Immigration Benefits And Promotes Urbanization - 1642 Words

Immigration benefits and promotes urbanization in New York and Vancouver from 1860 to 1920. The period from the late 19th century to the early 20th century is important in the urban development history of Canadian and American. Urbanization is a historical process that contains urban development. Urbanization is a process of population concentration as well as a process that advanced production modes substitute backward modes. At the same time, it is also the process to adapt to the mode of production and to innovate lifestyle. Hence, urbanization is a dynamic process that many aspects of economics, society and culture comprehensively transform caused by the revolution of social productive forces. The urban population boost resulted in various benefits. Immigration is a main propelling force to urbanization. It also propelled optimization of the urban population structure, shaped the characteristics of urban residence, and also formed civic multicultural style and features. In my opinion, immigration benefits and promotes urbanization in Vancouver and New York from 1860 to 1920. Canada’s urbanization was inherently and closely related with that of Europe and North America. Local factors and communities’ elite played a significant role in the development of Canada’s cities (especially in western part). Vancouver is a representative of urbanization and immigration from 1860 to 1920. Norbert Magdonald noted that â€Å"prior to the arrival of the first train in 1887, the townsiteShow MoreRelatedInventions In The Gilded Age1140 Words   |  5 PagesIntroduction Immigration and African American Rights, I think these are the main events that happen during the Gilded Age. The Gilded Age was an eventful time, had lots of things going on from left and right of us. Mark Twain called the 19th century the Gilded Age, by this he meant that the period was glittering on the surface, but corrupt underneath. There were only two different classes, either you were rich or poor. There was no in between because either you ran a successful business and had familyRead MoreAn Article on Rapid Urbanization1745 Words   |  7 Pagesâ€Å"Rapid Urbanization† Comparative Governments Politics This article is on Rapid Urbanization, by Jennifer Weeks, explains how cities around the world are quickly growing especially in the slums. It discusses what brings people to city in the first place and how that goes into the affect of pollution in the cities. The article also asks us questions like, Does urbanization make people better off?, Should governments limit migration to cities?, and Can we make large cities greener?. Read MoreGilded Age Dbq Essay932 Words   |  4 Pagesafflicting urbanizing America festered beneath the surface without being seriously addressed. During this time, general American attention had shifted away from national politics and more towards economic change concerning the development of the West, urbanization of cities, and industrialization. Accompanying this transition was corruption in government policy, evident through immense government subsidies and land grants. The Senate was acutely involved in this corruption, most clearly seen in the CreditRead MoreMigration Of The United States And Mexico1767 Words   |  8 Pagesaccommodate Mexican migration while concentrating on how to hinder it. Since that time, the United States has greatly reduced the proportion of Mexicans allowed to travel within the law to this country either temporarily or permanently. American immigration policy thus has a key function in the migratory flow by deciding the number entering and the way they do so whether via legal or illegal means. And the confluence between regulations and economic considerations also shapes the number and skill set Read MoreEvaluation Of Mentoring Programs For The United States1732 Words   |  7 Pagesused in Juvenile Courts under the supervision of probation officers (2014). 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It is known that the progress of the landless laborer and the absorption of wealth into a few hands promote urbanization. A lot of people say that urbanization is the predictable outcome of economic growth, with the increase of expert craftsmen, merchants, and proprietors. Urban growth or urbanization brings an attraction for the people residingRead MoreOn A Prospers Day Of Christmas Eve By John C Lester2272 Words   |  10 PagesKleagles are responsible for recruiting potential Ku Klux Klan members. Kleagles got paid by commission. Meaning they got paid for the members they brought into the Klan. The members that were recruited were initiated for the benefit of the KKK. The Kleagles goal was to promote 100% Americanism. Those who became members were born in the United States and were Protestants. Kleagles had a strategy when recruiting members. The strategy was to recruit people who were well networked so that the recruiterRead More The Effects of Industrialization on Norway’s Economy, Environment and Population5104 Words   |  21 Pagesoil and gas-producing areas.[29] Unemployment in Norway is at an all time low. Immigration to Norway has increased because of the many job opportunities that the oil industry has brought to Norway. In my paper I will talk about the many ways in which industrialization has impacted Norway’s economy, population and environment. I think this is relevant to the class because it will entail discussions on immigration, economy, and population. Norway’s population grew more rapidly during the 19th

The Jungle Essay - 478 Words

The Jungle By: Upton Sinclair The story opens with the feast at Jurgis and Ona’s wedding in America, but soon flashes back to the time before they left Lithuania. Jurgis met Ona at a horse fair, and fell in love with her. Unfortunately, they were too poor to have a wedding, since Ona’s father just died. In the hopes of finding freedom and fortune, they left for America, bringing many members of Ona’s family with them. nbsp;nbsp;nbsp;nbsp;nbsp;During time in America, Jurgis and his wife was getting robbed. They work their butt off, so they can earn money for the family, but they can’t even support themselves. The person at work was robbing Jurgis by taking out of what he was earning. Know one could do anything about it because†¦show more content†¦When Jurgis switched to this amoral lifestyle, he finally became successful. The foremen of Packingtown also lived by corruption. They fired union members, cheated people out of their pay, and required â€Å"gifts† before hiring people. When a foreman’s boss learned of this, he required â€Å"gifts† from the foreman to keep quiet. The police were also corrupt. They let robbers go, and demanded a percentage of what the robbers had taken. The politicians placed friends on the city payroll, accepted bribes from criminals, and bribed the police to avoid arrest. The Jungle is, however, more than an advertisement for Socialism. It describes the horrors of the meat packing industry in great detail. People were forced to work from before sunrise to after sunset. In the meat preserving plants, the floors were never dry. The workers would catch horrible foot diseases, causing them to loose toes and eventually entire legs. The butchers would be forced to move at a fast rate, often cutting themselves and others. They would still have to work though, or loose their job. Often, the wounds would become infected, and the butcher would die of blood poisoning. nbsp;nbsp;nbsp;nbsp;nbsp;In conclusion, it makes you think about life back in the days. It was kind of hard and cruel because life was just not perfect and fare. And afterwords reading this book makes people that are meat lover, stop eating meat. (Got to read the book, to know theShow MoreRelated The Jungle1075 Words   |  5 Pages The Jungle Essay nbsp;nbsp;nbsp;nbsp;nbsp;The Jungle, by Upton Sinclair, clearly depicts the socio-economic strife and political turpitude that ushered America into the 20th century. While telling the story of Lithuanian immigrants struggling to survive in Chicago, Sinclair illustrates how avarice and ruthless competition were driving forces in the exploitational predatory capitalist  ³jungle ² of American  ³society ² at the turn of the century. This radical novel, described as muckraking by PresidentRead MoreThe Jungle1982 Words   |  8 PagesRunning Head: THE JUNGLE The Jungle [Writer Name] [Institute Name] The Jungle Thesis Statement In this novel Upton Sinclair shows the problems of working class people. His believe in and contempt for capitalism as described in this story â€Å"The Jungle†. The writer explains capitalism in which the labor communities were treated very badly and to survive in the conditions of poverty. The novel rotates around the family of a character Jurgis Rudkus who have immigrated to America from Lithuania. AsRead MoreThe Jungle Analysis1641 Words   |  7 PagesCorruption, lies, adultery, politics, and death are all topics addressed in Upton Sinclair’s 1906 novel The Jungle. The book reveals the atrocities that occurred during the early 1900’s in Chicago’s cruel and disgusting meatpacking district. The Jungle chronicles the struggle of a Lithuanian family that came to America with dreams of making their riches and passing it on to their descendants. Analysis of the novel reveals a recurring theme of how desperation makes people do horrible things such asRead More The Jungle Essay774 Words   |  4 Pages The Jungle by Upton Sinclair Upton Sinclairs The Jungle is the tale of a Lithuanian immigrant, Jurgis Rudkus, and his family. Jurgis and his family move to the United States in the middle of the Industrial Revolution, only to find themselves ill-equipped for the transition in the workplace and in society in general. Jurgis faces countless social injustices, and through a series of such interactions, the theme of the book is revealed: the support of socialism over capitalism as an economic andRead MoreEssay On The Jungle Of Mystery751 Words   |  4 PagesDrew Meyer Taler’s Adventure Once upon a time, there was a tiger named Taler who lived in the Jungle of Mystery. The Jungle of Mystery has flowers of many colors. Taler really liked the blue flowers that grew alongside the cliff. That cliff looked over the waterfall. Her sister, Tara, said, â€Å"Now Taler, do not go near that cliff.† Taler heard what her sister said, but she did it anyway, and everyday Taler would get closer and closer to the edge of the cliff. â€Å"Now Taler, do not go near that cliffRead MoreThe Irony of the Jungle1510 Words   |  7 PagesThe Irony of The Jungle Between 1870 and 1900 Chicago grew from a population of 299,000 to almost 1.7 million, the fastest-growing city ever at the time. This surge in population was largely attributed to immigrants coming from European countries seeking a chance for employment and new freedoms associated with moving to the United States at the time. 1905, in particular, was a historic year when a surge of over 1 million immigrants came to the city. During this time, author Upton SinclairRead MoreDisillusionment In The Jungle1399 Words   |  6 PagesIn the politically righteous book, The Jungle by Upton Sinclair, a newly wed’s feeling of innocence and happiness after their beautiful wedding in their homeland come to an end following the reality of discovering their new life in America. The notion comes from the disillusionment of American freedom and the twisted advertisement of a capitalist system. America was systematically built to be corrupt and dehumanized the significance of individual existence. This was done by easily replacing, deceivingRead MoreThe Jungle Essay1521 Words   |  7 PagesThe Jungle Throughout Upton Sinclair’s novel, The Jungle, the inhumane and disgusting treatment the working men and women was shown to the eyes of the American people. Although what the book is most recognized for is creating the Pure Food and Drug Act, an act that gave consumers protection from dangerous and impure foods, the many various horrors the lower working class had to go through was something that deserved more recognition. Upton Sinclair’s novel, The Jungle, gives an insight on howRead More the jungle Essay1116 Words   |  5 PagesSinclair found the setting of the book that would bring him to fame. He first won recognition by the jungle in 1906. This book is a powerful realistic study of social conditions in the stockyards and packing plants of Chicago. It aided in the passing of pure food laws. nbsp;nbsp;nbsp;nbsp;nbsp;This novel illustrates how greed and ruthless competition has made the turn of the century into a ruthless jungle. â€Å"Take or be Taken† was the guiding rule, and everyone was someone else’s prey. The meatpackingRead MoreThe Jungle and In the Waiting Room1545 Words   |  7 Pagestoday’s world immigration and emigration has vastly increased. With these increased movements around the world, the lack of communication creates many consequences. Without a language in common the attempt at communication is a difficult process. In The Jungle, Upton Sinclair explores the consequences of language barriers through a new immigrant family. The Lithuanian family do not have the language skills required for their new life in America and everyday life is a struggle. The problems that rise from

