cited Buechler, Steven M., & F. Kurt Cylke, Jr. Social Movements Perspectives and Issues . Toronto Mayfield print Company, 1997. Schuurman, Douglas J. Vocation . Grand Rapids, MI William B. Eerdmans Publishing Company, 2004.

Eliminating The Capital Gains Tax :: essays research papers

Eliminating The Capital Gains Tax     One of the major obstacles facing all entrepreneurs in the united Stateswhen starting a new air or expanding an existing one is raising keen.Here with child(p) refers to money that people invest in a business. Investment andentrepreneurship are the heart and somebody of a lively economy. There is no othereconomic task more important than investing ones capital into new ideas and newenterprises. Therefore capital raised from one person or a group ofprofessional investors remains a crucial source of funding for these role ofenterprises. In the type of economic world which is present today theopportunity for good returns on a persons money must be in abundance to allureinvestments in such ventures. Capital gains tax incomees significantly diminish thesereturns, therefore reducing the incentives to invest. Eliminating the capitalgains tax lead spark entrepreneurship and new investments in the economy, whichin turn will elev ate economic growth and plus the number of jobs. In orderto stimulate economic growth in the United States, taxes on capital gains shouldbe eliminated.     Members of Congress once considered a reduction in the capital gains taxrate from 28% to 19.8%. Combined with indexation, which is,reducing the capital gains tax by whatever amount would be a vital pro-growth steptaken by Congress. However, given the fickle and high risk nature ofinvestments and entrepreneurships, and the importance of maintaining a warring economy in a global environment, capital gains should be exempt fromtaxation altogether. A zero percent capital gains tax would attractentrepreneurial risk taking, which is very important to economic growth. Itwould entice wealthy investors to invest in a certain enterprise, which in smallnumbers would immensely increase the economic growth in the United States. Inthe Wall Street Journal the U.S. Commission on civil rights said, "Reducing thetax on ca pital gains effectively increases the flow of financial seed corn tobudding entrepreneurs." Also, from a global perspective, the United States hasone of the biggest capital gains tax rate. Depending on inflation, sometimesthe United States has the largest capital gains tax rate in the world. In acompetitive global economy a zero percent capital gains tax rate would make theUnited States a haven for capital, which in the long run will spark economicgrowth in the United States. Eliminating the capital gains tax altogether would non only promote a "boom" economy in the United States but will give the UnitedStates an edge that it needs to compete in the global world, not to mentioncreate new jobs.     The potential benefits for eliminating the capital gains tax are clear.

Eliminating The Capital Gains Tax :: essays research papers

Eliminating The Capital Gains Tax     One of the major obstacles facing all entrepreneurs in the United Stateswhen starting a new business or expanding an existing one is raising capital.Here capital refers to money that people invest in a business. Investment andentrepreneurship are the heart and soul of a lively economy. There is no othereconomic task more important than invest ones capital into new ideas and newenterprises. Therefore capital raised from one person or a group ofprofessional investors remains a critical source of funding for these type ofenterprises. In the type of economic world which is present today theopportunity for good returns on a persons money moldiness be in abundance to allureinvestments in such ventures. Capital gains tax revenuees significantly diminish thesereturns, therefore reducing the incentives to invest. Eliminating the capitalgains tax will igniter entrepreneurship and new investments in the economy, whichin turn will el evate economic result and increase the number of jobs. In orderto stimulate economic growth in the United States, taxes on capital gains shouldbe eliminated.     Members of Congress once considered a reduction in the capital gains taxrate from 28% to 19.8%. combine with indexation, which is,reducing the capital gains tax by any amount would be a vital pro-growth steptaken by Congress. However, conkn the fickle and higher(prenominal) risk nature ofinvestments and entrepreneurships, and the importance of maintaining acompetitive economy in a global environment, capital gains should be exempt fromtaxation altogether. A cipher portion capital gains tax would attractentrepreneurial risk taking, which is very important to economic growth. Itwould entice wealthy investors to invest in a reliable enterprise, which in smallnumbers would immensely increase the economic growth in the United States. Inthe Wall Street Journal the U.S. Commission on civil rights said, & quotReducing thetax on capital gains effectively increases the flow of financial seed corn tobudding entrepreneurs." Also, from a global perspective, the United States hasone of the biggest capital gains tax rate. Depending on inflation, sometimesthe United States has the largest capital gains tax rate in the world. In acompetitive global economy a zero percent capital gains tax rate would make theUnited States a haven for capital, which in the long run will spark economicgrowth in the United States. Eliminating the capital gains tax altogether wouldnot only promote a "boom" economy in the United States but will give the UnitedStates an edge that it needs to compete in the global world, not to mentioncreate new jobs.     The potential benefits for eliminating the capital gains tax are clear.

International Politics Essay

The ongoing violence between the indigenous communities of Peru on the one hand and the government on the former(a) has been cited as the one of the countrys worst political crises. For a considerable period, the communities switch not only expressed their op thought against the government, but read also engaged in acts of civil disobedience in the recent past. In June this year, confrontations between indigenous protestors and the state police left nearly a hundred mint dead and hundreds injured, the majority of the casualties and fatalities being civilians (Romero, 2009).This followed a government decision to end the massive demonstrations by launching an aggressive military vex against those protesting on the countrys roads. In essence, the communities initiative of holding peaceful demonstration so as to protest against the exploitation of the Amazon rain forest, and the turn government efforts to counter such protests can be described as a orbicular crisis precipitated by the unprecedented struggle to exploit the few inwrought resources available in the environment.Though the conflict is occurring at the national level, its effects will inevitably be felt at the world(prenominal) front, considering the central position of the Amazon as a focal biodiversity epicenter. Globalization has been defined as the process of blending or homogenization by which individuals and organizations of the world are unify into one society and work together without restrictions, through a combination of economical, technological, socio-cultural and political forces.It also entails the reduction or elimination of en forced restrictions of countries on transnational exchanges hence increasing integrated and complex global system of production and exchange (Christian, 2002). Indeed, globalization has served to shape the world economy. Individual economies which were originally isolated from all(prenominal) other are currently being influenced by the each others action s, as well as policies and circumstances in the global markets, which in turn assist them to devise their own policy measures.One of the characterizing attributes of globalization is the process of merging and integrating the economies of world economies. Over the past half century, the westerly countries, and particularly join States and Europe have been vocal in the establishment of a global market economy characterized by the free flow of people and capital, and free trade. However, a skeptical view depicts global integration as only beneficial to the developed world, but harmful to poor nations, the environment as well as native populations.In the face of many, the process is increasingly worsening the global environmental crisis that has prevailed with the intensification of industrialization (Christian, 2002). From a practical point of view, this appears to be the case in Amazon basin of Peru. In April 2006, the United States and Peruvian governments signed a Free Trade Agre ement intended to foster zygomorphous trade between the two countries. Even at its outset, the agreement was heavily criticized by environmental organizations, citing potential environmental and labor concerns.The FTA became effective in February this year, and precipitated a number changes in Perus law so as to facilitate increased access to the Amazon forest (Cabello, 2009). Although the Peruvian Congress approved the psychiatric hospital of such legislative changes, the indigenous people living in the expansive Amazon region were not consulted, thus contravening the 169th convention of the International Labor Organization. Describing the regulations as a deliberate move to invite foreign companies to exploit the natural resources within the forest zones, the native communities held massive protests in August 2008.Subsequently, the Congress was forced to repeal two of the laws, and additionally pledged to reexamine the others. The apparent failure to abide by the promise eventual ly led to an eruption of renewed protests commencement April 2009. Since then, they have been remained persistent in advancing their cause that the legislative provisions which inevitably undermine their land and water rights have to be abolished (Romero, 2009).Central in the current conflict between the indigenous people and the Peruvian government is the controversy surrounding the idea of allowing multinational oil corporations, particularly those of American origin, to research as well as mine oil and other mineral resources in the Amazon under the 2006 agreement (Romero, 2009). From a basic point of view, the physiologic clashes represent the conflicting interests between these two parties. On the one hand, the government led by President Garcia purports to exploit the natural resources in the Amazon in order to bring economic wealth for all citizens.Notably, the potential geographical zones to be explored for their oil and gas deposits cover about seventy two part of the c ountrys rain forests (Chauvin, 2009). Similarly, the government also intends to open up the water resources and forest lands to other economic activities such as large-scale factory farm and extensive mining explorations. From the side of the incumbency, such a move should not elicit any local opposition, considering that the governments ownership of all undersoil rights. The exploration of these vast lands by multinational corporations would definitely accrue immense economic wealth.On the other hand, the indigenous people see the move as a threat to their ancestral land, their own security, and the environment in general. This is so considering the fact that the mineral exploration initiatives could end up affecting more than cardinal thousand natives spread across six of Perus provinces (Chauvin, 2009). An estimated 50 percent of Peru is covered by the Amazon rain forest, which houses more than sixty ethnic groups. In the recent past however, the Amazon region has attracted num erous oil, gas, and other mining corporations with the objective of exploring the natural resources found within the forest.Since 2005 for instance, the regions selected for gas and oil concessions have importantly increased (from an estimated fifteen to seventy percent) (Cabello, 2009). Early this year, the countrys oil licensing organization signed contracts with several multinational oil corporations, permitting them to explore natural resources in the Amazon. Although such initiatives will promote economic growth in the country, a critical observation reveals the activities of these international companies jeopardize the very existence of the Amazon, which is widely recognise as an important center of biodiversity, even at the global front.Indeed, the Amazon Basin is an extremely important resource especially when we consider international issues such as the realities of environmental pollution and global warming. Generating close to twenty percent of the earths fresh water, th e basin is home to numerous indigenous Peruvian communities. Despite their continued habitation of the forest regions for many years, the natural resources have been well-preserved, thus promoting environmental sustainability.Additionally, the Amazon has been cited as vital in the regulation of atmospherical emissions, particularly carbon dioxide responsible for environmental pollution, besides stabilizing rainfall and guarding against desertification (Chauvin, 2009). Seen in this sense, Amazon has served to mitigate the devastating impacts of climate change that are oftentimes associated with global warming. Recent government reports highlight continued overlap between the concession lands (those designated for hydrocarbon extraction) and the natural protected areas occupied by the indigenous population (Chauvin, 2009).United States oil companies such as Burlington and Hunt Oil are currently mining fossil fuels in areas that were traditionally reserved as natural lands. With no ho pe of a possible retreat of the current trends, the indigenous Peruvians continue to face numerous environmental problems including soil and water pollution, which in turn impacts negatively on their health. In essence, continued investment in the Amazon rainforest appears to contradict what world nations, including the U. S. nd Peru postulate as viable strategies of mitigating the currently witnessed global climate change. It is apparent that the continued extraction and transportation of fossil fuels will lead to an unprecedented release of toxic materials into the soil and increasing the percentage of babys room emissions in the atmosphere.Additionally, these multinational companies are also contributing to deforestation via the establishment of infrastructures such as roads and oil pipelines. It is indeed ironical that bilateral and international agreements such as the one between the U. S. nd Peru could actually end up fueling the global climate crisis and threatening the very livelihoods of indigenous populations, quite than initiating measures towards its alleviation and encouraging sustainable development. It is questionable that the Peruvian government should take advantage of the natives who lack title deeds and therefore direct claims to the land they have lived in for many years. Instead of focusing on the immediate economic benefits, the government ought to consider the potential harm to the Amazon Basin, as well as the life it has supported for a prolonged duration.

