Article Review The Magic Pudding Essay - 1810 Words

1. Discussion Board Week 1 My Reading As I read through the link Orientation to Australian literature for children and young adults my memory of reading these books in primary school comes flooding back. In particular looking for Alabrandi, Blinky Bill and The magic pudding. My existing understanding of children Australian literacy I believe comes from a young age when my primary school teachers pushed the importance of how wonderful and rare these Australian books for children were and how special we were to have them read to us and available in our libraries. Growing up in the Blue Mountains a lot of focus was on the late Author Norman Lindsay as he was once a local in our area. The book The magic pudding was our focus on one particular book week were we had to complete a visual art task on our own magic pudding We were also taken to see the film adaption of the book at the local Cinema. 2. Discussion Board Week 1 Jacqueline Rose Before analysing the text, I assumed Rose s argument that children s literature was to satisfy the needs and desires of adults was obscure, and that the innocent story of Peter Pan and Wendy was purely written for children. Furthermore, reading that the character Peter Pan was introduced by the author in his earlier novel in a story told to a young boy David by a bachelor wanting to lay with him. The realisation that this may indeed be written to fulfill adult desires grows. On the contrary, in the story told to David,Show MoreRelatedCritical Challenges Facing African American Men3250 Words   |  13 PagesBlack male student success in higher education: A report from the national Black male college achievement study. Philadelphia: University of Pennsylvania, Center for the Study of Race and Equity in Education. Hunn, L. R. M. (2008). 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These include, but are not limited to, health and ï ¬ tness, consumer research, psychologyRead MoreW1 Active Adj14109 Words   |  57 Pageswhich words are frequent in written and spoken English, and enable them to focus more attention on mastering the meanings, grammatical patterns and collocations of these words. 2 LONGMAN COMMUNICATION 3000 Longman Communication 3000 a indefinite article, determiner S1, W1 abandon v W3 ability n S2, W1 able adj S1, W1 about prep S1, W1 about adv S1, W1 above adv, prep S2, W1 above adj W3 abroad adv S2, W3 absence n S3, W2 absolute adj S2, W3 absolutely adv S1, W3 absorb v W3 abuse n S2, W3 academicRead MoreExploring Corporate Strategy - Case164366 Words   |  658 PagesMark Rodol, took over as chief executive and launched a strategic review of the whole business. Rodol commented on Palumbo’s exit: James is an entrepreneur – but what is going to make this business great is a focused, long-term brand strategy. 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Book Report On Fantasy Land - 998 Words

Page 1. Michael has an amusement park called Fantasy Land located on his property. Michael decided to give his son a birthday party at his home and invited all his friends to Fantasy Land to celebrate. Tommy, a ten-year-old boy, attended the birthday party for Michael s son. All the children were playing on all the rides and having a good time. In the afternoon, Michael emphatically announced to all the children that the Fantasy Land was closed. After the hired attendants cleared the park of children and moved them to Michael’s home, the attendants all left. While other children and their parents were inside Michael s house eating cake and watching the birthday boy opening presents, Tommy sneaked out an unlocked door leading to the amusement park. While Michael was in the kitchen getting more ice cream for the party, he looked out the window in the house and saw Tommy get on the Floaty Boat Ride. While Tommy was getting onto the ride, he stood up and fell into the water, hitting his head on the edge. Tommy sustained a large laceration to his head, and then sank below the surface of the water. Michael ran out and pulled Tommy out of the water. When Tommy arrived at the hospital, Doctor prescribed improper medication that resulted in some permanent brain damage to Tommy. Tommy, through an appointed guardian, has sued Michael. What legal claim and defenses should be asserted in the suit by Tommy against Michael? Against Doctor? Discuss. Page 2. 1. Tommy v.Show MoreRelatedDisney : The Culture Behind The Park1606 Words   |  7 Pagesthe Park The lifecycle of Disney begins with a great story. The story of Disney itself is filled with characters, costumes, and lessons. Disney is known to usually start as a movie and eventually becomes books, merchandise, sequels, TV shows, and of course theme park rides. 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Concrete Industry Should Exploit the Upscale Market Free Essays

Meanwhile, gold slang can also be made into a new wall tiles after Jaw crusher crushing, and vibration screen screening, which not only supply building materials, but also avoid environmental pollution concrete mixing plant, it greatly conform to the national energy conservation and environmental protection theme. Henna Daschle Machinery Co. Ltd,is a professional manufacturer and trader specializing in the research, development and production of construction machinery for nearly 30 years. We will write a custom essay sample on Concrete Industry Should Exploit the Upscale Market or any similar topic only for you Order Now Our main products are as follows:portable Diesel Concrete Mixer,portable attach plants,We will provide you with the best product and service. In order to realize the recycle of gold slang, there are many crushing equipment for slang small concrete mixer, but gold slang contains acidic substances, which has extreme causticity, so we must choose special crusher. Jaw crusher ,cone crusher, and Impact crusher made by Henna Honoring adopt international advanced technology and high quality materials, ,which have strong crushing capacity, high efficiency and corrosion resistance, and are widely used in iron ore, cooper ore, gold and silver ore, and other materials. They are the optical crushing equipment for dealing with gold slang, are widely recognized by the market. In the near future, Honoring will research continuously crushing equipment, grinding equipment and Improve old equipment, we actively comply with national sustainable development path and contribute their efforts to develop energy saving and environmental protection economy. Meanwhile, gold slang can also be made Into a new wall tiles after Jaw crusher crushing, and vibration screen screening, which not only supply building materials, but also avoid environmental pollution concrete mixing plant, It greatly conform to the national energy conservation and environmental protection theme. Henna Daschle Machinery Co. , Ltd,l’s a professional manufacturer and trader specializing In the research, development and production of construction machinery for nearly 30 years. Our mall products are as follows:portable Diesel Concrete Mixer,portable batch plants,We will provide you with the best product and service. In order to realize the recycle of gold slang, there are many crushing equipment for slang small concrete mixer, but gold slang contains clad substances, which has extreme causticity, so we must choose special crusher. Jaw crusher ,cone crusher, and Impact crusher made by Henna Honoring adopt International advanced technology and high quality materials, ,Welch have strong crushing capacity, high efficiency and corrosion resistance, and are widely used In Iron ore, cooper ore, gold and silver ore, and other efforts to develop energy saving and environmental protection economy. Causticity, so we must choose special crusher. Jaw crusher ,cone crusher, and impact widely recognized by the market. In the near future, Honoring will research continuously crushing equipment, grinding equipment and improve old equipment, efforts to develop energy saving and environmental protection economy. Meanwhile, old slang can also be made into a new wall tiles after Jaw crusher crushing, and environmental pollution concrete mixing plant, it greatly conform to the national Co. , Ltd,is a professional manufacturer and trader specializing in the research, main products are as follows:portable Diesel Concrete Mixer,portable batch mixer, but gold slang contains acidic substances, which has extreme causticity, so we must choose special crusher. Jaw crusher ,cone crusher, and impact crusher made by Henna Honoring adopt international advanced technology and high quality materials, ,which have strong crushing capacity, high efficiency and corrosion How to cite Concrete Industry Should Exploit the Upscale Market, Essays

