IBP Research Paper Example | Topics and Well Written Essays - 250 words - 1

IBP - Research Paper Example Under the contract, an employer, in this case IBP, was responsible for the  safety  and safety violations of another employer’s employees, DCS in this case, and had the  mandate  to prevent and  abate  such violations.  IBP had supervisory authority and control over the worksite regardless of whether DCS created the hazards or was in a position to reduce them.  In addition, IBP owned the equipment and  therefore  required to  exercise  all  control  as a contracting party and  plant  owner and ensure that no employee was at risk.   The nature of the contract between IBP and DCS required there be a daily recurring  task  that IBP employees had  previously  been doing.  The contract was on-going and the relationship between the two was a close one.  IBP constant contact with DCS also included  frequent  discussions about LOTO standards and the fragrant violations of these standards by DCS employees. While the contract held DCS responsible for LOTO standards compliance, IBP had the  mandate  to ensure DCS complied even if it meant suspending or terminating the contract. IBP could have imposed penalties on DCS and its employees at any time to  ensure  LOTO compliance. As the worksite-controlling employee, it could also have suspended and expelled employees who fragrantly violated safety

Gap in Gender Pay Essay Example for Free

Gap in Gender Pay Essay INTRODUCTION: Although women are steadily making their mark in the business world and heading major corporations, the question remains, are they still earning less than their male counterparts? Throughout time there has been a definite difference between men and women and their median income. This wage gap cuts across a wide spectrum of occupations. However, in 1963 the Equal Pay Act was signed making it illegal for employers to pay unequal wages to men and women who hold the same job and do the same work. There may be many reasons for this gap in salaries; most of them may not be necessarily based on gender. The following research will investigate what causes the gap in earnings, if any, and examines various factors that may have an effect on the earnings of men and women. I. RESEARCH PURPOSE The purpose of this research is to determine whether or not women who are working the same types of jobs, with the same amount of education and experience are being compensated the same as men. Although women have made a significant pace in entering the workforce and in exploring a wider range of occupations, they may still be treading behind in wages earned compared to their male counterparts. Many years ago, it was thought that because women were not as well educated as men, did not have as much experience as men, and did not work as hard as men that the range of pay should not be the same. This is no longer true and women have been graduating from college at the same rate as men and are working just as hard as men. However, the wage gap between men and women remains and nationally, women earn 77 cents for every $1 earned by men (Head, 2008). Thus, despite a sense of continued progress toward gender equality in the workplace the gap between men and women still persists. The significance of this research issue may reveal an underlying discrimination between the sexes that many may believe has narrowed. The importance in equality of gender pay is not only that it is the right thing to do, but an equitable and competitive pay package improves employee recruitment and retention.  This concept benefits both the employer and the employee, male or female. Nonetheless, as long as this gap remains the more likely this issue will provide a main source of debate among the organizational workforce. II. PROBLEM DEFINITION: The study, by the American Association of University Women Educational Foundation, found that 10 years after college, women earn only 69% of what men earn. (USA Today, 2007) Defining the problem starts with an examination of the evidence to determine how big the gap truly is and whether discrimination is to blame. Essential variables that may have an impact on male-female wage differential such as ethnic background, age, and industry will be measured. Our team will research and find out how big the gap is what could be the cause, factors such as: a). Hours of work- some tend to think that men are more likely to work longer hours. b). Education levels-some tend to think that men on average is higher qualified and women invest less in their education. c). Workforce participation and experience-industries tend to think that women spend less time at work because of their domestic responsibilities to their children and family. The majority of organizations assume that young women are going to leave the workforce when they have children, and therefore will not promote them. d). Why is there such a gap between the amount on a mans paycheck compared to a womans? e). Occupation type- some think women are looking for an easy way out and they tend to seek out and cluster around a few occupations and industries because of the tastes of employers, male employees and customers. f). Are women given the same opportunities for advancement as men? Our team will investigate what percentage of these factors contributes to the difference in pay between these two genders and seek to find out if discrimination plays a part in this pay gap and will the gap disappear through educational achievements. Why do woman not have equal job opportunities? Jobs held by women pay less than jobs held by men, even though the job requires the same education and skills. A newly hired woman will get a lower paying assignment than a man who started working there the same time for the same employer. Not only that also, women do not receive the equal chances in promotions like men. Equal pay has been an issue for all working women for the past few decades. III. RESEARCH HYPOTHESIS While some studies may reflect a sense of continued progress towards gender equality in the workplace, the federal government currently confirms that the workplace earnings gap amongst men and women is still prevalent today (About Management.Com). It is the educated guess of this team that men are paid at a substantially increased rate for performance in positions than women are paid to operate in those same positions. This hypothesis is deducted from observations made from current work situations, random peer discussions, and updated articles. More than forty years after the Federal Equal Pay Act, hard working women are still being paid less than men are on the job. There are numerous speculations that can be made in an attempt to explain this is behavior, such as career selections being made by men and women. Women tend to make decisions about employment based on convenience, meaning that women migrate to positions that will allow for them to maintain a active home life and still maintain a 40 hour work week, whereas men will more than likely trade an active home life for longer work hours, safety risks, frequent travel, longer work hours and extended commuting times to make the higher pay. While these practices may not be fair, they are a reality. The research provided in this paper will lead to three possible outcomes; it will either prove that men are paid at higher rates than women to operate in the same or similar positions, women are paid at higher rates than men to operate in the same or similar position, or men and women break even when it comes to wages and position. References Head, Lauren Lawley. (2008, April 23). Pay Gap Worth Steaming Over: Bizwomen.com. Retrieved April 29, 2008, from http://www.bizjournals.com/bizwomen/index.php/2008/04/23/pay-gap-worth-steaming-over/ Coutts, Justin. (2004, February). Policy Backgrounder, Business Roundtable. Retrieved April 29, 2008 from http://www.nzbr.org.nz/documents/policy/policy-2004/PB_No1.pdf Arndt, Bettina. (2006,October 16). Herald Sun.com. Why Men are paid More. Retrieved April 29, 2008 from http://www.news.com.au/heraldsun/story/0,21985,20586168-5000117,00.html

