Performance Appraisal System Essay Example for Free

Performance Appraisal System Essay Performance appraisal viewed as a key human resource practice for many organizations, is done to provide feedback to employees so that they can be able to improve on their performance. This practice has been under analysis and investigation by various researchers. The purpose of the study is to carry out an analysis on the performance appraisal systems of PSC Biotech and investigate the interactive effects of the appraisal system on the performance of the organization. Pharmaceutical Services Corporation, which has its headquarters in Pomona, California, has been providing professional consulting services for the last ten years. The Corporation is in the business of delivering state of the art Information Technology services and also validation, compliance services and industry specific products to the pharmaceutical and biotechnology industries. It also provides expansive guidance and expertise in areas that include quality systems, computer and equipment validation, automated process systems (PSCBiotech, 2010). The IT consulting services designed to meet the needs of the manufacturing industry as well as the Clinical Research and Development industry. Examples of products designed by the company include Auditca, which is audit software that provides a flexible and interactive interface for auditors to edit and compose compliance deficiencies noted during an audit. Another product is the Audit Utopia, which is a management application that organizes the process of regulatory inspections. Pharmaceutical Services is also an authorized distributor of testing, laboratory equipment and supplies. Such products include particle counters, laboratory Autoclaves, Microbial samplers, sensors, fume hoods and Biosafety cabinets (PSCBiotech, 2010). PSC Biotech has the goal of being the industry leader in providing excellence in compliance and validation of products and services while at the same time maintaining competitive rates. PSC Biotech uses an appraisal system that mostly focused on the organization’s goals. The assessment system referred to as the SMART goal assessment system. This system focuses on the goals that an employee is meant to achieve when performing his job. The company uses this method of appraisal to weigh the duties of its employees by giving them clear and attainable benchmarks that have rewards for achievement. The term SMART in this context means Specific, Measurable, Achievable, Realistic and Time framed goals (PSCBiotech, 2010). Specific goals need to have an explicit definition because goals that are have loosely been defined make it hard to know whether they have been achieved or not. An example of a loose goal is saying that every employee will train. This is general and it does not have a way of determining whether the training was achieved or not. A measurable goal is one that can be calculated to produce results. The goal has to be made with a vision of achieving results. Achievable goals need to be within reach for the employees to be able to attain them. They should also not be too difficult (PSCBiotech, 2010). Realistic goals are designed to match with the employees needs in regards to their duties. These goals should be set with the knowledge of whether the employees have the ability and experience that needed to achieve the set goals. Guidance and assistance, is also needed to provide help to employees who are unable to achieve their goals. Time framed goals are those that have an amount of time that has been set aside to achieve them. A period will give the goals a sense of structure and it will necessitate action on the part of the employee. It will also give them the motivation to get started on their goals (PSCBiotech, 2010). Although the company views goals as an important benchmark, it also considers employee competency as an important factor in determining performance when doing their duties. The core competencies account for fifty percent of an employee’s appraisal. The SMART goals are designed to ensure that employees perform their best, which is possible when they know what is expected from them. It is most preferable to an employee to know where their focus should lie and what their management directives and priorities are. This prevents doubt and misunderstandings about their work performance considered when it comes to determining a reward for their efforts. One benefit of the SMART goals is to give the employees notice of how the company weighs their duties and gives them clear and attainable benchmarks with clearly defined rewards for their achievements (PSCBiotech, 2010). Goal setting and feedback are key elements in the performance appraisal activities of organizations. The setting of goals and feedback on whether achieved is believed to affect the performance of employees positively by enhancing motivation that is necessary for work performance. The relationship between satisfaction with performance appraisal and employee outcomes will be mediated by motivation . Roberts and Reed (as cited by Kuvaas, 2006, p. 506) proposed that participation, goals and feedback influenced the appraisal process. In their studies, Locke and Latham found that although the relationship between goal setting