Ladies and gentlemen, today is my honor to present you a...

Ladies and gentlemen, today is my honor to present you a man, who contributed to the shape of our nation. A man who had a rough infancy, through struggle, fought for the civil rights at the time of oppression cause by the segregation, inequalities and injustice, a man who never gave up for freedom. A man through his dedication, perseverance was able to make a difference in the African American community. Today he is recognized worldwide, and celebrated in the black history month. This man is Malcolm X. Malcolm X was a visionary who had the courage to step up and motivate the African Americans to fight for their freedom, through his speeches he enable African American to act to have the equalities and justice for all. Today, his acts†¦show more content†¦One of his changes was due to the influence of John Elton Bembry a self-educated himself. One day Bembry told Malcolm X that he â€Å"had some brains†, and consequently he begin to self educate himself (1). By using the prison library and the study of the dictionary he began his self-education program. The second phase of his prison time â€Å"homemade education† was debating other prisoners and clergy on the topic of history, politics and philosophy by his extensive reading. He continued to hone his oratorical skill which later in life would benefit him the most. In addition, he improved his writing skill by corresponding with his sister Hilda and later on with the nation of Islam leader Elijah Muhammed (2). After transfer to Norfolk prison in Massachusetts in 1947, Malcolm converted to the religion of Islam. He stopped drinking and smoking, and he preached the teaching of Elijah muhamed to other prisoners. After the release from prison in 1952, he began preaching the NOI message on the street corner. Malcolm was assigned minister in the NOI by Elijah Muhammad and assigned his own mosque in Detroit, which he built into the largest in the nation. 3 His effectiveness as a preacher made him the spokesperson for NOI which membership in the organization grew from 400 to 10,000 people. With his education, he could demonstrate to the African American that everything is possible. Achievements Who would think that Malcolm X a petty criminal would become one of the greatestShow MoreRelatedA Streetcar Named Desire: the Importance of Being Earnest9437 Words   |  38 Pagesfor very long. Algernon and Jack discuss the nature of marriage when they dispute briefly about whether a marriage proposal is a matter of â€Å"business† or â€Å"pleasure,† and Lady Bracknell touches on the issue when she states, â€Å"An engagement should come on a young girl as a surprise, pleasant or unpleasant, as the case may be.† Even Lady Bracknell’s list of bachelors and the prepared interview to which she subjects Jack are based on a set of assumptions about the nature and purpose of marriage. In generalRead MoreTrouble in Paradise with Comments6022 Words   |  25 Pagesabout pulling the plug on it? ROM Mike Gravess tall windows, which were draped in red veivet, the view of Shanghai was spectacular: the stately old Western-style buildings, the riot of modem skyscrapers, the familiar needle of the TV tower. But today Mike barely noticed it. Clenching a copy of his Chinese partners proposal for another acquisition - it would be the companys fourth - he paced the floor and replayed in his mind that mornings unsettling phone call. He had called his boss. BillRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesmechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the

Hermann Mesmer An Astounding Development For Mental Health

Although Franz Mesmer was labeled as a fraud, he provided a basis for later psychoanalytic techniques such as hypnotism. As research of mental illness developed, mental disorders were classified as psychological illnesses instead of physiological illnesses. In light of this, physicians created ways to test the brain for mental illness: cranial capacity research and phrenology. Figure 1. Cranial capacity research - credit: Dr. Stanley B. Burns Figure 1. shows Dr. John Shaw Billings photographing a skull that is plunged under a tank of water to gauge its cranial capacity, which was thought to detect mental illness. Billings and his apprentice had to perform the procedure quickly because the skull would absorbed too much water if it was†¦show more content†¦The abundance of scientific accomplishments in Great Britain catalyzed a movement of treatment and asylum reform. In the nineteenth century Great Britain, numerous social acts were performed with the intention of reforming asylum and medical treatment standards. Before asylums existed, lunatics either roamed the streets for shelter or were confined to the basements and cellars of their shamed family. This was before there was any form of social order. In 1247, St. Mary of Bethlehem Hospital opened just outside of London, which was devoted to treating sickly paupers. In 1547, Henry VIII founded Bethlehem hospital was to be transformed into the first specialized m ental health hospital. The institution received the label â€Å"Bedlam† because of their horrible reputation of drastic living conditions and inhumane treatment to their patients, such as putting their violent patients up for display and throwing their gentler patients on the street to become beggars. Up until the eighteenth century, the primary use of asylums were to lock away the mentally ill dispose of society’s nuisances. Even though it was royally declared a mental institution in 1547, it was not until the eighteenth century that hospital services for the insane began to be seriously provided and even then, the quality of care was

Annotated Bibliography Privacy In Cloud Computing

