...Performance Analysis Hoods by Angela Betzeun, Real TV at the Arts centre on 21st of April. Hoods is a play that is based around a video game, it uses elements such as pause, rewind, fast-forward and play. The play Hoods is about three young kids Kyle, Jessie and baby brother Troy and there wild imaginations. The Three kids wait in the car for their mum and interreges the audience with their past, present and future stories. Identify any themes and issues 1. I believe the message of the story to how to how important it is for families through really hard times. 2. I think the most common concern for the characters was if they were to survive or if one was to or not. 3. The problem of the play was having three young children in a car over night with no adult supper vision. Evaluate one performer 1. Kyle, Jessie, Troy, the mum, the teacher, the counsellor, the man in the shop, the strangers that walk past the car, and the 2 hooded characters. 2. I think the moves were appropriate and suited his character well, as he liked video games and liked being in charged. 3. He used a kids voice when he played the character “Kyle”, when he was the man in the shop he portrayed more of a deeper voice to suit that character and when he was the hooded character it was quite deep too. 4. Yes his voice was very appropriate for all of the characters. 5. They all could be heard and I could understand them. 6. I believed him in all the characters he played...
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...When thinking of the biggest lie in the world of Human Resource, what comes to mind at the end of the year when most companies consider the annual review and the pay increase that’s tied to the yearly performance ritual? If “we believe in pay for performance” comes to mind, Kris Dunn’s article “The Tyranny of the merit matrix” will help you remove that lie as a human resource professional. As much as human resource professionals would love to see the top performer get a ten percent raise just for their astonishing efforts, it is very unlikely to happen. Based on the result that cost pressure is everywhere you turn. Due to cost pressure, companies must budget for annual salary increases, and then live by the budget to make sure thin margins stay intact. Finally, when the merit matrix is added, it has a strange way of making no one happy. The merit matrix is designed to take the budgeted number for salary increases companywide and create a grid telling managers what raise is recommended for every employee based on performance and relative position in that worker’s salary band. The principles resulting from the merit matrix occurs everywhere. Due to the necessity of average performers to make the business formula work, managers would rather give the top performer a flat raise rather than telling the average performers they are getting less or nothing. There are a couple ways to break out of the merit matrix process. It’s difficult to get an exception made to the merit matrix at...
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...Improving Organizational Performance Paul W. Middleton PSY 428 Organizational Psychology University of Phoenix Professor Carol House March 31, 2008 Introduction Organizational psychology allows the consultant to look at different facets of the company and understand employee concerns. These concerns can then be given to management allowing them to have options to improve the vitality of their company and address issues that are making the company lose profits, awards, and cause customer dissatisfaction. The process of improving organizational performance is very crucial to the overall growth of an organization. However, when an organizations discover that their performance level is below the standards that they have set, they should then at that time try to develop an assessments in order to identify and correct the potential problems that the organizations is experiencing. During this consultancy many different ideas were used to understand the scope of the company and its problems, including surveys, blogs, and interviews with employees. By using these methods and intervention techniques changes can be made to make the company more flexible and take the company to the top of the field again. Company Improvement Suggestions Organizational psychology within an organization helps to identify and correct various problems and issues in an organization. By conducting surveys the company can gain...
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...CHAPTER I: INTRODUCTION 1. 1 Background Achieving organizational goal through the performance management is usually the primary concern for many organizations, and many managers would gladly profess to be striving to manage the performance of their employees. In the survey of Nepal Bank Limited, it has been realized that satisfied employees just aren’t good enough. There is obviously a strong link between managed performance, motivation and increased productivity, and that’s why it is necessary to measure and track changes in performance of the employees in regular basis. With better understanding of performance management related to the services, one can determine the actions required to meet overall organizational goal. Measuring performance of the employees also help to establish a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills and contributions within a framework provided by effective leadership. Its key purpose is to focus people on doing the right things by achieving goal clarity. Specifically, performance management is about aligning individual objectives to organizational objectives and ensuring that individuals uphold corporate core values. It provides for expectations to be defined and agreed in terms of role responsibilities and accountabilities (expected to do), skills (expected to have) and behaviors (expected to be). The aim is to develop the...
