Braveheart Essays - Wars Of Scottish Independence, William Wallace

Braveheart Medieval Society has had much of a affect on society today. For example, many movies have been based off the Middle Ages and the society there. One of the greatest movies that took place in the Middle Ages was Braveheart. Mel Gibson, most likely best movie, had a great affect on society today. It tought many people of what it was like back in the 1300's. First of all, Braveheart was a movie about the early Scottish people. The main character, William Wallace, played by Mel Gibson, is part of a rebel family towards the King. Edward the Longshanks is a selfish king and not a lot of people like him. Only the ones that work for him. As Williams father fails at getting the Scottish their freedom, William follows in his fathers footsteps and he begins his long quest to make Scotland free once and for all, along with the assistance of Robert the Bruce. Other assistance comes from his friends Hamish and Stephan. Can William Wallace get Scotland their freedom. The rise of a town can be an impossible thing to accomplish for many. This includes being a good leader and having certain characteristics. For example, you leadership must be fair to all that you represent. A group of rebellions can come just like that if you are not fair to them. Feeding, clothing, and other things must all be provided. Plus, protection is needed in case of invasion by other countries. This would require training your people with weapons and teaching them how to defend themselves and be brave when told to ?CHARGE!? Another characteristic of your town to rise to the top is having good relationships with surrounding countries. You have to be able to have another country join you in case of battle. If there is a war and everyone hates you, you and your people will get killed not only by the other countries but by your country too. There was a definite rise of the town is Scotland. It was William Wallace who made this happen. He was the leader and he did everything a leader should do. As said, a rise of the town means your people should have courage when said to ?charge.? Wallace led many charges and nobody backed down. Everyone was also well prepared and had the knowledge to fight and how to defend themselves. With it they won that battle and many others. Wallace's people also looked up to him in every way. He was like a role model to them. Everything he did was just fine for the people. Wallace had co-leaders, kind of, too. Hamish and Stephan would help William out a lot. Scotsmen also looked up to them too. Those three helped make it all happen. There weren't much use of nice homes back in the Middle ages. The very wealthy had houses like an average one today and some very wealthy people had the same size house but much nicer on the inside. They had thrones, pictures, messages, signs, etc. Much of this stuff, however, wasn't used in Braveheart. An average person would sleep on the ground at night and others would just never sleep at all. Even Wallace didn't have a home. Him, Hamish, and Stephan had separate tents. The very wealthy, like Robert the Bruce, had only a house that would look like a shack today. The inside was all dusty or creaky. However, this was actually considered to be pretty rich back then. Another characteristic is what people thought of their opposing leaders. In the Middle Ages everyone thought of their opposing leaders like expected. Selfish, dirty, pieces of ----. It was everyone's goal to be able to kill the hated leader. In the movie, everyone hated William Wallace that were on King Edwards side. In the end, when Wallace was captured, everyone was spitting and throwing stuff at him since he killed so many of the people of their country. Everyone swore at him, and at least tried to curse him. Wallace looked like he didn't care and had, maybe, expected it coming.

Basic Guide on How to Write a Dissertation

Basic Guide on How to Write a Dissertation How to write a really good dissertation is the question that has probably been the cause of many sleepless nights for you. Writing a thesis is not difficult at all, as long as you remember some rules and tips that guarantee an excellent dissertation for you. You may have had awful experiences while writing dissertations, but have you ever noticed why you keep getting only Cs and Ds in your dissertation assignments when the guy sitting next to you gets an A+ every time with half the effort than you? Most students spend fortnights, even months, racking their brains, and trying to squeeze as much out of it as possible. However, the reason that they get sick grades is not that they do not make an effort, but that they ignore several essential points while writing dissertations. It does not matter how many painful hours you spent in the library or how much research you did while surfing on the net, as long as you forget to think about the crux of the subject. Following points will help you write dissertations that will earn you the grades you deserve: Make sure you have understood the topic of the dissertation completely. Never miss a chance for a wee discussion with your teacher. As long as you know the topic you are writing a thesis on, you can rest assured that 40% of the task is complete. There is nothing entirely as wrong as completing a dissertation and then finding out that the Triceratops you have just written about as a musical band in your project is dinosaurs! Now that you have full knowledge of what you are going to write, let us move on. Never ever ignore the websites, books, authors etc that your teacher has given to you for research. At least 60% of the references should be from those sources. After looking at the sources, your teacher has told you to take help from, proceed to examine for other material that might help you with your dissertation. You do not have to look too much, as Internet has already done half of your research job. However, for most common topics, you will be able to find stuff from sources like Encarta, Encyclopedia Britannica, and Wikipedia, etc. For more detailed research, you can ask your subject teacher for more references to help you. Get as much information you can gather. Keep on taking everything that seems relevant to the topic you are writing your dissertation on. Once you have enough material, shape it up into a dissertation, and then spend the rest few days cutting off the additional ‘fat’ from your paper. For more information about writing a professional dissertation or thesis paper you can visit our custom writing service for buying your dissertation immediately.