Prisoners with Special Needs Essay

Prior to the 1960s, criminals were all handled similarly and the way in which probation and parole was handled had become a regular routine. However, during the 1960s, the makeup of the typical offender began to change. The corrections system began to recognize the need to manage certain groups of offenders differently. Offenders with the tendency for violence, a history of sexual assault, a physical problem, mental illness, or infectious disease are among the group classified as special(a) offenders, along with juveniles and the time-honored (Seiter, 2011). These groups of people require treatment outside of the normal approach to corrections (Seiter, 2011). These offenders financially strain the prison systems at both state and national levels but must be toughened with individualized armorial bearing in order for rehabilitation to be effective and successful, and for the elderly, the received Grit program has proven to be beneficial to their overall wellness and wellbeing while incarcerated. fussy needs, mentally ill, and substance-abusing offenders require specialized treatment in order to be effectively rehabilitated. This can affect the state and federal prison system in many ways. The increase in juvenile, female, and elderly yard birds has created a more diverse prison population and affects state and federal prisons by creating the need for a more diverse corrections staff. A 2006 study by the Bureau of Justice Statistics found that over half of all put away and prison inmates have mental health issues an estimated 1.25 million suffered from mental illness, over four times the number in 1998 (Horowitz, 2013). Prisons reportedly ho enjoyment more mentally ill patients than hospitals, and mentally ill inmates are generally incarcerated for crimes of survival that possible could have been prevented (Horowitz, 2013).They require extensive supervision due to theirtendency to be suicidal, specialists to discover and administer treatment, and medica tions to stabilize them. Substance-abusing offenders make up the majority of the prison population as a study examined 75% of prison inmates were involved with drugs or inebriant at the time of arrest (Cropsey, 2008). Substance-abusing offenders burden the prison system by having an estimated 95% recidivism rate due to relapse (Cropsey, 2013). This can be due to the miss of drug treatment programs available and the access to drugs in prison. These offenders require drug and alcohol abuse counseling and specialized medical care for drug-related illnesses. Juvenile and elderly offenders require segregation from other inmates and elderly inmates may experience accessibility issues and require low energy recreational and work activities (University of Phoenix, 2014).Though the specialized care needed for special offenders can be a financial burden on the prison system, it is necessary to satisfy the goals of the corrections system. If inmates are not decently treated, this will only lead to a revolving door in prison in which inmates constantly are shuffled back and forth in and out of prison. The treatment and counseling services that an inmate participates in can effectively help them to rehabilitate and transition into productive citizens in the community upon release. Most drug and alcohol abusers commit crimes only when under the influence or to obtain their next high (Horowitz, 2013).Also, mentally ill inmates are too often incarcerated while awaiting examination instead of being placed in mental hospitals or treatment centers that can nurture the healing process and administer medications that can place them in a stable mental state. If these groups of offenders received the treatment that they require in order to be productive, they will go on to live law continue lives outside of prison.Elderly inmates often have mobility issues, suffer from mental illnesses more common with age, and spend a majority of their time in the prison infirmary. True Grit is a program that originated in The Northern Nevada Correctional Center in Carson City, and aims to provide a reason for geriatric inmates to get up in the mornings. The program benefits the prison system in that all resources it requires are allocated through donations andno prison funds are utilized, it has lessen geriatric infirmary visits, decreased the need for psychotropic medications prescribed to its participants, improved the general wellbeing of its participants, and has reduced the fear of dying alone in its participants (Harrison, 2006).The True Grit program provides a structure living environment for elderly prison inmates and allows them to participate in recreational activities that improve the mobility of their bodies and engage them in a social and nurturing environment. The program in addition helps participants apply for early compassionate release and adds humanity to the prison system by giving inmates hope.The population of special offenders in prisons has gr own at a steady rate. As a result, the need for more individualized care and treatment programs tailored toward their needs has grown as well. Each group of special offenders requires different treatment and approaches in order to be successful candidates for law abiding citizens once released and the treatment they receive while incarcerated can directly conflict their success rate. It is financially expensive to administer the programs necessary for the treatment of special offenders but it is also cost affective to treat and rehabilitate whether than risk increases in recidivism rates for ignoring their needs.There are programs available to assist each group and encourage them throughout their treatment and among them is the True Grit program that encourages the elderly inmate population to live fuller lives even behind prison bars and has led to a decrease in the need for medical care and use of psychotropic medications. Programs like it should be utilized more often to obtain similar results and therefore foster the goal of corrections of rehabilitating and decreasing recidivism rates.Cropsey, K.L. (2008). Specialized Prisons and operate Results from a National Survey. Retrieved from http//www.ncbi.nlm.nih.gov/pmc/articles/PMC2350234/ Harrison, M.T. (2006). True An Innovative Program for Elderly Inmates. Retrieved from http//www.aca.org/fileupload/177/prasannak/Stewart_dec06.pdf Horowitz, A. (2013, February 4). Mental Illness Soars in Prisons, Jails While Inmates Suffer. Huffington Post. Retrieved fromhttp//www.huffingtonpost.com/2013/02/04/mental-illness-prisons-jails-inmates_n_2610062.html Seiter, R.P. (2011). Corrections An Introduction (3rd ed.). Retrieved from The University ofPhoenix eBook CollectionUniversity of Phoenix. (2014). Special Offenders Multimedia. Retrieved from University ofPhoenix, CJA234-Introduction to Corrections website.

Department of Planning Essay

Prescribed TextThere is no prescribed school text for this score. Course materials provide be provided electronically via Cecil. Lecturers will provide getitional reading sways for their concomitant sections of the course.PreparationApproximately 1 hour preparation is expect for every one hour of class time. You will be required to complete readings allocated in class, in preparation for the next class. However, students are encouraged to add time for background reading. This is particularly important for international students and students for whom English is not their first language.Course AssessmentCourse assessment is comprised ofLaw Assignment (15%)Friday 23 August 2013 at 10AMClass Test (15%)Friday 30 August 2013 at 9AM (1 hour)Politics Essay (20%)Thursday 17 October at 10AMExamination (50%)3 hour examination schedule for the end of semester 2When submitting assignments and essays, please use the Planning cover sheets provided beside the assignment hand-in boxes on level 4. Please ensure that you read the academic policies and procedures information in the Planning Undergraduate Handbook at the outset of this course. You will be treated as having read this information.Brief Description of the CourseContentThis course introduces students to key aspects of New Zealands legal system. This is complemented by consideration of the development of local government legislation and by comprehensive discussion of the functions and relationships between substantive institutions of a representative democracy. accordance of Waitangi issues are an integrated aspect of this course.Learning OutcomesThe learning outcomes of this course include* acquisition of basic statutory interpretation skills and campaign law analysis * an understanding of the core structure, processes and issues inherent in the New Zealand legal system * an overview of local government reform since 1989* an understanding of the relevance of the Treaty of Waitangi to institutional and legal fr ameworks in New Zealand and * an understanding of key political institutions and processes in New Zealand.StructureJulia Harker will begin the course by talking to on the New Zealand legal system. This will be followed by a series of lectures given by Ian Munro on local government. After the mid-semester break, Vernon Tava will give a series of lectures on the New Zealand political system. Lena Henry will take the remainder of the course, lecturing on Treaty of Waitangi issues.Reading list relating to the New Zealand Legal SystemIn addition to the prepared course materialsR Miller (ed) New Zealand Government and Politics (OUP, 4th ed, 2006), in particular Part B chapters 2.1, 2.2, 2.3, 2.4 and chapter 3.7.Webb, Sanders and Scott The New Zealand Legal System structures, processes and legal theory (Butterworths, 5th ed, 2010).R D Mulholland Introduction to the New Zealand Legal System (Butterworths, tenth ed, 2001).G Palmer Unbridled Power (OUP, 1987).G Palmer and M Palmer Bridled P ower (OUP, 2004).K Palmer Local Authorities Law in New Zealand (Brookers, 2012).See The Constitution converse website for resources

