Pupils at Elementary School and Their Behavior Essay

Elementary school was formerly the name given to publicly funded schools in Great Britain[citation needed] which provided a basic standard of education for working class children aged from five to 14, the school leaving age at the time. They were also known as industrial schools. Elementary schools were set up to enable working class children to receive manual training and elementary instruction. They provided a restricted curriculum with the emphasis on reading, writingand arithmetic (the three Rs). The schools operated on a ‘monitorial’ system, whereby one teacher supervised a large class with the assistance of a team of monitors, who were quite often older pupils. Elementary school teachers were paid by results. Their pupils were expected to achieve precise standards in reading, writing and arithmetic such as reading a short paragraph in a newspaper, writing from dictation, and working out sums and fractions.[2] Before 1944 around 80 percent of the school population attended elementary schools through to the age of 14. The remainder transferred either to secondary school or junior technical school at age 11. The school system was changed with the introduction of the Education Act 1944. Education was restructured into three progressive stages which were known as primary education,secondary education and further education.[3] In the UK, schools providing primary education are now known as primary schools. They generally cater for children aged from four to eleven (Reception to Year Six or in Northern Ireland and Scotland P1 to P7). Primary schools are often subdivided into infant schools for children from four to seven and junior schools for ages seven to 11. In the (diminishing) minority of areas where there is a â€Å"three-tier† system, children go to lower school or â€Å"first school† until about 9, then middle school until about 13, then upper school; in these places, the term â€Å"primary school† is not usually used. United States Main article: Education in the United States Elementary school in Kentucky, 1946 In the United States, authority to regulate education resides constitutionally with the individual states. The direct authority of the U.S. Congress and the federal U.S. Department of Education is essentially limited to regulation and enforcement of federal constitutional rights. Great indirect authority is exercised through federal funding of national programs and block grants; but there is no obligation upon any state to accept these funds, and the U.S. government otherwise may propose but not enforce national goals, objectives and standards, which generally lie beyond its jurisdiction. Nevertheless, education has had a relatively consistent evolution throughout the United States. All states have historically made a distinction between two genres of K-12 education and three genres of K-12 school. The genres of education are primary and secondary; and the genres of school are elementary school, middle or junior high school, and high school (historically, â€Å"senior† high school to distinguish it from the junior school). Primary education (or â€Å"primary school† meaning â€Å"primary education†) still tends to focus on basic academic learning and socialization skills, introducing children to the broad range of knowledge, skill and behavioral adjustment they need to succeed in life – and, particularly, in secondary school. Secondary education or secondary school has always focused on preparing adolescents for higher education or/and for careers in industries, trades or professions that do not require an academic degree. The elementary school has always been the main point of delivery for primary education; and the (senior) high school has always been the focal point ofsecondary education. Originally, elementary school was synonymous with primary e ducation, taking children from kindergarten through grade 8; and secondary school was entirely coextensive with the high school grades 9 – 12. This system was the norm in America until the years following World War I, because most children in most parts of what was then the mostly rural United States could go no further than Grade 8. Even when the high schools were available, they were often not accessible. As the population grew and became increasingly urban and suburban instead of rural, the one-room schoolhouse gave way to the multi-room schoolhouse, which became multiple schools. This produced the third genre of school – the junior high school – which was designed to provide transitional preparation from primary school to secondary school, thus serving as a bridge between the elementary school and the high school. Elementary schools typically operated grades Kindergarten through 6; the junior high school, often housed in the same building as the senior high school, then covered grades 7 through 9; and the senior high school operated grades 10 through 12. At the same time, grade 9 marked the beginning of high school for the purpose of GPA calculation. It was typical during this period for state departments of education to certify (in California, â€Å"credential†) teachers to work in either primary or secondary education. A Primary School Certificate qualified the holder to teach any subject in grades K through 8, and his/her major and minor subjects in grade 9. A Secondary School Certificate qualified the holder to teach any subject in grades 7 and 8, and his/her major and minor subjects in grades 9 through 12. Certain subjects, such as music, art, physical, and special education were or could be conferred as K through 12 Teaching Certificates. By the late 1960s, the lines of transition between primary and secondary education began to blur, and the junior high school started to get replaced by the middle school. This change typically saw reassignment of grade 9 to the (senior) high school, with grade 6 reassigned to the middle school with grades 7 and 8. Subsequent decades in many states have also seen the realignment of teacher certification, with grade 6 frequently now included on the secondary teaching certificate. Thus, whereas 20th-century American education began with the elementary school finishing at grade 8, the 21st century begins with the American elementary school finishing at grade 5 in many jurisdictions. Nevertheless, the older systems do persist in many jurisdictions. While they are in the minority today, there are still school districts which, instead of adopting the â€Å"middle school†, still distinguish between junior and senior high schools. Thus, high schools can be either 9-12, which is most common, or 10-12.