and performance moderated by several factors, it has contributed to the employee has perceived investment in work development (as cited by Kuvaas, 2006, p. 505). The social comparison theory is significant to the research of performance appraisal methods, built on the assumption that people are driven to evaluate themselves. The theory implies that it may be more effective to the raters of job performance to compare an employee to other employees. This theory has the potential to inform on the development of performance appraisal processes because of comparative judgments of social stimuli on particular content dimensions (Goffin, Jelley, Powell Johnston, 2009, p. 252). Goffin, Gellatly, Paunonen, Jackson and Meyer (1996) developed a rating system that takes advantage of the social comparison theory without having to incur the problems that usually compound the comparative methods of appraisal. The relative percentile method provides the means of scaling rater’s relative judgments’ of the ratees to allow for a meaningful comparison of the ratings provided. The rating percentile method promotes the use of social comparisons by encouraging the simultaneous assessment of the ratees (Goffin et al, 2009, p. 253). Previous research on the percentile method of appraisal has shown the benefits of this method in two ways. In their studies of 1997, Wagner and Goffin (as cited by Goffin et al, 2009) demonstrated that the percentile method resulted in greater accuracy than the traditional absolute rating system of performance appraisal. The second study found that the percentile method had greater criterion-related validity when compared to the conventional absolute rating format. Carty and Goffin found that the percentile method was more advantageous in the context of letters of reference and they found it improved on the levels of accuracy in personality ratings (Goffin et al, 2009, p. 254). A performance appraisal method will not be viable if the ratees and the raters believe that it is unfair. Adam’s equity theory claims that individuals formulate fairness perceptions by comparing their perceived work outcomes or rewards to their perceived contributions or inputs. Employees therefore view appraisal systems as fair and ethical when they reflect the individual’s contributions (Narcisse Harcourt, 2008, p. 1153). Greenberg (as cited by Narcisse Harcourt, 2008) identified two factors that affect employee perceptions of performance appraisal and they are the perceived fairness of the appraisal system in relation to the employee’ performance and the perceived fairness of any appraisal that is related to pay increase or a promotion. In addition to the social theory’s practical importance, its application to performance appraisal contributes to the social cognition of employees within an organization by demonstrating that the social comparative process improves the reliability of the appraisals. Recommendations: The approach taken in the relative percentile method in which other ratees serve as benchmarks meant likely to heighten both availability and relevancy of performance appraisal systems. The method uses employees in similar positions to be able to facilitate a meaningful percentile of their responses. From previous studies, the percentile method has promoted the use of the social comparison theory by requiring the rater to consider the ratees simultaneously when making judgments based on performance. This method of parallel analysis of performance indicators is beneficial because the other ratees will serve as useful benchmarks through which the rater will be able to record accurately their ratings (Goffin et al, 2009). This method is different from the other conventional methods of performance rating where the ratee’ is considered individually. The serial processing of the ratees performance results might fail to take advantage of the natural social comparative processes, which explains the low validity of noncomparative ratings in studies where the comparative and non- comparative formats have been evaluated and compared with each other (Goffin et al, 2009). Having good performance appraisal systems is important as it will help in the development of employees and enable them to improve on their work performance. Performance appraisal methods used should have systems that ensure the process done is fair, ethical and clear way. The outcomes should also be relayed to the employees so that they can be able to know what areas of their work they can be able to improve on. References Narcisse, S. , Harcourt, M. (2008). Employee fairness perceptions of performance appraisal: a Saint Lucian case study. International Journal of Human Resource Management, 19(6), p. 1152-1169. doi:10. 1080/09585190802051451. Goffin, R. , Jelley, R. , Powell, D. , Johnston, N. (2009). Taking advantage of social comparisons in performance appraisal: The relative percentile method. Human Resource Management, 48(2), p. 251-268. Retrieved from Business Source Complete database. Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation. International Journal of Human Resource Management, 17(3), p. 504-522. Retrieved from Business Source Complete database. PSCBiotech (2010) Introduction to PSC, Retrieved 7 May 2010, from http://www. biotech. com/introPSC. php

