...Performance Appraisal BUS 303 Human Resources Management Professor Munich Cabble-Ware February 9, 2015 Performance Appraisals and evaluations are sensitive areas for managers and employees to discuss with each other and must be done correctly. Positive employee productivity can be the result of job satisfaction, organizational commitment, and work engagement on a positive review. A negative productivity report of an employee can be cynicism of the job and disengagement. (Youssef, 2012). A performance appraisal and evaluation can affect employees in different ways. There are many common outcomes that can result from performance appraisal and evaluations of an employee that organizations use to demonstrate the needs and goals of the company. Performance evaluations help to support salary increases, promotions, transfers, demotions and terminations. They help with communicating job performance status to subordinate employees and suggesting areas of improvement whether it is job knowledge and skills, behavior and attitude. They also allow the supervisor to counsel the employee and identify performance inadequacies. By successfully conducting an evaluation with questions and answers by supervisor and employee will establish areas of strengths and weaknesses. Strategic advantages of performance evaluations are forms of incentives to sustain a culture of rewarding employees based on their job performance. This establishes loyalty and commitment to the organization...
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...maximizers". However, there are many instances where emotion and psychology influence our decisions, causing us to behave in unpredictable or irrational ways. Asians in general suffer from cognitive biases, more so than Westerners, often being viewed as ‘Gamblers. Behavioral finance is a relatively new field that seeks to combine behavioral and cognitive psychological theory with conventional economics and finance to provide explanations for why people make irrational financial decisions .It calls for investigation into higher mental processes, memory, perception, problem solving and thinking .This paper looks at some of the anomalies (i.e., irregularities) that conventional financial theories have failed to explain. In addition, review underlying reasons and biases that cause some people to behave irrationally. 2.- Brief survey of the literature The following areas of research have been covered, from the mid 1980’s to the main focus of the article(special edition 2008): Overreaction and Availability Bias, Overconfidence, Cultural difference, Superstition, education and life experience, “house money effect” managerial optimism, collective orientated vs individual dynamic, or Gambler's Fallacy, Trading venue affect, life experience and education, media influence, Herd Behavior, Gender influence and availability heuristic. While...
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...It’s clear that the world is divided into two genders, and these two sexes have been a subject of definition by every known society. The culture is seen as a huge determinant to the roles that each gender will play. Therefore, sexism will be defined as a social construct that promotes the discrimination of individuals based on an individual’s gender. Sexism arises from stereotypes that define the roles of both sexes, therefore having issues when the gender roles are performed by the opposite sex. This social construct mainly affects the minority group identified as women and girls. Sexism is recognized in all aspect of life, and it’s not strange to identify it in the technology industry. The male figure has always identified its gender role as the provider. This social construct originated from the nature of man been the hunter who provided his family with their daily meal. Therefore relegating the women to the role of caretaker and this aspect has kept its hold over the society. In the 21st century, sexism has been a covert and subtle process that tries to establish an environment that is less friendly and less accessible to women. It’s clear that sexism is evident in the Silicon Valley and beyond. We also identify that the technology aspect has always been associated with male perspective. Therefore, it has become common to hear a conversation about women who have suffered sexism and sexual harassment in their digital related jobs. Women have also been identified to facilitate...
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...Gender socialization in American educational institutions is what creates the gender norms that so many children grow up believing. As more women take on full-time jobs to support their families or bridge the gaps between their husband’s income and their standard of living, children are placed in daycares and enrolled in after-school activities with educational curriculums. Children grow up spending more time collectively with their teachers and those in positions of educational authority than with their own parents. In the current educational systems, there is no regard for the internal feelings of a male or female on which gender they feel they should be or the personality that they want to develop. Children are grouped by gender in the classroom and segregated in activities based on their sex. Girls learn at an early age that they will be picked last for sports, that boys are stronger than them and better at math and science. Girls and boys are encouraged to behave differently from one another whether consciously or subconsciously by those that educate them. Boys and girls are given different educational goals. Boys are treated as if they are more independent than girls and are given more responsibility in educational settings. Even those that teach children are conforming to gender roles; women teach English and lower grades while men teach physical education and science. Appropriate behaviors and realistic expectations are broken down by gender as well. Boys...
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...been open to various interpretations. Richard Bucher (2010) points out that because we are all unique and different in our own way there is no one universally agreed upon definition of diversity. Historically, diversity has largely been defined in terms of race and gender. The definition that best sums up my understanding of diversity is that it is a reality created by individuals and groups from a broad spectrum of demographic and philosophical differences. The list of these differences is endless and apart from the major differences of race and gender, it also encompasses a myriad of other characteristics such as religion, marital status, political beliefs, education, military status, lifestyle, social class, appearance and personality. These differences can be visible or hidden as demonstrated in the Myplace: The Place for Diversity multimedia. A very small percentage of our diversity differences seem to be visible until you get to know the other person. Race, ethnicity, age, attitude or gender are dimensions that are visible to the naked eye. For example, a person with darker skin is different from a person with lighter skin color. The same applies to other blatantly obvious physical attributes like gender which allows us to pick out males from females. In the multimedia presentation there is Michelle who was born in Ireland but moved to the United States when she was 3. One can obviously tell that she is Caucasian and female but you cannot tell she is Irish because she...