Inaccessibility: Fiction and Miller

Inaccessibility Brook Thomas in his essay Preserving and Keeping Order by Killing Time in Heart of Darkness extends J. Hills Miller’s â€Å"unveiling† (Miller 220) of Conrad’s narrative. Miller’s essay Heart of Darkness Revisited demonstrates how Heart of Darkness â€Å"belongs to the genre of the parabolic apocalypse† (Miller 217). Thomas responds to Miller’s unveiling â€Å"a lack of decisive unveiling in Heart of darkness† (Miller 220) by reading â€Å"historically the narrative that Conrad weaves† (Thomas 239) so that we might be able â€Å"to come closer to a truth† (Thomas 239).Thomas presents the possibilities of decisive unveiling, which Miller claims, Heart of Darkness lacks. Miller’s questions what makes Heart of Darkness an apocalyptic parable? Subsequently Miller analyzes Conrad’s narrative â€Å"in light of these generic classifications† (Miller 207). Thomas is cautious in interpreting Co nrad’s narrative and questions the possibility of being able to glimpse into an essential truth by placing the text in historical context.Thomas quotes Miller, to synthesise â€Å"Conrad’s fiction in the context of the history of ideas† (Thomas 242), and later on takes up Miller’s suggestion in the evaluation of The Nigger of the â€Å"Narcissus† by Conrad to demonstrate that there can be â€Å"decisive unveiling† (Miller 220). Although Thomas does not mention Miller’s essay Heart of Darkness Revisited he quotes Miller’s The Disappearance of God and Poets of Reality. In addition to Thomas quoting Miller, both critiques adopt similar approaches in their essays.One of the first passage they quote from Heart of Darkness is Marlow informing us â€Å"the meaning of an episode was not inside like a kernel but outside, enveloping the tale which brought it out only as a glow brings out a haze, in the likeness of one of these misty hal os that sometimes are made visible by the spectral illumination of moonshine† (Heart of Darkness p. 20) both critiques examine Conrad’s writing and his purpose of writing.Miller’s analysis is that Conrad presents to us the description of â€Å"two kinds of stories: simple tales and parables† (Miller 208) and that Marlow’s stories â€Å"like the meaning of a parable- is outside, not in† (Miller 208) and goes on to say that the parable is inaccessible. Thomas quotes this passage to agree with Miller that â€Å"there is no guarantee that we will penetrate to the essential truth† (Thomas 239) at the same time suggest the possibility to glimpse truth â€Å"if we read historically the narrative that Conrad weaves† (Thomas 239).I am convinced that Thomas complicates Millers argument. Miller quotes Marx to define a parable like â€Å"the use of real life condition to express another reality or truth not otherwise expressible† he then compares the parable used from the Bible to demonstrate how Conrad’s fiction functions as a parable. Miller proves Heart of Darkness to be a parabolic apocalypse.In reference to the earlier passage from Heart of Darkness of the haze, Miller compares the image of the haze and illumination Conrad creates, with the â€Å"case of Jesus’ parable of the sower† (Miller 210) as Conrad uses â€Å"realistic and almost universally known facts as the means of expressing indirectly another truth less visible† (Miller 210). Miller further explains that Conrad’s parable becomes not just a way to examine Marlow’s story, consequently to examine Conrad’s narrative itself.Miller quotes Wallace Stevens that â€Å"there is no such thing as a metaphor of a metaphor† and moves on to use the Bible and Conrad’s The Nigger if the â€Å"Narcissus† to demonstrate inaccessibility of Heart of Darkness. Using the parable of the sower Mille r explains: â€Å"If you understand the parable you do not need it. If you need it you cannot possibly understand it† (Miller 210). Likewise Heart of Darkness based on the facts of History and Conrad’s life is used to express â€Å"the evasive and elusive truth underlying both historical and personal experience† (Miller 210) being a parable would fail to illuminate one who does not see the darkness.Miller picks out the passage of Marlow’s narration of life sensation and the impossibility of communicating life sensation sets it against the image of the halo in the mist to show us that Heart of Darkness â€Å"is a revelation of the impossibility of revelation† (Miller 212). The Nigger of the â€Å"Narcisusus† is used by both critiques to examine Conrad’s purpose of writing but interpretations of both critiques differ. They both quote similar passage of Conrad proclaiming his attempt to make his readers see and â€Å"that glimpse of tru th for which you have forgotten to ask†.Miller picks out the â€Å"double paradox† of seeing darkness in terms of light and the two sense of see one as physical vision and second the unveiling the invisible truth. Like the parable of the sower Miller states the Heart of Darkness does not accomplish in makes the reader glimpse truth. This analysis differs from Thomas analysis of the same quotation from The Nigger of the â€Å"Narcisusus†. Firstly Thomas uses this quotation to synthesis Conrad’s narrative and history, that Conrad re-envisions the way ineteenth-century historians that to â€Å"discover truth we had forgotten was to reconstruct it historically† (Thomas 248) linking the reading of the narrative with historical context. Secondly Thomas quotes The Nigger of the â€Å"Narcisusus† where â€Å"Conrad explicitly compares his work as an artist to the work of civilization† (Thomas 254) here Thomas links reading Heart of Darkness fo r the Conrad’s writing and focus on work. While Miller narrows the reading of Heart of Darkness and the inaccessibility of the narrative, Thomas points various ways to allow the narrative