Looking for God :: Papers

Looking for God Where are you supposed to look for God? How are you to look for God, and does it help to decide what sort of thing you are looking for first? What kind of thing is God? Looking from the perspective of someone with no previous faith, looking for general revelation, I would have to say you have to perceive what you think is God-like first. If you ask the majority of people with a faith what God is like, they would probably say 'all good and all-powerful'. So are you looking for general signs of goodness, beauty, power and awe? If you are then you can rule out finding God in evil, ugliness, weakness and un-impressiveness. Or can you? I know that black isn't white, but people thought Hitler was 'good'; beauty is in the eye of the beholder, so an 'ugly' person to me might be stunningly 'beautiful' to someone else; the queen bee is supreme over mere drones, however it looks a bit pathetic in comparison to even simple humans; and David Beckham's match and free kick against Greece last year left thousands of footy fans awe-struck, yet my brother just couldn't see what the fuss was about. God is deeply personal, so will be found in different places for everyone. If you thought that 'The Miracle Of life' was completely un-earthly, and could only be explained with a super-human being, then I bet I could find half a dozen more that just think we are here accidentally. [IMAGE][IMAGE][IMAGE]If you are solely looking for good, you can still find it in atrocities. In Sept. 11 you could find God in the 'power' and 'awe' of it all, but also in those brave people whose spirit never wavered, in those volunteers determined to help, in those fore-fighters who gave their life to save others, those selfless rescuers, counsellors, vicars, children. Osama tried to devastate American spirit and attitude as well as massacre, but he failed in crushing the love and goodness in people's heats and minds.

Perception Towards Successful Brand Essay

Rev. of â€Å"Building Brands Without Mass Media.† Joachimsthaler, Erich, and David A. Aaker. Harvard Business Review 3 March 2009: 4-6. Print. In this article, the authors emphasize that a company must have a clear brand identity with depth and texture so it will not convey confuse messages to customers. Also, they provide some marketing strategies for the brands to set up a clear and effective brand identity. Besides, they illustrate six companies that have a strong and clear brand identity in which The Body Shop and Haggen-Dazs are examined in detail. Apart from these, they use various examples to demonstrate the operations of The Body Shop and Haggen-Dazs. Last but not least, they have compared The Body Shop and Haggen-Dazs with their competitors. Lastly, they discuss the advertising methods of Haggen-Dazs in which they think the Farggi strategy that can confuse the customers the most. (Melanie) Hartman, Cathy L., and Caryn L. Beck-Dudley. â€Å"Marketing Strategies and the Search for Virtue: A Case Analysis of The Body Shop, International.† Journal of Business Ethics 20.3 (1999): 253-257. Print. In this journal, the authors use some historical examples to discuss three organizational virtues—excellence, integrity and judgment in which they think that the virtues are now defined and extended to community, membership and holism. Most importantly, they believe that the virtues are now widely applied in the companies. However, they agree with the researchers that it is difficult to theorize the concept of community. Besides, they use the founder of The Body Shop—Anita Roddick as the main example to illustrate the virtues can be utilized in a big company in multifarious aspects. (Melanie) Salver, Jessica. Brand Management in the Hotel Industry and its Potential for Achieving Customer Loyalty. Germany: GRIN Verlag, 2009. Print. In this book, the author mainly discusses some product requirements for a brand to become successful. Although it is not her intention to suggest that a brand will not become successful without the listed requirements, she examines numerous factors that can build up a successful brand in detail, such as high and differentiated demand for product class, the product is easy to identify and product quality is easy to maintain. Also, she has used The Body Shop and McDonald as the examples to explain her factors in detail. Besides, she believes that if the brand offers a reasonable price for the customers, they will certainly buy the products. Rev. of Starbucks: Delivering Customer Service. Moon, Youngme, and John Quelch. Harvard Business Review 10 July 2006: 3-4. Print. In this book, the authors have used Starbucks as an example to evaluate the value proposition and they use â€Å"live coffee† to describe the national coffee culture of it. Also, they use three components to illustrate the branding strategy of it. For example, it imports the best coffee beans from the world, develops a close intimacy with the customer and creates a good atmosphere. Besides, they discuss the locations of the Starbucks in which they are usually located in high-traffic and high-visibility places, such as commercial centers and universities. In addition, they investigate different products and the welfares of the employees in the Starbucks. Adubato, Steve. You Are the Brand. Canada: Rutgers University Press, 2011. Print. In this book, the author uses his personal experience to show Starbucks is not an accidental brand and it does not really keep a connection with customers. However, he agrees that Starbucks has built on â€Å"comfortable† and â€Å"familiar† for him in the end of the chapter. Besides, he believes Starbucks’ reputations are built on the word of mouth from the customers and excellent services from the employees. In addition, he has cited the book from the original chairman and CEO of Starbucks to demonstrate the objectives of the company and the reasons that it starts to lose customers. Lastly, although he laments the Starbucks has become more commercial, he still enjoys his leisure time in it.