External/Internal Factors Paper Essay

foreign/ inside FactorsInternal and external factors abide affect the four functions of worry within a business. Globalization, technology, innovation, regeneration, and ethics are key factors that a confederation moldiness consider in order to be successful and digest competitive with other companies in the same field. This paper bothow bring out the role UPS is taking to be a successful company. UPS is a global company with one of the most widely recognized brands around the homo. UPS is also the worlds largest package delivery company and leading global provider of specialized transportation and logistics services (UPS, 2008). The flow of goods, funds and information is managed on a insouciant basis in more than 200 countries and territories worldwide.Planning InternalInternal factors affect planning for UPS. Planning is based on knowledge of the companys finances, type of services provided, quality control, employee motivation and morale. In order for UPS for continue to be a profitable company, management must consider alone available options while still delivering quality service and maintaining the happiness of its employees. Finances leave alone depend on the amount of business UPS receives. The demand for services will determine how many employees UPS will hire and train to concur the product line moving to avoid delays in the delivery of packages.Planning ExternalExternal factors can also play an important role in planning. Several factors much(prenominal) as weather, gas prices and holidays can affect planning. If possible management must plan around hurricanes, floods, snowstorms and other natural disasters. When gas prices rise, enthrallping cost make up, which can cause profits to decrease. Holidays will also increase the demand fordelivery services and must be planned accordingly.Organizing InternalUPS is a well-organized company. However, several factors exist which can affect how UPS does business in the industry. presiden cy is important and plays a major role for UPS and its employees. UPS employees play an essential role in developing an approving perception by its customers. In order to freeze organizes UPS daily achievements depend on employees in varies departments. For the internal factors the first line of communication will be the employee which are assigned to take and interpenetrate the orders, then passes the information to the person which loads the delivery trucks.In the distribution center the employees loading the truck and the driver works together to ensure the customers receives their packages in a timely manner. Employees working in the distribution center must make sure the packages are separated and loaded on the trucks correctly. Once the trucks construct been loaded the driver is responsible for making the delivers on schedule. Through planning, organizing and effective teamwork the employees are able to keep the customers satisfied.Organizing ExternalExternal factors affe ct how UPS does business. Several factors such as the increase in gas prices, mechanical problems with delivery trucks and or regulatory laws implemented by the US Department of emigration. According to UPS, the Department of Transportation has modified the shipping paper requirements to include the number and type of packages (UPS, 2008). All hazardous material items shipped must follow the new regulations (UPS, 2008). Due to the new regulations production and delivery time maybe affected. With the increase in gas prices a surcharge may be added to all shipments. Addition steps will sine qua non to be taken to make sure delivery trucks maintenance is completed on a routine basis to ensure trucks do not buffer down because it will cause a delay in the delivering of packages. Company performance is thus affected by such external factors.Leading InternalManagement effectiveness, an internal factor, also affects company performance. Highly effective managers must be leaders of the people around them. A good leader can motivate employees to function and work as a collective unit. At UPS, every employee is assigned a particular duty andresponsibility. To keep the employees aware of the term of the department weekly or monthly meetings are held to facilitate employee/management communications and discuss any problems that may arise. Occasionally, employees will experience problems and report to management immediately for resolution. The role of UPS management is to encourage the employee to perform at a high level of competence. Management must seek to motivate their employees and stay in contact with them in order to meet the goals of the company.Leading ExternalBased on the information from UPS website, external factors is address in the UPS Code of Business transfer (UPS, 2008). According to the UPS Cod of Business Conduct, UPS is committed to conducting its business compliance with all applicable laws and regulation in accordance with the highest ethical principles. In addition all employees must comply and abide by the same rules to maintain the UPS status for honesty, integrity and high quality service. The external factors also include reporting employees mismanage by customers, the time frame of delivering packages and customer complaints due to late deliveries or damaged goods.GlobalizationAccording to The State of Business Magazine UPS Corporate Globalization, globalization at UPS began in the 1970s outside of the U.S (Robinson). Globalization was implemented in due west Germany and Canada when UPS built brown operations that resembled the U.S. domestic model. With the potential of a wiz European economy on the horizon, in the mid-1980s UPS recognized a need to expand their operations and expanded their international presence beyond West Germany and Canada (Robinson). UPS customers were looking for an integrated carrier that would handle all the transport requirements, door-to-door in the U.S. and finishedout the world.Th rough an aggressive strategy of acquisitions and service partners agreements UPS was able to a worldwide distribution network. The worldwide distribution network included the first pan-European integrated air and ground distribution network that was similar to the UPS domestic U.S. operation UPS has in place. Today, the UPS service area includes morn than 200 countries and territories as well as every address in and around the United States.TechnologyIn the event of major problems, UPS has an IT professional technology solution department that can be trusted (UPS, 2008). UPS technology system is easy and enables customer to track, rate and ship their packages. The IT department makes sure the system has up-to-date software that enables customers to execute their shipments without any delays. By staying organized, UPS customers can be assured their packages will be delivered on time. With the tracking system UPS has in place customers can track the status of packages on the UPS web site with a tracking number. UPS delivers internationally and use advanced technology which enables UPS to track and process shipments. Advances in todays technology allow UPS to reassure its customer important documents are safe. UPS also offers a technology that enables users to have a shortcut on his or her laptop for the purpose of checking the status of shipping and delivery of packages.InnovationIn 1991-1999 Consistent Innovation stated in 1993 UPS delivered 11.5 million packages and documents daily for more than one million regular customers (pressroom). Due to the massive volume of clients UPS decided to implement a new system doodad that could maintain efficiency, keep prices competitive and provide additional customer service. The handheld Delivery Information Acquisition Device (DIAD) was implemented to capture and upload delivery information to the UPS network. The device include a digital image of a recipients signature, allowing the driver quicker confirmation of fin al delivery. The device also allows the driver to stay in contact with the distribution center to provide current information on changes in pick-up schedules and other important messages that need to be relayed. miscellaneaUPS supports diversity by maintaining respect throughout the company from both employee and customers. This visibly helps direct the way UPS does business with its customers and suppliers and strengthens the bond with a multi-cultural community of friends and neighbors for fast and continual service. Diversity affects every aspect of management including planning, organizing, leading and controlling. In planning UPS must take into account the company is a international company. UPS must consider the carrying usage of its global customers. In order to be effective UPS must train itsemployees in both America and abroad in cultural differences and tolerance through continual workshops, seminars or computer-based training.Managers delegationsOrganizing the company fo rces around the world can be difficult, but UPS must keep tables on all locations. from each one location should have a headquarters base for each region and have headquarters report regional activities on a regular basis. surplus requirements are set forth in detain in various individual compliance programs developed by the appropriate departments based on specific expertise and training. UPS drivers have a regular routine for sorting our packages and identifying specific times of delivers. Should a delivery problem occur, the issue is addressed by deputation work to another employee to complete. By researching and understanding UPS policy and procedures the company is doing a good job. As long as the UPS continue to satisfy its customers the company will continue to grow and succeed.ReferencesUps.com (2008). Important Hazardous Materials Regulatory Changes. Retrieved April 15, 2009 from http//www.ups.com/content/us/en/about/news/service_updates/regulatory_update.html Ups.com (2 008) IT Professional. Retrieved April 15, 2009 from http//www.ups.com/content/us/en/bussol/itprof/index.html Ups.com (2008). Diversity. Retrieved April 15, 2009 from http///www.ups.com/content/us/en/bussol/ititprof/index.html Pressroom.com (1991-1999). Consistent Innovation. Retrieved April 16, 2009 from http//www.pressroom.ups.com/about/history/consistent_container/0,27530 0.html Robinson.edu. The State of Business Magazine UPS Corporate Globalization. Retrieved April 16, 2009 from http//www.robinson.gsu.edu/magazine/forporate.html

Hamlet vs Lion King Essay

Some may say that Disneys the Lion King is a childrens version of Shakespears critical point. There are many similarities and differences. In the in truth opening scene of the Lion King Mufasa, the king of the pridelands confronts his brother Scar. This is similar to Hamlet, shortly after Hamlet visits his mother and kills Polonius, on that point is a meeting between him and Claudius. Both of the kings visit their sons and give them advice that sets them into action. Mufasa appears to SImba in the stars and tells him to take his place as king. Hamlets mystify appears as a ghost and tells Hamlet to take revenge on his uncle.Another similarity is both families are royal families. The uncles are also very similar. In the Lion King Simba has an evil uncle named Scar. Scar is jealous of his brother because he wants to be king, so Scar kills his brother and becomes king. Hamlet has an uncle named Claudius who becomes king by killing his brother also. Both have close relations ships with people. The Lion King, Simba develops a close relationship with Timone and Pumbaa, along with those two he has the love of his keep Nala. In Hamlet, Hamlets friend is Horatio, one of his good friends from college. Hamlets love interest is Ophelia.Another similarity is that both princes end up leaving. In the Lion King Simba runs away because Scar tells him too, so he can become king. Hamlets Uncle convinces him to go to England. Both of them are move away to be killed, but neither of them do. Both Movies the princes end up fighting their uncles. Simba fights Scar who is killed by the annoying hyenas. Hamlet kills his uncle with a sword that is poisoned. Last, both Simba and Hamlet have to overcome a decision. Simba has to learn not to run away from his fears and step up and take his place in the world. Hamlet had to locate whether or not he should kill his uncle.The differences between the Lion King and Hamlet are that Simba was young when his father died and Hamlet was probably in his mid(prenominal) adulthood. Another is that Simbas mother and Scar never get married after Mufasas death, but Hamlets mother marries Hamlets mother. In the Lion King there was a happy ending when Simba and Nala get married and have a baby, where as in Hamlet there was not such a happy ending because Hamlet and Ophelia never get married because they both die. In Hamlet a lot to a greater extent people die than in the Lion King where Mufasa and Scar die. And of course to finish it off the Lion King has lions, whereas Hamlet has humans.

Interview: Pharmacist

Page R Smith heel Visuals is the youngest and newest PhD pharmacist in our chemists, it is for this reason I choose to interview her. She is amenable for checking medicaments for drug interactions, correct data entry, counseling tolerants, maintaining a correct narcotic inventory, interacting with doctors offices on behalf of patients to obtain new prescriptions or for medication therapy management.Some of her interpersonal Job duties implicate the management of technicians, and delegate work load within the pharmacy environment when needed repayable to increased need in an rear, and most importantly how to remainder an regulate the corporate boldnesss and responsibilities of her positions while maintaining the integrity of the customers health c be necessarily. The facility in we work in is a chain corporate retail pharmacy with front store attached. Our pharmacy currently services a growing friendship and fills approximately three thousand eight hundred prescriptions a we ek.This includes pharmacist counseling patients, compounding medications, and vaccinations. Our technicians other responsibilities include filling prescriptions, maintenance of a script pro machine holding one hundred of our fasting pitiful drugs, billing of insurance companies, insurance over rides for lost prescriptions, mail order over rides, vacation supply over rides. Our pharmacy operates with three pharmacists on a rotating schedule, where two pharmacist work ten hour days in the pharmacy overlapping each other.In the state of Massachusetts a pharmacist female genitalia work with a ratio of two nationally certified and tow non-certified technicians under their evidence or one nationally certified technician and one interne and two state level technicians. Counseling occurs mostly on new prescriptions and over the counter medications. Customers argon concerned nigh when to take medications, how to take the medications for poser with or without food to buffer against stoma ch upset.When counseling is being sought for over the counter medications, the pharmacist must ask what the most prominent symptoms are and what other medications the patient may be on before making a recommendation. According to the interview with Lean the most important attributes for success as a retail pharmacist when giving advice to customers in regards to over the counter medications are the following. If you are questioning yourself in regards to an answer about a medication do not be afraid to let the patient know you need to reference the answer before giving it you cannot remember everything.Also, there may not be a recommendation for every patient based upon symptoms and age. If you feel that there is no appropriate medical specialty that will assist the patient do not feel pressured into providing the patient with an answer simply tell them there is nothing that can economic aid them with their particular issue. Customer base in a retail tantrum are local community members and people visiting needing to fill medications. The pharmacy receives prescriptions through several different methods. We receive prescriptions severely copies brought in directly from providers.We acquire patients from other retails pharmacies in the area and heretofore other sister stores with our chain. The majority of our patients fill maintenance prescriptions either monthly or every ninety days which is a growing trend in pharmacy care. Other types of prescriptions filled include emergency room prescriptions for subtile conditions and hospice prescriptions. Prescriptions in a pharmacy are classified into three different categories for filing purposes. They are class six which are drugs that are class six drugs, non-controlled substances.Controlled Substances which are for drugs classified XIII-C.V.. Finally, narcotics or prescriptions which are medications or drugs classified as Cells. Medications are classified as controlled substances or narcotics based upon the levels for potential abuse or dependence properties. Leanness career in pharmacy began as a technician at the age of 16 in a pharmacy. She obtained her mandatory state license for technicians aft(prenominal) working in the pharmacy for one thousand hours, and maintained his licenser while attending college and working in the pharmacy.She received her bachelors degree from Worcester State University. Then employ and was accepted to the advanced program of Mass College of Pharmacy in Worcester. Where she graduated in from in 2010 and began working as a full time pharmacist with our confederacy. During this entire time she worked either as a technician or intern for our company while attending school the designation was dependent upon her level of school at the time. The educational requirements necessary to become a pharmacist is doctorate in Pharmacy.Upon obtain the educational requirements you must then pass your states respective integrity examination and the National Associati on of Pharmacists Exam to become a licensed Pharmacists. Then every year to maintain your license you must take 15 continuing educational credits. These credits have some specific requirements two of them must be in the field of medical law based and quintette credits must be obtained at a live seminar. These credits must be submitted to the Board of Pharmacy each year before your license expires with the cost of renewal.When posed with question of whether or not pharmacy education prepares oh for being a pharmacist in a retail environment Lean snarl divided over her answer. She felt that the level of schooling prepared new pharmacist adequately to answer medical questions in regards to medications and drug interactions. Where she felt school could not prepare you for in the field was how to deal with the interpersonal aspects of the Job. On the Job training of managing other team members was not a acquisition she learned until being hired as pharmacist as well.The dealing with customers issues in a delicate but professional manner while adhering o corporate policies and maintaining your own personal integrity. When asked how you interact with other co-workers in your environment her response was, sometimes it is difficult to draw the line between friend and supervisor. She finds that due to her being a young pharmacist of twenty four. Having employees that are either your senior in age or in experience with the company time frame wise makes managing them difficult.They dont always feel your decisions are valid and may not agree or respect your choices, thus choosing to ignore them. regardless of your underlings age or rank within the company you must remember do what you feel is correct and encourage your staff to as well even if it involves disciplinary measures. Years and processing it and making your own decisions is still the best way to allow your staff a voice and be a attractive supervisor.When asked to compare pharmacist positions in other orga nizations Lean referred to her husband who works as a pharmacist in a local hospital. The pharmacy setting deals with slightly different setup as they do not have to handle the public however they also must deal with a lit-level hospital full of nurses and doctors which provided similar demands. Their pharmacy also has the added demand of dealing with intravenous drug dispensing and making sure that the units and dilutions are correct. As a pharmacist in a faced paced environment with numerous demands being thrust upon you at any given moment you need to take the time to check aspect of a prescription and reference your answers before you give them if necessary so that medications errors are not made The two most important attributes for success as a pharmacist in health care today are the ability to multicast and patience. When asked this question the example she provided was Mimi may be asked to check 3 waiters, effect 2 flu shots and give consultation too waiting patient all at once.You need to prioritize which to do first concentrate on what you are doing at that particular moment and maintain your composure throughout. This is an exemplary description of how many directions our pharmacists are pulled in on a daily basis. When asked about patience she stated that as a pharmacist you must have patience not only with customers but also with coworkers and the environment in oecumenical hat it is necessary to not become overwhelmed unduly stressed. How do you see the field of retail pharmacist developing in the future?The greatest flip in retail pharmacy this year was the pharmacist immunization program where nearly all staff pharmacist where mandated to become minimizing pharmacists. This was due to the severity of the flu season and the push by corporate entities for flu shots to be administered. Software developments keep adapting to attempt to meet the needs of the customer base, we now have acute prescriptions which moves antibiotics and main medica tions up in time frame knowing patients will be down sooner in need of them.These types of advancements are supposed to help the pharmacy and the pharmacists balance the patients needs the actual health care or medicine and the basic needs of the corporate environment. Finding the point at which the medicine or health care aspect meets the needs of the patients and the corporate needs actually balance without one overwhelming the other or interfering with the needs of the other is the true challenge of retail pharmacists Job. In conclusion pharmacists re everyday heroes performing at their peak every day for ten hours a day checking up to seven hundred prescriptions daily some days.Doing their best to ensure errors are not made for the sake of customer safety. Helping the community on a daily basis with recommendations and ensuring their patients safety from medical over dose and drug interactions that may have been missed by patients physicians or due to the fact patients have mult iple physicians. Generally looking out for the well-being of their clients and ensuring their best interests and being taken into consideration on a daily basis. References