Question: Discuss about theAnnotated Bibliographyfor Privacy in Cloud Computing. Answer: Introduction Cloud computing is a practice that involves the use of services and applications that are hosted over the network which is usually the Internet. Almost all of the applications along with the data management are done on cloud in the present scenario. There are a number of specific properties that are associated with every cloud service such as sharing of resources, scalability, non-stop availability, easy accessibility and many others. Due to the involvement of a number of components and the presence of such huge number services, there are many issues that are seen in regards with the cloud computing. Security and privacy issues are one of the prime concerns that are seen in association with cloud computing. These issues primarily affect the data and the information that is present in the cloud environment and adversely impacts the confidentiality, integrity and availability of the same. Detailed Analysis of Related Work Hashizume, K., Rosado, D., Fernndez-Medina, E., Fernandez, E. (2013). An analysis of security issues for cloud computing. J Internet Serv Appl, 4(1), 5. https://dx.doi.org/10.1186/1869-0238-4-5 The resource is a journal that explains the concept and various issues that are associated with the same in terms of security and privacy. The author has made use of the three delivery models as Software as a Service (SaaS), Platform as a Service (PaaS) and Infrastructure as a Service (IaaS) to explain the security and privacy issues. The security issues that are present under SaaS include application security, issues due to the multi-tenancy architecture followed in cloud computing, data security issues and accessibility issues resulting in compromise of the privacy of the data. There are also a number of issues associated with PaaS sue to the presence of a number of third party relationships and developmental life cycle along with infrastructural security. IaaS has security and privacy issues due to shared resources, virtual machine monitor and virtual networks. Jansen, W. (2016). Cloud Hooks: Security and Privacy Issues in Cloud Computing. Retrieved 30 September 2016, from https://www.computer.org/csdl/proceedings/hicss/2011/4282/00/10-03-01.pdf The resource is a white paper and the author has focused upon a number of security and privacy issues that are associated with cloud computing. The issues that have been listed in the paper have been categorized and explained on the basis of various categories such as identity management, data protection, isolation and availability. There are also a number of insider threats that are seen due to easier access provided to the insiders and the malicious intents as well which result in the violation of the security and privacy. There are also a number of issues that arise due to architecture that is followed such as attack on the surface, virtual networks and client side protection. Kshetri, N. (2016). Privacy and security issues in cloud computing: The role of institutions and institutional evolution. Sciencedirect.com. Retrieved 30 September 2016, from https://www.sciencedirect.com/science/article/pii/S0308596112000717 The resource is a journal and the topic of the same revolves around the privacy and security issues that are associated with the cloud computing that have been covered by the author in an elaborated manner. The author has described the nature, origin and the implications that are associated with each of the security and privacy issue that is involved with cloud computing. The changes that are necessary to be implemented have also been covered by the author. Pearson, S. Benameur, A. (2016). Privacy, Security and Trust Issues Arising from Cloud Computing. Retrieved 30 September 2016, from https://barbie.uta.edu/~hdfeng/CloudComputing/cc/cc05.pdf The resource is a white paper that covers the trust, security and privacy issues that are covered by the author in association with cloud computing. Privacy issues that are associated with the cloud computing include due to a number of reasons and components such as the lack of user control, unauthorized secondary storage, data proliferation and dynamic provisioning. There are also security issues that are present in terms of the access issues, availability and backup, control over data lifecycle and lack of standardization along with the audit issues. There are also a number of trust issues that are seen which also cause violation of security and privacy that is associated with the data and information present with the cloud. Ryan, M. (2016). Cloud Computing Privacy Concerns on Our Doorstep. Cacm.acm.org. Retrieved 30 September 2016, from https://cacm.acm.org/magazines/2011/1/103200-cloud-computing-privacy-concerns-on-our-doorstep/fulltext The resource is an article in which the author has covered the various privacy concerns that exist in association with the cloud computing. The author has explained deliberate as well as the accidental threats that are present which result in the violation of the security. Deliberate threats are the ones that have the presence of malicious intent and are purposely executed to cause the damage. There are also accidental threats that are present which occur by a human or machine error or due to inadequate knowledge. These concerns along with the countermeasures are covered by the author in the article. Sen, J. (2016). Security and Privacy Issues in Cloud Computing. Retrieved 30 September 2016, from https://arxiv.org/ftp/arxiv/papers/1303/1303.4814.pdf The resource is a white paper that covers the concepts that are associated with cloud computing in terms of security and privacy. The author has explained the various components that are present in cloud computing and the issues that emerge due to the involvement of each. The author has covered the six broad areas that impact security and privacy as security of the data that is at