Steamboal Bill, Jr Essay Example | Topics and Well Written Essays - 750 words

Steamboal Bill, Jr - Essay Example An analysis of the film will address themes, sound tracts, and effectiveness to the audience. The plot of the movie begins with the arrival of a new steamer in the river junction. The owner of the new steamer is J.J. King (Wickstrà ¶m). He is shown being happy with other captains of the ship waiting for its arrival. On the other hand, Steam Boat Bill is shown with his mate Tom Lewis in the old steamer (Wickstrà ¶m). Bill is shown annoyed because of the new steamer, as he perceives it as a business rivalry. King is depicted as a wealthy business with some few banks and hotels under his name (Wickstrà ¶m). King notes of the old steamer as a floating ‘thing’ (Wickstrà ¶m). Bill also receives a telegram of his impending son visit. They go with his mate to get the son at the railway station. They both expect a well-built man. However, the contrary happens, as the son appears small and dressed in a funny way. This makes his father begin a journey of his transformation in a new life. At the same time, King Daughter (Marion Byron) arrives from school (Wickstrà ¶m). Both Bill and King get annoyed as they realize that both Willie and Byron were lovers. They engage in a journey of ensuring that the relationship does not exist. On the other hand, Stonewall Jackson is condemned from public safety committee from carrying out transactions (Wickstrà ¶m). This annoys Bill who confronts J.J. King. The confrontation lands Bill to jail. The son tries to rescue him without any success. In the end, Willie is shown saving father, Marion Byron, and King from ravaging weather (Wickstrà ¶m). He ends up being a hero in the film despite his initial weaknesses. The theme of the film appears as that of transformation. This has been well articulated and developed by the main characters in the play. For example, Willie is shown as a weak character in the railway station. The father and his mate Tom Lewis are ashamed of Willie as he

Professional and technical communication Essay Example | Topics and Well Written Essays - 1250 words

Professional and technical communication - Essay Example It is also concerned with alleviating human suffering. The purpose of the website is to create awareness of IFRC to the people who are affected by disasters. In order to do this, people must have clear knowledge of what IFRC is. It tries to ensure that the people’ vulnerability to hazards is eliminated or reduced. It might be possible to predict some disasters like the floods, tsunamis or hurricanes but not others like earthquakes. By fully analyzing the climate, people can be able to predict some of the weather related disasters. Climate automatically increases the intensity and frequency of disasters related to weather. The purpose of the international federation is to reduce the impact of these disasters to people who are affected by them. The federation comes up with the effective prevention methods and strategies that that saves lives of the victims. It has built a culture of prevention which is not easy in any way. In involves a lot of sacrifice. They use certain information to analyze the risks and the existing capacities of the community which help to reduce people’s vulnerability to most likely disasters. This helps to resume their lives and make them survive after disasters. IFRC works with realistic and set objectives called Millennium Development Goals. The achievement of these goals will totally be dependent on the government’s willingness to support the federation in consultation of the affected people. This means that the government must work with the representatives in different communities. The federation will want to have international diplomacy and relations with government and other stakeholders to make it clear that it sees consistency in the humanitarian. Another issue that will be prominent is how the movement and its individual part relate to the outside world. This is the way its own multi-stakeholders work reflects its own multi-consistency

Natural Resource Curce Essay Example | Topics and Well Written Essays - 1750 words

Natural Resource Curce - Essay Example Likewise other OPEC countries like Iran, Saudi Arabia and Kuwait have also lower GNP figures. As a whole, OPEC countries have less GNP per capita from 1965 to 1998 compared to countries that do not have sufficient resources (Ross, 297-322). The reasons behind these surprising results could be many including the wrong management of resources by the government, non competitive business environment, and inefficiency of overall economy. A brief explanation about the conflicts of the Natural Resources and the policies to reduce these conflicts will be discussed in this paper. Natural Resource Curse The phenomenon of the natural resource curse came into existence after numerous studies stated that the resource oriented countries were constantly producing insignificant GNP per capita as compared to the countries that lacked resources. It