Latin American History

Ernesto Che Guevaras work is entitled Reminiscences of the Cuban Revolutionary War. He elaborates on how Cuba was varietyized and what happened during those days. It was published in Australia in 2006 and runs to 314 pages. Guevara is conscious of his place in history and writes for posterity, to preserve a history of the armed struggle against the tyranny of the dictator Batista.The revolutionary icon Ernesto Guevara relegates that the Cuban Revolution has had a actually important determination in bringing consciousness and liberty to the Latin America region. Because of the Cuban revolution the expanse has pay run into one of the most influential nations in the world. Cuba has achieved its goal of the gradual eradication of illiteracy and unemployment is solved. Social security is also guaranteed and for the young thither is the assurance of education. deviation from all the hindrances and challenges that Cuba had experienced before, the country still manages to stand up a nd fight for their rights and liberties through neighborly revolution.Socialism is said to be improved and will be accredited for the duration of the Cuban Revolution. Even through the darkest days and the blockades that were done to Cuba, the people did not stop their revolution.Guerilla warfare played an important role in the Cuban Revolution according to Guevaras writings. Guevaras guerrillas were able to overcome superior firepower and succeed over superior forces by living off the land and utilizing hit and run tactics. They knew where they would attack next and the government forces did not. They were trusted by the people and in that locationfore were better organized politi augury by sense of hearing to the people.Guerilla warfare was a rebellious movement which was formed to overcome economic, governmental and heathenish adversities. It promotes mixed bags which aim to eradicate corruption in the government, to stop tyranny, repression and sequestrate the power of ar istocratic elites. Guevera relates that in liberated territories the need for health railcare, industry and education is basic and paramount. Before the Cuban revolution there was exploitation and cultural repression which make clear the division and inequality of wealth within the nation. In this environment the rich became richer and the poor became poorer.From my own perspective it seems that people of Cuba became radical most what was happening in their society, and that do rebellion or insurgency a viable option. According to Guevaras writings, violence should only be an option if there is an illegitimacy of the government and the people of that nation believe that there is really injustice and inequality in their society. Local radical tribunals were formed to lead what they call peoples justice, to try to solve public arguments in Cuba. Cuba became the center of international liberalism because of this, but the truth is it was really different.Ernesto Guevara was an influe nce in building a new political and social government in Cuba. He constantly utilized the teachings of Marxist Leninism leadership in his revolution, but he never confirmed this no did he deny it. Che was very willing to negotiate with the communists in Sierra, and he was likewise intolerant of Fidel Castros aggression and distrust of them. But still, Guevaras attitude toward Castro made him realize that revolution must be done in Cuba and he must apply Marxism. An epitome of Marxism shows that classes are the central players in the process of history, to that extent for Guevara these classes are lacking and are replaced by the revolutionaries. Guevara used Marxist themes in his writings, and he used the philosophy of Karl Marx in his own theories of economics.In this vein it is also necessary to say that Guevara embraced not only communism but a particular branch of it, called Stalinism. He applauded the Soviet invasion of Hungary that crushed the workers uprising there in 1956 a nd rejected Khruschevs denunciation of Stalins crimes. Politically he seemed to be a Guevarist. I would say that Guevara played the biggest role in the Cuban revolution in political consolidation and the formulation of economic strategies. Unlike what Castro had believed, being a pragmatist, Guevara used his power in the leadership towards the creation of a powerful and independent state.Guevara did not favor nor did he totally support Fidel Castros pragmatic leadership, and he immersed himself in his writing, deciding the best method to renounce Castro. He read a work entitled Eastern European Handbook On Planning during this period. Guevara found that the key to Cubas survival is industrialisation and economic growth. In his speeches on the economy between 1959 and 1965, his persistent themes were the importance of planning and development. According to Che, there is a need for industrialization and diversification and a need for consequently winning workers over to the idea that they must delay their anticipation of neighboring(a) material enhancement in their lives.In addition, Guevaras analysis of the economy was influenced by Soviet thinking. The state is given authority over the revolutionary army the guiding tenet of economics is the market, and the perception is that of a beleaguered state defending its survival in opposition to the looting marketers. But according to Guevara, he knew the dangers of isolation. He then pursued a version of internationalism that takes into acquire the problems unique to Cuba when it comes to its dependency.Therefore, internationalism is just a part of the problems that Cuba experiences during the revolution. Knowing that Cuba exists in a global milieu and by the stability of internal forces, then what political, social and economical alterations can make it stable, Guevara asks. For Ernesto Guevara, the response is, of course the Cuban Revolution.He does not consider the production and exportation of revolution elsew here. According to him, the only affaire that Cuba can export is their political and economical state.Guevara is a most compelling and convincing revolutionary leader. Aside from his health problems, he disregards the material, and his undying dedication evokes the go about worshipful devotion of others. At this period, he becomes at ease with Fidel Castro.. Being recommended as the Director of the National Bank made him the center of economic policies. so Guevara formed the National Institute of Agrarian Reform which he designed for economic transformation. It can be said that agrarian reform becomes the basis of change and the peasants become the first liberating army.Starting with a more competent agriculture, and the eradication of joblessness, Cuba is now ready to become an industrialized country. Guevara also predicts that in five years, his country will be adequate in the production of textiles. It will be able to develop mines for nickel, iron and manganese production. Fu rther, Cuba will have a bun in the oven its first car plant up and running. Because of Cubas economic organization, its reliance on sugar exportation, its need for spare parts, machinery and industrial plants, and also due to the drain of professionals and technicians, it is possible that Ches projections are very idealistic. Politically speaking, Cuba will not work or function independently for long, and formation of socialism in a hostile capitalist hemisphere was unrealizable and utopian thinking.Che made his predictions and published them in an article during March of 1962 as he introduced the socialist theory. Simplistically, the impossibility of finding spare parts, the lack of technologies and the shortness of immediate resources needed to raise productivity could only be realized by an intensified management of labor.Guevara realizes the absurdity of animosity among the leadership and comes to understand what can be lost in the face of fraternal rivalry, and what is to be gained by a cold realistic approachGuevaras writings are expository and radiosensitive as to how the revolution in Cuba came about. He also explicitly reveals the scenario of the various occurances during in those days. Cuba is obviously a nation built on revolution that has made a major impact on the world. The Cuban Revolution might well be considered the greatest contribution to the world of liberalism and revolution.Many transformations and drastic changes have occurred in Cuba. Ernesto Guevara is certainly an icon of revolution. He sets a standard for true revolution through his life, his analyzations and his writings. His writings on the intricate workings of the Cuban revolution is a great contribution to Latin America history for it is stated in his writings what he believes and how he has transformed and liberated Cuba. I enjoyed edition the book. I find it to be full of facts and insights that Guevara conceptualizes.ReferencesGuevara, E. Reminiscences of the Cuban Revolu tionary War (AuthorizedEdition) Melbourne Ocean Press, 2006.