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...advances have also facilitates this situation; it helps and easily promotes peoples to move from a city to another one, from a country to another, from a continent to another. Obviously, it has brought closer people from diverse origins. Thus, the world has become a small village. People are forced to live together by ignoring or considering their differences such as race, religion, national origin, age, gender and disability based on equal representation, valuing differences, embracing others, respect, inclusion. We call this fact diversity. Taking in account diversity by organizations involved some considerations. That’s why implementing and managing diversity to be successful need adequate approaches. The term “Diversity” is not sound simple; it refers to a range of elements as mix, numerous, variety… Here, it means a huge, large composition of people from different origins and backgrounds. In the broadest sense, it also include race, gender, ethnic group, age, personality, cognitive style, religion, social status, primary language, tenure, organizational function, education and more. Then, to effectively manage all this, we need to take in account many considerations and strategies to avoid frustrations and other consequences because it can harm or benefit organizations. The main challenge in the workplace is to maximize advantages and minimize disadvantages. Like it or not, diversity will greatly increase in the coming years, that’s why HR Department must absolutely need...
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...encouraged to recognize that, as cultural beings, they may hold attitudes and beliefs that can detrimentally influence their perceptions of and interactions with individuals who are ethnically and racially different from themselves (American Psychological Association, 2003). I agree that psychologist can hold many different beliefs concerning others. The beliefs can sometimes hinder a person from growing emotionally, and cognitively. In my opinion it is important for the professional to be familiar with the diversity that may exist in their patients and remain professional in their attitude and beliefs. This can include cultural heritage, ethnicity, gender, and socioeconomic status just to name a few. Sometimes, it is difficult to suppress those feelings but repeated “attempts at suppression lead to improvements in automatic biases” (Plant & Devine, 1998). Guideline 2: Psychologists are encouraged to recognize the importance of multicultural sensitivity/responsiveness to, knowledge of, and understanding about ethnically and racially different individuals (American Psychological Association, 2003). I believe this is a very true statement base on personal experience. I believe that it is important to have knowledge of multicultural sensitivity for a better understanding of the clients in the psychology field. It is necessary to understand the culture and environment that a person has grown up to understand their behavior. I agree that by attending diversity trainings and...
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...United Nations Development Programme SOCIAL DEVELOPMENT AND POVERTY ELIMINATION DIVISION WP 5 GENDER AND POVERTY* Nilüfer Cagatay May 1998 WORKING PAPER SERIES *The responsibility for opinions in these articles, studies and other contributions in this series rests solely with their authors, and publication does not constitute an endorsement by the United Nations Development Programme or the institutions of the United Nations system. Table Of Contents Introduction I. Women And Poverty: Are Women Poorer? II. From Women and Poverty to Gender and Poverty A. Engendering Poverty Analysis B. New Conceptualizations of Poverty C. From Consumption/Income Poverty to Human Poverty D. Are Women Poorer?: Revisiting the Question from a Human Poverty Perspective E. Assessing Gender Differences in Poverty: Quantitative versus Qualitative Approaches F. Do Gender Inequalities Increase Overall Poverty? III. What Is To Be Done? What Is Being Done? A. Gender Mainstreaming at UNDP B. Engendering Anti-Poverty Projects and Programmes Figures Figure 1: A Pyramid of Poverty Concepts Boxes Box 1: Chile: Targeting Female Headship for Combating Poverty Box 2: Gender and Poverty in Guinea: Human Poverty versus Consumption Poverty and Participatory Approach to Poverty Assessment Box 3: South Asia Poverty Alleviation Program (SAPAP): The Case of India Social Mobilization through Self-Help Groups 1 “The causes and outcomes of poverty are heavily...
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...a metaphor used to describe the invisible barriers that often confront women and minorities when trying to move into the top positions at all levels of employment in business and government because of their sex or race. It’s also important to understand that the “glass ceiling” today has a different meaning than when it was first introduced. The term “Glass Ceiling” originally only referred to women, based on the Civil Rights Act of 1964, which outlawed sexual discrimination in the workplace. It was an article by Carol Hymowitz and Timothy Schellhardt in the March 24, 1986 edition of the Wall Street Journal that brought new meaning to the term. This was the first time that “Glass Ceiling” was used to determine the recognition of the gender bias in Corporate America. By 1991, the US had created a Federal Glass Ceiling Commission with the Secretary of Labor as its chair. The US Department of Labor understood the concept to mean “those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management level positions”; these barriers reflect “discrimination... a deep line of demarcation between those who prosper and those who are left behind.” There is a false sense of social progress and ethnic harmony that suggests that there is no problem, that discrimination is a thing of the past, even suggests that affirmative action is no longer needed, but there is factual evidence that...