was not only the economy that was lacking but the resources dependent countries were found to be malformed with more corruption, spontaneous conflicts betw een the people and the government, higher poverty rates, and inappropriate management of the government (Gibbs, 35-40). Oil, minerals, gold, cotton and other gemstones are the natural resources that mainly cause conflicts. ... Furthermore, such wealth always results in domestic grievances which are the major cause of civil wars. This is what the phenomenon of natural resource curse is all about – the greater the natural resource wealth, the lower will be the economic growth and development. Let’s now briefly discuss the effects and causes of the Natural Resource Curse Effects of the Natural Resource Curse The countries that are facing natural resource curse are mostly associated with the following problems that results in low economic growth and development. The internal conflicts of the country The natural resource curse has been a major reason for internal conflicts of the country. It has been studied by various researchers that the region of the country that is highly resource oriented consists of certain groups that are openly asking for their share every now and then. But such conflicts are minor as compared to the conflicts that are taking place within the government ministries. The peo ple that are in power are unable to firm unity amongst each other and are more interested in having the authority over the allocations of the budget. This is where the collapse of the government takes place thereby resulting in insignificant progress. The outcomes of such conflicts could be very damaging for a nation as it can seriously affect the economic growth of the country. According to a research, the countries that have lower percentages of exports of gross national products are involved in less amount conflicts as compared to the countries with higher percentages of exports. Lack of Human rights and Resources One thing that has been a hot target of the natural resource curse is the education for people in resource

Political Philosophy of Thomas Hobbes and Rene Descartes Essay Example for Free

Political Philosophy of Thomas Hobbes and Rene Descartes Essay Politics should be the application of the science Of man to the construction of the community Explain this remark and discuss what reasons there might be for thinking it is not trueIn this essay I intend to examine the political philosophy of Thomas Hobbes and Rene Descartes, in particular their ideas relating to the science of man, and attempt to explain why their ideas prove that it is not possible to construct a science of man. I will also briefly mention the philosophy of Donald Davidson in regards to a science of man. The theories of Hobbes and the contemporary socio-biologists attempt to recognise how man works and on that basis build a society. Hobbes wished to be seen as the inventor of the science of politics (Sorrell, p45) He went about this by looking at the psychology of man and discovering that man is a mechanism. Hobbes wanted to understand mechanics. He wanted to look at why men live the way that they do in society and therefore, breaks it down. By doing this he discovered that people are cogs in the social machine. Therefore he wants to examine this cogs to achieve an understanding of the social mechanism, and does this by looking at the psychology of the mind. Hobbes is both an empirist and a materialist. Empirists believe that sense gives all knowledge. Generally, they do not believe in astrology, god, electrons etc. Their philosophy is summed up by saying that all things that give true knowledge can be sensed. Materialists believe that all things in existence are physical matter. In other words, the soul and the spirit do not exist. Therefore Hobbes believes that thoughts are material, that they are caused by sense and vice versa. Tom Sorrell suggests in his essay, entitled Hobbes scheme of the sciences, that rather than have knowledge of how the mechanics of the minds passions work, a more successful way of gaining political knowledge is to understand what these passions cause. They cause various degrees of action, with the possessor going to various extents to achieve what they want. In chapter six of De Corpere, Hobbes makes a connection between the knowledge of the principles of politics and the knowledge of the motions of the average human mind. Hobbes account of political science is an idea of what man must do if his goal is self-preservation. These ideas are not what mankind will do but what it will have to do, in a rational way, to form a political civilisation. One would assume that as Hobbes identifies both a natural science (that of the work of nature), and a civil science that of the common wealth (which makes laws and wills), he would suggest that they are parallels which, in political philosophy, work together. However, there are a few problems with Hobbes theory. Hobbes suggests that a monarch makes a better sovereign than an assembly. Yet, surely