...Brumfeld, Ronnie Evans Barksdale College Abstract Self-esteem is an individual's estimate of one's own self worth, the extent of individual views of good, competence, and decent. Within this activity paper we will discuss why self esteem is important, and why there are discrepancies between the actual self and the ideal self. This paper will discuss the theory of cognitive dissonance in regards to the self-evaluation theory, self-affirmation theory and the realization trap while defining the self-discrepancy theory. The need for high individual self-esteem may lead to irrational logic and individual actions against their own best interest as will be theoretically supported throughout this paper. Concluding that our teams position, will support the theory that individual competence may be inaccurate at times to maintain individual self-esteem. Self-esteem is defined as an individual’s estimate of his or hers own self-worth and the extent of individual views of what is good competent and decent. This activity paper will discuss the importance of self-esteem and explore any discrepancies between the actual self and the ideal self. The theory of cognitive dissonance as it relates to the self-evaluation theory, self-affirmation theory and the realization trap will be covered while also defining the self-discrepancy theory. This paper will theoretically support the concept of the need for high individual self-esteem and how it may lead to irrational logic and individual...
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...CS 507 Adv. Computer Architecture Home Assignment No. : 1 Due Date : March 12, 2014 Q. No. 1 (40) SPEC CPU2006 provides benchmark suites to evaluate CPU performance. CINT2006 lists the benchmark programs to evaluate performance of CPU for integer performance. It is desired that you evaluate comparative performance of the CPU of your laptop with that of your friends. You may select two or more programs from CINT2006 and execute them on your own machine and that of your friends either with or without any modification to programs selected by you. You need to measure user and system times for each program executed for machines used for comparison. You are required to submit a report containing configuration of m/c.s, CPU details, OS and compiler details, source listing of programs executed, details of modifications in programs, if any, and performance. In case you are not able to run programs from CINT2006, you may select appropriate toy benchmark programs. Q. No. 2 (20) Amdahl’s law states the law of diminishing returns. Demonstrate this though a graph between overall speedup and enhancement made. Q. No. 3 (20) Write a report providing growth of DRAM in terms of priceperformance in the current decade. Please do list sources from where you have collected your data. Q. No. 4 (20) We wish to evaluate core utilization of your laptop processor for a set of programs for different application. Programs may include matrix multiplication, counting of vowels, or displaying certain...
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...DOI: 10.1037//0022-0663.93.1.55 Academic Self-Efficacy and First-Year College Student Performance and Adjustment Martin M. Chemers, Li-tze Hu, and Ben F. Garcia University of California, Santa Cruz A longitudinal study of lst-year university student adjustment examined the effects of academic self-efficacy and optimism on students' academic performance, stress, health, and commitment to remain in school. Predictor variables (high school grade-point average, academic self-efficacy, and optimism) and moderator variables (academic expectations and self-perceived coping ability) were measured at the end of the first academic quarter and were related to classroom performance, personal adjustment, stress, and health, measured at the end of the school year. Academic self-efficacy and optimism were strongly related to performance and adjustment, both directly on academic performance and indirectly through expectations and coping perceptions (challenge-threat evaluations) on classroom performance, stress, health, and overall satisfaction and commitment to remain in school. Observed relationships corresponded closely to the hypothesized model. Change can be unsettling. The transition from high school to college can place significant demands on young adults (Tinto, 1982,1993). College life can be demanding and stressful for a new student (Noel, Levitz, & Saluri, 1985) and requires higher levels of independence, initiative, and self-regulation (Bryde & Milburn, 1990). It...
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...Objective 317.1.6-03-06 and 317.1.6-08-10 The manufacturing plant currently does not have a sound system of performance evaluation. The current system addresses the friendliness of the employee, the orderliness of the employee’s workspace, and the attitude of the employee towards others. The current performance evaluation does not address the needs of the employee by properly preparing the employee for the goals of the company. The employee has not been given or been informed of the standards of the company. Standards or goals, when issued upfront, enhance performance, motivate, and in turn serve as a basis to evaluate after a set period of time. Performance standards should be set for all bottom-line practices including quantity, quality, time used, and cost. An effective performance evaluation system is based on accurate performance standards that are easily defined, measured, and standardized for all employees. Behavioral evaluations are based on observable aspects of performance while trait evaluation involves personal judgment regarding characteristics of an employee related to performance. Some examples of trait appraisals would be initiative, leadership, and attitude. Behavioral evaluation is based on whether or not an employee is actively aware and proactive in developing procedures to improve the organization. It is also necessary to evaluate the specific job related criteria needed to perform the activity. In this case, the engineer is described as a...