Demand And Supply Of Gas In Australian Local Marketâ€Free Samples

Question: Discuss About The Supply Of Gas In Australian Local Market? Answer: Introduction The article titled Australia curbs LNG exports amid domestic gas shortage by Jamie Smyth on 27th April 2017 talks about the shortage of gas in Australias domestic market and the measures being taken to curb the situation. There are discrepancies between the supply and demand of gas in the local market. The demand for liquefied natural gas in the domestic market has grown, and yet the supply is insufficient to check on the escalating demand. The aftermath of this situation has been shortages and price increases for domestic consumers. The government is concerned about the deficit as the local industry will be disrupted significantly. According to the Australias Prime Minister, Malcolm Turnbull, it is unacceptable for Australia to be one of the largest global exporters of liquefied natural gas and yet the Australian businesses and households are experiencing a shortage. As a result, the government has introduced Gas Security Mechanism to protect the interests of local homes and businesses. Under this arrangement, the leadership will be in a position to restrict the exportation of gas in case of scarcity in the domestic market.[1] This regulation has raised concerns among the producers and analysts who argue that the scheme will increase uncertainty in the industry and could further interrupt the domestic supply. Economic Analysis Demand for Gas Liquefied natural gas is a valuable resource to households and business community in Australia. Therefore, as the incomes of Australians rise, the demand for gas increases considerably. The need to adopt cleaner energy has also increased the demand for this resource among the firms. Additionally, as more enterprises are being set up, the need for the liquefied natural gas has increased.[2] The increase in the use of the gas in the local market has made the prices to increase. Graph 1: Increase in Demand for Gas The rise in the use of liquefied natural gas by Australian households and the firms is shown by the shift in demand curve from D0 to D1. This situation has increased the quantity of gas demanded and also a hike in the price. The amount of gas supplied by the producer is Qe while the quantity demanded is Q2. The gap between Q2 and Q1 depicts the shortage. The price has increased from P1 to P2. The Supply of Gas The increase in the price of gas in Australia also results from disruptions in the provision of this resource. Studies reveal that several factors are impeding the provision of gas to domestic consumers. Foremost, the firms involved in exploration and production of gas have concentrated in generating for exports thus creating a shortage in the local market.[3] Some policies by states are also hindering the capacity of companies to deliver sufficient gas to the Australians. For example, states like Victoria and Northern Territory have regulations restricting the extraction of new gas reserves. Furthermore, lack of adequate infrastructures is limiting the efforts by producers to provide adequate gas to the local users.[4] These factors among others have contributed to the tightening local gas provisions resulting in a sharp rise in prices. Graph 2: Decline in domestic Gas Supplies The drop in supply of gas in the domestic market is shown by the change in supply curve from S1 to S2. This shift results in a decline in the amount of gas provided to the market from Qe to Q1. On the other hand, the prices increase from Pe to P1. Recommendations The shortage of gas is detrimental to the Australian local industry. As the prices increases, the cost of doing business in this country is rising and thus denying the domestic companies a competitive advantage. Some corporations may be forced to close their businesses while others shift their operations to foreign markets and thus job loss. Restricting the exportation of gas will obstruct the established investments and also negate Australias net export income. Therefore, the government should concentrate on those plans that will increase the provision of gas to local industry to ensure long-term certainty. Some of these schemes include the following. Relax Laws Hampering the Exploration of New Gas Reserves Foremost, the territories with restrictions on the exploration of new gas reserves should relax such limiting regulations to accelerate the supply of gas to the consumers. The removal of bans will enable the exploration of additional gas to facilitate Australias goal of being a net exporter and at the same time meet the demand of local consumers. Boost Competition Moreover, the Australian Competition Commission has a critical role to play in enhancing the functioning of Australias gas industry. This body should put measures in place to boost competition in the gas sector by availing timely, reliable and sufficient information to both producers and consumers. Healthcare competition is instrumental in lowering the costs and attracting new firms to the industry to increase the supply of this resource.[5] Provide an Enabling Environment Ultimately, the government should provide a conducive environment to companies involved in exploration and extraction of natural gas. For instance, the leadership of this country should develop key infrastructures such as roads and pipelines. Better roads and pipelines will enable easier and fast movement of gas to the market and also lower the costs involved in transportation. Increasing access to credit and finances is also another way the government can support the activities of producers to supply sufficient gas to local and foreign market. Conclusion The domestic market in Australia is encountering shortages in liquefied natural gas. While the demand for this resource among the local businesses and households is on the rise, the supply is insufficient to deal with the escalating demand. The aftermath of this scenario has been an increase in the price, and the government has responded by restricting the exportation to curb on shortages. This move by the government will only provide a short term solution, and therefore there is a need for a permanent way out. Some of the ways Australia can use to ensure long-term certainty in this sector include relaxing laws hampering gas exploration, boosting competition and providing an enabling environment to the business community. References Clark, Robert Graham, And Mark Thomson. Transport Fuels From Australia's Gas Resources : Advancing The Nation's Energy Security. Sydney: Unsw Press, 2014. Grafton, R. Quentin, And N. Ross Lambie. "Australia's Liquefied Natural Gas Sector: Past Developments, Current Challenges And Ways Forward." Australian Economic Review, 2014: 509-522. Haslam Mckenzie, Fiona. "Delivering Enduring Benefits From A Gas Development: Governance And Planning Challenges In Remote Western Australia." Australian Geographer, 2013: 341-358. Mokhatab, Saeid, John Y Mak, Jaleel V Valappil, And David A Wood. Handbook Of Liquefied Natural Gas. Burlington : Elsevier Science, 2013. Smyth, Jamie. Australia Curbs Lng Exports Amid Domestic Gas Shortage. April 27th, 2017Answer:. Https://Www.Ft.Com/Content/6411b380-2b01-11e7-9ec8-168383da43b7 (Accessed August 24th, 2017) [1] Smyth, Jamie. Australia Curbs Lng Exports Amid Domestic Gas Shortage. April 27th, 2017. Https://Www.Ft.Com/Content/6411b380-2b01-11e7-9ec8-168383da43b7 Management (Accessed August 24th, 2017). [2] Grafton, R. Quentin, And N. Ross Lambie. "Australia's Liquefied Natural Gas Sector: Past Developments, Current Challenges And Ways Forward." Australian Economic Review, 2014: 509-522. [3] Mokhatab, Saeid, John Y Mak, Jaleel V Valappil, And David A Wood. Handbook Of Liquefied Natural Gas. Burlington : Elsevier Science, 2013. [4] Clark, Robert Graham, And Mark Thomson. Transport Fuels From Australia's Gas Resources : Advancing The Nation's Energy Security. Sydney: Unsw Press, 2014. [5] Haslam Mckenzie, Fiona. "Delivering Enduring Benefits From A Gas Development: Governance And Planning Challenges In Remote Western Australia." Australian Geographer, 2013: 341-358.

Rent Musical Essays - Broadway Musicals, Off-Broadway, Rock Musicals

Rent Musical There's a scene in the new musical "RENT" that may be the quintessential romantic moment of the '90s. Roger, a struggling rock musician, and Mimi, a junkie who's a dancer at an S/M club, are having a lovers' quarrel when their beepers go off and each takes out a bottle of pills. It's the signal for an "AZT break," and suddenly they realize that they're both HIV-positive. Clinch. Love duet. If you don't think this is romantic, consider that Jonathan Larson's sensational musical is inspired by Puccini's opera "La Boheme," in which the lovers Mimi and Rodolfo are tragically separated by her death from tuberculosis. Different age, different plague. Larson has updated Puccini's end-of-19th-century Left Bank bohemians to end-of-20th-century struggling artists in New York's East Village. His rousing, moving, scathingly funny show, performed by a cast of youthful unknowns with explosive talent and staggering energy, has brought a shocking jolt of creative juice to Broadway. A far greater shock was the sudden death of 35-year-old Larson from an aortic aneurysm just before his show opened. His death just before the breakthrough success is the stuff of both tragedy and tabloids. Such is our culture. Now Larson's work, along with "Bring in 'Da Noise, Bring in 'Da Funk," the tap-dance musical starring the marvelous young dancer Savion Glover, is mounting a commando assault on Broadway from the downtown redoubts of off-Broadway. Both are now encamped amid the revivals ("The King and I") and movie adaptations ("Big") that have made Broadway such a creatively fallow field in recent seasons. And both are oriented to an audience younger than Broadway usually attracts. If both, or either, settle in for a successful run, the door may open for new talent to reinvigorate the once dominant American musical theater. "RENT" so far has the sweet smell of success, marked no only by it's $6 million advance sale (solid, but no guarantee) but also by the swarm of celebrities who have clamored for tickets: Michelle Pfeifer, Sylvester Stallone, Nicole Kidman and Tom Cruise, Mel Gibson, Ralph Fiennes...name your own biggie. Last week, on opening night, 21 TV crews, many from overseas, swarmed the Nederlander Theatre to shoot the 15 youthful cast members in euphoric shock under salvos of cheers. Supermogul David Geffen of the new DreamWorks team paid just under a million dollars to record the original-cast album. Pop artitsts who've expressed interest in recording songs from the 33-number score include Whitney Houston, Toni Braxton and Boyz II Men. A bidding scrimmage has started for the movie rights among such Hollywood heavies as Warner Brothers, Danny DeVito's Jersey Films, Fox 2000 and Columbia. The asking price is $3 million, but bonuses for length of run, the Pulitzer Prize (which "RENT" has already won), various Tony and critics' awards could jack the price up to $3.75 million. Despite these stupefying numbers, the young producers, Jeffrey Seller, 31, and Kevin McCollum, 34, and their associate, moneyman Allan S. Gordon, know that they're not home free. "There's no such thing in New York," says Seller. "Our company has mostly done tours. If you sell 8,000 seats a week in Cleveland, you did a great job. Never having done a Broadway show, the idea that you have to sell 450,000 seats a year is daunting." Major Broadway players like the Shubert Organization and Jujamcyn Theaters, which lost out to the Nederlander in the feverish grab for "RENT," would love to be daunted like these Broadway tyros. Rocco Landesman, Jujamcyn's president, says he's "crushed" at not getting "RENT." He predicts the show will be a "crossover success; it will attract an ethnically diverse audience, people who are not normally theatergoers." "RENT" has a $67.50 top ticket price, but the producers have reserved the first two rows at $20 and are tagging mezzanine seats at a "bargain" $30. "'RENT' has a lot riding on its shoulders," says producer Jim Freydberg, whose "Big" has just opened. "I desperately hope it works. If it's successful, we're going to get more daring shows on Broadway. If it's not, we're going to get more revivals." This is interesting, coming from a competitior whose own show, based on the popular Tom Hanks movie about a 13-year-old boy who wakes up on day in the body of a 30-year-old man, could be said to represent the less daring sector of Broadway. "If I really wanted to make money I'd go to Wall Street and invent money," says Seller. "I came to Broadway because I was excited by the question 'Can you challenge the mainstream? Can you reinvent the mainstream from

Gender Disparity essays

Gender Disparity essays Gender Disparity: Whats the Big Deal? In 1999, speculation over political futures of Clinton and Dole came into focus. Not Bill and Bob, but Hillary and Elizabeth. With Mrs. Clinton a leading candidate for the New York Senate seat (having since attained that position) and observations that Mrs. Dole was a promising choice for the Republican presidential candidacy, gender disparity would seem no longer a Big Deal. More recently, Nancy Pelosi won the race for the No 2 House Democratic leader and will become the top-ranking woman ever in Congress. One of the first issues spoken about upon her victory was the fact that she sought no votes on the basis of her gender. She acknowledged that this is a difficult turf to win on for anyone, but for a woman breaking ground here it was a tough battle and history has been made. Despite the fact that women are now seen as desirable candidates for the nations most prestigious jobs, women still have a long way to go before their power, political and otherwise, can be considered e qual to men. Although gender disparity can been seen in areas outside the workforce such as intercollegiate scholarships, health insurance, and education and medical treatment, I have chosen to focus on the workforce. A news article dated March 26, 2001 quotes a national union leader as saying women earn 28 percent less than men in comparable jobs. Linda Chavez Thompson, executive vice president of the AFL-CIO said women work for free one week every month, and a 25 year-old female will earn $500,000 less than a man in a lifetime because of the wage gap on the national scene. Alicia Smalley, lobbyist for the National Association of Social Workers, said that females comprise 80 percent of her states social workers. Although this group had a 24 percent turnover rate, the governor did not recommend social workers receive a pay increase as he did for male dominated occ...