he would not agree that a monarch who is not dedicated would be better suited than a group of thoughtful representatives. A politically secure society is built up from its people. Hobbes believes that these people all have one motivation; self-gain, or to be more precise self-preservation. Hobbes suggests that there is a link between voluntary motion and vital motion. He goes on to say that senses work together with the vital motions to produce that which is voluntary, i.e. an endeavour. These endeavours can be categorised in two ways; attractions and aversions. An example of an attraction is to pick up a piece of cake because it looks good. That of an aversion is to run away from a dog because you are scared of dogs. As it is possible to see these actions are derived from the senses, again agreeing with Hobbes empirist theory. Endeavours are the small motions within man which occur before he walks, talks, runs or carries out any other voluntary motion. These endeavours are so small that they are undetectable. By understanding why men act the way that they do, it is easier to come to a conclusion as to how society should be structured. However, the idea that the existence of a science of man can be questioned suggests that society can be constructed without it. This is due to the fact that many psychological and political theories are founded on the basis that there is a science of man. Without this science of man these theories are in turn questioned and therefore cannot be viably backed as reasons for the construction of the community. Another prolific philosopher whose arguments should be taken into account is Rene Descartes. Descartes thinks that we, as humans, are made up of two separate substances. The body is the physical stuff and the mind the res cogitans (thinking thing) purely mental stuff. The res cogitans can will your body to move. The difficulty with Descartes theory is that the mind and body interact; if you pour boiling water on you hand, you will feel pain. Again we have to take into account voluntary and vital motions. A voluntary motion is me moving my arm. A vital motion is my arm moving. I move my arm because I want to; but I may not necessarily want it to be moved. This can happen for a number of reasons. It may be possible that I have a muscle spasm in my arm or that somebody moves it. All of this suggests that for Descartes theory to be correct there must be some kind of connection between a material substance (the body) and an immaterial substance (the mind). However, we will find it impossible to understand the idea of a science of man if we cannot understand how the two substances interact. Therefore, again, we have no proof that it is possible to build a political philosophy on the basis of a science of man. On p213 of Davidson , we find an explanation of monisms and dualisms. Theories are thus divided into four sorts: nomological monism, which affirms that there are correlating laws and that the events correlated are one (materialists belong in this category); nomological dualism, which compromises various forms of parallelism, interactionism and epiphenominalism; anomalous dualism which combines ontological dualism with the general failure of laws correlating the mental and the physical (cartesianism). And finally there is anomalous monism which shows an ontological bias only in that it allows the possibility that not all events are mental, while insisting that all events are physical. The final position is that which Davidson himself follows. Davidsons argument suggests that the psychology of man does not follow any causal laws. Therefore, it is impossible to impose any rationality on theories involving the mind. These anomological psychological states are defeasable. They are defeasable because it is possible that by adding another condition to the situation the expected behaviour changes. Therefore it is impossible to agree with any political philosophy that involves the necessity of a science of man. What is easily discovered is that there are many different political philosophies and many different concepts as to what is a science of man. Philosophers such as Hobbes and his counterparts, Mill and Marx, possess the shared assumption that political philosophers must accept the political opinion that they are arguing for. They all think that rational agents must accept their arguments yet they all have different arguments. They all believe that for a successful political structure human nature cannot be ignored, if the structure is to command respect. As I have shown, Descartes and Davidson on the other hand, believe that a science of man is impossible; Descartes because he believes that our minds are immaterial and Davidson because mans behaviour follows no causal laws. All of this shows us that trying to interpret mans actions and apply them to a science is an impossible conquest. Man is too complicated a mechanism to understand and therefore political philosophy, for a sensible and rational social structure, must be founded on another basis.