A Competence of Children Safeguarding Service Research Paper

A Competence of Children Safeguarding Service - Research Paper Example Since many of the managers from the established management team have been working in their departments for over 30 years, there has been much resistance on their part when it comes to implementing changes within their organization. In fact, I have been considered a threat to these managers. The Operations Manager, for instance, feels that change within her organization is absolutely unnecessary since they have gotten positive feedback regarding their services in the past. However, after assessing the performance of all the managers, I have found out that there are indeed a number of problems that need to be addressed. These are namely, 1) Poor response or lack response, 2) poor information systems, 3) lack of support and training for managers and staff members, 4) poor and infrequent supervision, 5) the failure to implement policies and procedures, 6) poor structures within services, 5) infrastructure is fragmented and disorganized. This report shall provide information pertaining to implementing change within an organization and managing members of the staff, especially with regards to introducing change. I shall also make references to the current issues when it comes to safeguarding children social workers undertaking child protection services. Clearly, considering that the managers are not welcoming change within their organization as they should, there is a need for this report in order to provide information regarding appropriate human resource management, organizational culture, and organizational behavior.   I have decided to use journals as sources, as well as articles from the Internet and books.

Madness Essay Example | Topics and Well Written Essays - 1000 words

Madness - Essay Example Finally after years of hospital visits, therapy, and lots of different types of medicine, Mayra found a routine that has worked for her so far. Like Mayra has proven and other people with Bipolar disorder know, this illness has no cure. It is a lifelong process of taking medicines to alleviate the symptoms of the disorder. Over the years the more doctors have learned about being Bipolar. When Mayra was first diagnosed, she got a generic Bipolar diagnosis. Now there is two different types of Bipolar; Bipolar I and Bipolar II. It was once thought that a person had long manic phases and long depressed phases, but as Mayra has shown her moods changed daily. Today doctors know more, but more research and study is needed. Like many people with Bipolar disorder, Mayra self medicated since her adolescence. Alcohol to come down or take the edge off her manic phases, pills to chase away the blues. After being hospitalized for her eating disorder, Mayra stopped taking pills. However her alcohol intake increased for years. She was also a cutter. After an almost near death experience after slitting her veins, she stopped regular cutting. Mayra did not receive help sooner than her thirties, even though diagnosed with Bipolar ten years earlier, because she did not take the disease seriously. Finally Mayra had to face the fact that she was never going to be normal, but with medicine could live with the disease. Once she stopped drinking, she still did not take the disease seriously. Only after addressing her illness, did Mayra find a tenuous balance with medicine and therapy. wards, medicine, detox, AA, and therapy. At first diagnosed with anorexia/bulimia, Mayra was hospitalized for that. The goal for treating anorexia/bulimia is to get a patient to eat. The weight Mayra gained or lost was more important than her mental state. They grouped her with other anorexia/bulimia patients that were depressed. The medicine Prozac might have helped Mayra with

Explaining the Focus Learners Use of Communication How does the Assignment

Explaining the Focus Learners Use of Communication How does the educator analyze students use of language to develop con - Assignment Example In order to achieve this, candidates have to be granted the opportunity to satisfy the necessary requirements in the edTPA handbook for their specified subject. Furthermore, the candidates should be responsible for planning and assessment during the edTPA training; present video recordings and complete the edTPA within the specified timeframe. The edTPA affects mentor teachers, teacher preparation programs, and teacher candidates. Teacher candidates are affected by edTPA in the sense that the process is intended to instill confidence in candidate teachers while at the same time acceleration the process of effective teaching. Data and evidence is used by the teacher preparation programs with aims of focusing experience and classroom performance. On the side of mentor teachers, the process brings about a sense of shared ownership while targeting the student teaching experience outcomes. The edTPA is a very helpful process that helps educators to assess learners. The experience gained from the process is not only applicable in classrooms but also in the outside world to study and help special learners and