Termin Literature review Example | Topics and Well Written Essays - 2500 words

Termin - Literature review Example This research essay will be endeavouring to highlight the intricacies involved terminal dilapidated claims. This research essay will look into how changes in the CPR (Civil Procedure Code) have impacted the claims on dilapidation and will also analyse the maximum cap on the claims under section 18 (1) of the Landlord and Tenant Act 1927 by the landlord . Finally, this will research essay will come to a conclusion after having discussed that how changes of CPR have imposed changes in relation to terminal dilapidation claims. (Olins 2010:4). Claims of Terminal Dilapidation To safeguard the landlords , the Landlord & Tenants Act 1927 ( â€Å" the Act†) was enacted as there was some feeling at the time of enactment of the above act that there existed some disparity in the affiliation between a tenant and a landlord with the latter too often misusing his dominant position. (Olins 2010:8). There will be complexity in arriving at the exact amount of claim under terminal dilapidations . This can be ascertained in two ways. ... U Stores Ltd1, it was decided that there is an onus on the landowner to lessen the loss and this may extend to commencing preparations for carrying out the repairs before the expiry of the lease. Failure to do so may even result in reduction or extinguishment of claim for losses (for example, loss of rent). (Cooke &Woodhead 2007:337). In â€Å"Carmel Southend Ltd v Strachan & Henshaw Ltd†2, there was a covenant to handover the premises in substantial and in good conditions. In this case, whether quantum of damages included cost of patch repairs or whether it has to include whether more wide-ranging over-cladding as demanded by the new tenant. In this case, second limp of â€Å"s18 (1) of the Landlord and Tennant Act 1927† was applied. It was decided that patch repairs were enough to adhere with covenants and stance claimed by the incoming tenant may be relevant but not determinative. It was held by the court that erstwhile tenant was responsible for the full cost of pat ch repairs. (Watt 2007:14). In some cases, landlord may be asked to bear the terminal repairs as in the case of multiple occupations. In some cases, a tenant may serve a notice on landlord with a Schedule of Dilapidation if he fails to repair. In Wallace v. Manchester City Council, the tenant was awarded with damages for inconvenience or discomfiture by a County Court Judge and in appeal, the decision was upheld. In Hallise v. petmoor Developments Ltd, the landlord was held accountable for repairs. (The Times 2000). Civil Procedure Code The Civil Justice Review of 1988 recognised intricacy, expenses and delay as the three grave defects that were apparent in the Civil Procedure Code that existed since 1851. To remove these intricacies, Lord Woolf recommended some major changes in the Civil Procedure Code of

Hard rock cafe and chili's Essay Example | Topics and Well Written Essays - 750 words

Hard rock cafe and chili's - Essay Example According to McCollum (2004, p.36), quality is an essential factor in achieving competitive advantage because organizations delivering good quality are capable of generating satisfied customers. The satisfied customers in return reward the organization with continuous support and positive advertising through the word-of-mouth, which provokes exemplary external performance for the organization (McCollum 2004, p.36). Quality in manufacturing operations involves the processes that combine and transform resources in the production subsystem of an organization into value added products or even services. Therefore, quality ensures the conversion of various inputs to the desired products or services at the required degree of quality. In manufacturing, quality involves conforming to set specifications (Mahadevan 2010, p.249). Therefore, manufacturing process motivates quality manager to establish mechanisms that guarantee attaining the specifications. All components of a manufactured product have specifications and provided that the provisions are met, the quality objectives are also met. Such a definition is essential in manufacturing since it enables management to establish unambiguous instructions for employees in maintain quality. Moreover, quality in manufacturing encompasses the process of attaining the specifications by collecting information from customers regarding a product and their prefere nces before the specifications are set. Also in manufacturing quality is defined in terms of â€Å"fitness to use† because it demands an organization to understand the favoured method for use by customers over a prolonged period. Therefore, to develop an understanding, organizations focus on customer relations, design, and manufacturing processes (Mahadevan 2010, p.249). The main objectives in service operations involve provision of good service to customers

Allama Muhammed Iqbal Article Example | Topics and Well Written Essays - 500 words

Allama Muhammed Iqbal - Article Example His father, Shaikh Nur Muhammed, was a very reputed tailor and a great devotee to Islam. Iqbal was raised in a strong religious background. Iqbal initially started learning languages like Urdu, English and Persian along with history, poetry and religion. One of his tutors, Sayyid Mir Hassan, recognized a hidden poet and a writer in Iqbal. He encouraged him to continue his studies and polish himself as a poet at the Scotch Mission College in Sialkot. He graduated as a poet and writer in 1892. At the age of 15, he got married to Karim Bibi, the daughter of a well- known physician. They had two children, a girl and a boy. Iqbal lost his third child soon after birth. Since, the couple could not meet up to each other's expectation, their marriage ended in 1916. From the Government College Lahore, he studied Philosophy, English literature and Arabic and came out as a gold medalist with a Bachelors of Arts degree. While doing his masters, he met Sir Thomas Arnold who was a scholar in Islam and modern philosophy. Sir Arnold made him familiar with the western culture and ideas. He taught him to relate the eastern ideas with the western ones. In 1903, Iqbal published his first book, "The Knowledge of Economics", in Urdu. Later in 1905, he published a patriotic poem, "Song of India".