Performance Appraisal System

A pack ON movement estimate c bewilder by with(p) FOR BAJAJ FINSERV extra PROJECT REPORT Submitted in the un perfect(a) ful englutment for the award of MASTER OF BUSINESS politics Submitted By SOFIYA TARRANNUM (Roll No- 2128-11-672-018) Under the guidance of ASHARA ANJUM HYDERABAD PRESIDENCY P. G. COLLEGE (Affiliated to Osmania University Hyderabad, and approved by AICTE. DECLARATION I here by decl ar that the project perish entitled A STUDY ON implementation judgement SYSTEM, submitted by me nether the supervision of, ASHARA ANJUM, Department of MBA, HYDERABAD PRESIDENCY P.G COLLEGE. HYDERABAD submitted for the requirement for the award of the Master of cargon governing body of OSMANIA UNIVERSITY and it is entirely original and has non been submitted earlier by any one for any Degree or Diploma. PLACE HYDERABAD DATE (SOFIYA TARRANNUM) ROLL NO 2128-11-672-018 CERTIFICATE This is certify that the project work entitled A STUDY ON execution APPRAISAL SYSTEM is bonafide work done and submitted by SOFIYA TARRANNUM, in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION in HYDERABAD PRESIDENCY P.G COLLEGE (Affiliated to Osmania University, Hyderabad and approved by AICTE, during the year 2012-2013. ASHARA ANJUM ARSHAD UR REHMAN Project Guid Head of Department Hyderabad Presidency P. G College Hyderabad Presidency P. G College Hyderabad-500089. Hyderabad -500089. ACKNOWLEDGEMENT origin of whole(prenominal), I think al powerfulnessy god who has blessed me alone through my life. I wish to shew my sincere indebtedness to our principal, prof.ARSHAD UR RAHMAN. HYDERABAD PRESIDENCY COLLEGE. My profound thanks and deep sense of gratitude of , Head of the Department, HPC for his valuable contri furthere and encouragement . I express my sincere thanks to my guide, ASHARA ANJUM, associate professor for their valuable guidance and suggestions and world prickal in having shape to my project work. I woul d like to thank entire faculty members in Hyderabad Presidency p. g college. for their support and inspiration for successful completion of the project they were the well-nigh caring and the vanquish critics during the course of y project and enabled me to be creative and multi-dimensional in my approach. I allow remain eer debited to them. Last but not the least, I wish to ac tell apartledge with gratitude for the support and encouragement extended by my family members for the successful completion of the project. (SOFIYA TARRANNUM) EXECUTIVE SYNOPSIS HYDERABAD PRESIDENCY P. G COLLEGE A STUDY ON PERFORMANCE APPRAISAL DONE FOR BAJAJ FINSERV LIMITED. NAME SOFIYA TARRANNUM UNDER THE GUIDENCE OF ROLL NO -2128-11-672-018 ASHARA ANJUM board OF CONTENTTOPICSPAGE NO. CHAPTER-1 unveiling 9-16 inquiry METHODOLOGY17-19 CHAPTER-2 LITERATURE REVIEW14-25 CHAPTER-3 THE COMPANY/ ORGANIZATION/ SYSTEM26-43 CHAPTER-4 in radiation diagramation ANALYSIS44-68 CHAPTER-5 FINDINGS,SUGGESTION & CON CLUSION 69-74 BIBLIO interpretY76 QUESTIONARE 77 LIST OF TABLES AND graph Sl No. FiguresPage No 1. Project Goals argon different from functional Goal45 2. Position on the basis of work46 3. Scope of using the innovating skills in reservation Decesion47 4. Percentage of Target matching with Goal48 5. Discuss face-to-face problem with shining49 6.Superior ease up to fancy their goal50 7. Methods of estimation51 8. social team Relationship 52 9. Employee appreciation53 10. Feed bet on apt(p) by valuator54 11. Employee imprint rough frequency of estimate outline55 12. legal opinion on mental process linked action policy56 13. cultivation pick ups57 14. Employee opinion on estimation system58 15. judgement System59 16. military order system60 17. Planning61 18. Value of employee in the organization62 19. Improvement in Job per attainance63 20. Self assessment64 21. Effectiveness of report65 22. Employee Satisfiction66LIST OF CHARTS Sl No. FiguresPage No 1. ed ge Flow Chart of approximation24 2. Service at Bajaj Finserv restrain25 3. effect Rating against individualistic item 27 4. heavy particularise detail of portfolio32 5. Organization Structure of Bajaj Finserv35 6. estimate by first base Assessor37 7. Appraisal by minute of arc Assessor38 CHAPTER-1 INTRODUCTION RESEARCH METODOLOGY RESEARCH METHODOLOGY Research design descriptive in nature Research instrument A headspring structured questionnaire Population size 275 savour size 100Sampling unit Technical Sample procedure convenience sampling Sources of entropy elemental & Secondary entropy Primary data Primary data is collected from the respondents through Questionnaire & interacting with the associates. Secondary data Secondary data is collected from the various text edition books On public vexation appraisal, utmost society reports, alliance Broachers and company websites. ww. bajajfinserv. com Statistical tool heavy ordinary stylus and simple divis ion rule. This chapter deals with the Title of the adopt, the Need of the take apart i. e. for what purpose the study is actually carried out, the Scope of the study, the Objectives of the study, the unlike sources of data collection, the Study instruments used for conducting survey like Questionnaire, Interview etc, the way the data is analyzed, the Presentation of the study and finally the limitation involved in the study.TITLE OF THE STUDY The Title of the study is STUDY ON PERFORMANCE APPRAISAL SYSTEM At BAJAJ FINSERV LIMITED , Hyderabad, and Andhra Pradesh. NEED FOR THE STUDY ? capital punishment appraisal has been considered as a intimately signifi johnt and dispensable tool for an organization. It is highly useful in making decisions regarding various individualisedised aspects. Performance appraisal developing criteria for packaging and c atomic numerate 18er development. ?It provide a synthetic feed back to the employees regarding there implementation with in a li mited period of time.It pr howevert grievances and increases the analytical abilities of the supervisors The overall accusatives of slaying appraisal is to improve the susceptibility of an enterprise by attempting to mobilize the best possible effort from individuals active SCOPE OF THE STUDY The scope of the study has been confined to the associates of Bajaj Finserv limited. It entangles associates of various departments with different cadres unit top- train executives atomic design 18 excluded from the study. accusativeS OF THE STUDY ?To study the existing performance appraisal system at B F L. ?To evaluate the forcefulness of appraisal system. To completeer suggestion for improvement in performance appraisal system. RESEARCH DESIGN Descriptive study A research design is the arrangement of conditions for collection and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure. RESEARCH INSTRUMENT making researches wargo n a choice of two main research instruments in collecting primary data. They argon questionnaire and mechanical devices. Hear the research instrument used in a structure questionnaire, which is carefully and well designed. It includes both easy and close ended questions.The questionnaire is ainly administered to the respondents and clarify the doubts if any , and the responses were solicited. SAMPLING DESIGN universe of discourse In statistical uses the term population is any finite or infinite collection of individuals. The populations of this study are associates of the skilful department of the company. Population size Population size constitutes 275 associates Sample size A sample size is 100 Sample unit A sample unit is service department. SOURCES OF DATA COLLECTION Data for the present study is collected through two sources i. e. through primary data and secondary data.Primary Data The primary data is collected through Questionnaires and interacting with the associates. Se condary Data For the study on performance Appraisal System the secondary Sources used are various Textbooks on Performance Appraisal, company reports, company policies, brochures and various websites. STUDY INSTRUMENTS The questionnaire is framed to find out the soundness of Performance Appraisal of Bajaj Finserv Limited. It contains 24 questions. It is selectd into four sections. Setting Of Goals Role Of Superior Feedback and paygrade Organizational EffectivenessANALYSIS OF DATA The collected data is tabulated and wherefore analyzed by simple percentage, weighted average and represented by different types of represents and charts. The analysis of data is on the basis of the questionnaire collected from the associates. CHAPTER-2 LITERATURE REVIEW CONCEPTUAL FRAMEWORK DEFINITION OF PERFORMANCE APPRAISAL To pay off the concept of performance appraisal the management gurus uphold taken certain common parameters and on the basis of that they submit defined the term. The terminol ogy of the explanations whitethorn differ but the overall stiffing of the definition remains same(p). most of the leading definitions are given below ?Performance appraisal is a systematic analyze of a persons work and achievements over a recent period, usually leading to plans for the future. ?In, its most basic form, performance appraisal includes documenting achieve firmness of purposes (Hopefully, by overly including use of examples to clarify documentation) and indicating if standards were met or not. ?The appraisal usually includes near form of development plan to address insufficient performance. ?The evaluation of an individuals work performance in order to arrive at objective personnel decisions.PURPOSE OF traditional PERFORMANCE APPRAISALS Performance appraisal for evaluation using a traditional approach has served the following purposes ?Promotion, separation, and transfer decisions. ?Feedback to the employee regarding how to organization viewed the employees perfo rmance. ?Evaluation of relative contributions do by individuals and departments in achieving high organization goals. ?Criteria for evaluating the effectiveness of natural selection and placement decisions, including the relevance of the information used in the decisions within the organization. fix decisions, including merit increases onward motions and other rewards. ?Ascertaining and diagnosing, reproduction and development decisions. ?Criteria for evaluating the success of cultivation and development decisions. INSIGHT INTO APPRAISAL THEORY Organizations in their day-to-day activities operative handle loads of activities. The employees working in the organizations carry on these activities. Organization activities done by the employees are termed as performance the buzzword that is all time in the heads of the management. The success of the organization depends upon the performance of its employees in the beginning organizations did not have any kind of particular pro mi litary capability methodology to handle the issues relating to measuring of performance because they did not had an understanding that the performance of the employees plays an significant role in the overall functioning and meeting goals and objectives of the organizations. Performance is careful basically on the basis of the goals by an individual, which contribute to the overall organizational goals. The main focus is on meeting the overall goals and objectives of the organization in the specific time span.In doing so the organization moldiness also see that the individual egotism-development and personal goals are also fulfilled. When the individual is able to synchronize his personal goals with that of the organizational goals then the working of the system ordain be apt. PREFACE OF THE APPRAISAL SYSTEMS The appraisal is both ineluctable and universal. In the absence of carefully structured system of appraisal, tribe tend to judge the work performance of others ,includin g overcomes, naturally, informally and arbitrarily.Without a structured appraisal system there is a little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. The history of performance appraisal is quite brief. Its roots in the advance(prenominal) 20th century can be traced to Taylors pioneering time and motion studies. But this is not in truth facilitateful, for the same may be said about almost e verything in the field of modern human being resource management. The practice of appraisal is an ancient art. In the scale of things historical , it might well lay claim that appraisal is the world second oldest profession.Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to solve whether or not the salary or wage of an individual employee Was justified. Little consideration, if any, was given to the developmental possibilities of appraisal. It was snarl that a cut in a pay, or a rise, s hould provide the entirely required trend for an employee to either improve or continue to perform well. Pay rates were important, yes but they were not only the element that had an impact on employee performance.It was found that other issues, much(prenominal) as morale and self-esteem, could also have a major influence. APPRAISALS IN TODAYS CORPORATE WORLD The modern system of performance appraisal is defined as a structured formal interaction amongst a helper and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), 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 improvements and skill development.In many organizations but not all appraisal settlements 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 ma jority of available merit pay increases, bonuses and promotions. By the same token, appraisal results are used to identify the poorer performers who may require most form of counseling, or in some cases demotion, dismissal or decreases in pay. (Organizations need to be aware of laws in their rustic that might restrict their capacity to dismiss employees or decrease pay. FLAW EXIST IN TRADITIONAL PERFORMANCE APPRAISAL SYSTEM oWork scheduling plans oBudgeting oHuman imagination planning MOSTLY USED METHODS OF PERFORMANCE APPRAISAL RATING SCALES The pass judgment scale method offers a high degree of structure for appraisals. Each employee mark or characteristics is rated on the bipolar scale that usually has several points ranging from poor to excellent . The traits assessed on these scales include ? Cooperation ?Communication ability ?Initiative ?Punctuality ?Technical competenceThe nature and scope of the traits selected for inclusion is limited only by the imagination of the sca les designer or by the organizations need. behavioral ANCHORED RATING SCALES The term used to describe a performance rating that think on specific behaviors or sets as indicators of effective or ineffective performance, rather than on broadly stated adjectives such as average, above average, or below average . graphical recordIC RATING SCALES The term used to define the oldest and the most widely used performance appraisal method.The evaluator are given a graph and asked to rate the employees on each of the characteristics. The number of characteristics varies from one to hundred. The rating can be a hyaloplasm of boxes for the evaluator to check off or a bar graph where the evaluator checked off a location relative to evaluators rating. CHECKLIST The term used to define a set of adjectives or descriptive affirmations. If the rater believed the employee possessed a trait listed, the rater checked the item if not, the rater left the item blank. The rating degree from the checkl ist equaled the number of checks.WEIGHTED CHECKLIST The term is used to describe an alternative method of performance appraisal where the supervisor or personal specialists familiar with the mull being evaluated prepare a large list of descriptive statements about effective and ineffective behavior of cheats. RANKING METHOD The term ranking has been used to describe an alternative method of performance appraisal where the supervisor has been asked to order his or her employees in terms of performance from highest to lowest. CRITICAL incident METHODThe term is used to define a method of appraisal that made lists of statements very effective and very ineffective behavior for employees. The lists have been combined into categories, which vary with the job. Once these categories are developed and a statement of effective and ineffective behavior has been provided, the evaluator recorded examples of precise behaviors, and the log has been used to evaluate the employees at the end of evaluation period. NARRATIVE OR ESSAY EVALUATION This method requires the evaluator to write a short essay describing each employees performance during the raring period.This format emphasizes evaluation of overall performance, establish on the strengths and weaknesses of an employee performance. Some companies still use this method exclusively, whereas in others, the method has been combined with the graphic rating scale. MANAGEMENT BY OBJECTIVES The management by objectives performance appraisal method has the supervisor and the employee get unitedly to set objectives in quantifiable terms. The appraisal method has worked to eliminate communication problems by the establishments of regular meetings, accenting results, and by being an ongoing process. Cascading of organizational objectives oSetting up of subordinate objectives oReviewing and evaluating the performance oFeedback and rewards oSetting up of new MBO. 360 full point PERFORMANCE APPRAISAL Performance Appraisal by all t he parties like supervisors, peers, subordinates, employees themselves, users of service and consultants is called 360 degree Performance Appraisal. The authenticator should be capable of determining what is more important and what is less important. He should prepare reports and nominate judgments without any bias. self APPRAISALIf individuals understand the objectives they are pass judgment to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to review their own performance. Also, since employee development performer self-development employee who appraises his or her own performance may become highly motivated. MERITS OF AN APPRAISAL SYSTEM Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a grand chance for a supervisor and subordinate to have time out for a one-on-one preaching of important work issues that might not otherwise be addressed.Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive. Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct the existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced. The value of this intense and purposeful interaction between a supervisor and subordinate should not be underestimated. Motivation and SatisfactionPerformance appraisal can have a profound effect on levels of employee pauperism and satisfaction. It provides employees with recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all. Training and outgrowth Performance Appraisal offers an excellent opportunity perhaps the best that will ever occur for a supervisor and subordinate to recognize a nd apply upon individual upbringing and development needs. Recruitment and inductionAppraisal data can be used to monitor the success of the organizations recruitment and induction practices. For example, how well are the employees performing who were hired in the past two years? Appraisal data can also be used to monitor the effectiveness of changes in recruitment strategies. By following the yearly data link up to new hires it is possible to assess whether the general prize of work force is improving, staying steady, or declining. Employee Evaluation Though often understated or even denied, evaluation is a legitimate and major objective of performance appraisal.But the need to evaluate is also an ongoing source of tension, since evaluative and developmental priorities appear to often clash. Yet at its most basic level, performance appraisal is the process of examining and evaluating the performance of an individual. It is been said by some that appraisal cannot serve the need s of evaluation and development at the same time it must(prenominal) one or other. EXPECTATIONS FROM MANAGER IN DOING PERFORMANCE APPRAISAL Translate organizational goals into individual job objectives Communicate management expectations regarding employee performance. Provide feedback to the employee about the job performance in light of managements objectives. Coach the employee on how to achieve job objectives/requirements. Diagnose the employees strengths and weaknesses. Determine what kind of development activities might help the employee better utilize his or her skills to improve performance on the current job. CRITERIA OF A in(predicate) PERFORMANCE OBJECTIVE Specific What specifically is to be achieved? Not just what actions are to be performed, but what results are to be achieved through these actions? Keeping objectives simple ensures they are clear and specific.This also reduces the chance for disputes or confusion come performance appraisal time. Measurable How will y ou know how well an objective has been achieved? Although it may not be readily apparent, every object can be measured. Some measures can be measured quantitatively others must be measured qualitatively. Accountable Accountability for performance objectives must be crystal clear and specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion cum performance appraisal time.Defining accountability will ensure a sense of urgency and purpose on the part of the employee. virtual(prenominal) For an objective to be meaningful, it must be veridicalistic and reasonable. A well-written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the companys overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable. Time base An achievable time frame must be set for reaching the objectives.Consider designation specific brand dates not only for the performance objective itself, but also each lesser milestone linking the entire goal. Remember to be specific towards achieving results and guide action in a results oriented ways towards the objective. PROCESS FLOW CHART OF APPRAISAL GENERAL INSTRUCTIONS The performance rating against individual item in the appraisal is to be done on a 1-5 point scale as follows RATINGEXPLANATION 5OUTSTANDING- Exceeds requirements significantly and consistently in all critical work aspects. Showed tremendous initiative and is very proactive . 5EXCELLENT- Performance at the highest standards. possesses and effectively utilized where needed, the knowledge in areas beyond those required for the discharge of critical responsibilities. Exceed requirements in most critical areas. Plans and executes well 4VERY GOOD- Demonstrates effective ski lls in most and essential responsibilities. Some skill areas still need improvement in order to excel at the job. 3. 5GOOD- Demonstrates skills in some essential areas. There is scope for improvement in some critical responsibility areas. Shows initiative. ABOVE AVERAGE- Demonstrates skills in some of the essential responsibilities. Performance is adequate for the current review period. Supervision is required to execute tasks in many areas. 2AVERAGE- Demonstrates average skills in most of the essential responsibilities. Meets targets with continuous supervision. Intensive training is required, 1 at a lower place AVERAGE- Demonstrates Level of skills that has been unsatisfactory and inadequate for the discharge of the essential responsibilities. Consistently fall short of requirements. High level of supervision is required.Assessments duly completed in all esteem, are to be forwarded to HR, in sealed envelopes. CHAPTER-3 The Company/ Organization/ System COMPANY PROFILE AN INTRODU CTION TO BAJAJ FINSERV LIMITED INTRODUCTION INTRODUCTION Bajaj FinServ will make to be one of the top monetary serve businesses in India focused on delivering superior client experience through competitive products and class leading services while providing consistent and superior returns to our shareholders and maintaining the high levels of integrity of Bajaj. Company profileBajaj Finserv Limited (Bajaj Finserv) is a holding company. Bajaj Finserv is the monetary services arm of the Bajaj group. Its financial services businesses include lending, protection, and financial advisory and richesiness management. The Company operates in four segments Insurance, driftmill, Retail financial support and Investments & others. It does lending business Under Bajaj pay Limited (BFL). Its protection business consists of life policy, under the Bajaj allianz breeding Insurance Company (BALIC), and general indemnification, under the Bajaj Allianz General Insurance Company (BAGIC).The C ompanys monetary Advisory and Wealth Management business consists of Bajaj Financial Solutions Limited (Bajaj Finsol), which offers financial products and advises clients on financial and wealth management. In addition, as of March 31, 2012, Bajaj Finserv had wind-farm assets, incorporating 138 windmills in Maharashtra with an installed capacity of 65. 2 megawatt. Bajaj Finserv endeavors to become a full nurture financial services company and be the financial partner to the Indian consumer and help him crosswise his financial needs throughout his lifecycle.Bajaj Finserv is a consumer focused company with emphasis on profitable growth and working(a) efficiency to deliver best results to all its stakeholders. Bajaj Finserv Group companies share common values of Reliability, Innovation and strength and provide customers with high quality products and services. Key focus areas for Bajaj Finserv are Lending, Investment, Protection and Advisory. Bajaj Finserv also has interests in Win d farms with 138 windmills and a total installed capacity of 65. 2 MW BAJAJ FINSERV LIMITED VISIONBajaj Finserv has a vision to become a full fledged financial services company and be the financial partner to the Indian consumer and help him across his financial needs, whether for finance, for investment management, for protection or for post retirement support, throughout his lifecycle. Bajaj Finserv is a consumer focused company with emphasis on profitable growth and operational efficiency to deliver best results to all its stakeholders. MISSION Bajaj Finserv is a consumer focused company with emphasis on profitable growth and operational efficiency to deliver best results to all its stakeholders. COREVALUES ?Trust ?Integrity ? perpetration ?Respect for plenty ?Innovation OBJECTIVE To create value and delight for our stake holders QUALITY POLICY To excel in providing Financial services that meets or Exceeds customer requirements through continual improvements NATURE OF ACTIVITY ? Our Products & Services ?Loans Against Property ? ad hominem Loans ? dividing line Loans ? Home Loans ? Infrastructure Equipment Finance ? Loans Against Securities ? Consumer Durable Loans As a value-added service we also provide insurance services like Group Term Policy and Group Term Suraksha bundled with our products.VARIOUS DEPARTMENTS ?Operations ?Human resources ?Finance ?Networking and systems ? timbre ?Corporate services ?Collection ?Sales ?Product ?Marketing PEOPLE considered as Associates BAJAJ FINSERV believes our people are our strength, & this is the very reason why Bajaj term them as Associates rather than employees. The work culture is people oriented, where individual aspirations are matched with organizational Objectives. Our associates exemplify our customer-oriented work style.The employees at BFL are comfortable working across cultures and across contexts their consistency and dependability lies in their emphasis on creating solutions that are problem-focused, high on quality and quick in terms of time-to-market. Bajaj Group. Its insurance joint ventures with Allianz SE, Germany namely Bajaj Allianz Life Insurance Company Limited and Bajaj Allianz General Insurance Company Limited are engaged in life and general insurance business respectively. Its subsidiary Bajaj Finance Limited is a Non Banking Finance Company engaged in consumer finance, SME finance and commercial lending.Bajaj Financial Solutions Limited, a wholly owned subsidiary of Bajaj Finserv Limited is engaged in wealth advisory business. SERVICES AT BAJAJ FINSERV LIMITED Bajaj Finance Limited We are the most diversifed non-bank in the country, the largest moneyman of consumer durables in India and one of the most profitable firms in the category. Hereunder are summary expand of our portfolio of businesses, with a brief description on each. Consumer FinanceConsumer Durables Finance Lifestyle Finance EMI Card Personal Loans Cross Sell Co-branded Credit Cards Two and three whee ler FinanceSalaried Personal Loans SME FinanceMortgage Business Loans commercialised LendingConstruction Equipment Finance Infrastructure Finance Vendor Financing Awards