rest, security of the data that is in transit or is moving, issues due to authentication, robust separation, legal issues and incident response. Confidentiality, availability and integrity threats are listed as well. Sun, Y., Zhang, J., Xiong, Y., Zhu, G. (2014). Data Security and Privacy in Cloud Computing. International Journal Of Distributed Sensor Networks, 2014, 1-9. https://dx.doi.org/10.1155/2014/190903 There are three important properties of data and information as confidentiality, integrity and availability that are utilized in the journal by the author to explain the security and privacy issues that are associated with cloud computing. The attacks that are launched by the attackers with every specific area along with the countermeasures that can be adopted have been explained by the author. Takabi, H. (2016). Security and Privacy Challenges in Cloud Computing Environments. Retrieved 30 September 2016, from https://csis.pace.edu/~marchese/SE765/Paper/security2.pdf There are three imperative properties of information and data as classification, trustworthiness and accessibility that are used in the diary by the creator to clarify the security and protection issues that are connected with distributed computing. The assaults that are dispatched by the assailants with each particular range alongside the countermeasures that can be received have been clarified by the creator. Research Issues There are a number of security and privacy issues that are seen in the world of cloud computing. The research covers these issues in detail along with the references that have been utilized to assess and analyze the same. Due to the involvement of a number of resources and components, the likelihood of these challenges has increased over the past few years. Also, the attackers have developed a number of newer forms of attacks which do not have a strong countermeasure to deal with the impact that may be caused. These issues that are associated with cloud computing in terms of security and privacy can have low to extremely severe impact and may also result in legal penalties and punishments. The research covers all of these issues and their impacts. Proposed Solutions There are a number of countermeasures and technological advancements that can be adopted in order to put a check on the security and privacy issues that are associated with cloud computing. The basic security measures and mechanisms that must be adopted well so that there are no easy access points to the attackers at the first step of security. These measures include use of anti-virus and other anti-malware software along with the installation of firewall at every network exit and entry point. Advanced security mechanisms in terms of identity and access management must also be ensured such as intrusion detection, intrusion prevention, multi layer authentication and many others. Networking monitoring and network scans must also be used to prevent any of the networking attacks and threats. Cryptography and encryption are the measures that must be used to keep up the security of the data and information even if the attacker succeeds in acquiring the information and data. Physical security is one of the measures that are often overlooked by the organizations and firms that must never be ignored to protect the servers and physical access points. There must also be continual audit and activity logs that must be maintained to detect the activities of the resources and employees that are associated with the organization to put a check on the insider threats that are quite common in the present scenario. Experimental Analysis Related to Improve the Solutions The solutions that have been proposed can be implemented by providing training and conducting sessions for the security team that is involved with the application and the system. There shall be a corrective and preventive solution implemented to the part of the system to test the effectiveness of the same and shall then be expanded to the system as a whole in case of success. Crowdsource testing along with the series of verifications and validations can also be utilized to verify and validate the steps that are implemented in a particular solution. Conclusion and Recommendations Privacy is one of the most important concerns that is seen in the field of cloud computing. There are a number of risks that are seen in the cloud services and applications with respect to the cloud computing. These risks can be executed through a number of threat agents and it is necessary to put a check on these threat agents. The threat agents associated with cloud computing and security and privacy infrastructure present with the same can be prevented by applying a number of physical, administrative and technical controls. Audit logs and scans shall also be done to make sure that the threats are prevented. References Hashizume, K., Rosado, D., Fernndez-Medina, E., Fernandez, E. (2013). An analysis of security issues for cloud computing. J Internet Serv Appl, 4(1), 5. https://dx.doi.org/10.1186/1869-0238-4-5 Jansen, W. (2016). Cloud Hooks: Security and Privacy Issues in Cloud Computing. Retrieved 30 September 2016, from https://www.computer.org/csdl/proceedings/hicss/2011/4282/00/10-03-01.pdf Kshetri, N. (2016). Privacy and security issues in cloud computing: The role of institutions and institutional evolution. Sciencedirect.com. Retrieved 30 September 2016, from https://www.sciencedirect.com/science/article/pii/S0308596112000717 Pearson, S. Benameur, A. (2016). Privacy, Security and Trust Issues Arising from Cloud Computing. Retrieved 30 September 2016, from https://barbie.uta.edu/~hdfeng/CloudComputing/cc/cc05.pdf Ryan, M. (2016). Cloud Computing Privacy Concerns on Our Doorstep. Cacm.acm.org. Retrieved 30 September 2016, from https://cacm.acm.org/magazines/2011/1/103200-cloud-computing-privacy-concerns-on-our-doorstep/fulltext Sen, J. (2016). Security and Privacy Issues in Cloud Computing. Retrieved 30 September 2016, from https://arxiv.org/ftp/arxiv/papers/1303/1303.4814.pdf Sun, Y., Zhang, J., Xiong, Y., Zhu, G. (2014). Data Security and Privacy in Cloud Computing. International Journal Of Distributed Sensor Networks, 2014, 1-9. https://dx.doi.org/10.1155/2014/190903 Takabi, H. (2016). Security and Privacy Challenges in Cloud Computing Environments. Retrieved 30 September 2016, from https://csis.pace.edu/~marchese/SE765/Paper/security2.pdf