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...Performance Appraisal Performance appraisal is concerned with determining how well employees are doing their jobs, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement. Performance appraisal, by providing a dynamic link to employee recruitment, selection, training and development, career planning, compensation and benefits, safety and health, and industrial relations, is a vital tool for strategy execution. It signals to managers and employees what is really important; it provides ways to measure what is important; it fixes accountability for behaviour and results; and it helps to improve performance. Finally, it’s necessary to defend the organisation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes and termination. Performance appraisal may be viewed as an overall measure of organisational effectiveness: organisational objectives are met through the effort of individual employees. If employee performance is improved, the organisation will lift its performance. However, it should be noted that some experts do not accept these assumptions. Performance appraisal typically involves measuring how well an individual employee is doing their job against a set of criteria, providing feedback and creating development plan. The performance process generates information that may be used for administrative purposes and/or developmental...
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...Self-Evaluation: Employees are sometimes asked to evaluate themselves. It seems logical that individuals would be the best judges of their own performance, particularly if supervisors cannot observe them on a regular basis. If employees are asked to evaluate themselves, they may respond by becoming more motivated and involved in the evaluation process. Self-ratings tend to show more leniency error than supervisor ratings, although halo errors are lower.32 Self-evaluation have become popular as a part of the management by objective process, when the superior and the subordinate jointly evaluate goal attainment. Self-evaluation seems most appropriate when it is used as an employee development tool rather than to make administrative decisions.32 It may also serve as an important input into a supervisory appraisal. An employee’s self-appraisal may provide important of which the superior was not aware. The supervisor can then factor this information into his performance ratings of the employee Peer Evaluation: Peer or co-worker evaluations are more stable over time, are better able to distinguish effort from performance, and focus more on task-relevant abilities. One study has concluded that peer ratings may be the most accurate evaluations of employee performance.32 Peer evaluations can be particularly useful when supervisors do not have the opportunity to observe an individual’s performance, but fellow employees do. Peers sometimes resist evaluating one another. An individual...
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...and Proposed Solutions The performance management cycle begins with objective setting where the appraisee ought to be oriented about performance expectations for the given performance period. Throughout the period, performance is measured officially through the performance appraisal exercise, where the appraiser is given the chance to give performance feedback through an interview. The performance management system is meaningfully linked to rewards based on outcomes or results. Following all these, modifications are implemented to objectives and activities, including the drafting of an individual development plan for closing competency gaps (Clark, 1998). Types of Performance Appraisal Systems Traditionally, employee performance has been evaluated solely by supervisors. Recently, however, organizations have realized that supervisors see only certain aspects of an employee’s behavior. For instance, a manager might see only 30% of his staff’s behavior; the rest is observed by customers, peers, and support staff in other parts of the organization. Furthermore, the staff might behave differently around her supervisor than around other people. Consequently, to obtain an accurate view of the staff’s performance, these other sources should provide feedback. The buzzword for using multiple sources to appraise performance is 360-degree feedback (Gruner, 1997). Sources of relevant information include supervisors, peers, subordinates, customers, and self-appraisal. According to Conway...