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...Chapter IV Results and Discussion This chapter presents the data gathered from the randomly selected thirty (30) student assistants from the College of Education. who worked in school year 2011 - 2012. The main objective of the paper is to present the relationship between the academic performance of the respondents and their level of physical and emotional stress. Spefically, this paper aimed to present the following: I. Profile of the Respondents Table 1.1 Frequency Distribution of the Respondents in terms of their Gender Gender|Frequency|Percentage| Female|25|83.33| Male|5|16.67| Total|30|100| Table 1.1 presents the frequency distribution of the respondents in terms of their gender. Based on the result, twenty five (25) which comprises 83.33% of the respondents were female and five (5) or 16.67% of them were male. The result indicates that majority of the respondents were female. This makes the researcher to affirm the fact that female were more inclined in teaching profession than male. Table 1.2 Frequency Distribution Of the Respondents in terms of their Age Age Intervals |Frequency|Percentage| 17 y/o - 18 y/o |3|10| 19 y/o - 20 y/o |12|40| 21 y/o and above|15|50| Total|30|100| Table 1.2 presents the frequency distribution of the respondents in terms of their age. Based on the results, fifteen (15) of the Student assistants or 50% of them were 21 years old and above. There were twelve (12) of them or 40% of the students aged between 19 years old...
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...Performance Appraisal | 1 | 2 | 3 | 4 | 5 | 1. Establishes goals and objectives clearly and precisely | | | | | | 2. Describes the plan and material clearly | | | | | | 3. Encourages class/student participation | | | | | | 4. Uses classroom resources effectively | | | | | | 5. Maintains Professional appearance | | | | | | 6. Demonstrates Professional Demeanor | | | | | | 7. Responds to constructive criticism professionally and accordingly. | | | | | | 8. Manages Class Time – organized about time management, arrives to class on time, leaves time for student feedback, etc. | | | | | | 9. Provides constructive feedback – helps students understand mistakes and comments on returned assignments. | | | | | | 10. Enthusiastic about teaching and presenting the topic | | | | | | 11. Effective Communicator – speaks clearly and English is clear and comprehensible. | | | | | | 12. Approachable – Smiles and welcomes students, initiates discussion, invites questions. | | | | | | 13. Mastery of Subject – is able to clearly answer student’s questions and concerns. Demonstrates knowledge of the class topic and subject being taught. | | | | | | 14. Technologically Proficient – knowledge of basic computer use, in-class resources. | | | | | | 15. Engages in professional training/development | | | | | | 16. Collaborates with colleagues and head...
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...UTILIZAÇÃO DO INDICADOR DE EFICÁCIA GLOBAL DE EQUIPAMENTOS (OEE) NA GESTÃO DE MELHORIA CONTÍNUA DO SISTEMA DE MANUFATURA - UM ESTUDO DE CASO Ana Carolina Oliveira Santos (UNIFEI) ana_carolyna@yahoo.com.br Marcos José Santos (UNIFEI) magal.santos@yahoo.com.br Nos dias de hoje, com a economia globalizada e com a grande competitividade do mercado, as empresas de manufatura vem procurando se adequar cada vez mais às exigências dos clientes. Por esse motivo, a medição do sistema de manufatura vem see tornando cada vez mais essencial para a resolução de problemas e para a própria melhoria contínua desses sistemas de manufatura. Assim, sob este aspecto, faz-se necessário que as empresas brasileiras busquem melhorar continuamente a eficácia de seus equipamentos, identificando e eliminando as perdas e, conseqüentemente, reduzindo custos de fabricação. A eficácia global dos equipamentos é utilizada na metodologia TPM - Total Productive Maintenance, onde é proposto um indicador conhecido na literatura internacional como OEE - Overall Equipment Effetiveness. Este trabalho pretende discutir, através de um estudo de caso, como a eficácia global dos equipamentos pode auxiliar na melhoria contínua dos equipamentos e na eficiência de produção do sistema de manufatura. Palavras-chaves: TPM, OEE, Melhoria contínua 8 Y G E q Gr@ 8ri P i 8 Sr8v C X u S a ` GC D 8r E 8C q S i S D h E Y Q P d S a ` P Y C X G 8 U S Q 8 P H E C 8 @ 8 FAF hEY FAtsAtyBARptyxwS FeFAbc¥Fcts@ R¥FFApFFS Ag FfBeFcbBFVS...