Questions on compensation management

Questions on compensation management Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation i) Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). ii) How does your company compare the compensation strategy using five issues? (Objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: i) Propose and develop performance appraisal format that you think would be most appropriate. Why do you choose this format? Justify your answer. ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. DATE OF SUBMISSION : 13 November 2010 QUESTION 1 Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). Compensation Compensation is defined as pay provided to an employee by an employer in return for work performed as required by a relevant task in the form of monetary and non- monetary. http://humanresources.about.com/od/glossaryc/g/compensation.htm Compensation is based on: Economic outlook in the market research about the merit of comparable jobs in the marketplace; Contributions and accomplishments of an employee; Employees skills which is available in the marketplace; the need of a employer to retain and attract employees; and the success of the company or the availability of funds and capability of an employer to pay employee the market-rate compensation. Best Practice Best Practice is defined as methods and techniques that have consistently shown results superior than those achieved with other means, and which are used as benchmarks to strive for. http://www.businessdictionary.com/definition/best-practice.html Best Fit The McGraw-Hill text book quoted that the best-fit approach presumes that one size does not fit all. The art of managing compensation strategically involves fitting the compensation system to the different business and environment condition. It is important that each organisation develop a compensation system in the perspective of its organisation mission (what it is and what it does). Scholars have agreed that it is important that leaders of an organisation embrace compensation/fair pay practices. An effective system of compensation is highly significant because several problems relating to employee remuneration such as absenteeism occurs because employee feels they are under paid. Remuneration must fulfill the expectations and aspiration of employees and exploit their energies for the benefit of organisation. Retaining competent individuals for long is more difficult than attracting new fresh ones. Loyalty of employee towards an organisation depends on his/her perceptions about compensation. The organisations pay structure must, therefore be equitable and consistent. Employees get motivated to perform better when their past performance is rewarded adequately. Employees set expectations about rewards and compensation to be received, if certain levels of performance are achieved. Compensation Strategy in ABC Managed Services Malaysia Sdn Bhd Background of Organisation ABC Managed Services Malaysia Sdn Bhd is a subsidiary of ABC Consultants India Pte. Ltd. It was established here in Malaysia on July 2004 and has about 15 members as at today. Main focus of the business is Human Resource Outsourcing (HRO) and Information Technology Outsourcing (ITO). The HRO division takes care of the payroll processes and statutory compliance of organisations within the Asia region. Where the ITO division works on the information technology which assist a HR department to manage and maintain HR records. The organisation has mixed of local and expatriates member working for them. The Malaysia office is headed by a country manager who reports to Head of Asia Pacific who is based in Singapore. Current Practice at ABC Managed Services Malaysia Sdn Bhd Compensation in ABC Managed Services ABC Managed Services compensation program is managed by their corporate office based in Chennai, India and there is a compensation policy which is used as a guideline as their compensation program for all ABC Consultant employees worldwide. These policies are designed to assist in the consistent, equitable, and effective administration of the program, in all ABC Consultant operations and its locations. Application of these policies is contingent upon specific review of local legal, regulatory, tax, and prevailing business practice considerations. The policies applies to all employees and administered without regard to an employees race, color, nationality, religion, age, sex, sexual orientation or disability as it relates to relevant local regulations. Responsibility of Compensation Administration The administration of ABC Managed Services compensation program is a shared responsibility. The manner in which responsibility is shared is as follows: The Board The Board will have responsibility for approving the ABC Managed Services pay strategy and philosophy, and for establishing annual compensation program priorities and budgets. Guidance will be provided to the Board by the Global Head of Human Resources. Global Head of Human Resources The Global Head of Human Resources, working with the Global Compensation Team and Regional HR Heads, is the final management authority on all compensation administration issues based on the Boards directives. Specific responsibilities include: Formulating and finalizing the overall compensation administration program objectives and general policies Recommending any promotions, equity adjustments and/or merit budget Approving any significant changes or exceptions to the compensation administration program Reviewing and approving career band and pay zone assignment for all new or revised jobs Reviewing and approving salary adjustments for all employees Ensuring the overall compensation administration program is administered in accordance with the policies and procedures documented in the compensation manual Reviewing, approving, and maintaining job descriptions for all jobs Producing regular monitoring report of salary increases and budget. Global Compensation Team/HR Regional Heads The Global Compensation Team and HR Regional Heads are responsible for maintaining the effectiveness of the compensation administration program for employees in their respective regions/countries. Specifically, the group will be collectively responsible for: Reviewing salary adjustments and making recommendations, declining or gaining approval from executive management Administering the compensation administration program in accordance with the policies and procedures documented in the compensation manual Developing, in conjunction with the Global