Layout of a Manufacturing Facility

Question: Discuss about the Layout of a Manufacturing Facility. Answer: Introduction: In order to ensure the effectiveness of the entire production and operations process the companies often design a framework of a manufacturing facility. The layout often helps in maximisation of the capital profit and employee engagement. This essay is going to discuss about the important aspects of the layout, its objective, the theoretical discussion of the structure and factorial exhibition of the expected consequences. The essay designs a suitable layout for a precast manufacturing unit with the help of the principles of framework. Every business company follows a certain goal structured for its business achievement. In case of setting the goals for manufacturing operations, the companies often design a linear layout for manufacturing facility. Before comprehending the layout, one needs to understand how it is defined. The facility layout is nothing but a specific arrangement for understanding the varieties of dimensions of manufacturing process so that most suitable steps are initiated to enhance and improve the quantity and quality of production. Goals and Objectives: The primary objective of the layout is to provide smooth working environment to the employees so as to increase the level and quality of production or manufacturing. It also aims at creating a space where the agreements between the manufacturing process and manufacturing ideas can be placed together. Following are the outline work of the proposed and designed layout. i) Confirmation of the acceleration of the product order ii) Ensuring the safety and security of the working employees iii) To lift up the capacity of production iv)To provide facility to the technological upgrade and introduction of new product line. v) To grab hold of the swaying workers and raw materials vi)To ensure the fixity of the product equipments In order to achieve the aforesaid objectives, one needs to consider the effective factors behind the formation and design of this layout. The framework of the layout is constructed in accordance with the basic design principles. The structure also follows utilisation of space and capital and flexibility of the organisation because without firm consideration of these factors, it is quite tough for an organisation to design a proper layout. Structural Description: Development of the layout depends on line balancing method as it aims at assembling the basic materials for manufacturing. The strategy of line balancing has two dimension of structure: static balance and dynamic balance. Static balance is related to the differences of capacity in long term performance whereas dynamic balancing refers to the differences in capacity in short term basis. Mix variation of the products and work time variety are not related to the value of the product mix. Product line stability is intended to facilitate the competence of the workers and utilisation of the existing equipment. In general, the line balancing approach is counterproductive. It happens because of the automatic ensemble of potential utilisation and high inventory. Type of Facility Layout: Since the proposed layout is one made with multiple combinations, it is going to be the amalgamation of size and type of the firm. The combination is no doubt apt for almost every type of product (especially tangible). The sequence of the operations for different product ad size remains almost the same because the layout is applicable irrespective of the types of products it deals with. Process: The process of layout begins with the laying out of the rebar. It is associated with the raw materials required for it. At first, the rebar is cut and is moved to the next level. In the second step, the rebar is bent and shaped properly. In the next step, the rebar is transferred to the bed of casting. In the meantime, cement, sand, and other essential materials are mixed properly so that it becomes a perfect mould. After ensuring proper mixing process, it is poured to the casting bed. It is further added to the cast concrete and rebar. The work of formation is adjusted according to the proposed shape. After the final component is cured, the precast is ready for the usage. Diagram: The AON: PERT and CRM approaches will be beneficial for the project management and resource allocation (De Carlo et al. 2013). According to them, the availability of the required resources is unlimited in the project network. However, the reality is quite different as the resources and time both are limited (Zhou et al 2014). It must be considered while establishing the schedule of the network. A balance must be maintained in the project schedule if the supply of the required resources are insufficient (Bracke et al. 2014). Proper allocation of the resources is highly responsible for the successful development of the project (Mourtzis and Doukas 2014). The initial stage of the project can be named as SI and the future state can be named as SF. There are three basic scenario that may occur: It can a smooth procedure to move from SI to SF. The progress of the project can be stopped between the two basis states of a project development (SI and SF). There may be reversion of progress from SI to SF (Samy, AlGeddawy and ElMaraghy 2015). Strategies are established to obtain the next stage of the project on the basis of resource allocation as the availability of the resource plays vital role for moving the project from the initial stage to the next level (Tolio et al. 2013). The key strategy for resource allocation is to divide the activity G between 2 technical staff members and activity A between 2 technical staff. This strategy is followed as activity G requires 4 members but activity A requires 2. However, due to having sufficient member activity A will be completed on time and the member can proceed for the next level. Thus, if the activity G take longer time, the projects development will not be hampered. This strategy will help to complete the project on time in spite of having insufficient staffs. The activity A does not need any extra equipments, so it will be delivered all the required fuel (50 liters). A will receive one support staff as the L does not need any support, but activity A must be completed on t ime. Activity B needs three days and four technical employees to be completed, but it will get only three staff members to be done. Activity L will get one technical staff instead of two staffs as there is enough time before the next activity after activity L. During this period activity B,C.D and E must be completed successfully. Activity L will be given hundred liters of Fuel, one extra equipment with five epoxy materials. Activity C will receive two technical staff members and one support staff because the activity must be completed on time before proceeding for activity D. However, C will be given 35 liters fuel for finishing the task within two days. D will be allocated one support and one technical staff member and twenty liters of fuel. On other hand, activity E will receive support of three technical staff, two support staff. Task E must be done on time before starting task F. Activity K also must be done before activity F. The K activity will get six technical staffs. It is expected that activity H, K and E must be finished on time as all these task has received large number of support staffs and other required resources. After the completion of H and K also F will not be able to start before the completion of E. Activity K will receive two technical support one support staff member as it needs two days to be completed and no special equipments are required. H will be delivered one hundred eight y liters of fuel as the activity uses two special equipments. Activity H, K and E must be completed on time before starting activity F. Activity G and L can be allocated some expandable resources as there is long time duration between these activities and the next activity. Activity F will be getting all the required resources like twenty liters of fuel, support of six technical staff and support of three support staff members. This activity does not require the support of any extra equipment or epoxy, but the time span to complete the task is fixed. The activity F must be finished within two days. Support from all the technical staff and support staff member will be available during this two days. Resources can be updated by real time tracking. Updated resources will be beneficial to achieve the target and enhance the performance (Moon et al 2014). Another important strategy to achieve the target to modify the group and maintain individual calendars and make a list of all the task to identify the changing priority. Re-allocation and updating of the resources can be helpful to maintain balance in the workload (Niroomand et al. 2015). All the team members must be provided three hundred Sixty degree transparent idea about the project to help them to understand about the project (Murthy et al. 2016). It will be helpful for them to observe the importance of their performance and to understand how they can contribute in the project development. They will be able to create their own strategy for achieving the target. Making business rules will also be beneficial to update the resources as it will help the management to monitor the performance graph of all the team members. These rule s will inform team members about the time sheets and review the growth of their own performance (Garca?Hernndez et al. 2015). Reference: De Carlo, F., Arleo, M.A., Borgia, O. and Tucci, M., 2013. Layout design for a low capacity manufacturing line: a case study.International Journal of Engineering Business Management,5, p.35. Zhou, Q., Wu, X., Xia, Y. and Cai, W., 2014. Spot weld layout optimization of tube crash performance with manufacturing constraints.Journal of Manufacturing Science and Engineering,136(1), p.011014. Bracke, S., Inoue, M., Ulutas, B. and Yamada, T., 2014. CDMF-RELSUS Concept: Reliable and Sustainable Productsinfluences on Design, Manufacturing, Layout Integration and Use Phase.Procedia CIRP,15, pp.8-13. Moon, D.H., Song, M.J., Park, C.S., Zhang, B.L. and Shin, Y.W., 2014. A Simulation Study on the Layout Design of Micro Assembly Line for Lens Module.IFAC Proceedings Volumes,47(3), pp.1678-1683. Niroomand, S., Hadi-Vencheh, A., ?ahin, R. and Vizvri, B., 2015. Modified migrating birds optimization algorithm for closed loop layout with exact distances in flexible manufacturing systems.Expert Systems with Applications,42(19), pp.6586-6597. Murthy, P.B.G.S.N., Ranganayakulu, J., Vidhu, K.P. and Rao, K.V., 2016. Heuristic Search Algorithm for the Single-row Machine Layout in an Automated Manufacturing System.Procedia Technology,25, pp.1088-1095. Mourtzis, D. and Doukas, M., 2014. Design and planning of manufacturing networks for mass customisation and personalisation: challenges and outlook.Procedia CIRP,19, pp.1-13.