Is it Money Well Spent? Election 2004 :: essays research papers

We live in a time where more expensive means more desirable. This year’s election spending has gotten out of hand. It is time for future presidents to ask themselves, is all of this spending necessary? The total spending in the 2004 election was at least 1.2 billion dollars and the total costs of the 2005 inauguration to be 50 million dollars. Advertisements and personal luxuries the President elect and their family indulge in are even pricier than anything is. What exactly are the leaders of this free world spending this much money for? Appearance is a big deal when someone is trying to make an impression. A person has to be able to hold him or herself properly, groom themselves properly, and wear the latest outfits to appeal to the many eyes looking up at them. First Lady Laura Bush, along with her two daughters spent a lump sum of 30 thousand dollars on one out of six outfits they wore during the inaugural bashes held on January 19 and 20. The Presidential suite package at the Mandarin Oriental Hotel for inauguration celebrations cost 200 thousand dollars alone. This is 50 thousand dollars more than military necessities that the President claims we desperately need. This includes a fully armored military Humvee and one set of Army body armor. President George W. Bush’s inauguration could have paid for vaccinations and health care for 22 million children impacted by the tsunami disaster, or it could have paid off some of the nation’s 412 billion dollar deficit from last year. Millions of government do llars was spent on construction of the platform, stands at the Capitol, and rigid inauguration security. Is it Money Well Spent? Election 2004 :: essays research papers We live in a time where more expensive means more desirable. This year’s election spending has gotten out of hand. It is time for future presidents to ask themselves, is all of this spending necessary? The total spending in the 2004 election was at least 1.2 billion dollars and the total costs of the 2005 inauguration to be 50 million dollars. Advertisements and personal luxuries the President elect and their family indulge in are even pricier than anything is. What exactly are the leaders of this free world spending this much money for? Appearance is a big deal when someone is trying to make an impression. A person has to be able to hold him or herself properly, groom themselves properly, and wear the latest outfits to appeal to the many eyes looking up at them. First Lady Laura Bush, along with her two daughters spent a lump sum of 30 thousand dollars on one out of six outfits they wore during the inaugural bashes held on January 19 and 20. The Presidential suite package at the Mandarin Oriental Hotel for inauguration celebrations cost 200 thousand dollars alone. This is 50 thousand dollars more than military necessities that the President claims we desperately need. This includes a fully armored military Humvee and one set of Army body armor. President George W. Bush’s inauguration could have paid for vaccinations and health care for 22 million children impacted by the tsunami disaster, or it could have paid off some of the nation’s 412 billion dollar deficit from last year. Millions of government do llars was spent on construction of the platform, stands at the Capitol, and rigid inauguration security.

Interracial Relationships Essay -- Interracial Couples Marriage

Why do people stare at interracial couples and feel betrayed by the person of the same race? How must the couple feel when people stare at them everywhere they go? In June of 1958, a white man and a half African-American and half American-Indian woman, both native citizens of Virginia, wed in South America. Not long after the marriage the couple returned back to the state of Virginia where they decided to establish a happy family. In October of 1958 the couple received an indictment charge, stating that the marriage had violated Virginia’s law of no interracial marriages. The couple was found guilty and was sentenced to one year in jail; however, the judge saw no harm in the marriage. If the couple would leave the state of Virginia, and not come back until another twenty-five years, he would suspend the sentence. Interracial marriages go through trials and tribulations. Family acceptance is important to interracial relationships. One way a couple can tell if their family approves of the wedding is by how many people attend the ceremony. â€Å"Of these ceremonies, whether religious or civil, the gatherings were small with only a few close relatives or friends attending† (Porterfield 103). Family members, who do not agree with interracial relationships, will show how they feel by not attending the wedding. Close family members will support the bride and groom but not the marriage itself. After the marriage, the newly weds will sense tension at one another’s family gatherings (Porterfield 105). A newlywed couple needs to feel a substantial amount of acceptance because marriage is one of the biggest steps in one’s life, and newlyweds need to know they have not made the wrong decision. The family of one’s partner can cau... ...cult to do in society. Society figures that once a person has a drop of black in them, they are considered black not white. As part of life in this society, they must learn to deal with conflict such as racism directed towards them from the individuals, who need to fit everyone into a particular category (Rosenblatt, Karis, Powell 193). If a parent was to check the white box and the appearance of their child seems to be blacker than white, it can be seen as a problem. In conclusion, society needs to consider the feelings of interracial couples. A person may not agree with interracial relationships, but they do not need to discriminate against them. Even today in the year 2002, society has its problems with interracial relationships. Through education and the way couples raise their children, the problem or problems facing interracial couples will diminish.

Employee Portfolio: Motivation Action Plan Essay

Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Kellen has a high level of both positive emotions and | | | | |emotional intelligence, which allows him to be deliberate in his| | | | |decision-making. Motivational strategies for Kellen should | | | |include both intrinsic and extrinsic incentives such as | | | | |supporting his growth and development within the organization | | | | |and providing recognition where due. Maintaining an interesting | | | | |work environment for Kellen as well as allowing him some freedom| | | | |of choice where decisions are concerned will maintain his high | | | | |level of job satisfaction and motivation. | |Preston |Preston has a strong ability to stay focused and |Preston’s Overall performance rating is low and requires change | Goal-Setting Theory | | |remain on task and finishes projects on time. |in many areas. Preston has a high level of negative emotions | | | |Preston is overall dissatisfied with his job. In |that may be the cause to his blended style in regard to | | | |order for Preston to feel accomplished he must stay |effective decision-making. These negative emotions have resulted| | | |on a project and have something to stay focused on. in a high level of dissatisfaction with his job. Based on his | | | |We will create a plan for Preston that includes |assessment results, Preston also has trouble regulating his | | | |having an alternative work arrangement in place. For|emotions. This may be the direct cause to his overall job | | | |Preston we will create a core list with times so |dissatisfaction. Strategies in increase motivation and job | | | |that he can have something to focus on visually. dissatisfaction with Preston may include openly recognizing his | | | | |accomplishments as well as including his in some sort of job | | | | |rotation. Preston’s dissatisfaction may just be the result of | | | | |â€Å"overroutinization. By allowing Preston to rotate jobs, the | | | | |company may discover an area that suits his skills and knowledge| | | | |better; ultimately increasing his motivation and satisfaction | | | | |levels. | |Bambi |Bambi is overall satisfied in the work place. She is|Bambi has a strong ability to stay engaged despite her job |Maslow’s Hierarchy of Needs Theory | | |usually able to evaluate and express feelings. Bambi|dissatisfaction. We will need to create a position in which she | | | |is thorough and deliberate in her actions bringing |is challenged mentally so there is not time to focus on her | | | |forth positive outcomes. Bambi has worked hard to |emotions. We will need to keep her involved with different | | | |keep motivated to reach the goals of the company. programs so that she has the opportunity to benefit and grow | | | |She works well when she sets tasks and goals to work|from her job position | | | |towards. | | |