Customer Satisfaction Towards Online Shopping

Customer Satisfaction Towards Online Shopping Customer satisfaction is the degree to which customer expectations of a product or service are met or exceeded. It is seen as a key performance indicator within business. In a competitive marketplace where businesses compete for customers, customer satisfaction is seen as a key differentiator and increasingly has become a key element of business strategy. In the era of globalization electronic marketing is a great revolution. Over the last decade maximum business organizations are running with technological change. Online shopping or marketing is the use of technology for better marketing performance. And retailers are devising strategies to meet the demand of online shoppers; they are busy in studying consumer behavior in the field of online shopping, to see the consumer attitudes towards online shopping. Therefore we have also decided to study the factors that affect MMU students satisfaction of their online shopping provider. Research Background Online shopping is basically a process of selling and buying of goods and services on World Wide Web. As (Forsythe and Shi, 2003) explains Internet shopping has become the fastest-growing use of the Internet; most online consumers, however, use information gathered online to make purchases off-line. According to a report (ACNielsen Report on Global Consumer Attitudes towards Online Shopping, 2005) published on www.acnielsen.com, one tenth of the world population is shopping online , till October 2005, 627 million people have done online shopping , and according to the same report Germans and British are on the top of the list on Online Shopping. Additionally in the report published, it was confirmed that products most purchased online included books followed by DVDs, videos, games and Plane Reservations, with credit cards being the most sought method of payments for the purchases made regarding the items offered for purchase online. So many countries all over the world pour millions of dollars into online shopping as a means to purchase goods and services through the internet. The improving use of the internet has provided for fast purchase of online services as this is evident in the rapid growing internet usage activity all over Europe, with Sweden being ranked one of the high heels in Internet Usage and online Shopping in Europe coming in ninth with Japan and USA following in close competition (ACNielsen Report on Global Consumer Attitudes towards Online Shopping, 2005). During 1994, Netscape introduced SSL encryption method for data transformation online through the web, which became so important for secure online shopping. The first online shopping system was introduced by a German Company called Intershop in 1994. Follow by Amazon in 1995 and eBay in 1996. Online shopping has been getting famous since the last few years after the internet was being widely used. It began to appeal to a larger number of consumers as it gradually evolved to serve and satisfy millions of people from all over the world. Consequently, e-commerce industry has seen rapid growth. An online consumer or online seller must at least have one electronic gadget to access to the internet. Online banking system had been launched before the era of online shopping. Therefore, online banking system made online shopping much convenient. Hence, payment can be made in several forms such as cheques, debit card, electronic money or various types, cash deposit using ATM machine, gift cards and etc. Problem Statement The online retail industry is going the new era of competition. These online shopping provider need to differentiate themselves from others and present it well to become the one of the market leader in online retails industry. Competition has become more aggressive among these companies, therefore it is important for companies to figure out the factors that affects MMU students satisfaction towards their online shopping providers. Research Objective The purpose of this research is to analyze and identify the overall attitude towards online shopping and the key factors that influences MMU students satisfaction of their online shopping providers. Significance of Study The online retail is undergoing dramatic changes. This study will provide insights of the factors that affect the MMU students satisfaction of their online shopping provider. In other words it will indicate the consumer behavior in the competitive market. This research can contribute to the society and country. The result of this research will be beneficial for the online shopping provider to serve as a guideline in implementing their business strategy. With the information, the online shopping providers will be able to design packages that are satisfying consumers. They can also improve their company performance as well as to maintain their market share. This research is important because it can outline what are the factors that are affecting the MMU students satisfaction of their online shopping provider. Also, this research able to provides the factors that cause the satisfaction level. When online shopping provider understand what is the wants and needs of the consumer. Thus, it helps to reduce their cost in research and development. By then, online shopping provider can focus to increase their product features or quality that serves to the consumers. Through this study, online shopping provider can focus on what is the best business quality and services to consumers in order to maintain their life long relationship to create maximum life time value to the company itself. Before taking any actions to change the satisfaction level, the most crucial thing is to understand what factors influence customer satisfaction, and then try to make improvements in these critical areas so that they can have more satisfied and loyal customers. Scope of the Study This research is particularly interested in investigating customer satisfaction level. This paper is tending to find out what are the factors that affecting MMU students satisfaction of online shopping provider through this study. All respondents are assumed to have online shopping knowledge. There are many factors that cause the different satisfaction level of their online shopping provider. 1.7 Operational Definition 1.7.1 Online Shopping Online shopping or online retailing is a form of electronic commerce allowing consumers to directly buy goods or services from a seller over the Internet without an intermediary service. An online shop, e-shop, e-store, Internet shop, web-shop, web-store, online store, or virtual store extorts the analogy of purchasing goods or services at a retails stores or shopping center. 1.7.2 Convenience Online retail store are support the available for 24 hour 7days a week. This is a means by retailers and wholesalers to provide customers with a very convenient way to be able to do all the shopping from one spot or by just a mouse click. 1.7.3 User friendly web features and designs Online web stores need to be user friendly and easy to navigate, these being very vital influencing factors of online shopping website designs, privacy or confidentiality, website reliability, navigation, and website customer services incorporated with the website security are the most attractive features which influence the perception of consumers to buy goods and services online. 1.7.4 Time Saving With the rapid development of the World Wide Web online shopping has come to be the most sought means to purchase goods and services at the convenience for the customers as it saves time whereby being an important influencing factor towards online shopping. Browsing through the internet or searching through online catalogues can be time saving as one needs not to move from place to place and less effort is put into shopping, thus less effort is required and only patience becomes vital during the shopping process. 1.7.5 Security Security issues which is involved in keeping the information safe and accurate. 1.8 Organizational of Research These research papers are categories into five chapters. Chapter 1: Introduction In this chapter is all about the overall question and the relevant topic are being carried out for discussion. There are includes the objectives and the problem statement of this study. Besides that, the explanations of who is gaining benefits from this study are included. However, to prevent the confusion and misunderstanding of the reader those important terms are clearly defined. Chapter 2: Literature Review In this chapter cite those relevant studies related to this research. The dependent and independent variables will then be identified and use as a basis to build the theoretical framework and hypotheses development. In the other hand the arguments and opinions from different authors are add in for the purpose to support the study carry out. Chapter 3: Research Methodology In this chapter the theoretical framework and hypothesis of study will be stated. Theoretical framework shows the relationship between variables. Next, by identify the relationship those testable hypotheses are formed based .Moreover all these hypothesis are been use to examine whether the framework is in effect by using appropriate statistical analysis. The research instrument, sample size, source of data and the statistical data to be used in the study are discussed. Chapter 4: Research Findings and Discussion This chapter will present the results and discussion based on the data analyzed. Chapter 5: Conclusion In this chapter we will review the entire research from the introduction, the main details and the justification on the hypothesis constructed in the study and well as a brief look into the findings obtained from the hypothesis. The limitation and implication of the study will also be presented. Chapter 2 : Literature Review 2.1 Overview There are few causes that influencing the customer satisfaction from their online shopping provider due to the changing preferences and satisfaction toward the demand and services provided .However the literature review of the factors will be discussed as below. 2.2 Dependent Variable 2.2.1 Customer Satisfaction Customer satisfaction is an output, resulting from the customers pre-purchase comparison of expected performance with perceived actual performance and incurred cost (Churchill and Surprenant, 1982). According to Vance Christensen (2006), customer satisfaction is very different from customer loyalty.  One is a requirement to do business; the other is the basis for sustained profitability and growth. It is believe that satisfied customers will lead to their loyalty and improve revenues. Customer loyalty is the degree of a customer staying with a specific vendor or brand. If the customer is satisfied with the firms products or services, it eventually will help the firm to increase its customer loyalty. In other words, high customer satisfaction lead to high customer loyalty while low customer satisfaction lead to low customer loyalty. Customer satisfaction is a measure of expectations being exceeded, met, or not met. Besides, when thinking of customer satisfaction measurement, the firm wanted to know whether the firm is meeting or exceeding customer expectations.  The marketing literature suggests that customer satisfaction operates in two different ways: transaction-specific and general-overall (Yi, 1991). Transaction-specific concept concerns customer satisfaction as the assessment made after a specific purchase occasion. Besides, it may also provide specific diagnostic information about a particular product or service encounter. General-overall satisfaction refers to the customers rating of the brand, based on all encounters and experiences (Johnson and Fornell, 1991). It can be viewed as a function of all previous transaction-specific satisfactions (Jones and Suh, 2000). Overall satisfaction is a more fundamental indicator of the firms past, current and future performance (Anderson et al., 1994). This i s because customers make repurchase evaluations and decision based on their purchase and consumption experience to date, not just on a particular transaction or episode (Johnson et al., 2001, p.219). Many other studies (eg. Gronholdt et al., 2000; Kristensen et al., 2000; Gerpott et al., 2001; Sharma,2003; Bruhn and Grund, 2000) have shown that customer satisfaction positively affected loyalty. 2.3 Independent Variables 2.3.1 Convenience It is an investment or a cost when consumers spending their time making purchases. It takes quite a lot of time for a consumer to make purchases from shop to shop, thus online shopping helps to save a lot of their precious time and effort. The time spent plays a very important role in consumer perceptions especially the time used for shopping. Bitner, 1990; Taylor, 1994 have pointed out that waiting created a negative impact on customer service satisfaction. Consumers time will be wasted a lot if have to keep waiting for such a long time and definitely will cause the consumers to have bad impressions to the seller or company. Time and energy saving are in the same concept (Brown, 1990). Time and effort play an important role because these two factors might affect consumers convenience during shopping. Online shopping definitely can help consumers to save time and effort in purchasing process by bringing a lot of convenience. Convenience factor refers that it is easy to browse or sear ch the information through online is easier than the traditional retail shopping. Through online, consumers can easily search product catalog but if the consumer look generally for the same product or item in a traditional store manually it is difficult to visit physically and time consuming also. Convenience has always been a prime factor for consumers to shop online. Darian (1987) mentioned that online shoppers carry multiple benefits in terms of convenience, such as less time consuming, flexibility, very less physical effort etc. Bhatnagar and Ghose (2004) claims that convenience as one of the most important advantage for engaging in online shopping. According to the Robinson, Riley, Rettie and Wilsonz (2007) the major motivation for online purchasing is convince in terms of shop at any time and having bundles of items delivered at door step. Rohm and Swaminathans (2004) claims in typology of online shoppers into: Convenience shoppers, balanced buyers, variety seekers and store-oriented shoppers, based upon their preset shopping motivation. Rohm and Swaminathans (2004) findings about convenience and variety seeking are major motivating factors of online shopping and this study is consistent with Morganosky and Cudes (2000) research findings. Webchecks (1999) study shows that convenience factor is one of the biggest advantages of online shopping. Through online purchase consumers can easily compare the price than the traditional purchase. So price comparison is also another convenience factor of online shopping. 