Compensation Team, recruiter and hiring manager, an appropriate starting salary for new hire Department Management Each management employee is responsible for maintaining the effectiveness of the compensation administration program for employees in his/her area(s) of responsibility. Specifically, these department management employees are responsible for: Coaching and mentoring staff to deliver on corporate goals and values Conducting performance appraisals for subordinates Recommending salary adjustments and promotions when warranted Developing job descriptions for new/revised jobs within his/her area(s) of responsibility Developing, in conjunction with the Regional HR staff, an appropriate starting salary for a new hire Compensation objectives: Studies have shown that Pay systems are designed to communicate strong messages of strategy and directions are necessary to generate organisational performance. (Lawler, 1995) ABC Managed Servicess pay objectives are as follows:- to increase performance by reducing costs creating new process, enhancing quality and productivity increasing speed to market service Recognizing employee and team effort and treat everyone fairly To ensure that the organisation meets the above, it needs to focus on the capabilities of their employees. With the above objectives, ABC Managed Services and Global HR department uses it as a guide and as standard to design its pay system. Internal Alignment Since ABC Managed Services are into the HRO and ITO industry, the job and skills required by employee are compared to the companys organisation business objectives. For examples, in the HRO division, executive with knowledge/skills of preparing payroll for other part of Asia region are welcomed, it is found to be difficult to get talent with knowledge of other Asia countries payroll skills. Therefore, ABC Managed Services manages the differences with an addition of allowance if one knows and has Asia country pay rolling skills. The allowance can be in the range of RM300 to RM500 depending on experience and skills obtained. Since it is a niche market obtaining talent of such skills, the organisation also invest into additional training to be competitive within the standard and market. The organisation also encourages its team members to have multitasking skills and encourages harmonious working environment. The ABC Managed Services current pay structure is based on Pay- for performance. Pay for performance includes the management of both salary increments and bonuses, based on individual, group or company performance or a combination of these. External Competitiveness The ABC Managed Services has high risk losing its employee to its competitors. Based on the recent salary outlook survey conducted by Kelly Services recruitment agency for year 2010/2011, it is found that ABC Managed services is underpaying its employee 2% less compared to the market. Although ABC Managed Services is underpaying its members based salary, but it was providing good benefits such as traveling allowance, gym membership, and meal allowance. It also provides good annual leave structure for its employee which we cant find their competitors providing the same. Since the organisation is paying its employee based on performance, there are opportunities for its employees to perform better and get a higher pay. Employee Contributions In ABC Managed Services it emphasis pay for performance and it can be individual or team performances. At times, the organisation receives one time project which requires members to work in a team, so in this scenario, the management fix a onetime bonus payout for team achievement and paid to individual based on their contribution to the success of the project and if it is a team effort, the team will be paid double upon completion of the said project. This encourages the team members to work as a team since if it is a team effort the bonus will be higher if compared to an individual payout. If the customers give good feedback, the team will be given a holiday package as a treat. Management The decision of pay and incentives of ABC Managed Services is decided by Global Head of Human Resource who is based in India. She usually makes use of the information of labor market in local countries and base on the countrys economic status before establishing the compensation level for its employee. The text book mentioned that how open and transparent should the pay decisions be to all employees? In this case, employee here in Malaysia isnt aware how the pay is decided, or how the pay for performance is based on. All they know is that, their pay increases on yearly basis if their performance falls into exceed expectation category of their individual performance appraisal and what their immediate bosses has recommended on their performance. To answer the question, if the organisation is using Best Fit or Best Practice, I would say the organisation uses best fit which matches for the organisation to stay competitive in Malaysia and retain its employee so the scope for local judgment is built in, allowing for some adjustment by local management to local business needs, thus resulting in compensation system that are aligned to both corporate and local performance targets. ii) How does your company compare the compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? I am using 2 other organisation which is in the same industry with ABC Managed Services which focuses on HR outsourcing business here in Malaysia. The only differences between ABC Managed Services and the other 2 organisation (ZX Services and MY Agency are both locally owned and not foreign owned like ABC Managed Services and been in the industry for more than 2 decades. All of this 3 organisation have a pay strategy to support their business strategy. ABC Managed Services ZX Services MY Agency Objectives To increase performance by reducing costs Creating new process, enhancing quality and productivity Increasing speed to market service Recognizing employee and team effort and treat everyone fairly Hard work towards meeting difficult goals and achieving objectives Innovation in a highly technical environment Team work motivated Perseverance against tough competition High ethical standards in a constantly changing world Support business mission and goals Internal Alignment Support Multitasking skills Performance based Encourage team culture Ensure compensation is internally equitable through annual pay analysis Ensure cost is justified allowing company to meet financial goals link pay to performance