Violence Against Women In India Essay Example for Free

Violence Against Women In India Essay On December 16, a 23 year-old woman in Delhi, was gang-raped and almost left for death by six men in a moving bus. More shocking this was the 636th rape in Delhi in 2012, according to the â€Å"reported† figures available with the National Crime Records Bureau. In Bangalore, two days after the Delhi rape, a girl was pulled into a shop in her own neighbourhood and raped by the owner, while his friends kept watch. India was never very safe for women, but of late there seems to be a flagrant disrespect that is governed neither by societal nor legal norms. It seems to be simply up to the men to perpetrate violence and for women to safeguard themselves as best as they can. The police are too biased to be effective. Tehelka magazine’s sting operation in April on senior police officials in Delhi-NCR, revealed that more than half chose to blame rape victims. ‘Unless a woman is fully covered from head to toe at all times, she wants men to rape her’, declared Arjun Singh, SHO of Surajpur Police Station. With such attitudes, it is not surprising that victims are reluctant to enter our police stations and that most attacks go unreported. Technology also assaults our senses every hour. Mobiles share salacious details while TV stations broadcast them like prime time entertainment, instead of using the space to condemn or discuss such matters seriously, thus becoming active participants in gender injustice. Social divides These crimes against women are part of a wider change where reactionary forces are becoming dominant. Globalization seems to have narrowed the space available for women even further by creating economic and social divides that provoke a conservative backlash from those who feel left out. According to eminent Kannada writer Vaidehi, violence against women is as old as the Mahabharata. But the rapid changes in our society seem to be escalating the scale of this violence. Says William Dalrymple in the introduction to his fascinating book, Nine Lives, â€Å"The speed of development is breathtaking: the sort of construction that would take 25 years in Britain, comes up here in five months. So extraordinary is all this that it is easy to overlook the fragility and unevenness of the boom. Within twenty minutes of leaving the Gurgaon headquarters of Microsoft or Google Asia, cars and trucks are beginning to give way to camel and bullock carts. This is a very different India indeed.† And it is this different India – whether in Karnataka or Maharashtra or Haryana that the new India needs to comprehend rather than ignore. Sharat Chandra Srivastava, violinist who performed at the GirlCott show, feels the mutual mistrust comes from the replacing of community norms by a highly individualised society. Agrees Sufi musician Rabbi Shergill, â€Å"I wish there were more neutral cultural spaces where the two (worlds) could’ve interacted a little more naturally. Gurgaon had a functioning society before we got there. The malls, pubs, multiplexes just seemed to look down on it; it seemed to grudge people their draw in the great lottery of life. You don’t just barge into someone’s house and act all loud. I’d like to see the discourse move to the countryside where the eve-teasers come from and start a genuine dialogue. â€Å"What do you dislike about us?† But before dialogue can emerge, basic safety needs to be in place, with secure public transport, and open, well-lit public spaces. Gurgaon shows a horrific crime graph and its Mahatma Gandhi Road, connecting the many malls and swanky housing estates, is now called the Rape Mile. Women returning from work carry pepper spray; the streets are dimly lit and deserted by evening. Only 3,286 cops cover the vast urban sprawl. And nobody takes responsibility when anything goes wrong. Says Richa Dubey, who initiated the successful Gurgaon GirlCott campaign in April, â€Å"We are trying to get back a sense of collective responsibility. This is where we live and work, we all need to work to make it safe.† The GirlCott, provoked by the kidnapping of a Sahara Mall employee on her way home, decided to hit the commercial complexes where it hurt by a â€Å"no safety, no money† shopping boycott, and firmly put the spotlight on how the urban dream of Gurgaon had turned into a nightmare for its working professionals. A host of citizens and organisations including Whypoll (maps unsafe places), Breakthrough (Bell Bajao), Indian Institute for Human Settlements, and Jagori, came together at GirlCott and are now working on a long-term plan for safety. As the Citizens Collective Against Sexual Assault says, Women have a right to be safe – In homes, on streets, in buses and in workplaces.