2.3.2 Website Design/Features Web site design of a web page is one of the most important factors that influence online shopping. Shergill and Chen, (2005) identified web site design characteristics as the dominant factor which influences customer satisfaction towards online purchasing. The quality of website design is very important for any online store to attract customers. Cho and Park (2001) have found in their study that customer satisfaction in e-commerce is related to the quality of website design. According to Ranganathan and Grandon (2002), website design represents the way in which the content is arranged in the website. Wolfinbarger and Gilly (2003) argued that when customers interact with an online store they prefer to do so via a technical interface and not through any employee. Therefore the design of the website, which acts as the interface, would play an important role in influencing customer satisfaction. Lee and Lin (2005) had empirically found that website design positively influences overall customer satisfaction and perceived service quality. Besides, Ranganathan and Ganapathy (2002) have empirically established that website design positively affects purchase intention. Kamariah and Salwani (2005) claims the higher website quality, the higher consumer intends to shop from internet. Web design quality has important impacts on consumer choice of electronic stores, stated by Liang and Lai (2000). Website design one of the important factor motivating consumers for online shopping. Almost 100,000 on-line shoppers surveyed by (Reibstein, 2000) shows that web site design was rated as important factor for online shopping. Another study conducted by Zhang, Dran, Small, and Barcellos (1999, 2000), and Zhang and Dran (2000) indicated that website design features of the website are important and influencing factors that leads consumers satisfaction and dissatisfaction with a specific website. A study conducted by Yasmin and Nik (2010) shows a significant relationship between online shopping activity and website features. Website design features can be considered as a motivational factor that can create positive or negative feelings with a website (Zhang, et al 1999). A study by Li and Zhang (2002), if website is designed with quality features it can guide the customers for successful transactions and attract the customers to revisit the website again. However, worse quality website features can also hamper online shopping. According to Liang and Lai (2000), web design quality or website features has direct impact on user to shop online. Moreover researchers such as Belanger, Hiller and Smith (2002) concluded that a large segment of internet users have serious concerns of security. 2.3.3 Time Saving According to Rohm and Swaminathans (2004), one possible explanation that online shopping saves time during the purchasing of goods and it can eliminate the traveling time required to go to the traditional store. On the other side, some respondent think that it is also time taken for delivery of goods or services over online shopping. To most consumers important attributes of online shopping are convenience and accessibility (Wolà ¯Ã‚ ¬Ã‚ nbarger and Gilly, 2001): because consumers can shop on the Internet in the comfort of their home environment, it saves time and effort, and they are able to shop any time of the day or night. Especially for consumers that, owing to their extended working hours, only have a small amount of free time, online shopping is an excellent opportunity. Thus, the situational factor time pressure has an attenuating impact on the relationship between attitude and consumers intention to shop online. Because the Internet is time saving and accessible 24 hours a day, this becomes the main drive for online shopping and attitude toward Internet shopping is less important. Unexpectedly time saving is not the motivating factor for the consumers to shop online (Corbett, 2001) because it takes time receiving goods or delivery. But time saving factor can be seen through different dimensions i.e. person living in Florida can shop at Harods in London (through the web) in less time than it takes to visit the local Burdines department store (Alba et al. 1997, p. 41,emphasis added). Morganosky and Cude (2000) have concluded that time saving factor was reported to be primary reason among those consumers who have already experienced the online grocery buying. So the importance of the time saving factor cannot be neglected as motivation behind online purchasing. Additionally Goldsmith and Bridges (2000) emphasize that there is a discrimination between online shopper and non online shoppers, online shoppers are more worried about convenience, time saving and selection whereas non online shoppers are worried about security, privacy and on time delivery. A study by K amariah and Salwani (2005) shows higher website quality can highly influence customers to shop online. 2.3.4 Security Security is another dominant factor which affects consumers to shop online. However many internet users avoid online shopping because of credit card fraud, privacy factors, non delivery risk, post purchase service and so on. But transaction security on the online shopping has received attention. Safe and secured transaction of money and credit card information increases trust and decreases transaction risk. In 1995, UK has introduced Fraud free electronic shopping and later on Europe and Singapore introduced secured electronic transaction (SET). According to Bhatnagar and Ghose (2004) Security is one of the attribute which limits buying on the web as they claim that there is a large segment of internet shoppers who dont like to buy online because of their thinking about the security of their sensitive information. Cuneyt and Gautam (2004) claims trust in the internet shopping with advanced technology, and frequent online shopping to the internet being secured as a trustworthy shopping channel. Chapter 3: Research Methodology This chapter includes the research framework which identifies and helps explain the steps taken in investigating the research done. Discussion in this section will cover the research design and procedure, variables and measurement, data collection method, questionnaire design and data analysis. The research instruments, sampling process and data analysis techniques also will be discussed in this chapter. 3.1 Theoretical Framework Below is the theoretical framework for the research paper. The dependent and independent variables are clearly identified. The customer satisfaction is the dependent variable; the convenience, website design and features, time saving and security are been use for independent variables part. Convenience Customer Satisfaction toward online shopping provider Website design/features Time Saving Security The dependent variable been analyzed for the purpose to get know the solution causes problem occurs. However, both variables are link either positive or negative relationship with each others. 3.2 Hypothesis Development Hypothesis is the sate used by marketing researcher about the population parameter (Burns and Bush 2005), using prior knowledge, assumptions or intuition to form an exact specification of what the population parameter value is. Once the variables have been identified, the independent and dependent variables are then established through logical reasoning in the theoretical framework. Then the next step is to examine the relationship formed and find out whether the facts are actually accurate. In Figure 2 are clearly explain the relationship between dependent variable and independent variable that influence the perception of consumer select online shopping provider .Moreover , based on the literature review and the theoretical framework ,the hypothesis are been formed H1: There is an association between convenience and customer satisfaction of their online shopping provider H2: There is an association between the website design/features and customer satisfaction of their online shopping provider H3: There is an association between time saving and customer satisfaction of their online shopping provider H4: There is an association between security and customer satisfaction of their online shopping provider 3.3 Research Design The questionnaire design is categorized in few choices. Students from MMU will be selected as our sample of study. Questionnaires are given to respondents via online and also in hardcopy form. All the respondents are given 15 minutes to fill in the questionnaires. After this, students start collecting the data based on the questionnaires. 3.4 Research Instrument In this study questionnaire method are been chooses as a tool for the purpose of collect the data. 3.5 Sampling method Questionnaire development is a rather important element in this research yet there are many limitation of setting the questions. Hence, questionnaire developed must be clear and avoid ambiguous questions As questionnaire need to appear in a reasonable sequence that could convinced the respondent and also increasingly gives the respondent confidence and trust in both the survey and the surveyor. Hence, questionnaire development process will start by identifying the related information used to develop the question such as the independent variable that had been identify in the earlier stage of the research process. After that, it proceed by choosing the best out of the questions, so that this questionnaire can directly targeted towards the respondents behavior and perceptions of being a telecommunication users. The questionnaire is designed to draw out information on respondents demographic, their experience in using mobile hand phones, their daily average expenditures, and their awareness with various available mobile phone services. The questionnaire is divided into two sections which is section A and section B. Section A measures the demographic variables and personal information towards their choosing behavior whereas, section B measures about the independent variables differently. The methods using for each section are discussed as below: A) Multiple Choice Questions: In section A, the respondents personal basic background and perception toward the online shopping was appearing in this section. It consists of the respondents demography such as ethnicity, gender, race, age and usage of online shopping. B) Likert Scale: Section B consists of questions concerned with the dependent variables towards online in the research model such as convenience, website design/features, time saving, and security. The measurement of this research is based on Likert scale which ranging from 1 to 5. Researchers Perez, Abad, Carrilo and Fernandez (2007) found that the Likert scale to be effective in their research on the Effects of Service Quality Dimensions on Behavioral Purchase Intentions. Below is the rating scale format from strongly disagree to strongly agree: 1 2 3 4 5 Strongly disagree Disagree Neutral Agree Strongly agree 3.6 Data collection method Questionnaire 3.5.1 Primary Data The data been collected by using questionnaire method which is distributed to students in Multimedia University Melaka campus and the questionnaire is divided into two parts; part A and part B. For part A of the questionnaire is focuses on the demographic background of the respondents For part B the questionnaire consists of certain questions all divided according to the relevant independent variables. Next , all the potential relevance variable are been covered in this survey questionnaire .In order to get better understanding 5 point scale are been applied in this questionnaire form to get know clearly what the respondent actual think about their personal preferences toward online shopping and to help to reduces the hesitation for the answer may be chooses by respondents This data is used as foundation reading materials to strengthen the understanding the topic research. The secondary data for this paper included journals, books, and article been chooses to provided a lot of insight for the creation of the literature review. In addition, secondary data provided for added credibility to the paper. Research Population and Sample The MMU Melaka students will be represent the population for this research, there will be 200 questionnaire form are filled for the students in campus area of MMU .Those respondents are covered the students in all fields of education background offered by MMU Melaka who have been gone through the online shopping before . Also, the questionnaire was structured in such a way to ensure that the research objective and hypothesis of this research can be achieve . 3.7 Data analysis method Once the all the 200 completed questionnaires are gathered, the data analysis will be done according to the dissertation. Thus, all the data collected from respondents will be analyzed based on descriptive statistical analysis by using the SPSS software so as to obtain a more statistical analysis of the study. One of the strong points of SPSS is that it can perform almost any statistical analysis (Huizing 1994). Basic tests that were used in the beginning of analysis were checking for the central tendency and the dispersion of data. The mean, standard deviation, range and variance was used. There were preliminary tests done for all the sections. Descriptive Analysis: the information obtained for the frequency distribution was from the first section of the questionnaire on the demography; here a frequency table was used to explain it, with mean and standard deviation for some of the data being computed. This was done for the independent, moderator and dependent variables. The statistics  obtained are useful for describing the data, for example. In a study with large data, the summary statistics for the scale variables and measures of the data helps us to manage the data and present it in a summary table. For instance in a cricket match, player records are stored and compared with records of another player. Reliability Analysis:   a measurement is reliable if it reflects mostly true score, relative to the error. The reliability of the scales is analyzed by using Cronbachs Alpha. An alpha above 0.70 is considered as reasonably reliable while an alpha scale above 0.80 is regarded as being perfect. Spearman rank order correlation: measures the strength of association between ranked variable, whether the hypothesized variables are associates with customer satisfaction. Multiple regression analysis: It is used to analyze a single dependent variable with two or more independent variables to test which variables is the most important lead to customer satisfaction in their mobile service provider. CHAPTER 4: DATA ANALYSIS AND FINDING 4.1 Introduction The chapter is divided into three different parts which are descriptive analysis, reliability analysis and results of hypothesis testing. This chapter entails the detailed analysis of variables and also data which were distributed and gathered from the MMU students. Of all 200 questionnaires that were distributed, 200 copies of the completed survey were collected. All 200 surveys form were evaluated and screened for any imperfect or missing data. After checking through the questionnaires for uncompleted as well as unanswered questionnaires, 200 of them were found to be utilizable for the purpose of this research. Data is then analyzed and tabulated for simplicity and easy understanding of the research. 4.2 Descriptive Analysis In this analysis, frequency analysis will be carried out to analyze the demographic aspects in the questionnaires. The 200 survey forms are measured demographically with regards to: Gender of respondents Age group of respondents Nationality of respondents Ethnicity of respondents Faculty of respondents Current year of respondents Respondents do online shopping or not Experience of online shopping towards respondents Amount of expense on online shopping towards respondents Amount of shopping hours on online shopping in a week towards respondents 4.2.1 DEMOGRAPHIC GENDER Table 4.2.1: Gender Gender Frequency Percentage (%) Male 92 46.0 Female 108 54.0