Prp Theories free essay sample

HUMAN RESOUCE MANAGEMENT CONTENTS 1. Introduction1 2. Literature review2 2. 1Emergence of PRP2 2. 2Concept of PRP3 2. 3Relevant theories of PRP4 2. 3. 1Maslow’s hierarchy of needs Herzberg’s motivational theory4 2. 3. 2Equity theory in PRP5 3. Case study6 3. 1Case one: â€Å"Why Do Companies Use Performance-Related Pay for Their Executive Directors? † (Bender, 2004)6 3. 2Case two: â€Å"Evaluating performance-related pay for managers in the National Health Service† (Dowling Richardson, 1997)9 4. Analysis and Evaluation of PRP Theory in Business Organisations11 4. 1Comparison11 4. Contrast12 4. 3Performance related pay theory in business organizations13 4. 3. 1Motivates employees and improve their performance14 4. 3. 2Facilitates change to organizational cultural14 4. 3. 3Encourages the internalization of performance norms15 4. 4Problems of PRP in practice15 4. 4. 1Setting performance objectives16 4. 4. 2Assessment and ratings17 4. 4. 3Reward17 5. Conclus ion18 Reference19 Appendices21 1. Introduction Nowadays, Human Resource Management has become a strategic and coherent approach more than just managing the competencies and skills of employees in an organization. Armstrong (2002) noticed that HRM is much more focus on people not jobs, and so does business organization (Lewis, 1998). We will write a custom essay sample on Prp Theories or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Yet, people have been placed as an important role of business. To this extent, this essay will take a critical look at PRP which is based on people, and also considered as an essential and sensitive part of the HRM in organizations today. The paper starts with a brief review of recent literature which reports studies of PRP systems. It continues with describing two case studies related to the practical discrepancy to PRP theories. It goes on to our own independent critical analysis by comparing the PRP theories and practice in real world. Finally, there are conclusions being drawn about the appropriateness of PRP in a research environment. 2. Literature review 2. 1 Emergence of PRP Performance-related pay (PRP) emerged in the early 1980’s which attempts to relate individual performance at work to reward, aiming to motivate people ad develop performance-oriented cultures. Besides business organisations, some public institutions such as governments and universities also adopt PRP as an essential level for championing values. By comparing with other payment schemes, the PRP idea was whole-heartedly accepted by employers and played a much more positive effect on improving employees’ behaviour and organisations’ culture. According to the IPD research into performance management practices in 1997, 43 per cent of respondents had PRP; additionally, IBS research in 1998 showed that 61 per cent of answers satisfied their merit pay. These figures make it easy to see that PRP have been widely applied among organizations whatever businesslike or public facility (Armstrong, 2002). There are a variety of reasons why organization may applied PRP. Armstrong and Murlis (1994) stated that ‘it is right and proper for people to be rewarded in accordance with their contribution’. According to Pilbeam Colbridge (2002), there are a number of factors contributing to the emergence of PRP, which is identified in Figure 1. The Thatcher legacy and ‘enterprise’ values in the public sector Increasingly competitive environment and concern with employee performance Unitary and neo-unitary employment relations perspectives Reassertion of the ‘right to manage’ and increasing managerial control Influence of HRM demagogy Strategic integration of reward Trends towards individualism and the weakening of collectivism Emergence of PRP Figure 1: Factors contributing to the emergence of PRP (Pilbeam Corbridge, 2002) 2. 2 Concept of PRP ACAS (1990) defined individual performance-related pay (PRP) as â€Å"a method of payment where an individual employee receives increases in pay based wholly or partly on the regular and systematic assessment of job performance†. Additionally, Murlis (1996) claimed a significant distinction between the use of PRP to managing performance straight from the motivational stimulation of financial rewards (motivation) and the use of PRP to identify different levels of performance (reward). Based on these points, PRP can be commented as a combination of three key factors: motivation, performance and rewards, which work in two ways that motivating people to achieve expected performance; and rewarding these people who have achieved successful performance. Based on these three factors and their relationships, Pilbeam and Corbridge (2002) identified three stages for PRP application: Firstly, setting individual performance criteria by imposition, discussion or agreement firstly; secondly, assessing performance against individual performance criteria which established in stage1; thirdly, allocating pay to the assessment of performance by the exercise of managerial prerogative. 2. 3 Relevant theories of PRP 3. 2 2. 3. 