List Essay Example

List Essay Example List Essay List Essay This is a new leadership programmer for young active change makers from selected countries in South Asia, which aims to build a foundation for dialogue, mutual understanding and knowledge sharing. The programmer combines intercultural leadership training with theory and practice in the fields of transparency, democracy and human rights, connecting people from different sectors of society from civil society to political and entrepreneurial sectors. The programmer has the ambition of building a dynamic network of young leaders and connectors of the future. In the questions below, please motivate your participation in the programmer. Dont elaborate on the driving forces in your life and what inspires you. Questions 1 . ) Please describe the platform (e. G. Experiences, engagements, skills, drives, goals) from which you have the ambition to contribute to the development of your local/ regional society. [1 50 words maximum]. People like nelson Mandela and mother Teresa has always been an model of inspiration for me to do something for the society. I have been an active member volunteering social activities in the past like electing funds for the flood victims in 2010 participated in awareness and distributing polio vaccination to children . Also Joined different Mangos like UNDO to learn more professionalism and get a platform to perform my services on much larger scales. My positive attitude and determination has been greatest motivation to engage my self in social activity and even a tiny positive added by me in the society will be an achievement to me . Our country Pakistan is in dilemma facing a lot of problems its a high time for me to serve my nation and aware others members to puts and in hand and start doing philanthropic act and propel our nation towards prosperity. 2. ) Give one example of challenges or possibilities important for your country today. [1 50 words maximum]. My country Pakistan facing adverse conditions like economic issues law and order and many more. Illiteracy among the people which is more than 50% a alarming situation for any country is a root cause of all the problems currently occurred people are UN aware of their roles and responsibility . The only way to aware people is to provide them education in 2012 the total money spend on education was 1 . 7% of GAP the spending on budget is far less than many of the developing nations . More than 10 million children in our country have not even seen the face of colleges . Education among people is pivotal for bringing revolution in the country . 2. B) Describe how your participation in the leadership programmer Young Connectors of the Future could contribute to addressing this challenge/possibility. [1 50 words maximum]. I am determined and focused to mitigate the current adverse condition by taking the responsibility of many people of surrounding and providing them education to escalate their awareness level for that scenario its essential for me to posses all the qualities to be a leader of tomorrow . His conference provides me platform meeting with the competent people of the country facing same problems which our country is this conference will allow me to exchange ideas and gain more knowledge about how we can address the surrounding problem more professionally it will help me to establish a network with professionals of different country which will most likely to pursue their carrier in same field . He last and but not the least his conference will provide me more expose and boast my self confidence which will help me to face the challenges with more efficiency rights and democratic development

Personal Pronouns in Japanese

Personal Pronouns in Japanese A pronoun is a word that takes the place of a noun. In English, examples of pronouns include I, they, who, it, this, none and so on. Pronouns perform a variety of grammatical functions and are thus heavily used is most languages. There are many subtypes of pronouns such as  personal pronouns,  reflexive  pronouns,  possessive pronouns,  demonstrative pronouns, and more. Japanese vs English Pronoun Usage The use of Japanese personal pronouns is quite different from English. They are not used as often as their English counterparts, though there are a variety of pronouns in Japanese depending on the gender or the style of speech. If the context is clear, the Japanese prefer not to use the personal pronouns. It is important to learn how to use them, but also important to understand how not to use them. Unlike English, there is no strict rule to have a grammatical subject in a sentence. How to Say I Here are the different ways one can say I depending on the situation and to whom one is speaking to, whether it be a superior or a close friend. watakushi ã‚ Ã£ Å¸Ã£  Ã£ â€" - very formalwatashi ã‚ Ã£ Å¸Ã£ â€" - formalboku (male) Ã¥Æ'•, atashi (female) 㠁‚㠁Ÿã â€" - informalore (male) ä ¿ º - very informal How to Say You The following are the different ways of saying you depending on the circumstances. otaku 㠁Šã Å¸Ã£   - very formalanata 㠁‚㠁 ªÃ£ Å¸ - formalkimi (male) Ã¥ â€º - informalomae (male) 㠁Šå‰ , anta 㠁‚ん㠁Ÿ- very informal Japanese Personal Pronoun Usage Among these pronouns, watashi and anata are the most common. However, as mentioned above, they are often omitted in conversation. When addressing your superior, anata is not appropriate and should be avoided. Use the persons name instead. Anata is also used by wives when they address their husbands. Omae is sometimes used by husbands when addressing their wives, though it sounds a little bit old-fashioned. Third Person Pronouns The pronouns for the third person are kare (he) or kanojo (she). Rather than using these words, it is preferred to use the persons name or describe them as ano hito (that person). It is not necessary to include gender. Here are some sentence examples: Kyou Jon ni aimashita.ä »Å Ã¦â€" ¥Ã£â€š ¸Ã£Æ' §Ã£Æ' ³Ã£  «Ã¤ ¼Å¡Ã£ â€žÃ£  ¾Ã£ â€"㠁Ÿã€‚I saw him (John) today.Ano hito o shitte imasu ka.㠁‚㠁 ®Ã¤ º ºÃ£â€šâ€™Ã§Å¸ ¥Ã£  £Ã£  ¦Ã£ â€žÃ£  ¾Ã£ â„¢Ã£ â€¹Do you know her? Additionally, kare or kanojo often means a boyfriend or a girlfriend. Here are the terms used in a sentence: Kare ga imasu ka.Ã¥ ½ ¼Ã£ Å'㠁„㠁 ¾Ã£ â„¢Ã£ â€¹Do you have a boyfriend?Watashi no kanojo wa kangofu desu.ç § Ã£  ®Ã¥ ½ ¼Ã¥ ¥ ³Ã£  ¯Ã§Å"‹è ­ ·Ã¥ © ¦Ã£  §Ã£ â„¢My girlfriend is a nurse. Plural Personal Pronouns To make plurals, a suffix ~ tachi (é â€) is added like watashi-tachi (we) or anata-tachi (you plural). The suffix ~ tachi can be added to not only pronouns but to some other nouns referring to people. For example, kodomo-tachi (Ã¥ ­ Ã¤ ¾â€ºÃ© â€) means children. For the word anata, the suffix ~ gata (æâ€" ¹) is used sometimes to make it plural instead of using ~ tachi. Anata-gata (㠁‚㠁 ªÃ£ Å¸Ã¦â€" ¹) is more formal than anata-tachi. The suffix ~ ra (ら) is also used for kare, such as karera (they).