My Favorite TV Show free essay sample

Imagine yourself in an island in the South Pacific , a jungle in Gabon in Western Africa or in a hot desert in Australia with no access to technology and the need for food and water. Thats how sixteen different Americans deal with in the reality television show called Survivor. In the year 2000, Mark Burnett took the idea of taking sixteen different Americans from many walks of life and putting them in the most remote locations in the world and isolating them from their everyday lives. From a corporate trainer to a truck driver, they all had the strength to go out to an island and struggle through the treacherous weather in the island of Borneo in Indonesia for the sake of the million dollar grand prize. The three main components when it comes to conquering the game is your social abilities, your capability of facing the dangerous outcomes of your environment and being physically good in challenges and mentally controlling of the situations around camp life. We will write a custom essay sample on My Favorite TV Show or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The first thing each castaway does in the start of the game is helping around camp. Each and everyone of them help gather some food and help construct a proper shelter that is appropriate for the location and climate. In the next thirty-nine days, these individuals have to work together with their fellow tribe mates in reward and immunity challenges. A tribe in Survivor is a team that consists of four to ten people that compete against another tribe or compete individually within the tribe. The number of tribes vary from season to season but most with two starting tribes. Interacting with these unique sets of people can either hurt you or help you in this game. By using your social assets and your impressive ability when it comes to living with these people you are able to make yourself less of a target in the course of the game and make yourself friendly in the game of Survivor and in your personal life. By interacting with these individuals in an island to play the game you are ab le to handle certain situations involving with these type of people in the real world. Whether they have a different religion, race or certain beliefs you are able to respect them in your personal life no matter if you agree with it or not. Living in the desert, in an island or in a forest can leave you broken, fatigued or impaired. To be confronted by heavy rain and massive thunderstorms can affect a persons inner stamina and theyre desire to win the game. Every few seasons, many peoples dream of winning the million dollars get crushed due to an unwanted consequence. In Survivor Micronesia. known as one of the best seasons of Survivor filmed back due to its notorious all female alliance, Jonathan Penner, a two time player of the show, experienced a bitter obstacle. While participating in a reward challenge, Penners knee was fractured. Days later, he began to experience pain. Penner ignored his symptoms. Concerning about his health, his tribe mates called in the medical team to see if he could still participate in the game. Unfortunately, Penner found out that his knee was infected and could potentially harm his whole body. Therefore, he was evacuated out of the game. In the same season, two contestants left the game w ithout getting voted out. One castaway quit due to homesickness and another medically evacuated. Besides facing the tough natural elements when playing the game, it all comes down on how each contestant does well on reward challenges and most importantly immunity challenges. Each of these challenges, require physical and mental abilities. For instance, an immunity challenge in the thirteenth season of Survivor, where each member of their tribe had to assemble a boat using seven planks that have holes that corresponds with the boat due to its large proximity. The four tribes used their mental aspect in that challenge while assembling the boats and the tribes used their physical strength in pushing the boat off to the ocean and paddling across the ocean to retrieve more puzzle pieces. Immunity was at stake and it proves that you require the muscle and the brains to help you in these competitions. The structure of the game involves many possible outcomes. Either it may include tribe switches and new locations in the game, Exile Island and Redemption Island to name a few, playing the game does not vary from season to season. As viewers, we might see many different strategies and moves with each castaway. Whether we call their acts heroic or villainous, we still see the three key main components when it comes to the game. No matter if it is social, physical or mental, each one these components is crucial to winning the game.

Biography of Hadrian, Roman Emperor

Biography of Hadrian, Roman Emperor Hadrian (January 24, 76–July 10, 138) was a Roman emperor for 21 years who unified and consolidated  Rome’s  vast empire, unlike his predecessor, who focused on expansion. He was the third of the so-called  Five Good Emperors; he presided over the glory days of the  Roman Empire and is known for many building projects, including a famous wall across Britain to keep out the barbarians. Known For: Roman Emperor, one of the five good emperorsAlso Known As: Imperator Caesar Traianus Hadrianus Augustus, Publius Aelius HadrianuBorn: January 24, 76, possibly in Rome or in Italica, in what is now SpainParents: Aelius Hadrianus Afer, Domitia PaulinaDied: July 10, 138  in Baiae, near Naples, ItalySpouse: Vibia Sabina Early Life Hadrian was born on Jan. 24, 76. He probably was not originally from Rome. The Augustan History,  a collection of biographies of the Roman emperors,  says his family was from Picenum, but more recently of Spain, and moved to Rome. His mother Domitia Paulina came from a distinguished family from Gades, which today is Cadiz, Spain. His father was Aelius Hadrianus Afer, a magistrate and cousin of future Roman Emperor Trajan. He died when Hadrian was 10, and Trajan and Acilius Attianus (Caelium Tatianum) became his guardians. In 90 Hadrian visited  Italica, a Roman city in present-day Spain, where he received military training and developed a fondness for hunting that he kept for the rest of his life. Hadrian married Vibia Sabina, grand-niece of Emperor Trajan, in 100. Rise to Power Toward the end of Emperor Domitians reign, Hadrian started out on the traditional career path of a  Roman senator. He was made a military tribune, or officer, and then became a quaestor, a low-ranking magistrate, in 101. He was later curator of the Acts of the Senate. When Trajan was consul, a higher magistrates position, Hadrian went with him to the Dacian Wars and became tribune of the plebeians, a powerful political office, in 105. Two years later he became praetor, a magistrate just below consul. He then went to Lower Pannonia as governor and  became consul, the  pinnacle  of a senator’s career, in 108. His rise from there to emperor in 117 involved some palace intrigue. After he became consul his career rise stopped, possibly triggered by the death of a previous consul, Licinius  Sura, when a faction opposed to Sura, Trajans wife Plotina and Hadrian came to dominate Trajans court. There is some evidence that during this period, Hadrian devoted himself to studying the nation and  culture  of Greece, a long-held interest of his. Somehow, Hadrian’s star rose again shortly before Trajan died, probably because Plotina and her associates had regained Trajan’s confidence. Third-century Greek historian Cassius Dio says that Hadrians former guardian, Attianus, then a powerful Roman, also was involved. Hadrian was holding a major military command under Trajan when, on  Aug. 9, 117, he learned that Trajan had adopted him, a sign of succession. Two days later, it was reported that Trajan had died, and the army proclaimed Hadrian emperor. Hadrians Rule Hadrian ruled the Roman Empire until 138. He is known for spending more time traveling throughout the empire than any other emperor. Unlike his predecessors, who had relied on reports from the provinces, Hadrian wanted to see things for himself. He was generous with the military and helped to reform it, including ordering the construction of garrisons and forts. He spent time in Britain, where in 122 he initiated the building of a protective stone wall, known as Hadrians Wall, across the country in to keep the northern barbarians out. It marked the northernmost boundary  of the Roman Empire until early in the fifth century. The wall stretches from the North Sea to the Irish Sea and is 73 miles long, eight to 10 feet wide, and 15 feet high. Along the way, the Romans built towers and small forts called milecastles, which housed up to 60 men. Sixteen larger forts were built, and south of the wall the Romans dug a wide ditch with six-foot-high earthen banks. Though many of the stones were carried away and recycled into other buildings, the wall still stands. Reforms During his reign, Hadrian was generous to citizens of the Roman empire. He awarded large sums of money to communities and individuals and allowed the children of individuals charged with major crimes to inherit part of the family estate. According to the Augustan History, he wouldnt take the bequests of people he didnt know or of people whose sons could inherit the bequests, contrary to earlier practice. Some of Hadrians reforms indicate how barbaric the times were. He outlawed the practice of masters killing their slaves and changed the law so that if a master was murdered at home, only slaves who were nearby could be tortured for evidence. He also changed laws so that bankrupt people would be flogged in the amphitheater and then released, and he made the baths separate for men and women. He restored many buildings, including the Pantheon in Rome, and moved the Colossus, the 100-foot bronze statue installed by Nero. When Hadrian traveled to other cities in the empire, he implemented public works projects. Personally, he tried in many ways to live unassumingly, like a private citizen. Friend or Lover? On a trip through Asia Minor, Hadrian met Antinoà ¼s, a young man born about 110. Hadrian made Antinoà ¼s his companion, though by some accounts he was regarded as Hadrians lover. Traveling together along the Nile in 130, the young man fell into the river and drowned, Hadrian was desolate. One report said Antinoà ¼s had jumped into the river as a sacred sacrifice, though Hadrian denied  that explanation. Whatever the reason for his death, Hadrian mourned deeply. The Greek world honored Antinoà ¼s, and cults inspired by him appeared across the empire. Hadrian named Antinopolis, a city near Hermopolis in Egypt, after him. Death Hadrian became ill, associated in the Augustan History with his refusal to cover his head in heat or cold. His illness lingered, making him long for death. When he couldnt persuade anyone to help him ​commit suicide, he took up indulgent eating and drinking, according to Dio Cassius. He died on July 10, 138.   Legacy Hadrian is remembered for his travels, his building projects, and his efforts to tie together the far-flung outposts of the Roman empire. He was aesthetic and educated and left behind several poems. Signs of his reign remain in a number of buildings, including the Temple of Rome and  Venus, and he rebuilt the  Pantheon, which had been destroyed by fire during the reign of his predecessor. His own country residence, Villa Adriana, outside Rome is considered the architectural epitome of the opulence and elegance of the Roman world. Covering seven square miles, it was more a garden city than a villa, including baths, libraries, sculpture gardens, theaters, alfresco dining halls, pavilions, and private suites, portions of which survived to modern times. It was designated a  UNESCO  World Heritage site  in 1999. Hadrians tomb, now called the Castel Sant’Angelo in Rome, became a burial place for succeeding emperors and was converted into a fortress  in the 5th century. Sources Birley, Anthony. Lives of the Later Caesars: The First Part of the Augustan History, with Lives of Nerva and Trajan. Classics, Reprint Edition, Kindle Edition, Penguin, February 24, 2005.Roman History by Cassius Dio. University of Chicago.Pringsheim, Fritz. The Legal Policy and Reforms of Hadrian. The Journal of Roman Studies, Vol. 24.Hadrian. An Online Encyclopedia of Roman Emperors.Hadrian: Roman Emperor. Encyclopaedia Britannica.