through the performance appraisal system ensure compensation is externally competitive through annual salary review; while salary increases are not guaranteed, we will review salaries annually Externally Competitive Market competition in base and benefits Leader in benefits Compares favorably with higher-performance competitors Their leaders are committed to review their programs, policies and practices on a regular, and as-needed, basis to maintain in the competitive position Career band system is based upon the 50th percentile of the competitive market in each country relative to the outsourcing industry Career bands and pay zones are broad, allowing company to reward high performing employees without undue pressure to promote people outside of their interests, Employee Contributions Bonuses and commission paid based on organisations success and on individual performance Annual salary increments rate is for respective countries based on market survey Annual increment based on individual performance Bonus based on the overall performance of the company Annual increment based on individual and team performance Management Annual Salary Increment controlled by top management of the organisation. Technology support Open communication Ensure compensation is internally equitable through annual pay analysis Ensure employees understand how they are compensated and the value of their total compensation packages Salary matters controlled by local company Salary matters controlled by local company Open and transparent Company ABC Managed seems to have aligned compensation strategy compared with the other 2 organisation. Their strategy is fitting into the organisations mission and also staying competitive within the industry. They have happy employees working for them and who have loyalty to serve the organisation. The organisation that fosters a friendly and family culture helps the organisation to meet its objective and goal to be a leader in the Outsourcing industry. Since ABC Managed Services is a new organisation compared with the other 2 organisation, there are always rooms for growth in the industry if they stay competitive. iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? In my opinion, I dont think there is one business strategy which seems to fit for any organisation. Most organisations will likely have the mixture or combination of cost cutter, customer centered or innovator as their strategy. In ABC Managed Services, their business strategy are based on being innovative, customer oriented since its in the services industry and always looking towards cost cutting measures and increase productivity. With these business strategies, it becomes the main drive for them to achieve their vision to become a leader in the HRO/ITO industry worldwide and remain excellent in customer satisfaction. Compensation decisions should be fully integrated into the organizations business and operations strategy, through company own compensation philosophy. QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: Propose and develop performance appraisal format that you think would be most appropriate. ( Enclosed) Why do you choose this format? Justify your answer. The reason why I choose the following format is because the performance appraisal form should be simple and easy to understand by employee and the supervisors. This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance. This method is very useful and exact. This will also allow supervisor just focus on the questions based on competencies which had been stated on the form and provide rating according to employees performance. The appraisal form will also wont take much time for the employee to prepare and we used simple English as mode of communication. Performance appraisal encourages employee to discuss their performance with their supervisor and strengthen their working relationships. By doing a performance appraisal, it allows healthy competition among employees to be more productive and motivate since increment henceforth will be based on employees performance. Initial training will be provided to supervisor on how to use the performance appraisal and this will also allow us to inform all employees what is our organisations objective and what is expected from them to ensure the organisations goal are met. Having a performance appraisal will also help supervisor to ensure career path for all employees. The annual performance appraisal review becomes one of the most effective methods of insuring an efficient and effective operation. Question 2(i) Performance Appraisal Form Non Exempt employee Name of Appraisee: Appraisal Period: Department: Job Title: Name of Appraiser: Appraisal Date: Instructions Review the current position description with employee and discuss how the tasks relate to the performance standards. Use the following rating scale for each performance standard. High and low ratings must be supported by specific examples of critical incidents occurring during the appraisal period. Rating Scales Rating ( Scales of 1 5 ) Definition 5. Outstanding Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas 4. Exceeds Expectations Performance consistently exceeds expectations of the position. Reserve this rating for a highly-motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. 3. Meets Expectations Performance consistently meets expectations of the position. Use this rating for a fully-trained employee who performs all expectations of the position. 2. Needs Improvement Needs on-the-job or outside training to gain new skills and/or knowledge. Use this rating for an employee who is newly hired, recently promoted or has assumed new responsibilities. 1. Does Not Meet Minimum Standards Performance does not meet expectations of the position. Corrective action has been identified and discussed with the employee. Reserve this rating for an employee who has not benefited from development and training, and continues to have difficulty with job responsibilities. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. Standards are divided into three categories: basic performance standards, optional performance standards and supervisors performance standards. Basic standards are designed to be used for all jobs. Supervisors can use optional standards in addition to the basic standards. They may also write standards that are specific to the job on additional paper and attach them to the form. The supervisors performance standards are for jobs with clearly defined supervisory responsibilities and are used in addition to the basic and optional standards for all supervisory jobs. The appraisal period is identified at the top of the form. To determine ratings, only use critical incidents that took place during this appraisal period. The section for goal setting is provided to promote discussion during the appraisal interview. Supervisors can identify goals for the next appraisal period, indicate training needs, or specify corrective action when appropriate. Once an employee and supervisor have set goals on a previous performance management form, supervisors will request the employee to conduct a self-assessment of progress towards these goals prior to the next performance appraisal interview. When an employee receives a 5 (Outstanding) rating, identify the critical incidents that support the rating. This rating cannot be used unless critical incidents are identified. When an employee receives a 2 (Need Improvement) or 1 ( Does not meet Minimum standard) rating, define corrective action required, identify an appropriate time frame for desired results, and discuss any appropriate training needs. If verbal or written counseling has occurred on the same topic during the appraisal period, indicate dates of the counseling and identify any evidence of progress. Have the employee sign the form when the appraisal interview is completed. The signature indicates all the information on the form has been discussed with the supervisor. Make copies of the completed form and give one copy to the employee, keep one copy for department files, and forward original to human resources. Complete the basic standards in Section I and select any optional standards from Section 2 that are appropriate for the job. Use ratings 5 Outstanding, 4 Exceeds expectations, 3 Meets expectations, 2 Needs performance development, or 1 Does not meet minimum standard. If you use 5, 2 or 1, you must document with specific examples of critical incidents to support the ratings on the back page. Section One: Basic Performance Standards Competency Description Ratings Job Knowledge Possesses knowledge of basic functions of the job. Does not require supervisor to explain routine tasks. Quality Completes tasks accurately, neatly and thoroughly. Checks work; limited rework required. Productivity Uses time effectively to complete work within prescribed deadlines with limited supervision. Safety Applies safe work habits for safety of self and coworkers. Uses tools and protective equipment carefully and correctly. Follows department safety rules. Service Responds to people in a helpful, polite, cooperative and friendly way. Judgment Analyzes situation before making decisions. Obtains feedback from appropriate individuals before making decisions. Follows policies and procedures. Maintains confidentiality. Relationships Works effectively with others to accomplish tasks. Shares information, accepts and incorporates suggestions from others. Keeps supervisor informed. Section Two: Optional Performance Standards Select any optional standards that are job related. You can also write standards that are specific to a job on a separate piece of paper. Competency Description Ratings Initiative Recognizes need for intervention and independently takes effective action. Attendance Arrives on time, schedules time off in advance. Sick leave accumulates regularly. Creativity Generates and applies creative ideas that improve operating procedures. Makes suggestions to simplify and improve procedures or tasks. Versatility Accepts changes in job or work area. Remains flexible and tries new approaches. Oral Communication Expresses thoughts clearly to others. Listens to questions and comments of others. Written Communication Expresses information clearly and concisely in writing. Job Enhancement Identifies job-related goals and ways to achieve them. Acquires new skills, increases education level when appropriate for job. Professional Appearance Dresses neatly and appropriately. Portrays image appropriate for job Rating Summary Count the total number of ratings in each category. 5 Outstanding 4 Exceeds Expectations 3 Meets Expectations 2 Needs performance development 1- Does Not Meet Minimum Standard Goals Use this area to set goals and identify training needs. Goals Training Needs High/Low Ratings Identify specific critical incidents of behavior that support rating 6, 2 or 1 ratings. Standard ( High/Low) Date Details of Critical Incident Supervisors Signature: Unit Heads signature: For HRD Use: Employees Comments: ________________________________________________________________________________________________________________________________________________________________________________________________ Signing this form means your supervisor has discussed all the information on the form with you. You do not have to agree with the appraisal summary when you sign the form. You may choose to make comments. Use additional paper if necessary. Employees Signature Date ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. Yes, I do anticipate complaints after implementation since most of the employees didnt experience appraisal process for a long time in this organisation. Since its something new to them and they need to understand that the appraisal tool will help them to grow and be motivated. They shouldnt see the performance appraisal tool is used to judge their capability and a tool which make them loose their income. I foreseen several resistance from employees especially those fear of getting poor rating. To avoid such scenario, I will ensure the employees understand the purpose as well the process of appraisal. Every employee should be aware of the standard and what exactly is expected from them. The employees may fear that there also may be rater error which likely to occur, to avoid such incident the supervisor should exercise objectivity and fairness in evaluating and rating the performance of their employees. Training will be provided to supervisor and advising them on how to ensure accurate evaluation. Common errors like positive leniency, where supervisor gives all employee high scores or negative leniency, where supervisor gives all employee low scores. This will create unhappiness among employee especially for those who are really making good contribution and being productive. In reality, many supervisors conduct performance appraisal poorly. The appraisal procedure is to have 2 way communications between employee and supervisor to find out how to improve the current performance standard and move to the next level, but this seldom