Comparing and Contrasting Low-Carbohydrate and Low-Fat Diets Essay

Comparing and Contrasting Low-Carbohydrate and Low-Fat Diets The low-carbohydrate diet and the low-fat diet take two different approaches to achieve the same goal of weight loss. The fundamental difference between the two diets is found in the comparison of their nutritional recommendations. Nutritional recommendations are the foundation of both diets, although their views on the role carbohydrates, proteins, and fats should play differs greatly. Dieters are told that following these nutritional recommendations will promote weight loss. The amount of weight loss achieved with either diet fluctuates over time and in the end, the results for the two diets are similar. Low-carbohydrate diets recommend eating foods high in fat and protein while limiting carbohydrates in order to promote weight loss. Foods high in fat and protein are the main source of calories during the first phase of weight loss on the Atkins diet. It is recommended that fat make up about 60% of calories ingested and protein make up 35% of calories ingested. The Atkins diet does not restrict calorie intake and they recommend that you eat until you are full. Researchers believe that overeating is avoided due to the lasting satiety dieters receive from eating large amounts of protein. The Atkins diet allows 5% of calories to be from carbohydrates, ideally only from non-starchy vegetables. The logic behind the restriction of carbohydrates is that without them present in the blood, the body is more likely to utilize stored fat for energy. Unlike many other diets, restrictions are not placed on the kind of fat and protein to be consumed; dieters are able to choose for themselves whether to stick with lean meats and unsaturated fats or to choose fatty... ...le to shed pounds more quickly than those dieters eating lots of carbohydrates on the low-fat diet. Low-carbohydrate and low-fat diets require adherence to very different nutritional recommendations while ultimately achieving similar weight loss results. Low-carbohydrate diets, such as Atkins, encourage dieters to eat things high in protein and fat, whereas the low-fat diet requires dieters to eat mostly carbohydrates while limiting protein and fat intake. Researchers have found that both of these diets help to promote weight loss short term using strict nutritional recommendations, but that neither of them seem to be able to help dieters maintain their lower weight long term. Sources: Astrup, Arne, Thomas Meinert Larsen, Angela Harper. â€Å"Atkins and other Low-Carbohydrate Diets: Hoax or an Effective Tool for Weight Loss?† TheLancet.com 4 Sept.2004