The eNotes Blog You Dont KnowDickens

You Dont KnowDickens 7 lesser-known facts that may make you see the  beloved author and philanthropist  of the Victorian era in a new light by Michelle Ossa 1. He suffered from Post Traumatic Stress Disorder from his time at  Warrens Shoeblacking Factory and Warehouse At the age of 12 Charles Dickens suffers a life-changing event that forever marks his life. His father, John Dickens, was arrested for debt, and sent to Marshalsea Debtor’s Prison in London. The able-bodied, older male Charles was considered old enough to work and earn some wages. For this reason he is forced out of school and sent to Warren’s Shoeblacking;   a place fully-described in the semi-biographical novel Oliver Twist. Similarly, Charles works under grueling and cruel conditions that predate any workers’ rights movement. Moved by these sad events Dickens used his talent to publish in mass and expose these realities. Through literature, he gave a voice to orphans, destitute children and mistreated workers using them as motifs that recur in his body of work.   According to Dickens’s most reliable biographer, John Forster, the author had â€Å"an attraction of repulsion† that rendered him more effective when dealing with topics that directly describe images of his sad childhood.   Therefore, this repetition of misery and pain during childhood as a central theme denote a need to continuously cope with the traumas of childhood. 2.  He was likely manic depressive According to his own letters, Dickens suffered consistent bouts of â€Å"depression† that would start when beginning to write a new work, and would then developing into a â€Å"mania† that powered him to complete them.   It was a â€Å"balance† between deep, debilitating sadness followed by periods of acute impulsivity.   According to Hershman and Lieb in the book Manic Depression and Creativity   (1998), Dickens’s explosive creativity was a result of the maniac state that makes sufferers of bipolar disorder feel indestructible (p. 106).   An example of Dickens’s mania is what is known as the â€Å"Dickens Summers†. According to Manic Depression and Creativity Dickens would rent a spacious summer home and have sumptuous parties for large quantities of people on a daily basis. Dedicated to the very last detail both at home and work, Dickens would also spend hours insisting on completing massive amounts of work until the last word was w ritten. The book explains how bipolar disorder renders those who suffer from it extremely oblivious of the wants and needs of others. The need to be the center of all attention, and the extreme shift in mood certainly profile Dickens as bipolar. 3.  He was a chauvinist Although Dickens was a charmer on the outside, he was considerably different with his own family, particularly with his wife, Catherine. Several books have been written on the matter, all depicting the relationship between Dickens and his wife as very one-sided†¦ favoring Dickens’s side of course.   For example, in the book Dickens’ Women author Miriam Margolyes cites an 1842 letter in which Dickens tells a friend that his wife is â€Å"as near being a donkey as one of her sex can be.   According to Dickens’s published letters, he also refers to â€Å"Kate† as â€Å"baggage†, as dumb, and as an incompetent mother and housekeeper. To make matters worse for Mrs. Dickens it seemed that each time hubby Charles would fall for another woman (and it happened often), Catherine would become pregnant. Catherine bore Charles ten children, and, according to Charles, she was to blame for every one of them. Dickens had a deep weakness for other women and did all he could to impress them. At home, however, he was stern and abusive to his very loyal wife, and his needs came before those of his family. But Dickens did not fall for just any woman. It seems Charlie’s â€Å"women wish list† comes with a bit of sauciness 4.  Ã‚  He was a sexual deviant of the time Dickens was a good â€Å"politician† in his own right, building a â€Å"super hero of the people† persona through his many charities, and demands for social reform. This very persona conveniently hid a secret life that evidences a penchant for sexual deviance. Now, let’s make something clear: It is very easy to be a sexual deviant. All you need to do is enjoy sex in a way that deviates (detours, moves away) from what is considered â€Å"traditional† sex, that is, married, monogamous, missionary, etc. In Victorian times especially it was not difficult to be labeled a deviant. Back to Dickens, his sexual appetites denote three specific tastes:   a) very young women, b) women who defied the prudish Victorian ideal and, c) women who were also sexually deviant in nature. The first typology encompasses women in their late teens starting with Dickens’s own sister-in-law, Mary. Dickens had a deep, plutonic desire for Mary up until she died in his arms at age 17. Then came a series of other equally young females, ending in May, 1858 when a middle-aged Charles wrote to his lawyer, Frederic Ouvry, asking for a legal separation from Catherine. He  had fallen  deeply in love with 18-year old actress Ellen Ternan. They even moved in together and remained a couple until his death. Notice that actresses were considered less respectable women in the 19th century and that may be precisely what enticed Dickens.   Moreover, the book Charles Dickens by the well-respected biographer Claire Tomalin hints at the possibility that Dickens may have even frequented t he â€Å"fallen women† whom he was â€Å"helping† to â€Å"clean up† from the streets of London.   Super-hero syndrome, anyone? 5.  He was a manipulator Happy ol’ Dickens made a major and infamous faux pas: he sent his teeny-bopper mistress a very cute bracelet†¦ but it reached his wife by accident! This mistake made the news and everyone was talking about it. What was there to do? Use your social influence to spin stories against your wife. Yep. Now the poor woman is also to blame for the mistake that HE made of sending the mistress’s bracelet to poor Catherine by accident. Such is life. Also, a sudden alliance between Dickens and his sister-in-law served as a way to publically taint the reputation of Catherine as a wife and mother. All of this was a clever, yet cheap, move for Dickens to â€Å"make well† with his people while removing any doubt about his character. Either way, the fact remains: he dumped the wife of forever, the same one who bore him the 10 kids, for an 18 year old second rate actress. And that†¦ is just NOT cool. 6.  He was  obsessive compulsive According to several biographers, most notably Foster, Dickens was obsessed with the new discoveries on electromagnetic fields. He felt that these fields rendered people powerless unless humans work in tandem with the fields. For this reason, he made his family sleep, sit, work, and conduct their daily interactions in a manner where they would supposedly go in the same direction as the field. Sleeping positions and   places at table were of particular importance. Dickens was witnessed touching things several times (often three times), and demanding that his furniture were to be put â€Å"in the correct order† for the â€Å"energy† to flow properly (kind of like Victorian Feng Shui). A master of cleanliness, he would make his children maintain their rooms organized and clean. After all, with  10 of them, why not?   Most notably, Dickens was ceremonious and liked routines ad nausea. Routines were imperative to be followed and he would often lose his temper if things did not operate the way that he would calculate. Other quirks that have been documented include excessive grooming, a constant need to accomplish mini-goals (i.e. his compulsion to complete tremendous amounts of work within one day), and a penchant for looking at himself in the mirror, which comes along with the incessant grooming of his hair.   It could be argued that the fact that specific topics repeat prodigiously among his works could also be a sign of OCD as well as post-traumatic stress. 7.  He was very superstitious Dickens was connected to the London Ghost Club. This should not come to a surprise since the famous (fake) Fox sisters were already conducting the sà ©ances that would bring Ghost-mania to London during Victorian times. Whether he practiced sà ©ances as well, we will not know for sure. However, it is evident that Dickens was a fan of every trend that surfaced in society. One of these was the new hypnotism movement that was known as â€Å"mesmerism.† Ever the experimenter, Dickens would claim that hypnotism helped him and his family get rid of illnesses. However, the pressure that Dickens exerted on his family members may have led them to say just about anything to make their father happy. Despite   his chaotic love life and strange behaviors Dickens worked endlessly to earn a well-deserved reputation as a prolific and respected man of letters. He also did his best to influence social reform, personal life aside. The influence of his works is magical, creating worlds to which we have all traveled in our imagination. Clearly, there are two sides to every story. Even the moon has a dark side. We can forgive and forget this side of Dickens and continue to revel in his unmistakable genius. Sources: Landow, George P. The Blacking Factory and Dickenss Imaginative World. The Blacking Factory and   Dickenss Imaginative World. 14 Oct. 2002.. victorianweb.org/authors/dickens/dickensbio3.htmlgt; Coustillas, Pierre. GISSINGS WRITINGS On DICKENS. London: 1969. (On esoterism) Hunter, Nigel and Edward Mortelmans. Great Lives: Charles Dickens. New York: Bookwright Press, 1989. https://www.lang.nagoya-u.ac.jp/~matsuoka/CD-Biblio.html