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...study is Discrimination. Discrimination is the differing characteristics of one not being able to be fair to a group of people or an individual. It is an appalling social issue, which leads to prejudice and poor treatment to a group. Discrimination can cut across gender, social classes, and even races (Aganbegian 2012). However, my research is based on sex discrimination in workplaces and sports. On the other hand, Gender discrimination is the biased treatment of a group or an individual based on their sex and the values in them as fixed by the different cultures in the society. It is worth pointing out that every society has values and norms affixed to each gender in the society. It is all based on the gender stereotype, especially on the female sex. When we refer to sex discrimination against women, we mean that the male gender is deemed more powerful and f greater value than the female gender. At least, a big percentage of society has their standard of evaluating both gender and female sexuality is always disregarded (Todozidevic and Zsolt 2003). The female gender is said to be weak, emotional, and psychologically sensitive. The biases aspect of discrimination makes it a social problem. The factors that make gender discrimination are the fact that women are a group that is vulnerable to most of the social set up. Socially, a woman is taken to be both physically and psychologically weak. In fact, women can never physically assault men because they are weaker in strength. Politically...
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...schools. In more recent years the movement towards equal opportunity has been advanced even further; public and private schools have increased financial support for economically disadvantaged scholars, and affirmative action programs have been developed as yet another means of combating inequities. It would seem that as a society, we are moving towards our moral ideal of equality for one and all. And yet, disparities remain. Race continues to be inextricably linked to socio-economic status and education level, with certain racial and ethnic groups, such as Caucasian- and Asian-Americans reaping more societal advantages on average than others, including African-Americans and Latinos. Women remain under-represented in many prestigious and lucrative fields, such as engineering and business, despite seemingly equal access to opportunity. And a significant wage gap continues to exist between such historically disadvantaged groups and more privileged groups, even when differences in education and experience are controlled for. Although we...
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... Karl Marx (1818-1883) argued that it is tension and conflict that motivates us to Think and act differently (Vissing, Y. 2011). My personal view of this theory is that it Argues that the competition of individuals and groups for wealth and power is Fundamental process shaping social structure. There are so many people that are Overthrown with wealth and power until they forget the society and what it faces. Our economy is suffering with no help from those with all the power, rather than Working together to solve the problem, they are fighting against one another, our Attitudes and behavior plays a great deal in the way we think and look at society, Such as, what we wear, eats, and lives, all based on gender, race, religion, violence, Group behavior and personality. It is evident that a conflict is always concerned with a Distribution of power. An exertion of power is prerequisite to the retention of a share in the determination of Future relations---as well as for the acquiring or retaining of other...
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...Violence from a gender view what role does masculinity play in Ethiopia context. Table of Contents 1. Introduction 2. Main concepts in feminist approach 3. Hegemonic masculinity theory 4. The subculture of violence in peace and conflict 5. The perception on gender versus sex in Ethiopia 6. Gendered dynamics of violence 6.1 Masculinities and violence 6.2 Femininities and violence 7. Conclusion 8. References 1. Introduction The paper critically evaluate the theory which claims that violence has a strong gender dimension and what role does masculinity play in violence. There are feminist theories and assumptions regarding the societal construction of gender, as it is divided into two major categories...
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...since the issue regarding the capabilities of men and women have commenced, stereotypical assumptions brought a huge impact on gender hiring and biases in the business workplace that particularly affect the status of women. Despite the continuing issues of women getting pregnant, being abused and emotional, women have preferable qualities in communication skills, leadership activities and cognitive functions as contrasted to men. Background: The issue of gender employment started since equality has been the common issue to the business organizations. This involves male and female functions in the workplace. The controversies regarding gender differences during the past decades show that women who are employed at lesser trained jobs have lower pay as compared to men although the circumstances may change. Because of the widespread stereotypes in organizations, these have affected the hiring of employees in companies which prefer to favor men. Demographic diversity describes about circumstances regarding acts and ways of thinking or feeling of the employees. Its key factors generally involve gender, generational, age and ethnicity differences. These contribute to the society’s way of understanding on male and female roles. This paper talks about the gender hiring preferences in business organizations across different countries as of today. Accordingly, gender stratification happens when there is assortment of social positions, access to authority, reputation and possessions as based...
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...comfort range must be apparent. If it was not apparent, then how could you counsel someone else when you are uncomfortable with yourself? This self-assessment allowed me to realize factors that seemed to be unapparent before but, led me to see that they were important after all. “If you are lucky enough to be other, don’t ever change” I identified mostly with Jason Patton, PhD when he spoke about his first day at kindergarten, and he was made to feel other. What most got my attention was that he mentioned that he was an only child and spent a lot of time with adults, and was eager to be interacting the children his own age. I too was an only child and spent a lot of time with and adults. They adored me and made me feel loved, wanted and special. My first day at school was awful. The children looked at me as though I was an alien. I remember distinctly being called a chocolate girl, and then the comments about me being so tall began. From that point on I really did not enjoy school at all. I was afraid of being different. Being different meant that people might not like me. In my mind being called chocolate was not so much of an issue. I think I must have justified that in my mind as a complement because I loved chocolate so much. The comments about my height seemed to bother me the most. I not only was made to feel other by the children but by the teachers and any other adult that I encountered at school. It got so bad that I began to hunch down when I walked because I hated being...
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