Lieutenant General A.P. Hill in the Civil War

Lieutenant General A.P. Hill in the Civil War Born November 29, 1825, at his family plantation near Culpeper, VA, Ambrose Powell Hill was the son of Thomas and Frances Hill. The seventh and final of the couples children, he was named for his uncle Ambrose Powell   Hill (1785-1858) and Indian fighter Captain Ambrose Powell.   Referred to as Powell by his family, he was educated locally during his early years. At age 17, Hill elected to pursue a military career and received an appointment to West Point in 1842.   West Point Arriving at the academy, Hill became close friends with his roommate, George B. McClellan. A middling student, Hill was known for his preference for having a good time rather than academic pursuits. In 1844, his studies were interrupted after a night of youthful indiscretions in New York City. Contracting gonorrhea, he was admitted to the academy hospital, but failed to improve dramatically. Sent home to recover, he would be plagued by the effects of the disease for the remainder of his life, usually in the form of prostatitis. As a result of his health issues, Hill was held back a year at West Point and did not graduate with his classmates in 1846, which included notables such as Thomas Jackson, George Pickett, John Gibbon, and Jesse Reno. Dropping into the Class of 1847, he soon befriended Ambrose Burnside and Henry Heth. Graduating on June 19, 1847, Hill ranked 15th in a class of 38. Commissioned a second lieutenant, he received orders to join the 1st US Artillery which was engaged in the Mexican-American War. Mexico Antebellum Years Arriving in Mexico, Hill saw little action as the bulk of the fighting had finished. During his time there he suffered from a bout of typhoid fever. Returning north, he received a posting to Fort McHenry in 1848. The following year saw him assigned to Florida to aid in fighting the Seminoles. Hill spent the majority of the next six years in Florida with a brief interlude in Texas. During this time, he was promoted to first lieutenant in September 1851. Serving in an unhealthy climate, Hill contracted yellow fever in 1855. Surviving, he received a transfer to Washington, DC to work with the US Coast Survey. While there, he married Kitty Morgan McClung in 1859. This marriage made him brother-in-law to John Hunt Morgan. The marriage came after a failed pursuit of Ellen B. Marcy, daughter of Captain Randolph B. Marcy. She would later marry Hills former roommate McClellan. This would later lead to rumors that Hill fought harder if he thought McClellan was on the opposing side. The Civil War Begins On March 1, with the Civil War looming, Hill resigned his commission in the US Army. When Virginia left the Union the following month, Hill received command of the 13th Virginia Infantry with the rank of colonel. Assigned to Brigadier General Joseph Johnstons Army of the Shenandoah, the regiment arrived  at the First Battle of Bull Run that July but did not see action as it was assigned to guard Manassas Junction on the Confederate right flank. After service in the Romney Campaign, Hill received a promotion to brigadier general on February 26, 1862, and was given command of the brigade formerly belonging to Major General James Longstreet. The Light Division Serving gallantly during the Battle of Williamsburg and the Peninsula Campaign in the spring of 1862, he was promoted to major general on May 26. Taking command of the Light Division in Longstreets wing of General Robert E. Lees army, Hill saw substantial action against his friend McClellans army during the Seven Days Battles in June/July. Falling out with Longstreet, Hill and his division were transferred to serve under his former classmate Jackson. Hill quickly became one of Jacksons most reliable commanders and fought well at Cedar Mountain (August 9) and played a key role at Second Manassas (August 28-30). Marching north as part of Lees invasion of Maryland, Hill began bickering with Jackson. Capturing the Union garrison at Harpers Ferry on September 15, Hill and his division were left to parole the prisoners while Jackson moved to rejoin Lee. Completing this task, Hill and his men departed and reached the army on September 17 in time to play a key role in saving the Confederate right flank at the Battle of Antietam. Retreating south, Jackson and Hills relationship continued to deteriorate. Third Corps A colorful character, Hill typically wore a red flannel shirt in combat which became known as his battle shirt. Taking part in the Battle of Fredericksburg on December 13, Hill performed poorly and his men required reinforcement to prevent a collapse. With the renewal of campaigning in May 1863, Hill took part in Jacksons brilliant flanking march and attack on May 2 at the Battle of Chancellorsville. When Jackson was wounded, Hill took over the corps before being wounded in the legs and being forced to cede commander to Major General J.E.B. Stuart. Gettysburg With Jacksons death on May 10, Lee began to reorganize the Army of Northern Virginia. In doing so, he promoted Hill to lieutenant general on May 24 and gave him command of the newly formed Third Corps. In the wake of the victory, Lee marched north into Pennsylvania. On July 1, Hills men opened the Battle of Gettysburg when they clashed with Brigadier General John Bufords Union cavalry. Successfully driving back Union forces in concert with Lieutenant General Richard Ewells corps, Hills men took heavy losses. Largely inactive on July 2, Hills corps contributed two-thirds of the troops involved in the ill-fated Picketts Charge the next day. Attacking under the leadership of Longstreet, Hills men advanced on the Confederate left and were bloodily repulsed. Retreating to Virginia, Hill endured perhaps his worst day in command on October 14 when he was badly defeated at the Battle of Bristoe Station.   Overland Campaign In May 1864, Lieutenant Ulysses S. Grant commenced his Overland Campaign against Lee. At the Battle of the Wilderness, Hill came under heavy Union assault on May 5. The next day, Union troops renewed their attack and nearly shattered Hills lines when Longstreet arrived with reinforcements. While fighting shifted south to Spotsylvania Court House, Hill was forced to cede command due to ill health. Though traveling with the army, he played no part in the battle. Returning to action, he performed poorly at North Anna (May 23-26) and at Cold Harbor (May 31-June 12). After the Confederate victory at Cold Harbor, Grant moved to cross the James River and capture Petersburg. Beaten there by Confederate forces, he began the Siege of Petersburg. Petersburg Settling into the siege lines at Petersburg, Hills command turned back Union troops at the Battle of the Crater and engaged Grants men several times as they worked to push troops south and west to cut the citys rail links. Though commanding at Globe Tavern (August 18-21), Second Reams Station (August 25), and Peebles Farm (September 30-October 2), his health began to deteriorate again and his missed actions such as Boydton Plank Road (October 27-28). As the armies settled into winter quarters in November, Hill continued to struggle with his health. On April 1, 1865, Union troops under Major General Philip Sheridan won the key Battle of Five Forks west of Petersburg. The next day, Grant ordered a massive offensive against Lees overstretched lines in front of the city. Surging forward, Major General Horatio Wrights VI Corps overwhelmed Hills troops. Riding to the front, Hill encountered Union troops and was shot in the chest by Corporal John W. Mauck of the 138th Pennsylvania Infantry. Initially buried in Chesterfield, VA, his body was exhumed in 1867 and moved to Richmonds Hollywood Cemetery.

Diverisity Research Paper Example | Topics and Well Written Essays - 1000 words

Diverisity - Research Paper Example ts and may involve an employee reporting a fellow colleague involved in unlawful or illegal activity to the in charge of the department but this only happens when the complaint systems are available. â€Å"There are some reasons to believe that people are more likely to take action with respect to unacceptable behavior within an organization if there are complaint systems that offer not just options dictated by the planning and control organization but a choice of option for confidentiality (Rowe, Wilcox and Horwad). With regard to external reporting, whistleblower may report to different persons depending on the severity of the case and range from media, law enforcement or watchdog agencies. In UK, whistle blowing is subject to public interest Disclosure act including culture of raising concerns apart of normal business activity of any well led NHS Organizations, culture free from bullying where staff have the freedom to speak out without being bullied, support to find alternative employments elsewhere in cases where the employee can’t continue working in the same organization after reporting. In USA, there are several contradictory laws on the subject which keep on varying from state to state and the subject matter of the whistle blowing. Still state laws protects employees who call attention for the violations, help with enforcement proceedings, or refuse to obey unlawful proceedings. The first act was established in 1863 as a false claim Act which was revised in 1986 which tried to combat fraud by supplies of United States during America’s civil war. The act encourages whistleblowers by promising them certain percentage of recovered money by the government and protecting them from retaliation from the employer. Another law that protects whistleblowers is the Lloyd-La Follette Act of 1912. This guaranteed the right of federal employees to give information to the United States Congress. A good example is the clean water Act of 1972with subsequent acts like

Operating System Assignment Example | Topics and Well Written Essays - 750 words

Operating System - Assignment Example Thirdly, it ensures that there is as little as possible the amount of damage that errant programs are likely to cause. Therefore, the protection mechanisms are either tools or procedures for the enforcement of the security policies while protection policies encompass what is allowed and those that are prohibited, while using a computer system (Whitman & Mattord, 2009). An access matrix is a protection security model which contains columns representing varied system resources; and the rows representing varied protection domains. Implementation is executed with reference to: domain, objects and rights entries. The model uses a lock-key mechanism where each resource is linked to a unique lock (bit patterns). Each domain has a specific bit pattern known as a key. Access is only granted if a domain key fits a resource lock. Moreover, modification of its own keys is not allowed. Every column of the table is kept as an access right for the specific object in order to discard blank entries. Every row is maintained as a list of a domains capability (Whitman & Mattord, 2009). The capabilities lists cannot be directly accessed by any user or by the domain because they are protected using a tag and an address space which can further be segmented. Based on Whitman & Mattord (2009) a computer virus is a program-code that attaches itself to an application so as operate concurrently while the application is running. A worm is a program that replicates itself in order to consume the host’s genetic code and mechanism. A virus attaches itself to a particular file or an opened program while a worm exploits the weakness an operating system or an application in order to duplicate itself. A virus relies on user(s) so as to spread the infected programs or files to other computer devices while a worm uses networks to duplicate itself to other computer devices without the help of user interventions. A virus can modify, delete or change the