Human Resources Task Essay

First, we need to ask what performance appraisals are. They are â€Å"The identification, measurement and management of human performances within an organization.† (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company. Today we will discuss the negative affects of a poorly written appraisal and the positive affects of an effective written appraisal. We will cover the steps to take, the information to include, and the expected end results of the appraisal. Covering the core competencies is critical, they include: Inclusiveness, Stewardship, Problem solving and Decision Making, Strategic Planning and Organizing, Communication, Quality Improvement, Leadership, Service Focus, and Teamwork. So, are apprasials needed? Absolutly†¦the appraisal system identifies and ensures we retain the best employees. It gives an outlook of who can best do what, and where best to utilize them. It ensures they reach their highest potential within the company. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas. Affective appraisals inhibit improvement and development of employee performance. On the other hand, they may be a source of justified legal documentation resulting in discussions or termination. Performance appraisals are critical when it comes to our customers, their survey comments are a source of manager documentation that allows a solid source for a well written employee appraisal. Our customers are our business, and without them our company would fail. (Levinson, 2003) Bonuses are also dependent on appraisals as they provide a fair and reliable merit system. Employees are evaluated on the exact same criteria. Target goals are based on performance and results, and are measures of expectations applying to all employees equally. Discrimination is also avioded as the employee (or team) is able to write their own successes down and have the ability to ensure they represent themselves as the best employee (or team) who deserves the highest (or lowest) recognition. Employees have to see the value in the appraisal system, and if the managers don’t display that value then the system fails. As managers embrace the system and its value, so too will the employees. This will lead to stronger performances as they take ownership in their own success. In short, Performance appraisals save time, inhibit accountability, reduce conflict, increase efficiency and consistency, and promote manager involvement in overall performance. They allow the employees to have a direct clarification of expectations, performance level, self-assessment of performance, and a clear idea of where they need to improve to attain their and the companies expected level of satisfaction. The company then benefits through time management savings, accountabiliity of managers and employees, accuracy in appraisal ratings, increased productivity, employee retention, and increased communication of expectations. PRE-APPRAISAL Collecting accurate data and documentation (D&D) allows an employee/supervisor/manager to create a solid performance appraisal. The day the employee is hired, both positive and negative D&D begins. How you collect D&D is up to you as a manager, but normally it is collected using emails, feedback from team members and the employee, performance reviews, status updates from different projects the employee is working on, knowledge of work scope, communication skills, customer feedback (when used appropriately), work attendance, and finally taking your own notes. These forms of communication and D&D collection will provide for the necessary  information in writing a firm and accurate performance appraisal, benefiting the company and the employee. It is important to know how and what is measured on a performance appraisal; quality and quantity of work performed, and social efficacy are examples of what is to be measured. (GOMEZ-MEJIA, 2010) Performance will certainly differ subject to occupation description and team objectives, yet company business goals will not differ and relevance between the two must correspond with one another. This is a serious tool for management as it has the potential of corrupting a respectable performance appraisal system Now lets address the social part of what should be in a performance appraisal. An easy way to approach this is to ask; what needs to be addressed? Areas and information might include: development intervention, establishing organizational mechanics and progression opportunities. It’s a must to discuss policy initiatives in order to govern company results. Using self-assurance, diverse assistance, joint ventures, area amalgamation and development will assist in the electives and results we are pursuing as a company. Looking back to prepare for the future minimizes and avoids common mistakes, benefiting all members. The following evaluation tools help prevent negative impacts using the pre-appraisal evaluation; relative, absolute, trait, behavior, and outcome. Let’s take these one at a time and strengthen our understanding of each. Relative – a supervisors tool used to compare employees one to another that perform the same work. An example of this is to classify employees to different categories of top, middle, and lowest; then from best to worst. It forces supervisors/managers to rank employees differently rather than equally (ranking employees the same, in effect, inulls the value of the appraisal). The downside is it also creates a difference in performance between employees when there may be none. Absolute – employee performace appraisals are according to company standards only. Supervisors s a better opportunity of a higher rating than that where  the relationship isn’t as strong with use a rating system from 1-10, lowest (1) to highest (10). The downside is that supervisors differ on who should be a 6 and who should be an 8. No consistency exists between supervisors. Personal favorites due to a strong bond between employee and supervisor haanother employee. As with all companies, supervisors change leaving the favored employee at a disadvantage because his next appraisal will not be based on the relationship he/she has with the supervisor. Integrity in the appraisal system then becomes questionable. Trait – consistent and enduring traits of the employee are judged by supervisors. These traits include: reliable, dependable, proactive, diligent, great leaders, and great followers. Keep in mind that these are easily defined but hard to find in employees. The downside; bias occurs wheather intended or not. By virtue it is, unfortunately, unusable in a legal case if requested by the courts. Behavior – this is tool takes time to prepare as employees are ranked based on employee participation in events or meetings, and timeliness to attend such events and meetings. Appraisal comments are very tangible and exact, but essentially are only illustrations of preferred behavior. They measure from 1-10, poor (1) to exceptional (10), and allows employees to assertain which behaviors are favorible and which are not. The downside is because the comments are illustrations of preferred behavior, the actual behavior is perceived rather than authentic. Also, when company changes happen, it’s possible the change can nullify the measuring system of the appraisal. Outcome – employee result focused appraisal tool. This tool can be compaired with the Management By Objectives (MBO) system. There is litheness in rating the employee because bias is eradicated, a clear well-defined standard is set as a measuring tool and allows the employee to achieve the companies objectives. The downside is this tool focuses on output rather than quality and includes areas like: production numbers, and quantity not quality of products sold. If you have produced or sold 2,500 shirts in one day, but the seams in half the sales are defective, you cost the company more money than you made it because now you have to replace those defective orders. Now lets cover which evaluation method a company recognizes for their performance appraisal method. There are 2 common models used; competency, and 360 degree. Competency Model – a model used to measure observable qualities and characteristics employees display in successfully performing job tasks. A great deal of time is spent developing this model, but once complete it is effective in meausuring and developing a sustainable human resources, products, and financial areas within the company. The downside is there is a fineline between personality and performace traits. Supported forms of discrimination are not what a company wants in their performace assessment tool. 360 Degree Model – more of a global approach to measurement. It provides feedback to managers and administrators to review in determining objectives and goals a companies work components can work towards. This feedback consists of peer evaluations, subordinate evaluations, employee evaluations, employee interactions, and company performance from all viewpoints. Each pertinent to the performace objectives the company is attempting to attain. Employees want to promote within their division or company, and in order to do that they must have a clear and direct goal to follow. Employees may be strong in certain tasks, and weak in 1 or 2 others, so too are companies when evaluated. Identifying the weak areas and addressing them head on, the employee and company are destined to succeed. The 360 degree model gives a clear view of where the company stands with reaching their goals and objectives. POST APPRAISAL ACTIVITIES Now that the appraisal is complete we are done right†¦.wrong, we still have to create a plan for improvement and development for the employee. This is called the post appraisal activity as we are now working on making a good employee a great employee. Important during this time are the supervisor/manager records of the employees precise performance. Employee participation is critical as they may discuss how they perceive their  performace to be, allowing the supervisor/manager to develop a plan of continued growth based on both parties’ feedback of each objective. In order to attain a higher level of efficiency and sustainability, a proper evaluation proccess gives the needed information for this success. In order for progress to proceed, it’s imperative that we look back at lessons learned from our performance appraisal system. It gives a snapshot of where changes are required to minimize past faults, and imperious in developing an action plan. Distinct and detailed actions plans are imperative for employee comprehension of objectives and goals. As adjustments are identified and made, the action plan is created and offered for immediate action. They must be inspirational, measurable, specific, and attainable so as to promote compliance for success. Results are key and relevant to action plan success of company goals and objectives. Modification and time bound, these goals must be effective during implimentation. Now we need to close the plan once its been finalized. Performance appraisals are implortant to the employee because they want to see if the supervisor/manager has the same vision of their performance as they do. It is important to the company because they want to have the best success with the best employees, this is a way of measuring that success and making changes where necessesary to ensure that happens. It’s important that the employee be an active member of the closing of their performance appraisal as this is a time to celebrate their succcesses and action plan for increased success. It also gives management the opportunity to instill in the employee that they are a valuable asset to the company and want to ensure they succeed at all levels. An bi-annual review of the action plan allows both the supervisor/manager and the employee time to make adjustments where needed to ensure the path to success is achieved. It’s my recommendation that we use the 360 degree model as it offers more of a snapshot of where we are, where we need to be, and an action plan to get there. This model offers the greatest opportunity for a prosperous result  in our employee and companies success. I recommend a review of our current performance appraisal system be completed by the Human Resources Department with changes being presented to the Board of Directors within 45 days. Finally, I recommend annual training to our supervisors and managers starting immediately within 30 days to ensure they are up-to-date should these changes be implemented. The training will ensure that the staff is in strict compliance with the guidelines are equal for everybody. Communication is key to this being successful as it minimizes the opportunity for error. FEEDBACK MISTAKES Would you agree that employee development is extremely important? Of course it is†¦yet one of the â€Å"faults† a manager makes is they fail to provide timely performance appraisal feedback to the employee throughout the year. The employee has no way of improving in key areas because the manager has waited until the end of year performance appraisal to provide the feedback. This is an injustice to both the employee and the company as the employee now feels victimized, or targeted and becomes self-justifying in their response and actions. DO NOT WAIT†¦if you do the only feedback you will have on the appraisal will be negative because there was nothing the employee was aware of that needed improvement. Providing feedback throughout the year will balance both the positive and negative comments (hopefully more positive than negative). As the employee receives this feedback throughout the year, it reassures them that their manager and company have their best interests at hand, and that the feedback is to ensure they succeed to their fullest potential. A successful employee is a successful manager, something that must be emphasized in Manager’s meetings. I cannot stress enough how important that keeping notes on employee performance throughout the year is critical. Far too often, the most recent of events will bear the greatest of weight on a performance appraisal, I call this â€Å"Overstating Performance† reviews. The problem with this is it appears that the employee was only successful toward the end of the appraisal period, making it look as though he did not give that 100% throughout the rest of the year. This lack of leadership and understanding of the importance of the performance appraisal  system leads to reviews of imbalanced assessments. This is an injustice to the employee and undermines what the performance appraisal system is created to do. It has a high probability that average employee performances will receive exceptional reviews, and exceptional employee performances will receive average reviews. Unfortunately when this happens it becomes a â€Å"time period† based performance appraisal instead of a yearly review, and there is no time period where we have exceptional employees all the time; it just doesn’t happen! Keeping notes throughout the year allows the manager to systematically create a timeline of events that leads to an accurate and fair performance appraisal. It is up to the manager to ensure accurate employee performance reviews are conducted, and note taking throughout the year is critical in writing accurate re Being too critical on employee performance appraisals is not constructive criticism. Negative comments are a form of constructive criticism when given in moderation; employee inclusion is critical when devising a plan of correction for self-improvement. Likewise, being too critical is detrimental to employee morale as they feel they are worthless and cannot perform to the standards set by their manager. We want the employee to understand that they are valued, and critical to the success of the company. Being able to portray this while giving negative feedback takes time, skill, and an understanding of an employee’s limits of self-worth. We need to know our employee and how we can help them be successful without being too critical, yet still being constructive. It is imperative we maintain an open line of communication to make this happen. So we know that being too critical is negative in itself, so too is not providing the constructive guidance for employee improvement. Constructive advice must have value, and insure the employee feels and sees the legitimacy in the employee appraisal system. It is important that they know we want to see them succeed and promote within the company so they can feel pride and self-worth. When they see the value constructive criticism has in the appraisal system, they see a future the company has to offer. Being critical is good, but being critically constructive is better. The manager needs to know that when they provide constructive criticism, they must hold the belief that the employee is capable of making necessary changes to be  successful. The employee needs to know that applying the constructive criticism displays their abilities and desire to remain and promote within the company. Rather than being too favorable or damaging, it should be our goal as managers to give an honest a ssessment; allowing the employees to understand and increase in value what the appraisal has to offer also increases the opportunity to be successful. The appraisal should offer an equally balanced assessment of what the employee is doing correct, their