Impact Of Performance Management On Organizational Success Commerce Essay

Impact Of Performance Management On Organizational Success Commerce Essay The concept of Performance Management is an important HRM process that provides the basis for improving and developing performance and is the part of the reward system in its most general sense. Performance management is a systematic process for improving organizational performance by developing the performance of individuals and teams. It is a means of getting better results by understanding and managing performance within an agreed framework of planned goals, standards and competency requirements. Performance management is: A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success. (Weiss and Hartle, 1997) Performance management can be defined as a strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. (Armstrong and Baron, 1998) Performance management is all about improvement-synchronizing improvement to create value for and from customers with the result of economic value creation to stockholders and owners. The scope of performance management is obviously very broad because performance management must be viewed at an enterprise wide level. Organizations work more effectively when the goals and objectives of the organization, those of the smaller work units and the job responsibilities of each employee are all linked. When people in the organization understand how their work contributes to the success of the company, morale and productivity usually improve. The aim of all the parts of the company is the key to making these links clear to everyone. (Robert Bacal, 1999) Performance management has three distinct components defined by Banks and May, 1999 that are following: The first component consists of the definition of performance which includes organizational objectives and strategies, the second component is the actual measurement process itself and the third component is the communication between supervisor and subordinate about the extent to which individual behaviour fits with organizational expectations. Many of the components of performance management have been recommended for years as valuable to performance assessment. The importance of performance management is that the process combines most of these suggestions and adds the overlay of the strategic importance of various performance areas. (Frank Conte, 2009) RESEARCH QUESTIONS AND OBJECTIVES The objectives of a research project summarise what is to be achieved by the study. Objectives should be closely related to the statement of the problem. Properly formulated, specific objectives will facilitate the development of the research methodology and will help to orient the collection, analysis and utilisation of data. For example, realizing the two keywords performance management and organization success, it is important for this research study to have a particular organization that will focus in determining impact of performance management on McDonalds success. The research objectives are the goals to be achieved through the research. The Research should always be based on pre-decided questions. These questions help to focus on the research objectives. The first step in any research is defining the problems to be studied and the questions to be asked. (Campbell et al, 1982) A good research question defines the focus of your research project. It helps readers to know the specific subject matter you will be addressing. It can set boundaries to help you figure out where to go next and defines which data you need to collect and which methods you will use to access and analyse your documents (Hung Popp, 2009). Research question needs to be answerable by the kind of study researcher could actually conduct. The researcher doesnt want to pose a question that no feasible study could answer, either because the data that might answer them could not be obtained. (Maxwell, 2005) In the research the following questions will be answered: What is Performance Management? How is it achieved within McDonalds? What is meant by organizational success? How is success affected by the impact of performance management? What are the positive and negative impacts of performance management on an Organization? LITERATURE REVIEW Literature reviews or searches are essential steps in any research project. They often focus on articles in academic journals although textbooks may also be consulted. Performance management is a term, which is widely used in organizations and in particular by human resource professionals. A generic definition is that it is about applying processes, techniques and systems which maintain and improve individuals performance whilst simultaneously aiming to improve the performance of the organization. ( Hale Whitlam, 2000) From the HR field Armstrong and Baron highlight the importance of performance management being strategic, integrated (vertical, functional, HR integration and integration of individual needs), concerned with performance improvement and development. The principle of setting goals for individuals which are linked to organizational goals has a long history, evolving from merit rating to management-by-objectives (MBO- first coined by Peter Drucker in 1955), through Lockes Goal setting Theory of 1968 (Greenberg Baron, 2000) and finally to performance management, which became a recognised process in the 1980s (Armstrong Baron, 2002). Philpott and Sheppard (1992): The fundamental goal of performance management is to establish a culture in which individuals and groups take responsibility for the continuous improvement of business processes and for their own skills and contributions. As stated by Hartle (1995), Performance management should be integrated into the way the performance of the business is managed and it should link with the other key processes such as business strategy, employee development and total quality management. Performance staff members are at all times faced with the test of building agreement as to which workloads are supposed to be treated the best, and categorizing which