The Long Walk of the Navajo Essay Example | Topics and Well Written Essays - 500 words

The Long Walk of the Navajo - Essay Example This was done by the government in reaction to the retaliation of the Navajos to the western people. They did not want to leave their ancestral places and thus did not allow any foreigner to have a share in the territory. This made the government to remove the Indians from their ancestral land to ensure that other people could live in that territory. However before reaching such a decision different treaties were also made by the government with Navajos to ensure peace in the area but such treaties did not last long when both the military and Navajos started having conflicts. The government ordered the Navajos to leave their homeland and agricultural properties and move over to the fort Sumner. In August 1863 the first group of Navajos left for Fort Sumner which was 400 miles away from their homeland. While they had to walk barefoot to the fort they had to face many difficulties in their way such as the harsh weather. It took them a total of 21 days to reach the Fort Sumner and while reaching the fort many of the Navajos died because of starvation. However after reaching the Fort also the Indians were not provided with any proper water or food treatment. The farmers were also not given favorable conditions in which they could grow crops for their livelihood.

VISUAL ANALYSIS PAPER Essay Example | Topics and Well Written Essays - 1500 words - 1

VISUAL ANALYSIS PAPER - Essay Example a short time difference, the former artist belonged to the School of Florence and can be seen as a typical representative of Renaissance while the latter articulated a new period which is called Mannerism. To begin with, it may be particularly important to examine the similarities which can be found in the two works of art. First of all, the most obvious point that the two paintings share is colors of the clothes that Mary the Virgin wears. Thus, the authors adhered to the tradition and depicted her wearing old fashion garments, one of which is red and the other is blue. The contrast between these two colors is easily recognizable and is pleasing to the eye. While both authors used red, the intensity of this color is different: on the former picture it is significantly lighter than on the second one. Another point that the two works of art share is the posture of Mary. As one can easily see, she is depicted sitting and looking at her child. It is rather obvious that this composition can be interpreted from different points of view. On the one hand, this kind of posture reflects the biblical story and might be seen as a typical one. On the other hand, it is quite natural for a mother to look at her child while being painted or taken picture of. That is why the general atmosphere of the picture is incredibly humanistic: it depicts behavior of almost real people which contributes to warm perception of it. The third aspect which should be taken into account while considering the similarities between the two pictures is the way the two characters look. It must be noted that they do not look straight at the audience, but down and to the side. The reason why Mary is depicted in such a way can be easily understood: she looks at her son who is smaller than her and is sitting on her laps; that is why, it is natural for her to look down. However, the child also looks down and to the side. There are might be several ways to explain it. According to one of them, people can

Financial Accounting Ethics Case Study Essay Example | Topics and Well Written Essays - 1000 words

Financial Accounting Ethics Case Study - Essay Example Despite the use of various defensive tactics such as poison put, white knight, lockup, crown jewel, shark repellent and golden parachute, it has not hampered the predominance of mergers and acquisitions. However, the process of mergers and acquisitions has been engulfed with various challenges that often threaten its validity (DePamphilis, 2007). Accountants and management act incongruously to report a better value of a company’s assets, liabilities and working capital so as to gain an advantage during the merging and acquisition process. This paper shall comprehensively analyze a case study involving the Finance Manager at Home and Care Products, Lisa Michaels, and an accountant of Prestige Fragrance Company, Jeffrey Anderson, with an aim of establishing the ethical issues inherent in the case and advise Lisa on the best strategies to use in resolving and overcoming the unethicality. In the process of mergers and acquisition, accountants are supposed to use two methods; the purchase method and the pooling of interests. Under each method, assets, equity and working capital are differently valued but their valuation is standard and should be easily provable through provision of supporting documents. Various ethical issues are inherent in the case study. Firstly, the accountants are violating the principles violated by FASB and are creating unnecessary sections within the financial records. Moreover, they are inflating sales and earnings, a clear violation of the conservatism concept, so that the parent company perceives the subsidiary as financially healthy, which is far from the reality (Bushman & Smith, 2001). Additionally, Jeffrey Anderson accumulated several assets in the â€Å"Other Assets† section in the balance sheet while he could not appropriately account for the assets. The validity and nature of the assets