1 Maslow’s hierarchy of needs Herzberg’s motivational theory in PRP Maslow’s (1943, 1987) hierarchy of needs and the two factor theory of Herzberg (1959) indicated that pay can be considered as the most effective way to satisfy human’s need and further to motivate people to work more effectively, which means appropriate payment can stimulate employee to achieve successful performance that maximizing organisation’s benefits. Kessler and Purcell (1922) noted that employees will be easily motivated if there is a direct and close relationship between performance and reward. Therefore, PRP schemes could motivate the employees to increase their efforts to accomplish good performance. 2. 3. 2 Equity theory in PRP The Equity theory of Adams (1965) identified that employees have a strong need to be treated fairly which can be balanced by an equity between their input like work performance and output like rewarding. Compared to other types of pay like non-incentive pay which is based on collectively-negotiated rule, PRP associates employees’ productivity with their behaviour, rewarding employees for their successful performance, which is much more fair and reasonable. From these theories, we can see that PRP has brought a lot of potential benefits on improving HRM efficiency of organization. However, there are some shortages in PRP application in practice, which will be discussed in following two empirical case analyses. 3. Case study 3. Case one: â€Å"Why Do Companies Use Performance-Related Pay for Their Executive Directors? † (Bender, 2004) The paper focused on the issue of rewards to the listed companies’ executive director. There are variable ways to pay the rewards. Thus the performance-related pay introduced to this paper. At the beginning of this paper prior research introduces three types of theory to explain why companies use performance-related pay: agency theory , motivation theories (expectancy, equity), and institutional and legitimacy theories. Research designing utilized 12 companies’ interviews with 35 persons who stand in different positions. These interviews lasted for two years from December 2001 to May 2003. The interviews reflected different opinions about the influence of PRP. Some of the answers demonstrated PRP could motivate people to do work well: Alan Wilson, chief executive of Skandia UK regarded pay as a motivator; a HR director thought if everyone was paid the same base salary, they would always do the same. But a part of the respondents denied that PRP made an effort in motivating people in the work. A CEO argued that whether PRP works depends on which market you were in and also on when the people were on flat salaries. Also another respondent held a neutral idea on motivation of PRP to managers. A CEO categorized his employees into two types: one type chased money and the other worked for vocational interests and he realized that PRP was in a position to exert influence on those who chased money and not on employees worked for vocational interests. At the end of this part the author reaches the conclusion that lack of money is a de-motivator. Furthermore, interviews demonstrated some different ideas: a) Payment represents personal value of employees. The more contribution you have made, the more you can earn; b) Focus and fairness: according to the answers from interviewees, we can find that the company adopts PRP with the intention to make executives focus on their work efforts and fairness can improve employees’ performance; c) The need to provide alignment: here is a large number of factors influence performance in long-term and some of those cannot be observed currently; d) Other reasons to introduce performance-related pay: the requirement of government to adopt PRP and because of everybody has it so you has to have it; e) Problems with performance-related pay: a consultant pointed out that PRP system would bring unpredictable problems especially in long-term and it is difficult to select appropriate measure and tar gets. Market Practices Need for Legitimacy Need to Attract and Retain Implement a performance-related reward scheme Set performance measures and targets and use it to communicate strategy Directors’ actions and behaviours Business performance Performance-related award Monetary award Increased human capital for future negotiations Effect on individual’s self worth Figure 2: Why Companies use performance-related pay (Bender, 2004) In the final part, the author summarizes this case study according to three theories mentioned at the beginning of our description and draws figure 1 to show why companies performance-related pay. . 2 Case two: â€Å"Evaluating performance-related pay for managers in the National Health Service† (Dowling Richardson, 1997) This paper includes 4 sections. Section 1 explains the NHS system which means the performance related pay system for general management in 1989. Section 2 concludes the evaluation criteria and explanatory framework. PRP is introduced on the initiative of management. According to Cannel an d Wood’s survey, PRP could be introduced to overcome problems with existing systems, o encourage employees’ motivation, to improve communication with work force, to reduce problems of recruitment. Kessler suggested that the PRP might also be used to improve the fairness of a payment system, to reduce union influence and the importance of collective bargaining, can also give additional influence to line managers. The purpose of PRP is said to reward those manage who achieve a more than competent standard of work and motivate managers to perform better. Section 3 values the efficiency of the scheme and four measures are utilized to check the outcome of the scheme. Managers had to be assessed by their supervisors and receive reward based on their performance if they had finished targets set at the beginning of the year. In NHS, the HR department designed the PRP system in order to motivate managers. However, through self-reported data from the managers covered by the PRP system, a majority of respondents saw the scheme as having