workloads should be acceptable to experience a constrained setting. Once agreement is attained, the essential tools and measurements have got to be in place to decide if the prioritized workloads are meeting definite goals. Literature reviews of various academic journals and text books written by different authors are very helpful in conducting the research and supporting the research findings with the opinion and point of views of different authors. Performance management of employees is an important element of HR processes in the successful organizations (Burnes 2004). Performance management is a concept which emphasize on the continuous improvement on employees performance which has a good impact on the productivity of the organization in the long run. Effective performance management of employees is very helpful in order to achieve the strategic business objectives (Caldwell 2002). HR managers of successful organizations consider the implementation of performance management process essential for the business growth and development. It also helps the employees to improve and develop their own skills (Chen 2003). Most of the employees working in the organizations want to grow in their field; the supervisors during the performance management process can guide their subordinates which is helpful for them to overcome their professional weaknesses and improve their skill essential for their professional growth (Cherry 1993). The process suggests a complete career growth plan for the individuals by enhancing their performance in a professional business environment. However, it is important that performance management process should be implemented in a way that it should also improves the overall performance of the business by using different business processes like total quality management. PERFORMANCE MANAGEMENT A BRIEF OVERVIEW Performance Management is a method for creating a collective understanding regarding what is to be accomplished and how it is to be accomplished. It is an approach to supervising people that raise the likelihood of reaching success. The performance management process helps the managers and supervisors to provide feedback to the employees regarding their current performance at job and expected level of performance (Covey 1991). It provides clear direction to the employees about management expectations regarding their performance. The compensation and rewarding system is also established based on the performance of the employees over the period of time. It also assists the organizational leadership to identify the training needs of the organization and resolve the performance related issues. It provides opportunity to the managers to set the performance expectations and keep proper tracking of the employees performance (Doorewaard and Benschop 2003). The supervisors and managers can me asure the performance outcomes by comparing it with the performance expectation and performance appraisal can be done on the basis of this exercise. However, it is important that management should adopt the performance management practices that are consistent with the business operation requirements and objectives of the organization (Drumm 1999). An effective performance management process starts with defining the performance objectives which includes tasks and results which needs to be accomplished. It is important for the management to communicate the objectives to the employees in order to get the desired results (Francis 2003). Planning is also an important part of the performance management process. Planning includes making clear to the employee how they assist the organization to accomplish its objectives. Work together with the employees to clarify the performance standards and make sure that there is accountability at every stage. Employees should be made to comprehend the accountabilities and expectations regarding their job. Clarify the behaviours which are required from them and why. Explain them that they are accountable for taking an active role in running and judging their performance all through the year. Effective communication methods could be adopted for this purpose because if the objectives and tasks have not been communicated to the employees, they will not be able to perform according to the expectations. Once the tasks has been communicated and employees have started putting efforts in order to achieve those tasks then continuous performance reviews are very essential to advise employees about their ongoing performance and management expectations. Feedback is considered to be the most critical step in performance management process (Gibb 2001). Give frequent informal coaching. It involves acknowledging the good work that the employee is doing and helping out the employee to perform up to the mark. Discover ways through which the employee can grow and improve, and work together to generate development plans. Rapidly communicate novel opportunities and adjustments that affect the employees job. Name clear actions that the employee can implement so that suggestions offered are co ncrete. Formulate informal observation notes (perhaps on a calendar) whenever the employee performs a good job, make and implement development plan. These observations will assist supervisor while reviewing the performance of employee and filling the performance appraisal form. The supervisor can also note down praise or complaints from consumers concerning an employees work (Hale 2000). The manager and supervisor can use all saved notes regarding the employees performance and evaluate their performance on accountabilities and behaviours. The supervisor can invite the employee for feedback with reference to how they performed throughout the year. They may perhaps remind the supervisor of particular occasions of good performance or troubles outside their control that harm their capability to do their job well. After completion of the performance appraisal forms talk to employee about ratings and remarks. The most important step in this process is to recognize and reward the employees for their good performance