Memory Essay Example for Free

Memory Essay 1. What is primary memory? What are the characteristics of primary memory? It has long been noted that it is possible to hold some information in mind for a brief period of time. In the late 1950s, researchers began to think that such brief memories might be supported by the primary memory. The three characteristics of primary memory are: forgetting (caused by both interference and decay); the format in which the information is coded (in terms of sound, visual appearance, and meaning); and the amount of information that can be held, or capacity (which depends on the type of information). Much (but not all) of the forgetting from primary memory occurs due to interference. Proactive interference occurs when older learning interferes with new learning. In retroactive interference, later learning interferes with earlier learning.   It appears that material can be coded in primary memory in at least three ways: visuospatially, acoustically (in terms of sound), and semantically (in terms of meaning). There is also evidence for a primary memory component that can store tactile memories—that is, how things feel on the skin—but not much research has been directed toward that representation (Harris, Miniussi, Harris, Diamond, 2002; Romo Salinas, 2003). Around the turn of the 20th century, researchers began to use the digit span task to measure the capacity of primary memory. 2. What is the process of memory from perception to retrieval? What happens when the process is compromised? The perception of primary memory occurs in manifold ways. Much of it consists of our knowledge of what words mean, about the ways they are related to one another and the rules of communication and thinking. This kind of memory, which makes use of language possible, is semantic memory; while primary memory can also consist of episodic memory which is organized with respect to when certain events happened in our lives. It is a record of what happened to us and does not lend itself to drawing of inferences. The storing of primary memory occurs in various ways. One of them is organizing and arranging the input so that it fits into existing long-term memory categories, grouping in some logical memory, or arranging in some other way that makes â€Å"sense†. The organizational encoding may be inherent in the input itself or it may be supplied by individuals as they learn and remember new things. Imagery also plays an important role in storing of information into memory. One explanation for the importance of stimulus imagery in learning and storing information to memory, is that a concrete stimulus (one, for which, imagery is readily evoked in mind) provides a conceptual peg on which responses can be hung. During encoding, the to-be-remembered information, especially if it is a complex life event or something you have read, is modified. Certain details are accentuated, the material me be simplified; which is called constructive processes. One important constructive process is encoding only the gist or meaning of complex information such as what we have read in a newspaper, magazine, or book. 3. Is it possible for memory retrieval to be unreliable? Why or why not? What factors may affect the reliability of ones memory? Successful retrieval of a memory depends largely on the cues available at the time of retrieval. But sometimes, when cues will not help; the memory is simply lost. The idea that memories simply fade away with time corresponds to our everyday experience, but it is difficult to prove. It is more certain that new things you learn can interfere with things that you already know, thereby causing forgetting. The idea that memories simply fade away with time corresponds to our everyday experience, but it is difficult to prove. It is more certain that new things you learn can interfere with things that you already know, thereby causing forgetting. Forgetting can occur because (a) you don’t have the right cue for retrieval, (b) the association between the cue and the target memory is compromised in some way, or (c) the target memory itself is lost. There is some evidence supporting each mechanism. We briefly consider the possibility that some memories are never lost.

Magical and Sublime Characteristics of A Very Old Man With Enormous Win

Magical and Sublime Characteristics of A Very Old Man With Enormous Wings      Ã‚  Ã‚   "A Very Old Man With Enormous Wings" is a short fiction story written by Gabriel Garcia Marquez in 1955. It has both characteristics of magical realism and of the modern sublime. Therefore, Magical Realism and the Sublime seem to be related in many ways depending on how a person looks at a story. From all of the research I have read, magical realism and the sublime help to explain the characteristics of one another. This story definitely meets the criteria for magical realism and the sublime because of the many elements described. The very old man with wings, the unusual miracles, the woman spider, and the crab infestation, represent elements of the sublime and magical realism. Marquez makes these magical elements seem like the natural thing to occur. Angels, miracles, crabs, spiders, and money -making events are very real, but in this story he makes them sound so real and normal, whereas in real life they would be crazy and hard to believe. I discovered that that this story is based on a spiritual subject rather than something that is just completely not able to be related to some certain thing or place. Longinus talks about different authors stating that "the import of the sublime is clearly that it plumbs the depths of natural, visible reality to evoke an aesthetic and psychological experience of its hidden and invisible dimension of mystery, magic, and spirituality"(461). Sublime, having spirituality as a characteristic, and magical realism, having magic as a characteristic, are mixed in the story. The very old man with wings is sublime and magical because of its spirituality and the magic he made as he lived in the town. It is a r... ...all based on opinion. I know that there will be many people will place the two genres in different categories based on what they see. When a magical element is given, not everyone gets the same view out of it. I stand by my point, though; magical realism and the sublime are more alike than different. Works Cited Arensberg, Mary. The American Sublime. Ed. Mary Arensberg. Albany; N.Y.: State University of New York Press, 1986. 1-5. Faris, Wendy B. "Magical Realism : Post Expressionism. "Magical Realism: Theory, History, Community." Ed. Lois Parkinson Zamora and Wendy B. Faris. Durham; N.C.: Duke UP, 1995: 163-190. Longinus. On the Sublime. Cambridge. Harvard UP, 1995. Shopenhauer, Arthur. The World as Will and Idea! Philosophies of Art and Beauty. Eds. Albert Hofstadter and Richard Kuhns. Chicago: University of Chicago Press, 1976. 448-468.   