STANLEY SPENCER ( OR WHATEVER THE WRITER FEELS IS RIGHT) Essay

STANLEY SPENCER ( OR WHATEVER THE WRITER FEELS IS RIGHT) - Essay Example The Lovers or The Dustman is an outstanding piece of work created by Stanley Spencer in 1934. The piece, which is owned by the Stanley Spencer Estate and is currently on display at the Laing Art Gallery in Newcastle Upon Tyne, is a richly detailed artwork with layers of meaning and depth. Looking at the piece one is drawn into it’s complexity and energy. The superficial experience brings a very defined view of village life. One sees by the nature of the organization of the figures the close knit comfort of those who actively engage in the lives of neighbors. The piece brings a sense of a chaotic moment in the lives of these villagers as they focus on a spectacle and one can see the beginnings of judgment and wonder on their faces. On closer inspection we see that the figures near the bottom are offering gifts of garbage which are according to a critical essay by Don Gray, â€Å"despite Spencers disavowal, ironic substitutes for gold, frankincense and myrrh, a fitting welcome to the new Christ by a non-believing, materialist age.† (Gray) The theme of The Lovers or The Dustman is the resurrection of common workers, specifically garbage men and dustmen. Spencer interpreted this piece by saying â€Å""...The joy of his (the dustmans) bliss is spiritual in his union with his wife who carries him in her arms and experiences the bliss of union with his corduroy trousers...They are gazed at by other reuniting wives of old laborers who are in ecstasy at the contemplation that they are reuniting and are about to enter their homes."(Gray) In this piece one can see a perspective of the female mind as they look on the reunion contemplating their own abilities to survive without these men in their lives. They have been â€Å"doing quite nicely without them thank you†, (Gray) as Gray puts it. One must wonder if this was influenced by Spencer’s relationship with Patricia Preece who was in turn involved in a

Employment Law - Independent Contract Case Study Essay

Employment Law - Independent Contract Case Study - Essay Example The IRS defines an employee using existing common-law rules (IRS P-15a 4). The IRS maintains that it makes no difference how you label the relationship because the relationship between the employer and the person performing the service defines the relationship (IRS P-15a 4). The relationship that existed between Ark Bark and Joshua was bound by an oral agreement which was not put to writing. The employer, according to the case study, maintained an employer/employee relationship with Joshua by staying in frequent contact with him via telephone. It demonstrates that the employer, not Joshua, was in charge of maintaining the relationship that existed between them. The IRS tells us to examine the element of behavioral control between the parties (IRS P-15a 6). Behavioral control, whether it rests with the employer or the person performing the service, is significant in identifying the nature of the relationship. Behavioral control establishes â€Å"[†¦] whether a business has the right to direct and control how the worker does the task for which the worker is hired [†¦] (IRS P15a 6).† An employee, the IRS states, must generally follow the employer’s instructions on when, how, and where to perform the work (IRS P-15a 6). The employer gives the employee these instructions, that normally include the tools to use in performing the work, identifies who will assist the employee in accomplishing the work, where the employee must purchase or receive the relevant supplies and equipment necessary to perform the work, who performs each component of the task and in what order of priority it is performed (IRS P-15a 6). In the case study presented, we cannot say the employer issued directions to Joshua on when, how, and where to perform the work because we do not know the substance of the sixty-eight telephone calls made to Joshua by Ark Bark’s vice president. The employer did not provide Joshua the tools to perform the sales work, although

STANLEY SPENCER ( OR WHATEVER THE WRITER FEELS IS RIGHT) Essay

STANLEY SPENCER ( OR WHATEVER THE WRITER FEELS IS RIGHT) - Essay Example The Lovers or The Dustman is an outstanding piece of work created by Stanley Spencer in 1934. The piece, which is owned by the Stanley Spencer Estate and is currently on display at the Laing Art Gallery in Newcastle Upon Tyne, is a richly detailed artwork with layers of meaning and depth. Looking at the piece one is drawn into it’s complexity and energy. The superficial experience brings a very defined view of village life. One sees by the nature of the organization of the figures the close knit comfort of those who actively engage in the lives of neighbors. The piece brings a sense of a chaotic moment in the lives of these villagers as they focus on a spectacle and one can see the beginnings of judgment and wonder on their faces. On closer inspection we see that the figures near the bottom are offering gifts of garbage which are according to a critical essay by Don Gray, â€Å"despite Spencers disavowal, ironic substitutes for gold, frankincense and myrrh, a fitting welcome to the new Christ by a non-believing, materialist age.† (Gray) The theme of The Lovers or The Dustman is the resurrection of common workers, specifically garbage men and dustmen. Spencer interpreted this piece by saying â€Å""...The joy of his (the dustmans) bliss is spiritual in his union with his wife who carries him in her arms and experiences the bliss of union with his corduroy trousers...They are gazed at by other reuniting wives of old laborers who are in ecstasy at the contemplation that they are reuniting and are about to enter their homes."(Gray) In this piece one can see a perspective of the female mind as they look on the reunion contemplating their own abilities to survive without these men in their lives. They have been â€Å"doing quite nicely without them thank you†, (Gray) as Gray puts it. One must wonder if this was influenced by Spencer’s relationship with Patricia Preece who was in turn involved in a

The Responses to the Humanitarian Erisis in Darfur Essay

The Responses to the Humanitarian Erisis in Darfur - Essay Example This low incidence of intervention seems at odds with the agreement entered into by most countries in the Genocide Convention of 1948 wherein they committed, under Art 1, â€Å"to prevent and to punish†2 the crime of genocide. Could this failure to intervene in the genocidal activities of sovereign states be rooted in the inability of the human rights movement to propel international action? The case of Darfur provides a timely opportunity to examine the truth of that theory. It is imperative that a definition of genocide be explored and established first since much of the controversy surrounding international inaction today are in many ways related to the very definition and application of the term â€Å"genocide†. As is best exemplified by Shelly’s wordplay above, the definition and use of the term genocide has been muddled by political stratagems which seem to follow an unspoken rule to never use the term at all costs. Instead of the term â€Å"genocide†, terms such as â€Å"ethnic violence†, â€Å"ethnic cleansing†, â€Å"acts of genocide†, and â€Å"civil war† have become the trademark of the politically-savvy. It would be as though by avoiding the term genocide, a humanitarian crisis such as Rwanda or Darfur would cease to be genocide and transform into something more palatable to the taste. We must thus resort back to the definition of genocide agreed upon by the same international community before t hey actually found themselves bound to make good on such definition. In the 1948 Convention on the Prevention and Punishment of the Crime of Genocide, the following definition is clearly detailed.