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...Journal of Managerial Psychology 11,6 50 Self performance appraisal vs direct-manager appraisal: A case of congruence Yehuda Baruch University of East Anglia, Norwich, UK and Visiting Research Fellow at the London Business School, London, UK The process of performance appraisal (PA) is of most importance in human resource management (HRM). In a broad sense, PA systems are used for two main purposes: as a source for information for management; and as a feedback instrument for individuals employed by the organization. In the first case, the applications of the use of PA serve a variety of management functions. These could be decision-making about promotions, training needs, salaries, etc. Payrelated PA is a growing facility in many organizations where it provides information which can help in making relevant decisions[1,2]. However, PA can be used for enhancing developmental processes of employees or as an evaluation instrument per se[3,4]. In the second case, where feedback is the main goal, the fundamental purpose is to provide the employee with information that will improve personal performance and effectiveness. Recently the second approach has gained more attention. Providing the employee with feedback is widely recognized as a crucial activity. Such feedback may encourage and enable self-development, and thus will be instrumental for the organization as a whole. Organizational effectiveness is enhanced through improvement in all the constituencies...
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...function at its highest level of performance. This essay will outline the general functions of the Food and Bar Management and Front Office Supervisor. It will focus on the performance management systems, discuss the advantage and disadvantage of two different job evaluations, compare and contrast compensation plans, and explain the importance of providing employee benefits plans. Each area is unique to this company and its success. Describe the general function of performance management systems. If your assigned company does not use a performance management system, would you recommend it use one? LISA Overall the success of our company in general is due to our commitment and dedication given to our employees. The company strives to ensure that every employee is given an equal opportunity, and it is our duty to embrace each employee to the fullness of their potential. The company accomplishes this task by the use of performance management systems. Performance management systems are used to sustaining and measuring an employee’s performance. These methods are the key to an organization success because an organization can assess individuals' performance and reward them appropriately. To do this successfully an organization needs to have a system that manages performance: not just for reward purposes but also to help establish what people should do to grow, and the skills they will require to achieve this (Edward Lawler, 2010). A successful performance management system includes...
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...Investment Performance Student: Nguyen Thi Lan Huong RA6997113 Advisor: Shao-Chi Chang Hao-Chieh Lin June, 2011 Acknowledgements It has been a valuable experience for me to work on this thesis. The completion of this research would not be able without the great help and support from my advisors, committee members and my family. So first of all, I would like to give my appreciation to Professor Shao-Chi Chang and Professor Hao-Chieh Lin, my respectable advisors, for their kind help and guidance throughout the entire period of writing this study. I would not be able to complete this research without their precious advice. Meanwhile, I would also appreciate Professor Yung-Ming Shiu’s encouragement and insightful comments on my proposal and final defense. I would like to also thank everyone at the Institute of International Management and Business Administration, National Cheng Kung University, who has contributed to the completion of this thesis. Finally, I would like to appreciate my family members, who have offered their constant support for my study here and thank them for be always by my side. Abstract Keywords: Personalities, Core self-evaluations, Extraversion, Herding behavior, Individual investors’ performance, Cognitive dissonance, Return, Satisfaction. This research examined the relationship among investor psychology, herding behavior and investment performance. Four hypotheses...
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...1.0 Introduction In this assignment, is to study Coca-Cola to evaluate the Coca-Cola with the Performance Management and Appraisal. First, this assignment write about the definition of the Performance Management and Appraisal, after that will explain methods of evaluation will not only cover traditional mended but also modern method, it will ensure this assignment will get a picture what the current environmental of the Coca-Cola Second, will introduction background of the organization which is Coca-Cola. Then will be describe how the organization related with the performance management and appraisal to their employee in its operations. After than that, will write a recommendation based on the limitation of the current operation, giving the better solution to help Coca-Cola for better operation. Conclusions based on all the collecting information. And what I have learned on this project. 2.0 Definition of Performance Appraisal The organization to achieve the goal of individual employees to achieve their goals, the degree of success is very important in determining the effectiveness of the organization. Therefore, how to meet their personal goals to assess the success of employees to be an important part of a human resource management. People are different, their abilities and aptitudes. These differences are natural, and cannot be given the same basic education and training to a large extent, they may even be eliminated. There will be some differences, even...