little or no effect on their motivation to do their jobs well. Also the authors did not found solid evidence to show that there are corresponding negative consequences of PRP. The initial examination of the raw data clearly suggests that the three elements of the scheme achieved different degrees of success. The objective-setting elements seemed to be widely supported. It could be observed that the schemes rewards were either not appropriate or not sufficiently attractive to act as a motivator. PRP include the way in which performance standards are set and monitored. Section 4 explains the effects of PRP in the NHS. About 85% respondents showed satisfaction with the objective –setting process. Furthermore, they also agreed that the challenge offered by the objective measures increase their determination to achieve their goal set before. On the other hand, there was also much critical comment on reward system such as subjectivity and appraiser bias. In addition, the PRP reward system was always cash limited. 4. Analysis and Evaluation of PRP Theory in Business Organisations 2 3 4. 1 Comparison Both of the two cases are involved in the topic of PRP, and focus on the effectiveness of PRP scheme. In addition, both of the researches partly agree that PRP is successful in some areas or in some extend, however, PRP is still not a perfect scheme due to various reasons. As what has been pointed out to be the problems in PRP, among all of the reasons mentioned in the papers, the objective-setting process has been pointed out in both of the researches, which indicates that this might be one of the key points which should be considered to improve PRP scheme. What is more, both of the papers mention that PRP is introduced in order to attract and retain executives with the potential of large earnings(Bender, 2004) and to improve the fairness of a payment system, to generate employee commitment (Dowling and Richardson, 1997), which can be considered as the positive points of PRP. 4. 2 Contrast The methods used in the research in the two cases are different. The case about PRP in the National Health Service used both quantitative and qualitative date from a questionnaire survey (Dowling and Richardson, 1997). While, the case conducted by Bender (2004) used qualitative date from an interview survey. Moreover, the perspectives used in the two papers also vary. As to the reasons why PRP is not more successful, Dowling and Richardson (1997) consider that there are three kinds of employees as being particularly important: firstly, those who think that the objective-setting process of PRP is coped with terribly; secondly, those who think the assessments are handled badly; lastly, those who believe that the rewards are not attractive enough to encourage their motivation. They hold the opinion that PRP has a less important influence on these people, which indicates that the improvement of objective-setting process, assessments and rewards might lead to improving the effect of PRP. While, the paper conducted by Bender (2004) indicates that the reason that PRP is not so successful is also related to the market in which directors are. Besides, salary and rewards are not the only recourses that could motivate managers. For instance, leisure can also play a significant role in the performance of managers. Additionally, PRP scheme has less important impact on those people who mainly work for vocational interests. Meanwhile, this paper (Bender, 2004) pays more attention to the reasons that PRP is used by companies. The writer points out some more reasons from interviews with directors other than the strong points of PRP which have been mentioned above. To be exactly, pay can be deemed as a symbol of worth and how much one can earn is associated with the self esteem for the executives. In the end, we can see from the two papers that PRP has developed successfully from 1997 to 2004 because what are reflected in the papers shows us that PRP has been used much more and been recognized in a wider range. As a result, we can conclude that with the use of PRP, this scheme has become and also will become more and more mature and contribute a lot to business organizations. 4. 3 Performance related pay theory in business organizations This section conducts analysis of two empirical cases critically and assesses the value of PRP theory and benefits it achieves in business organizations. The whole objective of pay related systems like the PRP and other HRM theories is obviously to bring or add to the value of business organizations. When we take a look at the first paper, it is obvious that on the average PRP increases an organization’s value. The following are the perceived benefits of the PRP theory: 4 5. 1 5. 2 5. 3 5. 4. 1 Motivates employees and improve their performance The human needs hierarchy theory of Maslow (1943, 1987) and the two factors theory of Herzberg (1959) indicate that in modern society satisfying human needs like payment is in a position to motivate people to work harder. Furthermore, in business organisations payment related to performance can stimulate people to accomplish the performance that organizations want. Kessler and Purcell (1992) claimed that if direct relationship exists between effort, performance and reward, employees would be motivated. PRP schemes act exactly as this direct link motivating the employees to increase their efforts. 5. 4. 2 Facilitates change to organizational cultural Kessler and Purcell (1992) argued that PRP refers to flexibility, dynamism, entrepreneurial spirit and careful allocation of resources, leading to a performance-orientated culture. Therefore, the introduction of PRP facilitates change in business organizations culture from collectively negotiated formula to individual contribution, which assists in solving problems, increasing value of organizations, and reducing problems of recruitment and retention. 