accomplishments, what they need to work on, and (if any) failures with lessons learned. Again, taking notes will allow for an equally balanced assessment that guarantees to promote success with the individual employee and the company. Finding value in the performance appraisal takes interaction between the manager and the employee, not just the manager talking. Both the manager and the employee need to be able to talk and listen, creating an environment of trust, understanding, responsibility, and accountability. The appraisal system is not designed to be a one-way discussion. Employee interaction is not only pertinent to a successful appraisal, but also necessary for understanding underachieved job performance. Two-way communications is required for both parties to attain common goals and realizing the importance in achieving those goals in the upcoming year. This two-way communication requires that the manager be prepared ahead of time by reviewing his notes from the previous year, listening to the employee and not just appearing to be in the same room, and not interrupting the employee when he/she is talking. Proper scheduling is very important, because you want to allow yourself enough time to read over the review, listen and communicate with the employee, wrap up the review once the employee has left, prepare for the next review by going over your notes on the incoming employee, then do it all over again. If your schedule does not allow for extra time, one employee Smith’s appraisal information is sure to be mixed with employee Wright’s appraisal information. This would be a drastic oversight as a deserving employee may receive not so deserving results. Scheduling a break between reviews will minimize this risk preventing a miss rating of employees. As we identify a problem in the performance appraisal process, managers must focus on the employee and not the performance, (GOMEZ-MEJIA, 2010) as this allows the manager to be objective. The employee needs to know their manager is more concerned for  their individual development. Keeping that two-way communication is instrumental to a successful relationship, appraisal, and success of the manager, employee, and the employee then takes possession in their success, and personal and professional growth. Employee performance is what we are looking for; allowing the employee to actively discuss future goals builds trust between the manager and the employee. The employee’s future success is up to them, and taking an active role in setting achievable goals for the upcoming year they are also able to communicate possible solutions to current performance levels. HOW TO ACHIEVE PEAK WORTH Performance appraisals are usually divided into two separate categories: Performance evaluation and salary judgement. (GOMEZ-MEJIA, 2010) The supervisor/manager provides feedback from the performance review so the employee can better comprehend the cooresponding performance score they attained. Relative advice is needed for employee understanding and compliance. During the performance appraisal, the supervisor/manager must become a mentor to support, teach, encourage, and energize employee and team members while providing guidance. If the employee/team believe in their abilities, they are more likely to adapt and overcome. As a supervisor/manager, it’s critical that you perfect the skill of giving guidance in a positive manor to develop their performance . Supervisors/managers want their employess to display passion, drive, skill, and belief that they are the best qualified to ensure optimal results. When the employee is assisted by his manager to move them above his position, then the manager becomes a pronounced leader and is the foundation to a companies capability to endure trying times. A managerial assessment is required on the staffs performance. It concentrates on providing appraisal feedback for administrative conclusions. Next, managers must recognize and deliver advice/feedback for the action plan with a emphasis on proficiency expansion. This process needs to involve the employee as they generate the prosperous results creating the  companies success. In the closing phase, the manager and employee discuss the action plan, it’s timeline, and their successes. All performance appraisals should be the same across the board, meaning there is no change based on position or reputation within the company. Once the performance appraisal and action plan are offered, they must be signed by both parties with the understanding that they are both in agreement with the appraisal, the action plan, the timeline, and have a new found commitment to working as a team to reach the anticipated result. THE BENEFITS Why is it necessary for our employees to succeed? Because their success is the companies success, it’s the only time we benefit. With the employee and manager on the same page and working together for a common goal, it aligns their actions with the goals and objectives of the company. Our companies future depends on how much time and energy we invest in our employees. Image is everything (so they say) and when we can display successful employees, then we have the image of a professional organization that invests in it’s future through it’s employees. Employee turnover rate reduces with a successful appraisal system in place, experienced managers, and professional employees. All these contribute to production increase, contractural agreements met, and customer/employee satisfaction. As an employee takes interest in the success of the company, they are able to relay their approval through great customer service and word of mouth (creating that positive image). Largely the internal philosophy and image of the company improves, profit margin increases with lowered revenue loss and is the single most significant stock we as a company must invest in. EVALUATIONS OF TEAMWORK There are different approaches to teamwork evaluations; these are a few:  ·Managers rate team performance centered on pre-set standards, also known as the Traditional performance review. Team performance assessments can be idiosyncratic, creating very little change, if any, in total performance.  ·Another evaluation type is called the 360 degree assessment, this type includes feedback from what I like to call the â€Å"4 corners†; managers, peers, supervisors, and customers. This type of assessment, or review, displays strengths and weaknesses based on thorough feedback from a 360 degree â€Å"4 corner† view. Unfortunately there is a drawback from this type of multi-source assessment, deciphering the information requires education and training. Once the information is properly interpreted, then performance growth sprouts like fruit on a tree. (AMISANO, 2012)  ·A third type is called objective performance appraisals. This type takes a set of pre-determined objectives and goals and evaluates them based on similar job titles. As this is effective in Individual performance appraisals, it has no bearing on team performance appraisals.  ·The concluding evaluation selection is a team performance appraisal. This assessment type allows you to have an overview of team compatability and performance in a team building environment. This type of evaluation consist of common principles, team effort, and actions achieved on the project. (AMISANO, 2012) Team evaluations are based on financial results, not individual performance results. This type of assessment takes a different approach in that you now are rating based on vital performance indicators like:  ·Customer service quality  ·Marketplace success  ·Financial strength  ·Individual growth  ·Team growth  ·Product deliverable quality These areas, as deemed by leadership as necessary measurement factors, can include other areas as approved by the appraising authority. All approved areas are used in evaluating the team as one entity and how that team functions. It’s important for you to know that there are two sections to team evaluations 1.The individual contribution to team performance 2.The team performance as one entity Outcomes, traits, and behaviors are the areas a manager uses to assess the individual contribution to the team, and behavior measurement assessment for individual involvement to the group’s outcome. (GOMEZ-MEJIA, 2010) This is another system that needs to be in balance when evaluating. For example, we would not use the same standards of measuring financial goals as we would with customer service approval/fears. (GOMEZ-MEJIA, 2010) It’s imperative that the result measurements compliment the measurements of the method. Results are important, but strong personal relationships are what drive team performance to success. A new team will not assess the same as a veteran team that has built a relationship of trust, knowledge, and teamwork. It takes time, education and training to be a successful team member, this is where the team assessments come to play. They assist new members in becoming solid team performers in a limited amount of time. These team assessments are essential in ensuring that they swiftly align with company goals and standards while minimizing undesireable behavior. Criteria influenced by team members must be united with assessment measurements to be effective. Team performance appraisals are specific, calculable, achievable, outcome determined, related, and time assured. Every team member provides feedback to management during their assessments, this is called team inclusion. Team goals must be prioritized by importance as it provides a timeline of tasks forthcoming, and allows focus to be shifted where needed. Teams are a relationship that must be nurtured prior to being effective. As issues arrise, team members are able to adequately adjust and apply changes necessary to avert disaster and solve the issues. This is important because minimal time is spent on a damaged processes and channeled to  product progression. Downside to team assessments are that some members of the team who are not as productive and not pulling their weight, receive acculades on project milestones when in essence they ought not. Employees prefer individual performance appraisals because of this reason. Their work ethics and sacrifices are who they are, and to be judged by somebody elses is an injustice that depletes morale and professional development. RECOMMENDATION Due to the amount of research completed, I feel confident in recommending the use of the 360 degree appraisal model to impliment integration of the individual performance appraisal with the individual contribution to the team appraisal and an overall team performance appraisal. Allowing the combination of appraisals ensures accurate assessments of all employees and how they performed as a team. Following previously mentioned tools, supervisors and managers will utilize all feedback from employees, customers, and individual notes to accurately evaluate the employees. The employees will evaluate their individual performance, they will evaluate their team members performance, and be evaluated by each of the team members resulting in a 360 degree evaluation method. This becomes critical as it separates individual assessments from team assessments so credit is given where credit is deserved. Team performance evaluations are also recommended to use the 360 degree appraisal model. A 360 degree snap-shot view allows the manager to see team performance and functionality from all angles. It exhibits if the team is aligned with company goals and objectives. Utilizing the following evaluator approved evaluation areas, we are able to include the finance department, customer service department, Marketing department, and the quality assurance department in the feedback stage of the assessment.  ·Customer service quality  ·Marketplace success  ·Financial strength  ·Individual growth  ·Team growth  ·Product deliverable quality With feedback from all these sources, including the managers notes, we will create a baseline to revisit when measuring growth. An precise blueprint minimizes risk! TEAM V. INDIVIDUAL ASSESSMENTS Parameters, Objectives, Results, Recognition The differences between Team performance evaluations and individual performance evaluations are simple. Individual evaluations require an individual to be hired, provided a job position that comes with a job description with job responsibilities requiring accomplishment. As managers we then have a baseline of the job description and responsibilities, by which we can then evaluate their performance in accomplishing (or not) said job. After which we rate that performance by comparison to another employee with a similar or same job title. The result is a direct reflection on the employees individual performance. He/she takes ownership of their evaluation without fear of other employees mis-deeds. Team evaluations have pre-set conditions approved by the evaluation team and aligned with the company goals and objectives for a determined project. Generally team performance is a result of team member effort, and therefore performance (good or bad) is reflected on the rating of team members. Evaluation results differ based on team member abilities, training, self-reliance, knowledge, and communication. It only takes one bad apple to spoil the harvest, meaning if one team member fails at their part of the mission, the whole team looks bad and receive a disearning review. On the flip side the other team members may be skilled enough to overcome the one team members incompetency and still complete the project on time, under  budget, and to the customers satisfaction. In this case the whole team most likely will receive a great review, including the employee who did not succeed. While the most common appraisal is an individual performance appraisal, companies see the benefit of using team power to complete assigned tasks. As this team-oriented change happens, having team performance evaluations on hand has given us an unfair advantage as we now have a baseline for future team performance evaluations. We know what works and what doesn’t, we know what to look for and what to avoid. We have the tools required at our disposal to ensure our team performance evaluations become flawless. Having said that these evaluations tools can easily be imprudent in a way that causes caos and frustration among team members. That is why it is important that my previous recommendation be taken seriously and implemented immediately. As for recognition, Individual performance evaluations are subject to bonuses, salary increases, and promotions. Team performace evaluations are trickier, but not impossible. If my recommendation is implemented, it becomes a lot easier as we then can include individual contribution to the teams success (or failure) rather than to the team as a whole. Imagine the conflict that would take place if a team failed to successfully accomplish a task because of one team member, and because of that team member they failed to receive recognition for their individual successes. SUMMARY ANALYSIS Performance appraisals: 1.Improves the development and overall performance improvement of the employee 2.Aligns employee performance with company strategy  3.Defines and aligns strategic planning for the employee to emulate (GOMEZ-MEJIA, 2010) 4.Justifies legal action (termination) due to documentation, as well as promotions, bonuses, and raises. 5.Promotes a professional image Progression Planning 1.Needed for future stability 2.Removes fear, instability and uncertainty when leadership changes 3.Delivers our company mission and strategic priorities (GOMEZ-MEJIA, 2010) 4.Investment is with our employees, and therefore with the guaranteed future of our company. Team Appraisals 1.Teams identify issues and initiate change for faster resolution (GOMEZ-MEJIA, 2010) 2.Increased productivity as less time is spent identifying an issue and a resolution implemented 3.Production progression is amplified 4.Teams are an investment as society and the environment dictate change 5.Teams are what make progression planning a success. We owe our stakeholders and ourselves to remain professional, profitable and ethical in our business and personal lives. It is only right to invest in those who invest in you, and that is what our company is dedicated itself to accomplish. Their investment in you guarantees their investment in the company’s future. It is a obligation we can accomplish using the proven tools provided†¦strong performance appraisals creating better employees, a progression plan with strong teams to ensure results and growth. Increased revenue is due to the tools we have in place; it is due to customer satisfaction, increased profit margins, employment gratification, and a riveting public image projecting International quality Works Cited AMISANO, C. (2012, OCTOBER 17). METHODS FOR EVALUATING EMPLOYEE & TEAM PERFORMANCES. Retrieved October 17, 2012 GOMEZ-MEJIA, L. (2010). MANAGING HUMAN RESOURCES, SIXTH EDITION. INDIANAPOLIS: PRENTICE HALL. Levinson, H. (2003, January). Management by whose objectives. 81(1), pp. 107-116. Univeristy of California, B. (2012, October 24). Human Resources at University of California, Berkeley  © UC Regents. All rights reserved. Berkley, UC. Retrieved October 24, 2012, from Core Competencies and Behavioral Anchors: http://hrweb.berkeley.edu/files/attachments/behavioral-anchors-matrix-core-competencies.pdf