Performance appraisal system of milma Essay

1.1Introduction to the study In the business world. Investment is made in machinery, equipments and services. Quite naturally time and money is spent ensuring that they provide what their suppliers claim. In other words, the performance is constantly appraised against the results expected. When it comes to one of the most expensive resources companies invest in, namely people, the job appraising performance against results is often carried out with the same objectivity. Each individual has a role to play and management has to ensure that individuals objective translate to overall corporate objective of the organization. The process of HRD helps the employees to acquire and or develop technical, managerial and behavioral knowledge, skills and abilities and moulds the values, beliefs and attitudes necessary to perform present and future roles. The process of performance appraisal helps the employee and the management to know the level of employee’s performance compared to the standard/ pre- determined level. Performance appraisal is essential to understand and improve the employee’s performance through HRD. It was viewed that performance appraisal was useful to decide upon employee promotion/transfer, salary determination. However, the recent developments in human resource management indicate that performance appraisal is the basis for employee development. Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every manager’s responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently. â€Å"People are our most valuable asset† is a clichà ©, which no member of any senior management team would disagree with. Yet, the reality for many organizations is that their people remain undervalued, under trained and underutilized. Performance Appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his /  their potential for future development. It consists of all formal procedures used in the working organizations to evaluate personalities, contributions and potentials of employees. HRM practices mostly depend upon strategy adapted by the company. Similarly, performance appraisal practices also depend on the strategy. Traditional technique of performance appraisal is appropriate for the stability and sustainable growth strategy. Similarly, appraisal by superior is appropriate for these strategies. Modern performance appraisal technique is sustainable for growth strategies like expansion, diversification, joint venture, merger and acquisitions. These strategies helps the company to meet competition, built competencies, acquire strength, enhance market share, innovate and create new, market, new product and new technologies. Performance appraisal was formerly used for the purpose of evaluating the employee’s performance and controlling the performance against the set standard. This technique was used to control the employee ignoring the human aspect. However, with the emergence of human resource concept, organizations are using this technique to analyze employee’s performance and to further improve or develop it. Thus, this technique is used as an enabling and motivating tool to improve the performance. 1.3 RESEARCH PROBLEM The problem selected for research is to make an in depth study of performance appraisal system of MILMA at THRISSUR. Performance appraised is the systematic description of an employee’s job relevant strength and weakness. It is aimed at knowing how the employees feel about the system that is prevailing in the firm, their suggestions if any for making system effective and to know whether it satisfies the need of company and employee. Thus the main problem behind is to make the performance appraisal an effective tool to improve employees work level and their productivity 1.4 TITTLE OF STUDY The study entitled â€Å" a study on performance appraisal system at supervisory level of Milma in Thrissur 1.4 SCOPE OF THE STUDY In every business organization, the most important asset is its employees in  all level. The performance appraisal is a systematic process consisting of number of steps to be followed for evaluating an employee’s strength and weakness. It is a systematic and objective description of an employee’s strength and weakness in terms of job. The appraisal is continuous and ongoing process where the evaluation is arranged periodically according to definite plan. This study would provide valuable suggestion to management. The presented study related to the survey including the office staff of various departments. 1.5 SIGNIFICANCE OF THE STUDY Performance appraisal have been considered as the most significance as indispensible tool for an organization. For an organization, information it provides is highly useful in making decisions regarding various personnel aspect such as promotion and merit increases. Performance measure also link information gathering and decision making processes, which provides a basis for judging the effectiveness of personnel sub divisions such as recruiting, selection, training and compensation. Accurate information plays a vital role in the organization as a whole. They help in finding out weakness in the primary area. Formal performance appraisal plans are designed to meet three needs of the organization and other two of individual namely: They provide systematic judgments to back up salary increase, transfers demotion or termination They are the means of telling a subordinate how he is doing and suggesting needed change in his behavior attitude skill or job knowledge. They let him know where h e stands. Superior uses them as basis for coaching and counseling the individual 1.6 OBJECTIVE OF STUDY To study the performance appraisal system in MILMA DIARY THRISSUR To know the employees awareness of performance appraisal system To know the satisfaction level of employees with current performance appraisal system To suggest measures for improving current system 1.7 RESAERCH METHODOLOGY RESEARCH DESIGN Research design gives the outline of a research work that involves planning  for data and analyzing the collected data. The research design is the conceptual structure within which research is conducted. There are 2 type of research design Exploratory research designs Conclusive research design Descriptive research design Causal research design Tools and techniques The tools and technique involve various accounting technique and statistical tools like percentage, which are used as a device to analyze and interpret the performance appraisal of Milma. Graphs, tables figures, pie and bar diagram are used as it helps in presenting facts and figures in simple and easy way so as to get a clear idea. DATA COLLECTION Primary data Secondary data Primary data: the primary data was collected through personal interview and questionnaire given to the staff at supervisory level. Each individual employee in the sample was separately interviewed and asked to fill the questionnaire Secondary data: Data, which are not originally collected but rather obtained from published or unpublished. Secondary data used in study are project reports and records. Questionnaire Construction Questionnaires were constructed based on the following types: †¢ Open ended questions †¢ Close ended questions †¢ Multiple choice questions Sampling method Survey is used as a sampling method. Out of total employees, 50 employees are selected as samples. And data was collected through questionnaire method. FIELD OF STUDY: Milma at Thrissur DURATION OF STUDY: Three week 1.8 LIMITATION OF STUDY: Employees were reluctant to reveal their problem freely before students Personal bias and prejudice of the respondent could have affected the result of study Most of the respondents seem to be very busy with their jobs and are not interested in answering the questionnaire CHAPTER – II PROFILES 2.1 INDUSTRY PROFILE MILK INDUSTRY Milk and milk based industries plays an important role in the world. Internationalization remains a key focus for almost all of the world’s leading dairy farm. The entire world’s largest dairy farm operates in more than one country and some of them are truly international with the activities in every part of the world. The availability of milk and milk product, in the modern world is blend of the centuries old knowledge of traditional milk product with the application of modern science and technology. Diary is a place where handling of milk and milk product is done. WORLD SCENARIO HISTORY OF INTERNATIONAL DIARY FEDERATION The internal diary federation, with its head quarter brissels, was established in 1903 and consists of 32 member countries throughout the  world. UNICEF has been the motivating force for establishing diary industry in many under developed countries. One of these in India, where large processing plant have been set up to process locally produced milk or to reconstitute milk from donated or purchased milk fat and powder. Domestic milk production has increased in India and a part of the pasteurized milk is provided free to children in the larger cities through UNICEF. The first co-operative artificial breeding association was organized in Denmark in 1936. There are now many such association which helped the diary industries. After 1950, diary industry faced a wide range of development throughout the world. INDIAN SCENARIO ORIGIN OF THE INDUSTRY Indian diary sector has come a long way during the past independence era of acute milk shortage and depended on foreign aid in the form of milk powder to meet the growing milk demand. India’s milk production in 1950-1951 was low as million tones. The diary sector in India has shown remarkable development in past decades and India has shown now become one of the largest producer of milk and the value added milk product in the world. Today Company has emerged as the second largest milk producer in the world currently there are over 275 diary plants and 83 milk products factories in co-operative, public and private sector. The world famous ‘Anand Milk Union Limited’ popularly known as Amul was established in 1946 and the National Dairy Development Board was set up in 1965. Kerala Cooperative Marketing Milk Federation (KCMMF) popularly known as Milma was established in April 1980. Diary co-operative accounts major share of processed liquid milk marketed in the country. Milk is processed and marketed by 170 milk producers’ co-operative unions, which federated into 15 state Co-operative milk marketing federation. By the end of the third phase of operation flood programme about 72700 dairy co-operative societies with 93 million farmer member where organization. The company has at present one lakh organized primary village diary co-operative with an aggregate membership of 1.1 crore producers. The co-operative milk procurement crossed 20-millon kg/day in 2004-05. Over the years, brand created by cooperatives have become synonymous with quality and value. In Kerala there are 3243 dairy  co-operative includding2404 Anand pattern society functioning under KCMMF. Milam represents more than 7.63 lakh diary framers who have organized 2404 Anand pattern diary cooperative diary societies. It also represents 10 diaries, handling 9.96 lakh liters milk/ day chilling plant, 2 cattle plant, a milk powder plant, an established training center and 5000 distribution outlets. OPERATION FLOOD The dairy program called operation flood was launched in 1970 under the aegis of NDDB. NDDB. Functional as technical consultant and the rest while Indian diary co-operation as the funding agency as the ideology followed by the operation flood was the remuneration linking of rural milk producing centered with the demand centers so as to build up a viable dairy industry. STATE SCENARIO OPERATION FLOOD IN KERALA The operation flood in Kerala was included in the second phase of operation flood (1981-87) the 8th southern district from Trivandrum to Thrissur were included in the area of the project which has a total outlay of Rs. 99 crores. The uncovered northern area from Palakad to Kasargod was thus brought under the co-operative umbrella with the inspection of north Kerala Dairy Project. KERALA CO-OPERATIVE MILK MARKETING FEDERATION LIMITED (KCMMF) The Kerala Co-operative Milk Marketing Federation (KCMMF) popularly called ‘Milma’ was established in April 1980 as a part of operation flood 2nd program, with head office at Thiruvananthapuram. It was started under the indo Swiss project. The project was launched in 1963 based on a bilateral agreement execute between the Swiss Confederation and the Government of India. The project was made great strides in the improvement of livestock farming in the state. One of them is the development of Swiss brown a cross bread suited for the state condition. The project is now Kerala livestock board. Its main motive was to implement the operation flood program started by NDDB in Kerala. KCMMF has played a major role in the development of dairying in the state. It has a strong presence in the market. With an  ever-increasing demand for the entire product manufactured by KCMMF, it is necessary that efforts be taken to fill in the gaps arising out of inadequate supply. The KCMMF is a three-tier system with the primary milk co-operative societies at village level, regional milk producers union at middle level and an apex body at the state level. At present there are three regional co-operative unions operating. They are: 1. Trivandrum regional Co-operative Milk Producers Union limited (TRCMPU) 2. Ernakulum Regional Co-operative Milk Producers Union Limited (ERCMPU) 3. Malabar Regional Co-operative Milk Marketing Producers Union Limited (MRCMPU) 2.2 ORGANISATIONAL PROFILE Brand household name, ‘MILMA’ stands for milk and a whole variety of milk products, which enjoy the confidence of each Keralite, for their unmatched quality and standard. The name also signifies the vast organization Kerala Co-operative Milk Marketing Federation (KCMMF) with it units of procurement, processing and sale spread over all the villages and towns of the state, giving employment and prosperity to a large number of small and marginal farmers including women and the landless, processing employees and sellers. KCMMF was established in 1980 with its Head Office at Thiruvananthapuram for the successful implementation of the dairy programme ‘Operation Flood’ under NDDB. Over the years, MILMA has developed a long-term health perspective about the people of the state, who suffer from life style diseases including diabetes and obesity, albeit economic prosperity. So, MILMA has attuned its products to ensure balanced nutrition as well as reduced cost of healthcare and also launched new