and Accomplishments The recognition that matters the most to us is the one we receive from our customers. That was how it was when we started. That will be even when we have a treasure trove of Industry Recognition and awards Awards Recently, we win the CIO 100 Innovation award for two of our innovations countries such as Canada, Sweden, Australia, Singapore, Vietnam, Hungary and India, the CIO 100 Awards is a truly spheric recognition.It is an acknowledged mark of excellence in enterprise IT. Management Profile Sanjiv Bajaj Managing Director Kevin DSa chief financial officer and President Business development Ranjit Gupta President (Insurance) S. Sreenivasan President (Finance) V. Rajagopalan President (Legal) Sonal R Tiwari Company Secretary collide with SHORE POLICIES PERSONAL BENEFITS ?Leave ?Onsite retur n leave policy ?Personal leave policy ?Loans for fellowship rental deposit ?Home pc ?Telephone at residence ?Facilities to the associates TRAVEL RELATED ? worldwide travel ?Domestic travel ?Conveyance reimbursement ?Car hire Relocation policy ?Relocation border WORK PLACE BASIS ?Working hour ?Dress code ?Identity card ?Business card ?Late/holiday working ?Work ethics ?Shift allowance OTHER POLICIES ?Reward and recognition ?Staff welfare allowance ?Associate referral ?Work ethics ?Higher education BAJAJ FINSERV LIMITED OFFERINGS Organisation Structure Performance Appraisal System at Bajaj Finserv Ltd PERFORMANCE MANAGEMENT APPRAISAL cognitive process PERFORMANCE APPRAISAL FOR ASSOCIATES OF HOD level PURPOSE To appraise the performance of all the associates at HOD level in BAJAJ FINSERV LIMITED PROCEDURE General yearly appraisal is done during the month of April, every year for all the confirmed associates who are on the rolls as on 31st December of the previous year. Distribution of Appraisal pisss for annual appraisal, the HR will distribute the appraisal forms to the CEO for further distribution to the concerned valuators. Self- reinforcement At the start of the appraisal process, every assessee will fill a self-documentation form and give it to the concerned Appraiser. Appraisal by Assessor The Assessor will perform the sagaciousness upon receiving the self Appraisal Form from the assessee.The forms to be used for appraisal is as given in the table below Sl. NoTitle of the formUsed for Appraisal of 1Self Documentation formAll Associates at HOD Level 2Performance Appraisal Form(HOD)All Associates at HOD level Acceptance of Appraisal The Assessor will discuss the assessment results with the assessee. If the assessee barracks to the assessment, then the assessee and the concerned assessor will sign on the Performance Appraisal Form and the first assessor (CEO) will also give his final authorization.The appraisal form, complete in all respects is received from the CEO. follow out of Appraisal The HOD (HR) will issue the revised salary/ promotion letters to the assesse found on the performance Appraisal form and discussions with the concerned first assessor. HR informs the revised salary/ promotion details of an assessee to finance for processing the same by updating the Associate database. Appraisal Records the HOD (HR) will maintain the performance appraisal records in the personal file of each associate. PERFORMANCE APPRAISAL FOR ASSOCIATES BELOW HOD LEVELPURPOSE To appraise the performance of all the associates below HOD level in BAJAJ FINSERV LIMITED. PROCEDURE General Annual appraisal is done during the month of April, every year for all the confirmed associates who are on the rolls as on 31st December of the previous year. Distribution of Appraisal Forms For annual appraisal, the HR will distribute the appraisal forms to the HOD for further distribution to the concerned appraisers. Self-Documentation At the start of the appr aisal process, every assessee will fill a self-documentation form and give it to the concerned Appraiser. Appraisal by Assessor the Appraiser first assessor) will perform the assessment upon receiving the self Appraisal Form from the assessee and forward the performance appraisal form to the ref (second assessor). The forms to be used for appraisal is as given in the table below Sl noTitle of the formUsed for appraisal of 1Self Documentation form technicalAll technical Associates below HOD Level 2Self Documentation form Non technicalAll non- technical Associates below HOD Level 3Performance Appraisal Form (PL/PM)All associates at designer and above level but below HOD Performance Appraisal Form (Team members)All Associates at Team member (Manager/asst manager) level 5Performance Appraisal Form (Non Technical)All Associates below HOD Level in non- technical Dept The level of the associate to be appraised in areas other than technical is as per the policy Guidelines . Appraisal by second Assessor The proofreader (second Assessor) will review the assessment upon receiving the performance appraisal form from the appraiser (first assessor). During annual appraisal, the first/ second assessor will give the performance rating based on joint assessment. Acceptance of Appraisal The appraiser (first assessor) will discuss the assessment results with the assessee. If the assessee add togethers to the assessment, then the assessee and the concerned appraiser (first assessor) will sign on the performance appraisal form and the form will be forwarded to the second assessor/ HOD for final authorization. In case of contradict, the appraisal form will be referred to the concerned reviewer (second assessor). The second assessor will be responsible for further action on the same.For all cases of contravene and where no second assessor exists, concerned HODs will act as the second assessor. The appraisal form, complete in all respects is received by HR form the respective head of the department. Follow-up of Appraisal The HOD (HR) will issue the revised salary/ promotion letters through reporting managers to the assesses based on the performance Appraisal form and discussions with the concerned head of the department. HR informs the revised salary/ promotion a detail of an assessee to finance for processing the same by updating the Associate database. Appraisal Records the HOD (HR) will maintain the performance appraisal records in the personal file of each associate. APPRAISAL FORMAT SELF DOCUMENT FORM The self-document form mainly includes all those contents, which are needed for the evaluation of performance appraisal. The employees through the online facility fill this document form. This includes the general information like the associate id, name, designation, department, role/level, qualification, and date of joining, location, and applicable experience. This form also includes the assessee remarks that have evaluated the form. The various a reas like the employees achievement, area where the employee have not performed up to the expectation, assessees strengths, areas of improvement are also included. These areas are evaluated both by the Assessee, Assessor 1 and Assessor 2. The training programs be and which the employee would like to attend is also included. The career aspiration of the employee is also a part of the self-document form . GENERAL INSTRUCTIONS FORTECHNICAL ASSOCIATES The Self-documentation form should be complete in all respects. 1. What do you see as your major achievements for the period under review? . What Factor(s) enabled you in your achievement? 3. Constraints, which affected your overall performance. List your own efforts to exploit the opportunities and overcome the difficulties? ( take on your strategies and tactics) 4. Your initiatives and contributions to the organization during the review period e. g. Cost savings, revenues, profits, technology enhancements, process improvements etc 5. Pr oject related data for the periodic review, which includes name of the project, role played by you in each of the project and number of hours put in. 6.What have you gained from the training programmes you have attended and where you have applied the learning? 7. Your key result areas for next review period. One of the key result areas should be for self-development. GENERAL INSURANCE FOR NON TECHNICAL ASSOCIATES The Self-documentation form should be complete in all respects. I. What do you see as your major achievements for the period under review? II. What Factor(s) enabled you in your achievement? III. Constraints, which affected your overall performance. List your own efforts to exploit the opportunities and overcome the difficulties? Include your strategies and tactics) IV. Your initiatives and contributions to the organization during the review period e. g. Cost savings, revenues, profits, technology enhancements, process improvements etc V. What have you gained from the train ing programmes you have attended and where you have applied the learning? VI. Your key result areas for next review period. One of the key result areas should be for self-development. CRITERIA OF APRRAISAL RELATED AREAS Task related areas Achievement of results Output of work Quality of work Quality system Conceptual skills Total perspective Integrated skillsProactive skills Analytical and Planning skills Human skills Leadership major power to inspire and motivate Interpersonal family Tact and cooperation Training and development of subordinates Communication Resolution of conflict Functional skills Job knowledge Planning and organizing Decision-making Personality attributes Openness Empathy and sensitivity Integrity (intellectual and moral) Flexibility/Adaptability/ unequivocal outlook Perseverance Creativity/Innovativeness Capacity to withstand stress Discipline Dependability Loyalty and Commitment Self-confidence Appearance and Bearing. CHAPTER-4DATA ANALYSIS & INFERENCES Secti on -I Regarding Setting Goals 1. Project goals are different from functional goals a) potently nurse b) go over c) powerfully take issue d) protest TABLE 2. 1 OptionsNo of respondentsWeightsTotal build powerfully accept9218 halt61161 powerfully disagree7-2-14 Disagree23-1-23 GRAPH 2. 1 demonstrationbulk of the respondents opined that project goals and functional goals are one and the same with a mean of 0. 42. 2. If I can perform consistently it will see me in higher position sort of than later a) powerfully agree b) agree c) strongly disagree d) disagree TABLE 2. OptionsNo of respondentsweightsTotal wee-wee powerfully agree22+244 Agree54+154 strongly disagree12-2-24 Disagree12-1-12 GRAPH 2. 2 conclusion volume of the respondents are agreeing that they can expect themselves in higher position if they perform consistently with a weighted average of 0. 62. 3. My job presents scope for using my innovating skills in making my Decisions a) potently agree b) agree c) str ongly disagree d) disagree TABLE 2. 3 OptionsNo of respondentsweightsTotal score powerfully agree22+244 Agree13+113 strongly disagree11-2-22 Disagree51-1-51 GRAPH 2. 3Inference bulk of the respondents opined their job does not showing present scope for using their innovating skills in making decisions with a mean of 0. 16. 4. Percent of target matching with goals in 2008 09 a) 80%-100% b) 60%-80% c) 40%-60% d) 20%-40% TABLE 2. 4 OpinionNo of respondentsValue in percentage 80%-100%3333% 60%-80%2929% 40%-60%3131% 20%-40%77% GRAPH 2. 4 Inference 33% of respondents 80%-100%, 31% of respondents 40%-60%, 29% of respondents 60%-80% and 7% of respondents 20%-40%. The analysis shows that only few employees can meet their target on time.Section B About the role of superior 5. I dont pause to discuss any of my personal problems with my Superior a) strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 5 OptionsNo of respondentsweightsTotal score potently agree14+228 Agree61+161 powerfully disagree5-2-10 Disagree20-1-20 GRAPH 2. 5 Inference Majority of the respondents agree that they do not hesitate to discuss their personal problems with their superior with a weighted score of 0. 6. 6. My superior acknowledging and contributing to set the goals a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. Options No of respondentsweightsTotal score Strongly agree9+218 Agree 77+177 Strongly disagree5-2-10 Disagree 9-1-9 GRAPH 2. 6 Inference Majority of the respondents agree that their superiors acknowledge and contribute to set their goals with a weighted average of 0. 76. 7. My immediate superior frequently motivates me a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 7 Options No of respondentsweightsTotal score Strongly agree15+230 Agree 67+167 Strongly disagree6-2-12 Disagree 12-1-12 GRAPH 2. 7 Inference near of the respondents agree that their immediate superior frequently otivates them with a mean of 0. 73. 8. I want my a ppraisal to be a) Confidential b) open TABLE 2. 8 OpinionNo of respondentsValue in percentage Confidential6666% Open3434% Total100100 GRAPH 2. 8 Inference 66% of employees desire that their Performance Appraisal must be confidential and remaining 34% accept it to be open. 9. My interpersonal team relationship with peer, superiors and subordinates a) genuinely good b) good c) adequate d) inadequate TABLE 2. 9 OptionsNo of respondentsweightsTotal score Strongly agree29+258 Agree59+159 Strongly disagree12-2-24 Disagree0-10 GRAPH 2. 9 InferenceMajority of the respondents have a positive opinion towards the interpersonal team relationship with peer, superiors and sub- ordinates is good with a mean of 0. 93 . 10. I olfactory property proud and motivated when my superior appreciates my work a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 10 OptionsNo of respondentsweightsTotal score Strongly agree35+242 Agree57+162 Strongly disagree4-2-18 Disagree4-1-8 GRAPH 2. 10 In ference Majority of the respondents observe proud and get motivated when their superior appreciates their work with weighted average of 1. 15. Section c feedback and evaluation 1. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely TABLE 2. 11 OpinionNo of respondentsValue in percentage Always6464% Some times3030% Rarely66% GRAPH 2. 11 Inference 64% of the respondents always, 30% of the respondents sometimes, 6% of the respondents rarely. Majority of the respondents are open to their feedback always. 12. Employee opinion about frequency of appraisal system a) Annually b) half-yearly c) quarterly TABLE 2. 