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...Performance appraisal systems and their impact on employee compensation. Daniel Schroder MBA 533 Human Resources Saint Leo University Professor Michael J. McCabe J. D. In any organization, employee compensation and benefits are a sizable percentage of the cost associated with running a business. Although most employees would consider themselves under paid, most companies would consider their employees as being fairly or even over compensated. The determination of employee compensation and benefits is often based on factors such a seniority, dependability, and quality and quantity of the work performed. The decision of which employees will receive higher compensation, and how much the increase will be is often determined by many factors. The overall profitability of the business, the individual productivity of the employee or department, a across the board cost of living increase, and often the factors are nothing more than the suggestions of a manager or the owner of the business. In many small businesses these simple systems for compensation determination may be fine, and individual needs of the employee may be just as big a determining factor as any other reason related to performance. In larger businesses it is important to design, implement, and maintain a performance appraisal system, as well as a system that compensates its employees based on the outcomes of the appraisal system. A well designed employee appraisal system should include an evaluation by the...
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...8 Performance Management and Appraisal Learning Outcomes After studying this chapter you should be able to: 8.1 8.2 8.3 8.4 8.5 8.6 8.7 8.8 8.9 8.10 8.11 Discuss the difference between performance management and performance appraisal Identify the necessary characteristics of accurate performance management tools List and briefly discuss the purposes for performance appraisals Identify and briefly discuss the options for “what” is evaluated in a performance appraisal Briefly discuss the commonly used performance measurement methods and forms Identify and briefly discuss available options for the rater/evaluator Briefly discuss the value and the drawbacks of a 360° evaluation Identify some of the common problems with the performance appraisal process Identify the major steps we can take to avoid problems with the appraisal process Briefly discuss the differences between evaluative performance reviews and developmental performance reviews Define the following terms: Performance management Performance appraisal Motivation Traits Behaviors Results Critical incidents method Management by Objectives (MBO) method Narrative method or form Graphic rating scale form Behaviorally Anchored Rating Scale (BARS) form Ranking method 360° evaluation Bias Stereotyping Electronic Performance Monitoring (EPM) Chapter 8 Outline Performance Management Systems Performance Management Versus Performance Appraisal The Performance Appraisal Process Accurate Performance Measures Why Do We Conduct...
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...Performance Appraisals Part I: Importance of Performance Appraisals Defining Performance Appraisals Performance appraisals serve to measure how an employee performs against the standards established by the company. Performance appraisals evaluate an employee’s current or past performance and compare them to his or her performance standards. For an appraisal process to be efficient, should include setting work standards, evaluating the employee’s actual performance and comparing it to the set standards, providing timely feedback to the employee in hopes that performance deficiencies are corrected, improve, or continue above expectations. Performance appraisals can sometimes be perceived as a nightmare and a waste time for supervisors and employees, as well. Sadly, performance appraisals are rarely perceived as management tools as for many corporations employees appraisals are nothing more than annual appointments to determine salary increases. However, when considering the actual objectives of a performance appraisal one can realize that it leads to beneficial consequences that relate to pay awards, potential talent identification, and widens organizational employees’ development perspectives. In addition, a performance appraisal provides that particular working occupation-persons match and mismatch is identified by looking into the actual and potential problem areas. In simpler terms, performance appraisals should be regarded as a management tool that serves to strength...
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...STRATEGIC HRM ADVICE Introduction of the HR-scorecard The use of the scorecard requires full top management support, for example through general meetings with the CEO of HR-director declaring the importance of the scorecard. Worldwide in big organizations this usually will be done in a quarterly or annual performance review. An IT-operating infrastructure is required for measuring, monitoring and evaluating the different aspects of HR and business measurement. The implementation of an information management system (MIS) will be the basis for such an infrastructure. The involvement of all relevant actors (line management, employees and HR staff) is important to make it work. Involvement includes participation in the design of the scorecard. A clear responsibility structure is necessary with regard to who is doing what, who is in charge of the different aspects of measuring and monitoring/evaluation. For example: line managers might be in charge of monitoring the performance of their staff. Priorities must be set and HR interventions determined (training, performance fees, career development). Build your own HRM scorecard step by step Step 1: Organizations business goals The goal of Spaans in Brazil is to deliver Super Service, eco friendly furniture with renewable natural materials against a good price/quality ratio to the customers. With a strong focus on attention for customers, Spaans wants to build long term relationships. That’s why the company is now focusing...
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