5. 4. Encourages the internalization of performance norms â€Å"PRP can encourage the internalization of the organisation’s goal or norms of behaviour among the employees of the organization† (Geary, 1992). In the implementation of PRP, the organisation’s norms of behaviour can be enhanced by rewarding congruous work effects and by punishing incongruous performance. Th ereby, it strengthens management control and clarifies job roles within organizations. 5. 4 Problems of PRP in practice Theoretically, PRP can produce many benefits for organizations, which have been demonstrated above. However, there are always gaps between theories and practice of PRP. In this part data from the NHS case will be utilized to illustrate some problems of PRP. Figure 3 above shows that only 2 percent respondents consider PRP as the motivator for them to work harder while respondents with opposite idea accounts for 45 percent. Also 67 percent respondents embrace neutral idea on the question of whether PRP scheme affect motivation to do the job and 77 percent respondents did not feel more co-operation after the introduction of PRP scheme. Question| Negative Positive| Does PRP have effect on your motivation to do the job well? 2| 3| 67| 25| 4| You consciously work harder because of the PRP scheme. | 45| 26| 17| 10| 2| You focus on PRP objectives rather than other activities. | 34| 34| 20| 10| 2| PRP changes co-operation level among colleagues| 2| 12| 77| 8| 1| Figure 3: PRP in the National Health Service (Dowling and Richardson, 1997) 5. 5. 4 Setting performance objectives It is essential for organizations to set up clear and measurable objectives so that the behaviour of employees can be guided by objectives. However, imposition and narrowness of PRP in objective-setting could lead to failure of the implementation. What’s more, short term approach stemming from narrow and misleading objectives could make employees ignore intangible aspects and long-term tasks. Therefore, the weakness of PRP in objective-setting could discourage behaviour that is not financially rewarded and prevent business organizations from functioning well. 5. 5. 5 Assessment and ratings Assessment and ratings are indispensable stage of PRP system. In practice, two crucial elements during these processes, scales of ratings and fair appraisals made by managers are difficult to achieved, which make employees not satisfied with ratings given to them. As Belfield and Marsden (2002) argued that the use of PRP will do more harm than good if the right monitoring environment is not in place. 5. 5. 6 Reward PRP regards reward as the motivator for employees to work hard, which is often not the case in practice. Maslow’s theory of the Hierarchy of Needs (1943) stated that payment is not the only need of human beings. Besides payment, people also have mental requirements such as belongingness needs, esteem needs and self-actualization. 5. Conclusion After critical analysis and assessment we can finally reach the conclusion that in theory PRP is in a position to provide business organizations certain benefits such as motivating employees, improving their performance, attracting executives, facilitating change in organizational culture and encouraging the internalization of performance norms. However, due to imposition and narrowness in objective-setting, unfairness and inaccuracy in assessment and ratings, and diversification of human needs, theoretical benefits of PRP cannot be reached. Therefore, more attention should be paid on the gap between HRM theories and their application in practice so that HRM theories can assist business organizations in increasing their values. Reference ACAS, 1990. Appraisal-related Pay. London: ACAS. Adams, J. S. , 1965. Inequity in social exchange. In: Berkowitz, L. ed. , Advances in experimental social psychology. New York: Academic Press, 267-299. Armstrong, M. , 2002. Employee reward. 3rd ed. London: Chartered Institute of Personnel and Development. Armstrong, M. ; Murlis, H. , 1994. Reward Management, London: Kogan Page. Belfield, R. ; Marsden, D. , 2002. Matchmaking: the influence of monitoring environments on the effectiveness of performance pay systems. Centre for Economic Performance, London School of Economics and Political Science, London, UK. Bender, R. , 2004. Why Do Companies Use Performance-Related Pay for Their Executive Directors? Corporate Government, 12(4), pp. 521-533. Dowling, B. ; Richardson, R. , 1997. Evaluating performance-related pay for managers in the National Health Service. The Intematioruil Joumal of Human Resource Management, 8(3), pp. 348-366. Herzberg, F. , 1959. The Motivation to work, New York: John Wiley. Geary, J. F. , 1992. Pay, control and commitment: linking appraisal and reward. Human Resource Management Journal, 2(4), pp. 36-54. Kessler, I. ; Purcell, J. , 1992. Performance-related pay: objectives and application. Human resource management Journal, 2(3), pp. 16-23 Lewis, P. , 1998. Management performance-related pay based on evidence from the financial services sector. Human Resource Management Journal, 8(2), pp. 66-77 Maslow, A. H. , 1943. A theory of human motivation. Psychological Review, 50, pp. 370-396. Maslow, A. H. , 1987. Motivation and Personality. New York: Harper ; Row. Murlis, H. , 1996. Pay at the Crossroads. London: Institute of Personnel Development. Pilbeam, S. ; Corbridge, M. , 2002. People Resourcing: HRM in Practice. 2nd ed. Harlow: FT Prentice Hall. Appendices Tow papers: Bender, R. , 2004. Why Do Companies Use Performance-Related Pay for Their Executive Directors? Corporate Government, 12(4), pp. 521-533. Dowling, B. ; Richardson, R. , 1997. Evaluating performance-related pay for managers in the National Health Service. The International Journal of Human Resource Management, 8(3), pp. 348-366.