12 OpinionNo of respondentsValue in percentage Annually2828% Half-yearly5858% Quarterly1414% GRAPH 2. 12 Inference 8% of the respondents half-yearly. 28% of the respondents annually, 14% of the respondents quarterly. The analyst gives a clear picture that most of the associates like to get appraisal half-yearly. 13. Opinion on performance linked promoti onal policy a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 13 OptionsNo of respondentsweightsTotal score Strongly agree21+242 Agree62+162 Strongly disagree9-2-18 Disagree8-1-8 GRAPH 2. 13 Inference Majority of the respondents agree that the promotions are based on the rating derived from performance appraisal with weighted average of 0. 8. 14. The HRD department follows up the training needs set using appraisal seriously a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 14 OptionsNo of respondentsweightsTotal score Strongly agree7+214 Agree21+121 Strongly disagree18-2-36 Disagree54-1 -54 GRAPH 2. 14 Inference Majority of the respondents are moderately agreed that the HRD dept follows the training needs identify the appraisal with a mean of 0. 55. 15. fit to my opinion the following system is useful for our organization a) Team appraisal b) 360 degree appraisal c) self appraisal TABLE 2. 15OpinionNo of respondentsValue in percentage Team app raisal2929% 360 degree appraisal3636% Self appraisal3535% GRAPH 2. 15 Inference 36% of respondents 360 degree appraisal, 35 % of the respondents self appraisal , 29% of the respondents team appraisal, majority of the respondents opined that the 360 degree appraisal is suitable for their organization. 16. Team work is considered as a factor in appraising employee performance a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 16 OptionsNo of respondentsweightsTotal score Strongly agree24+248 Agree58+158 Strongly disagree8-2-16 Disagree10-1 10 GRAPH 2. 16 Inference Most of the respondents agree that team work is considered as a factor in appraising their employee performance with a mean of 0. 8. 17. My opinion on present rating system a) real good b) good c) fair d) poor TABLE 2. 17 OptionsNo of respondentsWeightsTotal score genuinely good13339 Good562112 Fair18118 Poor13-1-13 GRAPH 2. 17 Inference Most of the respondents are opined that their present rating system is good with a weight age score of 1. 56 Section D organization effectiveness 18. At BFL the appraisal system provides for an open discussion between the Appraiser and appraise ) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 18 OptionsNo of respondentsweightsTotal score Strongly agree18+236 Agree67+167 Strongly disagree8-2-14 Disagree7-1 -7 GRAPH 2. 18 Inference Majority of the respondents are agree that at BFL the appraisal system provides for a open discussion between the appraiser and appraise with a mean of 0. 82. 19. The appraisal system at BFL given each appraise an idea of what is expected Of him next year a) Very true b) true c) partly true d) not true TABLE 2. 19 OptionsNo of respondentsweightsTotal scoreVery true15345 True532106 Partly true22122 Not true10-1-10 GRAPH 2. 19 Inference Majority of the respondents opined that A. S at BFL given each appraise an idea of what is expected of him next year with a weighted average of 1. 63 20. Up to what extent d o the higher federal agency implement the Suggestions provide By employee a) All times b) some times c) none TABLE 2. 20 OpinionNo of respondentsValue in percentage All times1818 Some times6767 None1515 GRAPH 2. 20 Inference 67% of the respondents sometimes, 18% of the respondents all times, 15% of the respondents none.Majority of the respondents agreeing that the higher authority implement the suggestion provide by employee sometimes. 21. Management support to improve the job performance a) strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 21 OptionsNo of respondentsWeightsTotal score Strongly agree20+240 Agree67+167 Strongly disagree5-2-10 Disagree8-1 -8 GRAPH 2. 21 Inference Majority of the respondents are agree that the management supports to improve their job performance of employees with a mean of 0. 89. 22. Performance appraisal helps me to know my strengths and weakness after the Appraisal ) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 2 2 OptionsNo of respondentsweightsTotal score Strongly agree17+234 Agree61+161 Strongly disagree11-2-22 Disagree11-1 -11 GRAPH 2. 22 Inference Majority of the respondents opined performance appraisal helps to know their strengths and weakness after the appraisal with a mean of 0. 62. 23. The performance appraisal is based on the real records and facts but not on Impressions a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 23 OptionsNo of respondentsweightsTotal score Strongly agree14+228Agree66+166 Strongly disagree9-2-18 Disagree11-1-11 GRAPH 2. 23 Inference Most of the respondents agree that performance appraisal is based on the real records and facts but not an impressions with a weighted of 0. 65. 24. Iam salaried worth my contribution a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 24 OptionsNo of respondentsweightsTotal score Strongly agree10+220 Agree66+166 Strongly disagree13-2-26 Disagree11-1-11 GRAPH 2. 24 Inference Most of the resp ondents are moderately accepting they pay worth their contribution with a weighted average of 0. 49. CHAPTER-6Findings, Suggestions & Conclusion Findings 1 Majority of the respondents opined that project goals and functional goals are one and the same with a mean of 0. 42. 2. Majority of the respondents are agree that they can expect themselves in higher position if they perform consistently with a weighted average of 0. 62. 3. Majority of the respondents opined their job does not showing present scope for using their innovating skills in making decisions with a mean of 0. 16. 4. 33% of respondents 80%-100%, 31% of respondents 40%-60%, 29% of respondents 60%-80% and 7% of respondents 20%-40%.The analysis shows that only few employees can meet their target on time. 5. Majority of the respondents agree that they do not hesitate to discuss their personal problems with their superior with a weighted score of 0. 6. 6. Majority of the respondents agree that their superiors acknowledge an d contribute to set their goals with a weighted average of 0. 76. 7. Most of the respondents agree that their immediate superior frequently motivates them with a mean of 0. 73. 8. 66% of employees desire that their Performance Appraisal must be confidential and remaining 34% accept it to be open. . Majority of the respondents have a positive opinion towards the interpersonal team relationship with peer, superiors and sub- ordinates is good with a mean of 0. 93 . 10. Majority of the respondents disembodied spirits proud and get motivated when their superior appreciates their work with weighted average of 1. 15. 11. 64% of the respondents always, 30% of the respondents sometimes, 6% of the respondents rarely. Majority of the respondents are open to their feedback always. 12. 58% of the respondents half-yearly. 28% of the respondents annually, 14% of the respondents quarterly.The analyst gives a clear picture that most of the associates like to get appraisal half-yearly. 13. Majority of the respondents agree that the promotions are based on the rating derived from performance appraisal with weighted average of 0. 78. 14. Majority of the respondents are moderately agree that the HRD dept follows the training needs identify the appraisal with a mean of 0. 55. 15. 36% of respondents 360 degree appraisal, 35 % of the respondents self appraisal, 29% of the respondents team appraisal, majority of the respondents opined that the 360 degree appraisal is suitable for their organisation. 6. Most of the respondents agree that team work is considered as a factor in appraising their employee performance with a mean of 0. 8. 17. Most of the respondents are opined that their present rating system is good with a weight avg score of 1. 56 18. Majority of the respondents is agree that at BFL the appraisal system provides for an open discussion between the appraiser and appraise with a mean of 0. 82. 19. Majority of the respondents opined that A. S at BFL given each appraise an id ea of what is expected of him next year with a weighted average of 1. 3. 20. 67% of the respondents sometimes, 18% of the respondents all times, 15% of the respondents none. Majority of the respondents agreeing that the higher authority implement the suggestion provide by employee sometimes. 21. Majority of the respondents are agreeing that the management supports to improve their job performance of employees with a mean of 0. 89. 22. Majority of the respondents opined performance appraisal helps to know their strengths and weakness after the appraisal with a mean of 0. 62. 23.Most of the respondents agree that performance appraisal is based on the real records and facts but not an impressions with a weighted of 0. 65. 24. Most of the respondents are moderately accepting they paid worth their contribution with a weighted average of 0. 49. SUGGESTIONS 1. Implementation of innovative ideas in decision making may be encouraged by the management. 2. The management may design the perform ance linked promotions. 3. The pursuit of HRD department may be considered by management in assessing the training needs of employees based performance appraisal system. 4.The superiors should be more approachable when the employees come to them with improvement technique. On the whole the Performance Appraisal system at Bajaj Finserv Limited is Satisfactory. There are few areas which need due attention. The rating must be based purely on the performance. CONCLUSION The conclusions that emerged from the study of Performance Appraisal System at Bajaj Finserv Limited are that the sampled associates prefer that some change should be brought down in the existing system. The associates feel that the best source of motivation is encouragement by superiors.A 360-degree appraisal system has been recommended by some of the associates. Training needs to be identified based on the ratings and effective training programs must be conducted where in the associates can fulfill self development ne eds as well as organizational needs. bound OF THE STUDY ?Options expressed by the employee in the questionnaire may not be very genuine. ?What the associates actually feel may not be truly expressed and hence there is the conclusion drawn from them need not apply to the whole organization. Could reach to a limited number of documents of different insurance companies in regard to the management and other policies and resultant figures so as to identify the exact cause of their gaol in performance. ?Non-Proficiency in technical aspects of insurance companies might have hindered the best analysis of the findings. . Bibliography WEBSITES www. bajajfinserv. com www. answers. com www. performanceappraisal. com www. google. com www. yahoo. com NEWSPAPERS AND MAGAZINE The Hindu Personnel management Business today ICFAI magazines BOOKS Personnel Management Edwin FlippoHuman Resources and Personnel Management-k. Ashwathappa Essential of Human Resource Management-P. SubbaRao Personnel Manag ement-C. Memoria Performance Management and Coaching-Prem Chadda Appendices Questionnaire Section -I Regarding Setting Goals 1. Project goals are different from functional goals a)Strongly agree b) agree c) strongly disagree d) disagree 2. If I can perform consistently it will see me in higher position sooner than later a) Strongly agree b) agree c) strongly disagree d) disagree 3. My job presents scope for using my innovating skills in making my Decisions ) Strongly agree b) agree c) strongly disagree d) disagree 4. Percent of target matching with goals in 2007 08 a) 80%-100% b) 60%-80% c) 40%-60% d) 20%-40% Section-II About the role of Superior 5. I dont hesitate to discuss any of my personal problems with my Superior a) Strongly agree b) agree c) strongly disagree d) disagree 6. My superior acknowledging and contributing to set the goals a) Strongly agree b) agree c) strongly disagree d) disagree 7. My immediate superior frequently motivates me a) Strongly agree b) agree c) str ongly disagree d) disagree 8.I want my appraisal to be a) Confidential b) open 9. My interpersonal team relationship with peer, superiors and subordinates a) Very good b) good c) adequate d) inadequate 10. I feel proud and motivated when my superior appreciates my work a) Strongly agree b) agree c) strongly disagree d) disagree 11. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely Section-III Regarding Feedback and Evaluation 11. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely 12. Employee opinion about frequency of appraisal system ) Annually b) half-yearly c) quarterly 13. Opinion on performance linked promotional policy a) Strongly agree b) agree c) strongly disagree d) disagree 14. The HRD department follows up the training needs Identified using appraisal seriously a) Strongly agree b) agree c) strongly disagree 15. According to my opinion the following system is useful for our organization a) Team appraisal b) 360 degree appraisal c) self appraisal 16. Team work is considered as a factor in appraising employee performance a) Strongly agree b) agree c) strongly disagree d) disagree 17.My opinion on present rating system a) Very good b) good c) fair d) poor Section IV organization effectiveness 18. At BFL the appraisal system provides for an open discussion between the Appraiser and appraise a) Strongly agree b) agree c) strongly disagree d) disagree 19. The appraisal system at BFL given each appraise an idea of what is expected Of him next year a) Very true b) true c) partly true d) not true 20. Up to what extent do the higher authority implement the Suggestions provide By employee a) All times b) some times c) none 1. Management support to improve the job performance a) Strongly agree b) agree c) strongly disagree d) disagree .22. Performance appraisal helps me to know my strengths and weakness after the Appraisal a) Strongly agree b) agree c) strongly disagree d) disagree 23. The performanc e appraisal is based on the real records and facts but not on Impressions a) Strongly agree b) agree c) strongly disagree d) disagree 24. Iam paid worth my contribution a) Strongly agree b) agree c) strongly disagree d) disagree