beverages other than milk products. Founded because of the great democratic principle ‘of the People, by the People and for the People’, the dominant concern of MILMA is to render true service to society while ensuring that it does not incur losses. Organizational study is conducted in the Kerala Co-operative milk marketing federation popularly known as Milma at Thrissur diary is under the control of ERCMPU ltd Edapilly. This regional union was registered 12/09/1985 and is an ISO: 9001:2000 certified company. The company aims in the socio-economic progress of dairy farmer by procuring  their milk at most remunerative price around the year and by ensuring consumer Satisfaction through prompt satisfaction of prompt supply of pasteurized milk products. Now 142 APCOS are functioning and milk from these societies are collected twice per day by diary around the year. By providing input facilities such as veterinary services, cattle feed supply, insemination facilities, support for folder department activities and manpower training on scientific aspect of clean milk providing to dairy farmers. The capacity of Thrissur plant is 60000liter/day. Every day they procure 34000-liter milk from primary society twice per day by milk routs. In this unit, they produce ghee, buttermilk and milk. Thrissur dairy have seven departments. Among this, one is handled directly from the head office. The departments are Procurement and input section Marketing Engineering Quality control Production Accounts Procurement and administration For procuring milk from primary society, vehicles are used on basis of contract with the owners. Three-tier system is followed for this purpose. If any one of them could not meet the requirement, then it is given to the third party. In each department one assistant manager is been appointed. The name Milma represents 2568 primary milk co-operative societies 7.5 lakh farmer members 3 regional co-operative milk producers union 11 dairies capable of handling 9- 90 lakh liters of milk per day 13 milk chilling centers 2 cattle feed plant with cumulative capacity of 600 MT per day One milk powder plant of 10 MT/ day A well established training centers 5200 retail outlets Over 32000 people working directly or indirectly for the functions of Milma  apart from these Milma serve millions of consumer day in and day out. OBJECTIVES To channelize marketable surplus milk from rural area to urban deficit area to maximize the return to the producer and provide quality milk and milk products to the consumer. To carry out activities for promoting production, procurement, processing and marketing of milk and milk products for the economic development of farming community To build up a viable diary industry in the state To provide constant market and stable price to the diary farmers for their producers. MILMA NETWORKS The motto of co-operative â€Å"of the people, by the people, and for the people† is the three-tier structure followed by the organization. At the village level, they have the village milk co-operatives societies, which have the local milk producers as its members. The village co-operative unit at the regional level form regional co-operative milk producer unions. These unions are federated at the state level to form state federated namely Kerala Co-operative Milk Marketing Federation (KCMMF). MILMA’S ASSOCIATES Milma is in constant touch with other organization in this sector. It is namely through this tremendous change that Milam grew from a small diary co-operative to the position it holds today. CHIEF ASSOCIATES ARE: National diary development board NDDB under Dr. Kurien’s guidance set up KCMMF in 1980. Ever since they, there has been a very close co-operation between NDDB and the federation. NDDB are the originator of the operation flood programme and have been funding agent for the operation flood project in Kerala. AMUL The diary co-operative of Gujarat have been the inspiration of the  development of such a vast network of diary co-operative in Kerala. Among the co-operative in Gujarat, the kaira district co-operative milk producer union (AMUL) is the first in this sector. Its cooperative is called â€Å"Anand Pattern Co-operative Societies† following the illustrious lineage of AMUL. GOVERNMENT OF KERALA The phenomenal success of dairy co-operatives in Kerala could not have been achieved without the foundation of animal husbandry activities, led by animal husbandry department and Kerala livestock department development board of the government of Kerala. ORGANISATIONAL CHART DIARY MANAGER P & A P& I ACCOUNTS MARKETING ENGINEERING PRODUCTION QUALITY CONTROL Junior Assistant A/c officer Assistant Technical TS dairy Dairy Supervisor PO Marketing Supervisor Chemist Officer Junior Senior Junior Marketing Junior Plant Lab Assistant Supervisor Supervisor Organizer Assistant Operator Technician Junior Junior Marketing Technician Plant attender Lab Supervisor Assistant Assistant Assistant Attender Attender FUNCTIONAL AREAS OF KCMMF KCMMF HEAD OFFICE Provides staff management functions to support its units and regional milk unions. KCMMF head office has a well established marketing, quality control, production , finance, HRD. MARKETING Brand management Lean flush management Bulk trading of surplus products Institutional supply contracts Co-ordinate promotional activities Packaging and product development Procurement and consumer pricing PURCHASE Centralized purchase of dairy consumables. Purchase of raw materials for cattle feed plants Purchase function of KCMMF head office QUALITY CONTROL Render technical and legal assistance to primary dairy co-operatives and regional milk unions. Liaison and maintain quality of milk and milk products as per the standards Liaison with statutory authorities for bringing in suitable amendments in statutes Attend to consumer complaints on quality problem FINANCE Financial management of KCMMF and its units. Liaison with financial institutions for availing loan for creation of infrastructure. Liaison with government for availing government financial assistance Long term repayment and scheduling of loans Capital management scheme for primary co-operative societies. Recommend remunerations of APCOS employees. HUMAN RESOURCE DEVELPOEMENT Milma family has 2098 skilled, efficient and qualified personnel and has an excellent labour relationship. Take active role in farming personnel policies and service rules. Finalize long-term wage settlement, bonus etc. CHAPTER III LITERATURE REVIEW LITERATURE REVIEW Rationale of performance appraisal Performance appraisals are one of the most important requirements for successful business and human resource policy (Kressler, 2003). Rewarding and promoting effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions are essential to effective to human resource management (Pulakos, 2003). The ability to conduct performance appraisals relies on the ability to assess an employee’s performance in a fair and accurate manner. Evaluating employee performance is a difficult task. . Once the supervisor understands the nature of the job and the sources of information, the information needs to be collected in a systematic way, provided as feedback, and integrated into the organization’s performance management process for use in making compensation, job placement, and training decisions and assignments (London, 2003). After a review of literature, a performance appraisal model will be described in detail. The model discussed is an example of a performance appraisal system that can be implemented in a large institution of higher education, within the Student Affairs division. The model can be applied to tope level, middle-level and lower level employees. Evaluation instruments (forms) are provided to assist you with implementation the appraisal system. Introduction to performance appraisal Performance evaluations have been conducted since the times of Aristotle (Landy, Zedeck, Cleveland, 1983). The earliest formal employee performance evaluation program is thought to have originated in the United States military establishment shortly after the birth of the republic (Lopez, 1968). The measurement of an employee’s performance allows for rational administrative decisions at the individual employee level. It also provides for the raw data for the evaluation of the effectiveness of such personnel- system components and processes as recruiting policies, training programs, selection rules, promotional strategies, and reward allocations (Landy, Zedeck, Cleveland, 1983). In addition, it provides the foundation for behaviorally based employee counseling. In the counseling setting, performance information provides the vehicle for increasing satisfaction, commitment, and motivation of the employee. Performance measurement allows the organization to tell the employee something about their rates of growth, their competencies, and their potentials. There is little disagreement that if well done, performance measurements and feedback can play a valuable role in effecting the grand compromise between the needs of the individual and the needs of the organization (Landy, Zedeck, Cleveland, 1983). Performance appraisals should focus on three objectives: Purpose of performance appraisal system Performance, not personalities; valid, concrete, relevant issues, rather than subjective emotions and feelings; reaching agreement on what the employee is going to improve in his performance and what you are going to do (McKirchy, 1998). Both the supervisor and employee should recognize that a strong relationship exists between training and performance evaluation (Barr, 1993). Each employee should be allowed to participate in periodic sessions to review performance and clarify expectations. Both the supervisor and the employee should recognize these sessions as constructive occasions for two-way communication. Sessions should be scheduled ahead of time in a comfortable setting and should include opportunities for self-assessment as well as supervisor feedback. These sessions will be particularly important for new employees who will benefit from early identification of performance problems. Once these observations have been shared, the supervisor and employee should develop a mutual understanding about areas for improvement,  problems that need to be corrected, and additional responsibilities that might be undertaken. When the goals are identified, a plan for their achievement should be developed. The plan may call for resources or support from other staff members in order to meet desired outcomes. In some cases, the plan might involve additional training. The supervisor should keep in contact with the employee to assure the training experiences are producing desired impact (Barr, 1993). A portion of the process should be devoted to an examination of potential opportunities to pursue advancement of acceptance of more complex responsibilities. The employee development goals should be recognized as legitimate, and plans should be made to re ach the goals through developmental experiences or education (Barr, 1993). Encouraging development is not only a supervisor’s professional responsibility, but it also motivates an employee to pursue additional commitments. In addition, the pursuit of these objectives will also improve the prospect that current employees will be qualified as candidates when positions become available. This approach not only motivates current performance but also assists the recruitment of current employees as qualified candidates for future positions (Barr, 1993). How to arrive? Reasons why need to be done Benefits of productive performance appraisals. – Employee learns of his or her own strengths in addition to weaknesses. – New goals and objectives are agreed upon. – Employee is an active participant in the evaluation process. – The relationship between supervisor and employees is taken to an adult-to-adult level. – Work teams may be restructured for maximum efficiency. – Employee renews his or her interest in being a part o f the organization now and in the future. – Training needs are identified. – Time is devoted to discussing quality of work without regard to money issues. – Supervisor becomes more comfortable in reviewing the performance of employees. – Employees feel that they are taken seriously as individuals and that the supervisor is truly concerned about their needs and goals. (Randi, Toler, Sachs, 1992). Pitfalls to Avoid performance appraisal When conducting performance appraisals on any level, it is important to keep in mind the common pitfalls to avoid. These pitfalls may include but are not limited to : 1. Bias/prejudice. Race, religion, education, family background, age and/or sex. 2. Trait assessment. Too much attention to characteristics that have nothing to do with job and are difficult to measure. 3. Over-emphasis on favorable or unfavorable performance of one or two task, which could lead to an unbalanced evaluation of the overall contribution. 4. Relying on impression rather than on facts. 5. Holding the employees responsible for factors beyond his/her control. 