Team America Essay Example for Free

Team America Essay World Police America is a nation notorious for certain attributes. Unilateralist policies have existed throughout much of American history and exist today, reflected in America’s war in Iraq, though the extent to which the agenda has disregarded other parties has seemingly increased. The word jingoism, defined as â€Å"extreme patriotism in the form of aggressive foreign policy,† is often used to describe American foreign policy, and is rampantly displayed in American films, i. e. Rambo. America has been labeled imperialistic, hubristic, hegemonic, xenophobic, and/or shortsighted by many. Team America: World Police blatantly satirizes these American attributes and the modern day actions reflecting them. From liberal and conservative viewpoints on foreign affairs to national pride, Team America attacks all sides of the issue. The film’s satire of American themes begins in the title. The film’s main subject is the American government’s hubristic assumption that because America is the last remaining world superpower, it is America’s responsibility to maintain order and guard freedom in the world. The United States’ emerging unilateralism since the Cold War is highlighted and mocked. Team America’s military actions, such as destroying the Eiffel Tower and half of Cairo in reckless and bullish assaults on terrorists, exemplify the U. S. A. ’s pervasively destructive foreign policies. Americans and American government have an international reputation for a cocky, yee-haw attitude. This is on full display in Team America. The known penchant for xenophobia in the US is mocked in the film by portraying other cultures as simple stereotypes. America’s hegemony has not always been so selfishly nationalistic; during previous administrations, foreign policy was more based on instituted policies and relatively benign. However, The United States is seen as a nation whose very reason for existence is to maximize freedom. This widespread notion, one that has come into more intense scrutiny under the current American administration, is a core them satirized in Team America. The Bush Doctrine has led America’s unilateralism and imperialism to its extremes. Team America, while not directly naming or portraying George W. Bush, identifies and mocks the jingoistic regime. The blind and unquestioning self-justification with which Team America operates is intentionally reminiscent of the Bush administration’s Iraq-WMD fiasco. Also satirized is the left wing approach to the war in Iraq. Sean Penn, actor/activist, is portrayed as one of the radical left wingers, and says in reference to Iraq, â€Å"Before Team America showed up, it was a happy place. They had flowery meadows and rainbow skies, and rivers made of chocolate, where the children danced and laughed and played with gumdrop smiles. This satirizes the liberals’ reaction, and the hollowness of their peace movement. The film, however, is not merely a direct skewering of modern day political events; its satire is more broad and sweeping. The prevailing American attitude of having moral high ground due to its stated values and form of government, and the belief that America’s position of power and ethical superiority designates i t the world leader and justifies any and all political and/or military action, is attacked in the film. This attitude dates back to colonial times, and has puritanical roots. John Winthrop’s vision of America as a â€Å"city on a hill,† a shining beacon of light serving as a model of Christian society above all others, is a theme that has lingered in American national identity to present day, and has extended to hubris on some levels. Team America: World Police’s portrayal of Americans seeing their way as the only way and having an over-the-top sense of pride is based off of these original American themes. Team America certainly ridicules all sides of American politics, and America itself, without remorse or regard. The recurring themes of unilateralism and jingoism in particular are satirized through Team America’s incompetence, disregard, and general bullheadishness. American foreign policy has long been controversial with its imperialist parallels and sense of righteousness, especially under the Bush administration, and stems from its puritanical roots. America as â€Å"World Police† has connotations rife with controversy, something Trey Parker clearly embraces.

Common Bus System Simulation

Common Bus System Simulation In this project we are going to perform simulation on 16 bit common bus. To Understand what is common bus let us first discuss what is bus itself, A bus is set of parallel lines that information (data,addresses, instructions and other information)passes on internal architecture of a computer. Information travels on buses as a series of pulses , each pulse representing a one bit or a zero bit Buses are coming in various sizes such as 4 bits,8 bits,16 bits, 12 bits,24 bits,32 bits ,64 bits,80 bits,96 bits and 128 bits. From the size of bus we can determine that how many bit a bus will carry in parallel.The speed of the is how fast it moves data along the path. This is usually measured in MegaHertz(MHz) or millions of times or second. Data Carried by bus in a second is called as capacity of the bus.In buses there is concept of internal and external buses, Bus inside a processor is called is called as internal and outer to processor is called as external bus. A bus master is a combination if circuits , control microchips, and internal software that control the movement of information between major componenets inside the computer. A processor bus is a bus inside the processor. Some processor designs simplify the internal structure by having one or two processor buses. In a single processor bus system, all information is carried around inside the processor on one processor bus. In a dual processor bus system, there is a source bus dedicated to moving source data and a destination bus dedicated to moving results. An alternative approach is to have a lot of small buses that connect various units inside the processor. While this design is more complex, it also has the potential of being faster, especially if there are multiple units within the processor that can perform work simultaneously (a form of parallel processing). A system bus connects the main processor with its primary support components, in particular connecting the processor to its memory. Depending on the computer, a system bus may also have other major components connected. A data bus carries data. Most processors have internal data buses that carry information inside the processor and external data buses that carry information back and forth between the processor and memory. An address bus carries address information. In most processors, memory is connected to the processor with separate address and data buses. The processor places the requested address in memory on the address bus for memory or the memory controller (if there is more than one chip or bank of memory, there will be a memory controller that controls the banks of memory for the processor). If the processor is writing data to memory, then it will assert a write signal and place the data on the data bus for transfer to memory. If the processor is reading data from memory, then it will assert a read signal and wait for data from memory to arrive on the data bus. In some small processors the data bus and address bus will be combined into a single bus. This is called multiplexing. Special signals indicate whether the multiplexed bus is being used for data or address. This is at least twice as slow as separate buses, but greatly reduces the complexity and cost of support circuits, an important factor in the earliest days of computers, in the early days of microprocessors, and for small embedded processors (such as in a microwave oven, where speed is unimportant, but cost is a major factor). An instruction bus is a specialized data bus for fetching instructions from memory. The very first computers had separate storage areas for data and programs (instructions). John Von Neumann introduced the von Neumann architecture, which combined both data and instructions into a single memory, simplifying computer architecture. The difference between data and instructions was a matter of interpretation. In the 1970s, some processors implemented hardware systems for dynamically mapping which parts of memory were for code (instructions) and which parts were for data, along with hardware to insure that data was never interpretted as code and that code was never interpretted as data. This isolation of code and data helped prevent crashes or other problems from runaway code that started wiping out other programs by incorrectly writing data over code (either from the same program or worse from some other users software). In more recent innovation, super computers and other powerful proces sors added separate buses for fetching data and instructions. This speeds up the processor by allowing the processor to fetch the next instruction (or group of instructions) at the same time that it is reading or writing data from the current or preceding instruction. A memory bus is a bus that connects a processor to memory or connects a processor to a memory controller or connects a memory controller to a memory bank or memory chip. A cache bus is a bus that connects a processor to its internal (L1 or Level 1) or external (L2 or Level 2) memory cache or caches. An I/O bus (for input/output) is a bus that connects a processor to its support devices (such as internal hard drives, external media, expansion slots, or peripheral ports). Typically the connection is to controllers rather than directly to devices. A graphics bus is a bus that connects a processor to a graphics controller or graphics port. A local bus is a bus for items closely connected to the processor that can run at or near the same speed as the processor itself. ACCUMULATER : The accumulator processor register in the common bus system is processing unit that help to perform manipulations. It has two another register Called ADDER AND LOGIC UNIT E REGISTER ADDER AND LOGIC UNIT: It perform additions and other operation then store the value in the Accumulator. E REGISTER: It contains the carry of addition and other operation performed in the adder and logic unit. DATA REGISTER: When we fetched instruction from memory then it is neccesary to have data on which instruction is to be executed. Data register provide data to instruction to execute it. TEMPORARY REGISTER: When we are executing instruction then in the way of computing situation arrives when we need a register to save intermediate result. To save intermediate result we hace register called Temorary register that holds the data or result temporarly from which data will be fetched lator. INSTRUCTION REGISTER: It tells that which instruction will be ececuted ADDRESS REGISTER: AR contains the address of the oprends to execute instruction.For example AR(0-11) PROGRAM COUNTER; It is counter in a common bus that will tell that which instruction will be executed next .Hence it contains the address of next instruction it is implemented as PC >PC +1; INPUT REGISTER: It contains the data that will be inserted by user. OUTPUT REGISTER: It has data that can be use full to take output. WORKING OF PROJECT: This project contain one addition display of data which designed with help of graphics function.It is not relate to project at all. But it introduce you what is project. The main coding when you press any key from key board will appear. It demands from three control signal s0,s1,s2 these three bits aggregately defines the binary corresponding to which decimal number of the register activated which further give activated the its register and execute instruction In order to display the activated register i have used a pixel and circle that will fill the box.