because it will not only motivate employees to go extra mile to meet the goals but also increases the loyalty of the employees. In the modern business worlds loyalty of internal customers has been an important concern for the HR managers because if employees dont feel ownership of the work they will never put their 100% efforts for the success of the business (Huang 2001). Therefore, it is important for the organizational leadership to recognize the employees for their efforts and compensations should be made on the basis of employees performance and efforts because if employees are compensated and rewarded on performance basis then it will create an atmosphere of healthy competition within the organization essential for individual and organizational growth (Hunt 2003). Training and development of people is also an important step in performance management process which helps to improve the skills of the employees according to the job requirements (Hyland and Verreault 2003). The value of employees and their progress all the way through training and education are key features in shaping long-term profitability of a business. If you appoint good quality employees, it is likely to spend in the development of their skills as they can enhance the productivity. Training is mostly thought to be for new employees only which is a wrong perception because continuing training for existing employees facilitates them to adjust according to the varying job and business requirements because external environment is changing on continuous basis and it is essential to develop and train the employees according to the latest system and processes in order to increase the efficiency of the business and maintain the market share (Johnson and Scholes 2002). An important step in performance management process is to link the individual objectives with the business objectives and directing the efforts of the employees towards the achievement of those objectives. Here comes the role of the immediate supervisor of an employee who can direct the employees efforts towards accomplishment of specific objective and make the employee feel that his efforts are important for the growth and success of the business (Kane and Grant 1999). At the end of the process it is important to ensure that individual efforts should be directed towards meeting the organizational goals. It needs to be determined the contributions of each team towards tasks achievement. This is also helpful in defining the future human resource policies and strategies. These approaches may help to improve organizational performance depending on if they are put into practice at length and stay alert on managerial outcomes. Some of the following, e.g., organizational learning and knowledge management, might be interpreted more as movements than organization performance strategies because there are wide interpretations of the concepts, not all of which include focusing on achieving top-level organizational results (Liao 2005). Nevertheless, if these two notions are instilled from corner to corner of the organization and focus on organizational outcomes, they can add strongly to managerial performance. On the other hand, the Balanced Scorecard, which is purposely intended to be inclusive and focused on organizational results, will not develop performance if not applied from a strong design. THEORIES OF PERFORMANCE MANAGEMENT The fundamental structure of performance management is drawn from basic principles of well-established motivational and learning theories. These theories are underpinning of performance management in this research proposal. Goal theory was developed by Latham and Locke (1979) who highlights four mechanisms that connect goals to performance outcomes: They direct attention to priorities; They stimulate effort; They challenge people to bring their knowledge and skills to bear to increase their chances of success; The more challenging the goal, the more people will draw on their repertoire of skill. This theory underpins the emphasis in performance management on setting and agreeing objectives against which performance can be measured and managed. Control theory focuses attention on feedback as a means of shaping behaviour. As people receive feedback on their behaviour they appreciate the discrepancy between what they are doing and what they are expected to do and take corrective action to overcome the discrepancy. Feedback is recognized as a crucial part of performance management processes. Social cognitive theory was developed by Bandura (1986). It is based on his central concept of self-efficiency. This suggests that what people believe they can or cannot do powerfully impacts on their performance. Developing and strengthening positive self-belief in employees is therefore an important performance management objective. Clayton P. Alderfer (1972) devised ERG theory of human needs that explained three primary categories: Existence: This is akin to physiology and security needs in Maslows hierarchy of needs. It is concerned with fulfilment of basic requirements like food, shelter and clothing. Relatedness: It is related to needs like interpersonal relationships, acceptance as a member in a group/society and family relationships. Growth: This need involves people finding the opportunities to be what they are most fully and to become what they can. Expectancy theory developed by Porter and Lawler (1968) and it states that motivation will be high when people know what they have to do to get a reward, expect that they will be able to get the reward and expect that the reward will be worthwhile. So this theory leads to the performance management. Equity theory demonstrates the importance of perception in motivational behaviour of employees. The central theme of this theory is that satisfaction as a consequence of job performance is contingent upon the perception of equity. Stacy Adams (1965), who was given credit for development of this model, had brought recognition to the issue of equity in performance management. As we know literature review is the major part of the research