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...Chapter 1 Overview of the 21st century workplace - Organizations must adapt to rapidly changing society > like in 2003 there was so wireless but now its changing now most of the business rely on wireless communication - Economy is global and driven by innovation and technology > you need new original ideas (innovative) High performing companies gain extraordinary results from people working for them Interdependent, knowledge based > Depend on each other as a part of organization Study question 1 what are the challenges of working in the new economy > intellcutual capital people are the ultimate foundations of orgzanitional performances intellcutual capital is the collective brain power or shared knowledge of a workforce that can be used to create value A knowledge worker adds to Globalization . National boundaries of world business have largely dissappeared . globalizations is the worldwide interdependence of resource flows,product markets and business competition that characterisitv that characterize the new company Technology . Continuing transformation of the modern workplace throughout > the internet (having social network websites to market product) > worldwide web (exchange of stocks) > computers > information technology .Increasing demand for the knowledge workers with the skills to fully utilize technology Diversity: >workforce diversity reflects differences with respect to gender , age, race, ethnicity, religion,sexual orientation...
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...are “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...
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...Chapter 2 SURVEY OF RELATED LITERATURE This chapter presents the factors affecting the performace of the students in relation to basic electronics. The chapter begins with a definition of basic electronics, followed by the findings of researches about the factors affecting the academic performance of the student. The research outcomes germane to the performance, attitudes, surroundings and the factors that affects the performace of the ECE sophomore in Basic Electronics. Basic electronics is a course offered by ECE students in their second year in college. According to NCCE (2008), the course is made of passage of electricity in gases and in evacuated tubes, induced electricity and their uses, cathode rays, positive rays and their properties, simple electronic devices, diodes properties, Oscilloscope T.V. tubes, band theory of solids LC, energy level diagrams for conductors, semi-conductors and insulators, doping, types of semiconductors: P-types and N-types, P-N junctions, rectifying property of a p-n junction, forward and reverse biasing, simple transistors and oscillator circuits. Others include n-p-and p-n, basic structures and terminologies and their applications, colour coding, Integrated circuits (ICS). We can consider that one of the factor that affects the student's performance is the difficulty of the subject/course. It is therefore a matter of concern to find out what else may affects the student 's performance. Many researchers has been discussed the...
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...Conclusion Executive Summary Nando's is a casual dining restaurant group originating from South Africa with a Portuguese theme. They are well known for their flame grilled peri peri chicken. Nando's has been running in Bangladesh since 2007. MGH Group brought Nando’s to Bangladesh in the late 2007, and they have been faring well ever since. All of the outlets in Bangladesh sell halal foods. Currently it is operated in the prominent locations of Dhaka and Chittagong. As a part of our Services Marketing coursework, we were assigned to evaluate the service delivery procedures of Nando’s Restaurants, Bangladesh. To do that we visited there several times and talked to the proper authority of Nando’s . We tried to evaluate their overall performace and figured out the gaps in between the customer expectation and the perceived service. The result showed that the customers and employees of Nando’s are satisfied, however they are not completely satisfied at all levels. There are some lacks in the overall performance which actually arises few gaps such as customer gap and few provider gaps. We also comprehended that the management can improve their overall performance through some improvement in their physical evidence, people. In order to improve their current performance and satisfy their customers at all levels we made some recommendations at the end of this report about how they can improve their performance in terms of physical evidence, people . We hope Nando’s overcomes these...
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...I would beleive that the word apple is spelled one way. But when you go to other countries the spelling changes because it is said in different words. Core Human Resource Functions" Please respond to the following: •Determine how you might reduce involuntary turnover if you were the top human resource manager. As a top human reasource manger I would reduce involuntary turnover by haveing the manager of each team send individauls with "poor job performace and/ or unethical behaviors" to a one week training where they get a second chance and motivation to do the best they can(Boone, 265). If the employee does well then they get to move to a differnt team where they get a fresh start or remain on the same team.The one week training allows employees to see a new start where they have the chance to succed again. If the employee does not do well then they will be terminated. •Recommend two ways to control compensation costs that do not decrease employee motivation or productivity. To control compensation cost that do not decrease employee motivation or productivity I would look into two methods. One would be to have monthly reviews of the team and give the team that proformed the best that month a day off. The second would be to give the team a LTE instead of a yearly bonus. The LTE would be 2/3 payment of the 1.5 years.This means that instead of getting a bonus every year you get a bonus every year and a half. The value of the bonus would be 2/3 of your yearly bonus(2/3...