How to Find the Inner and Outer Fences

How to Find the Inner and Outer Fences One feature of a data set that is important to determine is if it contains any outliers. Outliers are intuitively thought of as values in our set of data that differ greatly from a majority of the rest of the data. Of course, this understanding of outliers is ambiguous. To be considered as an outlier, how much should the value deviate from the rest of the data? Is what one researcher calls an outlier going to match with another’s? In order to provide some consistency and a quantitative measure for the determination of outliers, we use inner and outer fences. To find the inner and outer fences of a set of data, we first need a few other descriptive statistics. We will begin by calculating quartiles. This will lead to the interquartile range. Finally, with these calculations behind us, we will be able to determine the inner and outer fences. Quartiles The first and third quartiles are part of the five number summary of any set of quantitative data. We begin by finding the median or the midway point of the data after all of the values are listed in ascending order. The values less than the median corresponding to roughly half of the data. We find the median of this half of the data set, and this is the first quartile. In a similar way, we now consider the upper half of the data set. If we find the median for this half of the data, then we have the third quartiles. These quartiles get their name from the fact that they split the data set into four equal sized portions, or quarters. So in other words, roughly 25% of all of the data values are less than the first quartile. In a similar way, approximately 75% of the data values are less than the third quartile. Interquartile Range We next need to find the interquartile range (IQR). This is easier to calculate than the first quartile q1 and the third quartile q3. All that we need to do is to take the difference of these two quartiles. This gives us the formula: IQR Q3 - Q1 The IQR tells us how spread out the middle half of our data set is. Find the Inner Fences We can now find the inner fences. We start with the IQR and multiply this number by 1.5. We then subtract this number from the first quartile. We also add this number to the third quartile. These two numbers form our inner fence. Find the Outer Fences For the outer fences, we start with the IQR and multiply this number by 3. We then subtract this number from the first quartile and add it to the third quartile. These two numbers are our outer fences. Detecting Outliers The detection of outliers now becomes as easy as determining where the data values lie in reference to our inner and outer fences. If a single data value is more extreme than either of our outer fences, then this is an outlier and is sometimes referred to as a strong outlier. If our data value is between a corresponding inner and outer fence, then this value is a suspected outlier or a mild outlier. We will see how this works with the example below. Example Suppose that we have calculated the first and third quartile of our data, and have found these values to the 50 and 60, respectively. The interquartile range IQR 60 – 50 10. Next, we see that 1.5 x IQR 15. This means that the inner fences are at 50 – 15 35 and 60 15 75. This is 1.5 x IQR less than the first quartile, and more than the third quartile. We now calculate 3 x IQR and see that this is 3 x 10 30. The outer fences are 3 x IQR more extreme that the first and third quartiles. This means that the outer fences are 50 - 30 20 and 60 30 90. Any data values that are less than 20 or greater than 90, are considered outliers. Any data values that are between 29 and 35 or between 75 and 90 are suspected outliers.

Me going throgh the interior castle Essay Example | Topics and Well Written Essays - 1500 words

Me going throgh the interior castle - Essay Example That has helped me understand life in a better manner, and removed my ignorance. Kneeling, I begin to pray and I see her disappear like a wisp of smoke, dissolving in to air. An inner vision gives me a sense that I am praying before a large â€Å"castle formed of a single diamond or a very transparent crystal, and containing many rooms, just as in heaven there are many mansions.† (P.38-39) An understanding dawns on me that my soul is pure dignified, it is where my god would choose to dwell; it is the place where I can find him. To be one with my god I have to eschew the elements of bad in me, and focus on the good in the world, which only the soul could make me recognize. My body only compare to the coarse exterior of a beauty that lies within me. I beseech my lord to give me entry in to the interior of this magnificent castle. I can see a few people hanging out in the courtyards, some thronging around tables filled with food while others encircle what looked like a roulette fable, but the food, despite its inviting aroma, and the jingle of the gold coins that clatter on the roulette table, fail to evoke any sense of interest in me. Sentinels who stand guard also seem to ignore them. I keep praying and the vision of a gate emerges. Crowding on either side are silhouettes of men and women who appear through a misty shroud like pale apparitions. But all of them seem to be unsure whether to enter the gate or not. They look at me, as if sizing me up; questioning the propriety of by being there. I hesitate for a moment, a feeling of confusion foreboding me. Wailing sounds ring inside my ear and my mind conjures up the images of grotesque figures lamenting about their miseries. â€Å"The soulless spirits of sinners†¦Ã¢â‚¬  I whisper. My steps begin to waver as I approached the threshold and I hold my palms together, fingers of each hand pressing hard against the back of the other. The image

Exempllification essay with outline mla format The topic of the paper

Exempllification with outline mla format The topic of the paper the importance of excercise - Essay Example Health practitioners hold that regular physical activity enhances the quality of life for an individual through promoting good health. Exercises lower risks of certain diseases that are actually regarded as high killers. For example, many people across the globe have succumbed to obesity. Obesity is a serious issue that experts say can be addressed through regular exercise and good diet management. Another fatal disease in the same line is heart disease. This disease is linked to obesity and physical inactivity. Cancer, diabetes, and high blood pressure among others constitute other examples that feature in the exercise debate as far as health is concerned (Libal 51). Over and above lowering disease and health complication risks, regular exercise impacts positively on the general life that an individual leads. From appearance to reduced aging rate, persons who engage in physical activity realize enormous benefits of exercising relative to their health status. Moreover, benefits of exercising go beyond the health factor to encompass the wholesome aspect of an individual’s life. While the physical appearance of the person who exercises is at the center stage of exercising, stamina is built from the inside. All that matters in this respect is the amount of energy that the body uses to undertake a given activity. With regular exercises, the body learns to be efficient in terms of energy consumption. For example, walking, lifting weights, or bicycling consumes energy, leading to exhaustion as the energy in the body reduces. Regular engagement in these activities trains the body to use the same level of energy for intensified physical activity. As a result, the individual’s exhaustion point keeps improving, thereby depicting improved body stamina. The importance of exercise extends to weight control. Here, the example given in regard to obesity and weight-related health complications is revisited. The art of weight