Much Ado About Nothing many events dealing with gossip,...

Much Ado About Nothing many events dealing with gossip, perplexion, and rumors. In the 1993 film version, mainly emphasizes on the confusion that the characters have. In Shakespeare’s day, the â€Å"nothing† would have been pronounced as â€Å"noting† meaning gossiping. Claudio questions, â€Å"Didst thou note the daughter of Leonato?† to which Benedick responses, â€Å"I noted her not, but I looked on her.† He at that juncture initiates to sort jokes about her look. It is a stimulating argument since Claudio claims to have â€Å"noted† her, but has actually only seen her. Benedick recognizes the dissimilarity. Everybody can take in the shallow qualities at a glimpse. One cannot love another, enjoying the worthy establish in them, at a peek. Claudio, who†¦show more content†¦He notes Hero’s feedback to the custody of disloyalty and is thus influenced of the reality. He â€Å"plays God† by positioning for her passing, and Claudio resurrects her over his expense of espousing Hero’s cousin. Abundant of the play is stimulated along by characters overhearing on a discussion and also misinterpretation what they hear or being misled by gossip or by a trick. Hero, Claudio, and the rest hoax Benedick and Beatrice by locating them to listen to them about how they are madly in love with each other. Don John’s malicious gossip makes Claudio and Don Pedro distrustful that Hero is unfaithful. The window fraud, in which Borachio and the cloaked Margaret make love at Hero’s window, this scene is a confusion. In this situation, Claudio and Don Pedro are lurking and see this—they are being deceived. The window scene is similar to the trick played on Beatrice and Benedick, but with a completely different end. Alternatively trying to make two people try to fall in love with each other, it makes Claudio leave the poor Hero. At the end of the play, eavesdropping reestablishes direction. The men of the Watch, hearing Borachio boast about his delinquency to Conrad, capture him and carry him to righteousness. The production has a focal attention on the humor of Benedick and Beatrice. The performance has an uprising around the characters Claudio and Hero but with this film version, Benedick and Beatrice

Discussion about the Document of National Quality Standard

The purpose of this assignment is to critically examine and discuss about the document of National Quality Standard (NQS). This assignment will provide an insight into various theoretical perspectives and demonstrate an understanding of the importance of teacher’s presence as an integral component of the learning environment in facilitating and scaffolding children’s learning. This essay will examine the National Quality Standard and discuss about how physical environment, staffing arrangements, and building positive relationships with children can directly impact on children’s learning and development in the early childhood settings. The National Quality Standard establishes a national benchmark for the quality of education and care†¦show more content†¦This is because the way materials are presented to children will determine their creativity as they use them (Duffy, 2006). Gandini (2005) also believes that the way a space is aesthetically organized can assist in concentration and can increase one’s motivation to work in creative ways. It will also support positive relationships when space is arranged appropriately thus small groups of children will be able to play, use language to solve problems and communicate their needs. According to Ginsburg (2006), he believes that play is a vital part of children’s development and is fundamental for every child. This is because playing in a safe outdoor environment will benefit children in acquiring life skills and improve children in all areas of their development. According to Clements (2004), he states that outdoor play allows children to explore their local neighborhood, learn the rules of everyday life and discover the different textures and elements in the world. When children spend most of their childhood time playing or working in natural settings, they will learn to handle challenges, solve problems and are able to have greater respect for themselves, for others, and for the environment. Looking at children’s perspectives, when the environment is clean and safe, learning can take place comfortably. Children should be given the priority to experience stimulating environment where all their needs are takenShow MoreRelatedProfessional Identity Is The Persona Assumed By One Who1347 Words   |  6 Pagesis to provide quality care for patients and to ensure a safe environment for others. For the nursing profession, there are a set of guidelines, codes of conduct and codes of ethics nurses need to follow to ensure the best care is given and provided for others. 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The Penn State Child Sex Abuse Case - 1188 Words