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...CASE STUDY: STAFFING ❖ TIME CONTEXT ➢ IN THE YEAR OF 2008, DURING THE MONTH OF APRIL UP TO DECEMBER ❖ VIEWPOINT ➢ MR. JUAN CARLOS PANGAN , DEPARTMENT HEAD, THINKS THAT WE SHOULD FOCUS NOT JUST ON THE TECHNICAL WORK OF THE PEOPLE BUT OF COURSE IN HANDLING AND SUPERVISING THE EMPLOYEE, HE ALSO THINKS THAT, SUPERVISORS SHOULD UNDERGO ON RANDOM TRAINING AND SEMINARS TO BOOST THIER KNOWLEDGE AND ABILITY IN HANDLING DOWN PEOPLE. ❖ STATEMENT OF THE PROBLEM ➢ HOW CAN MR. PANGAN IMPROVES THE PERFORMANCE OF HIS SUPERVISORS AND HOW CAN HE UPLIFT THE RATE OF FAILURE IN SELECTING SUPERVISORS? ❖ OBJECTIVES ➢ S.R.O TO IMPROVE THE PERFORMACE OF HIS SUPERVISORS WITHIN 6-8 MONTHS AND WITHIN THAT PERIOD CRITERI MUST BE FOLLOWED ON SELECTING SUPERVISORS. ❖ AREAS OF CONSIDERATION ➢ THE CAUSE OF POOR PERFORMANCE OF MR. PANGAN’S SUPERVISORS IS THAT THEY CONCENTRATED ON A TECHNICAL WORK RATHER THAN SUPERVISING THE WORK OF THE PEOPLE THAT’S WHY THEY HAVE POOR RATE IN SELECTING SUPERVISORS BECAUSE MOST OF HIS SUPERVISORS DIDN’T KNOW HOW TO MANAGE THEMSELVES. ❖ A.C.A ➢ 1. UNDERGO TARINING AND SEMINARS (TEAM BUILDING) ADVANTAGES: THEY MIGHT BOOST THEIR KNOWLEDGE IN MANGAING AND HANDLING DOWN THEIR SUBORDINATES AND THEY MIGHT HAVE A GOOD WORKING REALATIONSHIP BETWEEN THIER SUBORDINATES. DISADVANTAGES: SUPERVISORS MIGHT BE LAZY TO GO TO THE VENUE BECAUSE IT MIGHT BE FAR FROM THEIR HOME AND...
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...Scope and delimitation This research study emphasis to the possible effect s of technology to the studying habits . as well as the performace of the selected students of Bagong Barrio National High School we conducted a survey through an interview to some students ramdomly selected who often use some technology such as IPOD,LOPTOP,CELLPHONE and COMPUTER this is to verify their stand point regarding the effect cause by technology to their performance in school and to obtain data that can be in this study. This study is no longer altercate the new innovation.Although this can be a source of information which can be adapted to profound and maximize the use of some technology. Study is focused on how technology effect the students of Bagong Bagong Barrio National High School compliance to the requirements of their study description and relevant action to determine how efficiently to use some technology ,the effect that the reseasrchers are either dreadful or valuable. CHAPTER II Definition of terms Technology is the making, modification, usage, and knowledge of tools, machines, techniques, crafts, systems, and methods of organization, in order to solve a problem, improve a pre-existing solution to a problem, achieve a goal, handle an applied input/output relation or perform a specific function. It can also refer to the collection of such tools, including machinery, modifications, arrangements and procedures Study Habits is a schedule in...
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...Notes for November 7, 2014 Bus Law Review on Sunday 1 pm Practice test and study guides √ out When performance is impossible * Objective impossibility -key person is incapacitated -subject matter is destroyed -change in law makes it illegal * Commercial impracticability Ex. Farmer, crop is destroyed, cant make delivery, so the court rules is that your perfom is discharge. * Frustration of purpose Ex. Hire you to teach marial arts.. I have an accident.. my first lesson is at the hospital.. not valid Hypo… Molly offers hand-made shirts for sale for… Damages To extinguish liability under a contract, a party must provide d. COMPLETE PERFORMACE “material breach” “Substantial performance”-> half of the work done Complete performance -> the work is complete Types of Damages Compensatory compensate injured party for what they have lost -what you were promised minus what you got -incidental damages ( postage) -sale of goods * What you paid and what you should have paid -sale of land * Difference between the contract price and market price Hypo Google contrats with Dell….. What is the proper amount of compensatory damages (400-375)=$25 ($25*100 computers )+($10 shipping cost*100 computers) “Compensatory” “Incidental” Construction Contracts * Breach before contract has begun -contractor can recover only profits he would have made * During -costs to date and profit * After -can recover...
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