project. So, it is necessary to know what has already been covered and the theories that have been developed to provide leads and reference points or as the basis for a grounded theory. METHODOLOGY Methodology usually refers to the general approaches to research, while method refers to techniques for gathering evidence (Gancian 1992). Therefore Methodology is a theory and analysis of how research does or should proceed (Harding 1987). Methodology is that how to apply the methods in the research. In my research, the methodology will be based on both, qualitative and quantitative data collection techniques. The qualitative research aims to generate insights into situations and behaviour so that the meaning of what is happening can be understood and it is often a useful tool to discover research questions. Quantitative research is empirical-based on the collection of factual data that is measured and quantified and in other words it is the link between cause and effect. The proposed methodology will include both primary and secondary data collection techniques. Data collection techniques will include comprehensive database research, highlighted data, surveys, supplemental intervie ws. By using the case study in research, the concept will be better understand. The analysis of this research is qualitative which is used to highlight the different patterns and make it easier to understand. In this research, the case study will be on McDonalds. The structure of research is based on literature review. (Saunders et al 2008). INTERVIEWS: Interviews are an important research method. Interviews are basically qualitative but they can become more quantitative by the use of content analysis. The advantages of interviews are that they obtain information directly from the people involved in the area that is being researched and can provide insights into attitudes and perspectives. It gives opportunity to give information of research to interviewee so he/she can give relevant information (Zikmund, 2003). The interviewer is an integral part of the investigation. (Smith, 1983) SURVEYS: Surveys obtain information from a defined population of people. They provide more powerful data than other methods by using a combination of questionnaires and interviews and possibly focus groups. (Zikmund, 2006) states that the main purpose of survey in research is to collect primary data, which is assembled specifically for the research. CASE STUDY: A case study is a description or history of an event or sequence of events in a real life setting. Case study protocol sets out the objectives of the research, how the case study will support the achievement of those objectives, including the evidence required and how the work of producing the case study will be conducted. This methodology covers sources of evidence such as interviews, observations, documents and records. The use of multiple source of evidence, each with its strengths and weaknesses, is a key characteristics of case study research.(Gillham, 2000) DATA ANALYSIS: The data collected through interviews, surveys and case studies will be continuously analysed. Doing data collection and data analysis, according to Merriam (1998) is the right way to do it in qualitative research. It is helpful, as it enables the researcher to focus and shape the study as it proceeds, through consistent reflection on the data and attention to what the data are saying (Glesne, 1999).

Jonah: A False Prophet or a Prophet with a False God? Essay -- Religio

Jonah: A False Prophet or a Prophet with a False God? The Jonah narrative is a story often told to children to emphasize that it is wrong to run from God and there is no way to escape from God. However as adults we see that there is more to the story. There are many ways to interpret the Jonah narrative and the character of Jonah. Readers may even read the story with an anti-Semitic view if they judge solely from their first impressions of Jonah. We see a man who flees, a man who is angry with God, and a man who pouts under a bush and wishes to die. From all this we may conclude that Jonah is selfish. If we read beyond the surface impression and pay careful attention to the narrative and Jonah's words and not just deeds, we see a more spiritual concern in Jonah's heart. He is not concerned about what people think of him but what people think of God. During Jonah's time, conditions were not very stable. Political, social, and religious disorder reigned in Israel. Syria had recently won a war and taken over Israel. The relationship between Jonah's homeland and Nineveh, the capital of Syria, were strained and bursting with animosity. Israel itself was in a state of turmoil, trying to adjust to the loss of their power and independence (Winard 538). In his article "Jonah: The Wayward Dove", Richard Stamp charges Jonah with extreme nationalism. "We see a rather obnoxious man who is disobedient to God and seems to be a bigoted nationalist of the worst kind" (Stamp 80). Jonah's frustration with God shows that he would rather see the destruction of more than a hundred and twenty thousand souls than acknowledge that God can be merciful to the foreigners of Nineveh. His anger over God's mercy towards this wicked city is used to ju... ...aracteristics in all his actions. Jonah is never concerned about what people think of him but what people think of God. Works Cited Fretheim, Terence E. The Message of Jonah: A Theological Commentary.Augsburg Publishing House: Minneapolis, Minnesota, 1977 Martin, Hugh D.D. The Prophet Jonah: His Character and Mission to Nineveh. The Banner of Truth Trust: Highgate West Hill, London , 1958. Myers, Jacob Martin. The Book of Joel; The Book of Amos; The Book of Obadiah; The Book of Jonah. John Knox Press: Richmond, Virginia, 1959. The New Oxford Annotated Bible: (NRSV)Oxford University Press, 1991. Seiden, Chaim. "Why does Jonah Want to Die?" Bible Review 15 June 1999: 4. Stamp, Richard. "Jonah: The Wayward Dove" The Expository Times Vol. 111 Dec.1999:80-82. Winward, Stephen F. A Guide to the Prophets. John Knox Press: Richmond, Virginia 1969.