The Penn State child sex abuse case involves many legal, ethical, and moral complications. The participants in this case include Jerry Sandusky, former defensive coordinator, Joe Paterno, former head coach, Graham Spanier, former Penn State President, Tim Curley, former athletic director, other witnesses, informants, and victims. Jerry Sandusky was arrested on charges that he abused and molested boys he met through his charity, The Second Mile. Sandusky used his access to Penn State and connection to the misguided youth of his organization to prey on and eventually rape young boys. Sandusky was charged with 52 counts of child molestation and sentenced to 30-60 years in prison. Other parties involved were charged with perjury, failure to†¦show more content†¦None of the Penn State staff who learned of the suspected abuse chose to contact the police or even investigate the claims for themselves. As a result of that, countless victims were affected. The decision to ignore the events that had transpired was an attempt to not tarnish the school’s name and to protect the higher officials from the negative consequences that may have arisen. Utilitarianism is an ethical philosophy in which the happiness of the greatest number of people is considered the greatest good. If utilitarianism is utilized, participants weigh the consequences of a decision and determine which will bring the least pain and complications. In the Sandusky case, utilitarianism was used by Spanier, Paterno, and all other parties who witnessed, or were told about the crimes being committed, but did little or nothing to seek justice. In the moment, it may have seen like an easier option to ignore the abuse that was reported. Many negative consequences would come from entertaining the idea that a role model and legend of the school molested young boys. I believe fear of consequences, selfishness, and a lack of enforcement of values played a major role in this case. 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Registration of a No Liability Company

Question: Discuss about the Registration of a No Liability Company. Answer: The corporations act section 112(2) requires that only four types of companies can get incorporated, a no liability company being one of them. A no liability company is a type of public company limited by shares. The Australian Corporations Act law requires that a no liability company must not undertake any activity outside the set mining objectives. For a company to get registered as a no liability company, the Corporation Act Section 112 provides that the following requirements be met: 1.The company must have share capital 2.Its constitution define clearly that its principal activity is mining, and That the company has no contractual rights to recover calls made on its shares by any shareholder who has not paid for the calls. The incorporation of no liability company has several provisions about its name, the issue of shares terms, call on shares, and registration of a body as a firm (Monestier, 2015, p. 80). To lodge for registration of a no liability company, special provisions with ASIC hold. The contents of applying for registration as per Corporations Act section 117 include: 1.The proposed name of the company 2.Addresses and names of all consentent members; preferably residential address The proposed registered office address of the company 1.The present given and family name of all shareholders and their beneficiaries 2.Name and address of director or company secretary who consents in writing to hold such a post Further, under section 117, the application for registration of a no liability company requires that each member's number and class of shares he or she agrees to take up to get disclosed in writing. If there is any amount a member agrees to take up in writing, the number should be stated. If during the registration there is any amount that is not fully paid, then each member agrees in writing to get unpaid on every share. The Corporations Act requires that the directors of a no limited company should never allow the whole mine on tributes and must not involve in any consent for working any tribute. Further, in the case the contract is to be allowed, a special resolution is needed for its letting (Tomasic, Bottomley, and McQueen, 2002, p 76). The director must certify that there is no such a setting that has been made within a course of 2 years after the contract is let. Corporations Act section 148 on a no liability company's name; the law requires that such a company must have words "No Liability" at the end of its name. However, Section 156 provides that no individual should carry on business in this jurisdiction under a name that ends with "No Liability." The word is strictly allowed for corporate bodies contrary to which an offense of strict liability is imposed. In its inception, the applicant should have all consents and agreements of members in writing (Monestier, 2015, p. 88). Under any circumstances that the chosen name match with another, section 147 deals with reservation of names thus a good name is chosen with respect to the stated provisions under Corporation Act sections 152 and 147. After a company gets registered, the law requires the applicant to provide the agreements and consents to the enterprise. It is mandatory for the secretary of the company to keep these consents and agreements of incorporation. References Monestier, T.J., 2015. Registration Statutes, General Jurisdiction, and the Fallacy of Consent. Tomasic, R., Bottomley, S., and McQueen, R., 2002.Corporations law in Australia. Federation Express.