6. Failure to provide each employee with an opportunity for advance preparation (Maddux 1993 LEGAL IMPLICATIONS Any performance appraisal system used to make employment decisions about a member of a protected class (i.e. Based on age, race, religion, gender, or national origin) must be a valid system (an accurate measure of performance associated with job requirements). Otherwise, it can be challenged in the courts based on Title VII of the 1964 Civil Rights Act, the Civil Rights Act of 1991 and the Age Discrimination in Employment Act of 1975 (London, 2003). Uniform Guidelines on Employee Selection 1978 is the controlling federal law in the area of performance appraisals. The Equal Employment Opportunity Commission (EEOC) requires that any measurement used to differentiate between employees must be valid and fairly administered. The Americans with Disabilities Act (ADA) suggests that performance appraisals for people with disabilities for people with disabilities will not be conducted any differently than those for other employees. Another important aspect to consider is the employee’s right to privacy. Employees must have complete access to their personnel files, but others should have controlled access. The records should be accurate, relevant, and current. Rewards Effective reward systems are often hard to establish when creating performance appraisals. The question of how specific the reward, when the  reward should be given, and how to reward group efforts can be a tricky subject to master. Our advice on this is to keep it simple. It is important to have an established reward system. However, rewards can be as simple as more autonomy on the job, praise for progress, additional professional development funding, and vacation time. The important aspect to remember when establishing reward systems is to be consistent. If two employees are being evaluated in the same way, their reward opportunities should reflect their evaluation outcomes. THEORITICAL FRAMEWORK Meaning Performance appraisal system is a method of evaluating the behavior of employees in the work spot normally including both the qualitative and quantitative and qualitative aspect of job performance. Performance here refers to the degree of accomplishment of the task that makes up an individual’s job. It indicates how well an individual is fulfilling the job demand. Some of the important features of performance appraisal may be captured thus Performance appraisal is the systematic description of employee’s job relevant strength and weakness. The basic purpose is to find out how well the employee is performing the job and establish a plan of improvement Appraisals are arranged periodically according to a definite plan. Performance appraisal is not job evaluation. Performance appraisal refers to how well someone is doing the assigned job. Job evaluation determines how much a job is worth to the organization and therefore what range of pay should be assigned to the job. Performance appraisal is a continuous process in every large-scale organization. NEED FOR PEORFORMANCE APPRAISAL Performance appraisal is needed in order to: Provide information about the performance ranks basing on which decision regarding salary fixation, confirmation, promotion, transfer and demotion are taken. Provide feedback information about the level of achievement and behavior of subordinate. The information helps to review the performance of subordinates, rectifying performance deficiencies and to set new standards of work, if necessary. Provide information, which helps to counsel the  subordinates. To prevent grievances and in disciplinary activities. WHO WILL APPRAISE 360-degree performance appraisal: the appraiser may be any person who has thorough knowledge about the job content, contents to be appraised standards of content, and who observers the employee while performing a job. Typical appraisers are supervisors, peers, subordinates, employees themselves, user of service Consultant. Performance appraised by all these parties is called 360-degree performance appraisal. Supervisors include superiors of the employee, other supervisors having knowledge about the work of the employee and department head or manager. General practice is that immediate superiors appraise the performance, which in turn is reviewed by the departmental head/manager. This is because supervisors are responsible for managing their subordinates and they have the opportunity to observe, direct and control the subordinates continuously. On the negative side, immediate supervisors may emphasize certain aspect of employee performance to the neglect of others. In addition, managers, have been manipulate evaluation to justify their decision on pay increase and promotions. Peers appraisal may be reliable if the work group is stable over a reasonably long period and performs tasks that require interaction. However, little research has been conducted to determine how peers establish standard for evaluating others or the overall effect of peer appraisal on the group’s attitude. Subordinates: the concept of having superior rated by subordinates is being used in most of the organizations especially in developed countries. Such a  navel method can be useful in other organizational setting too provided the relationship between superior and subordinates are cordial. Subordinates rating in such cases can be quite useful in identifying competent superiors. Self-appraisal: if individuals understand the objective they are expected and the standards by which they are to be evaluated, they are largely in the best position to appraise their own performance. In addition, since employee development means self-development, employees who appraise their own performance may become highly motivated. User of services, customers: The customers or user of services can better judge Employee’s performance in service organization relating to behavior, promptness, speed in doing the job and accuracy. Consultant: sometimes consultant may be engaged for appraisal when employees or employer do not trust supervisor appraisal and management does not trust self appraisal or peer appraisal or subordinates appraisal. In this situation, consultants are trained and they observe the employee at work for sufficiently long time for the purpose of appraisal. METHODS OF PERFORMNACE APPRASIAL With the evolution and development of appraisal system a number of methods and techniques of performance appraisal have been developed. Some of them are TRAIT METHOD Trait method to performance appraisal measures the extent to which employees possess trait or characteristics like dependability, creativity, initiative, dynamism, ability to motivate and leadership. Trait method is based on job description and job specification. Graphic rating scale: graphic rating scale compares individual performance to absolute standards. In this method, judgments about performance are recorded on a scale. This is oldest and widely used technique. One of reason for the popularity of the rating scale is its simplicity, which permits many employees to be quickly evaluated. Such scales have relatively low design cost and high in case of administration. The major drawback to these is their subjectivity and low reliability Ranking method: Under this method, employees are ranked from  best to worst on some characteristics. The rater first finds the employee with the highest performance and the employee with the lowest performance in that particular job category and rates the former as best and the later as the poorest. One important limitation of the ranking method is that the size of the difference between individual is not well defined. Paired comparison method: this method is relatively simple. Under this method, appraiser ranks the employee by comparing one employee with all other employees in the group, one at a time. Forced distribution method: forced distribution method is developed to prevent the rater from rating too high or too low. Under this method, the rater after assigning points to the performance of each employee has to distribute his rating in a pattern to confirm to normal frequency distribution. This method eliminates central tendency and leniency biases. Essay or free form appraisal: this method requires the manager to write a short essay describing each employee’s performance during the rating period. This format emphasizes evaluation of overall performance, based on strength and weakness of employee performance, rather than specific job dimensions. The time involved in writing separate essay about each employee can be formidable. Group appraisal: under this method, a group of appraisers appraises an employee. This group consists of the immediate supervisors of the employee, to other supervisors who have close contact with the employees work, manager or head of the department and consultants. The group appraises the performance of the employee, compared the actual with the standards of performance, find out deviations, discusses the reason therefore, suggest ways for improvements of performance, prepare action plans, study the need for change in the job analysis and standards and recommends change if necessary. Confidential report: assessing the employee’s performance confidentially is a traditional method of performance appraisal. Under this method, superior appraises the performance of the subordinates based on his observation, judgment and intuitions. The superior keeps his judgment and report confidentially. In other words, the superior are not allow the employee to know his report and performance. BEHAVIOURAL METHODS While trait measures various characteristics, behavioral methods measures employee behavioral skill on a continuum. Behavioral checklist method: a  checklist is designed with the list of statements that describe the behavior essential for employee performance. The appraiser checks whether the appraise possess them or not. Employee’s performance is rated based on the behavioral skills that the employee possesses to the total statements. Critical incident method: employee are rated discontinuously, i.e. once in a year or six months under the earlier methods. The performance rated may not reflect real and overall performance as the rater would be serious about the appraisal about two or three weeks before the appraisal. Hence, a continuous appraisal method, i.e. critical incident method was developed. Under this method, the supervisor continuously records the critical incident of the employee performance or behavior relating to all characteristics in a specially designed notebook. The critical incident method has the advantage of being objective because the rater considers the record of the performance rather than the subjective point of opinion. Behaviorally anchored rating scale (BARS): the BARS method combines elements of the traditional rating scale and critical incident methods. Using BARS, job behavior from critical incidents- effective and ineffective behaviors are described more objectively. This method employs individuals who are familiar with a particular job to identify its major components. They then rank and validate specific behaviors for each of the components. Behavior observation scale (BOS): the appraiser, under this method, measure how frequently each of the behavior has been observed. Appraiser plays the role of observer rather than a judge and provides the feedback to the appraise continuously. Assessment centre: in this approach, individual from various departments are brought together to spend two or three days, working on an individual or group assignment similar to ones they would have been handling when promoted. Observers rank the performance of each participant in order of merit. RESULT METHODS Organizations of contemporary period evaluate employee performance based on accomplishments they achieve rather than based on the behavioral factors/traits. Employee accomplishments include sale turnover, number of units produced, and number of customers served, number of complaints settled and the like. Productivity measures: under the productivity measures of performance appraisal, employees are appraised based on the ratio of output  they turned out to the input they used. The balanced scorecard: it brings the linkage among financial, customer, processes and learning. Learning and people management contribute to the enhancement of internal processes. Internal processes are critical for enhancing customer satisfaction and loyalty. The balanced scorecard can be used to appraise employee performance. The following recommendations ensure the successful application of balanced scorecard to performance management. Human resource accounting: human resource accounting deals with cost and contribution of human resource to the organization. Cost of the employee includes cost of work force planning, training, development, wages etc. employee contribution is the money value of employee service, which can be measured by labour productivity, or value added by human resource. Management by objectives: MBO is a process whereby the superior and subordinate manager of an organization jointly identifies its common goals, define each individual’s major areas of responsibility in terms of results expected of him, and use these measures of guides for operating the unit and assessing the contribution of its members. SYSTEMS OF PERFORMANCE APPRAISAL Establish performance standards Communicate standards/ expectations to employee. Measure actual performance by following the instructions. Adjust the actual performance due to the environmental influence Compare the adjusted performance with that of others and previous Compare the actual performance with standards and find out deviations, if any. Communicate the actual performance to the employee concerned. Suggest changes in job analysis and standards, if necessary. Follow – up performance appraisal report. USES OFPERFORMANCE APPRIASAL Performance appraisal has several uses. The important among them are: Performance improvement: performance feedback allows the employees, manager and personnel specialist to intervene with appropriate actions to improve performance Compensation adjustment: A performance evaluation helps decision-makers determine who should receive pay raises. Many firms grant  part or all of their pay increases and bonuses based upon merit, which is determined mostly through performance appraisal. Placement decisions: promotions, transfers and demotions are usually are based on past or anticipated performance. Often promotions are reward for past performance. Training and development needs: poor performance may indicate the need for retraining. Likewise, good performance may indicate untapped potential that should be developed. Career planning and development: performance feedbacks guide career decision about specific career paths one should investigate. Staffing process deficiencies: good or bad performance implies strength and weakness in the personnel departments staffing procedure. Informational inaccuracies: poor performance may indicate error in job analysis information, human resource plans, or other part of personnel management information system. Reliance on accurate information may led to inappropriate hiring, training, or counseling decisions. Job design errors: poor performance may be a symptom of ill- conceived job design. Appraisals help diagnose these errors. PROBLEMS OF PERFORMANCE APPRAISAL The major problem of performance appraisal is- 1. Rating biases Halo effect The error of central tendency The leniency and strictness The recency effect 2. Failure of the superiors in conducting performance appraisal nad post performance appraisal interviews 3. Most part of the appraisal is based on subjectivity 4. Les reliability and validity of the performance appraisal techniques 5. Negative rating affect interpersonal relations and industrial relation system 6. Influence of external environmental factors and uncontrollable internal factors 7. Feedback and post appraisal interview may have a setback on production 8. Relationship between appraisal rates and performance after promotions was not significant 9. Absence of inter –rater reliability