I’M a Unique Individual

Ronald Mouton Dr. Steven Dolgin ENG 101-111326 28 January 2013 â€Å"I’m a unique individual† I believe I’m unique because I was a Marine and Marines make up . 06% of the population in the United States of America. Being in the Marines changed me and the way I think, I went from undisciplined to disciplined, cowardly to courageous. I learned how to lead people, train people, and inspired people. I know what it’s like to go to war, and to not have a break from work for 8 months straight.I know what it’s like to work 16-20 hour days in 110 degrees in the summer and 0 degrees days in the winter. I’ve had 2,000 pounds of vehicle armor (belly pan) fall on my finger and didn’t break one. The time I spent in Afghanistan was an experience that is hard to explain. It was good, bad, fun, miserable, thrilling, and boring. Life in Afghanistan was work every day of the week, long hours with no incentives to work hard, but you worked hard anyways.Th e only time we didn’t work hard was when the sand storms hit because you could not see an arms length in front of you. It’s impossible to breath in the storm. The sand is everywhere and gets all over you. The weather depending on the time of year could be hot as hell or cold as a Michigan winter day. I grew up in an environment that was bad, but not as bad as it could have been. My father was abusive and a drunk and still is a drunk. I saw in him everything I never wanted to be and I set out to do that by finishing school and joining the military.I wanted the intangibles the Marines offered me and they gave to me, but it was not easy and it’s not for the weak willed. I fought through the despair that happens in boot camp. I never quit even after I broke my thumb on the first day of the tree day crucible event which I had to complete in order to become a Marine. I see myself as a warrior I have the training of a warrior but I dislike confrontation and shy away fr om it. I’ll do what I have to do in order defuse the situation, if my words don’t work my fist will.I also see myself as an intellectual. I enjoy using my mind to solve problems. I believe common sense is the most important intangible you can have; I’ve met book smart people that couldn’t think critically or independently. I do believe you can be unique and have many standard traits, for instance like you are born in standardized hospitals, you go to standardized schools, eat standardized food, and watch standardized TV. Even with all the standardized things around us today, we can still take our individual experiences and become unique.