Essay --

English 102 Professor Su Suoccai Arnaud Fragniere 19 February 2014 The different aspects of the Grandmother’s personality in ’’A Good Man Is Hard to Find’’ In Flannery O’Connor’s story ‘’A Good Man Is Hard to find’’, the author narrates the events as a third person, centering it on the grandmother who decides to go with her whole family for a road trip from Georgia to Florida. The grandmother does not want to go to Florida. During the journey she selfishly and manipulatively forces the whole family to go see a plantation that she mistakenly think is on the way. This results in them having an accident and meeting the Misfit, an extremely violent criminal who defies ‘’the beliefs that Christians have in the ability of Jesus to raise the dead’’. As the story develops, the Misfit and his accomplices kill all members of the family except for the grandmother, who up to her death, falsely tries to convince herself and the Misfit that he is a ‘’good man’’. At the end, the grandmother has a moment of grace. However, it proves unavailing as the Mis fit, proceeds to kill her without remorse. Throughout the text we realize that the major trait of the grandmother’s personality is the fact that she considers herself as morally superior. This is based on her belief that she is a ‘’lady’’; sophisticated, wealthy, overall better of a woman. In her eyes, this allows her to judge others. Not only does she see herself as superior, but she thinks that her faith along with her being a good Christian would save her from anything that could cross her path. We discover that she is also extremely selfish and manipulative; for her, her life has much more value than anything else, including the life of her children and grandchildren. To unders... ...e times through the chest. The grandmother’s selfishness and ability to manipulate people fails to help her during the biggest threat that she has to face through her entire existence: her imminent death. Her inability to change the Misfit’s mind and manipulate him the way she wants costs her life. O’connor’s story shows us an old grandmother who considers her as a superior person being powerless against her antagonist in life. The Misfit, this criminal who doesn't believe there is real pleasure in life challenges everything the old lady might say or do in order to live. The old lady tries in vain to save her life using all the tools that she knows, even if she selfishly has to serve this purpose and letting her whole family get killed. The grandmother must abandon all of her manipulative self-absorption, her focus on class and her external show of Christianity.

Kaufmans Organizational Elements Model Essay -- Kaufman Models Essays

Kaufman's Organizational Elements Model Introduction Every organization, whether it is an educational setting or a business setting, has the same basic principle. Each shapes and molds different ideas and ingredients to produce a good or service to deliver to external clients in the community or society. The success of the organization depends on the client satisfaction and the usefulness of what was delivered (Quality Management Plus, 30). Roger Kaufman’s Organizational Elements Model distinguishes between the different elements that make up an organization’s work. Each organizational element relates to one another. They have a building block effect where each element depends on the one before it in order to exist. The "organizational efforts (inputs and processes) contribute to organizational results (products and outputs) and these contribute to societal consequences and payoffs (outcomes)" (Strategic Planning in Education, 23). What is the Organizational Elements Model? Roger Kaufman’s Organizational Elements Model (OEM) consists of five parts: inputs, processes, products, outputs, and outcomes. Every organization, whether it be an educational or business setting, is made up of these five elements. The OEM is a framework for organizations to relate organizational efforts, organizational results, and societal payoffs or consequences (Cost-Consequence Analysis, 90). The OEM may also be divided into two different levels. The first level shows "What Is" and the second level shows "What Should Be". Input Process Product Output Outcome What Is What Should Be SOURCE: Adopted from Kaufman 1992, 1995; Hinchcliff 1995 The OEM can help organizations identify what i... ... p22-26, Nov-Dec 1997. Kaufman, Roger and Watkins, Ryan. "Cost-Consequence Analysis." Human Resource Development Quarterly, v7 n1 p87-100, Spr 1996. Kaufman, Roger and Keller, John M. "Levels of Evaluation: Beyond Kirkpatrick." Human Resources Development Quarterly, v5 n4 p371-380, Win 1994. Kaufman, Roger. Strategic Planning Plus: An Organizational Guide. Sage Publications, Inc.: Newbury Park, California, 1992. Kaufman, Roger, and Mayer, Hanna, and Rojas, Alicia M. Needs Assessment: A User’s Guide. Educational Technology Publication: Englewood Cliffs, New Jersey, 1993. Kaufman, Roger and Zahn, Douglas. Quality Management Plus: The Continuous Improvement of Education. Corwin Press, Inc.: Newbury Park, California, 1993. Kaufman, Roger and Stone, Bruce. Planning for Organizational Success: A Practical Guide. John Wiley & Sons, Inc.: New York, 1983.

Performance Apprisal Management-Assignment

Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management . Performance Apprisal Management-Assignment Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management .