to be accessible.Miller examines the similarity between a parable and apocalypse genre through the notion that both â€Å"is an act of unveiling† (Miller 207). Again Miller uses the Bible to demonstrate how Heart of Darkness follows the genre of the apocalypse. Miller compares Conrad’s narrative structure of how the â€Å"reader of Heart of Darkness learns through the relation of the primary narrator, who learned through Marlow, who learned through Kurtz† (Miller 214) to â€Å"the book of Revaltion, God speaks through Jesus, who speaks through a messenger angle, who speaks through John of Patmos, who speaks to us† (Miller 214).This speaking through one next farther is what characterizers Heart of Darkness as the genre of the apocalypse. Miller synthesis of Heart o f Darkness as a parabolic apocalypse is what leads to his conclusion to the lack of decisive unveiling in the novel. The â€Å"ventriloquism† (Miller 214) of having a voice behind a voice and deprives the novel a voice of authority. Miller proves how the novel fits in the generic classification and identify the writing of Conrad to unveil as deeper truth but points out that the problems of the parable and apocalypse in making the Heart of Darkness inaccessible.Thomas acknowledges this inaccessibility but presents us with possible accessible reading through the synthesises he suggests. Thomas quotes Conrad’s Notes on Life and Letters and follows through Conrad’s stand that â€Å"fiction is history† and by placing Heart of Darkness in the context of history we can attempt to glimpse a truth. Thomas presents that Conrad weaves a story that â€Å"that proves to be truer that history† (Thomas 242). Thomas introduces British modernist novelist James Joyc e, D.H Lawrence, Virginia Woolf and E. M. Foster linking them with the â€Å"Jacques Lacan’s revision of Hegel† (Thomas 243) and some recent critiques concept of â€Å"the other†. By using the modern novelist to illustrate encounter between east and west Thomas synthesises Heart of Darkness as an encounter of Europe’s another with the other within itself. Thomas goes on to demystify the Eurocentric history and draws on modern thinkers Friedrich Nietzsche for poststructuralist thought and Sigmund Freud for psychoanalysis.Thomas states â€Å"for critics like Miller trying to cope with the loss of confidence in the Eurocentric view that is dramatized by Conrad’s narrative† (Thomas 244) but Thomas asserts that Conrad’s narrative help identify the condition for poststructuralist thought. And Freud as Thomas states â€Å"Conrad’s narrative [of] Africa eludes all attempts of the Western mind-especially a male mind – to underst and it†. However Thomas points out the problem of simply accepting this reading denying the encounter with â€Å"the other† the non – European, if it is reduced to a function of understanding Europe.Thomas goes back to close read and from the novel and looks at The Nigger of the â€Å"Narcisusus† to examine Conrad’s purpose. How Thomas moves beyond Miller in his analysis is by examining the â€Å"breaks and gaps† (Thomas 251) within the narrative. Miller almost alludes to the encounter of the other within Europe â€Å" the end of the Western civilization, or of Western imperialism, the reversal of idealism into savagery† (Miller 218) but goes on to show that the ironies in Marlow’s narrative is impossible to read with a clear meaning.Miller begins with Marx by using his definition of parable conversely Thomas ends with Marx in examining work and how it is â€Å"work, then, that constructs the lie of civilization† (Thomas 255). Thomas refers back to Conrad’s The Nigger of the â€Å"Narcisusus† examines a passage and draws Miller into the discussion pointing to the task of the writer to be a workman of art to provide a glimpse of truth to the man caught in labour. Work then links with Conrad’s narrative and the breaks and gaps from which Thomas suggests to draw a definitive unveiling.Thomas ends with a more radical envisioning one which allows â€Å"the other† to be represented not one suppressed in an understanding of Europe while Miller ends that his analysis of the novel has made his a witness pushing the truth further away as he adds on to the voices. As compelling as Miller’s close reading and comparison with the Bible, Thomas's extension of Miller’s discussions makes Thomas argument more convincing as he presents an additional step of not just looking into Conrad’s narrative but also the breaks in it.Reference Miller, J. Hillis. â€Å"Heart of Da rkness Revisited. † In Conrad Revisited: Essays for the Eighties, edited by Ross C. Murfin, pp. 31-50. University: The University of Alabama Press, 1985. Thomas, Brook â€Å"Preserving and Keeping Order by Killing Time in Heart of Darkness. † In Conrad Revisited: Essays for the Eighties, edited by Ross C. Murfin, pp. 31-50. University: The University of Alabama Press, 1985.

Performance Management

2. 1. 1. Literature survey and details on Performance management The central part of Performance management is rating employee’s performance as synergy. Performance management is the process through which managers ensure that employee’s activities and outputs contribute to the organization’s goals [1]. The main requirements of the process are to know what activities and output is desired, to observe whether they occur, and to provide feedback to help employees meet expectations. While taking feedback from different sources, managers and employees identify performance problems and try to resolve those problems. It provides an opportunity for the employee and performance manager to develop goals and jointly create a plan for achieving those goals. Development plans contributes to organizational goals and the professional growth of the employee. Performance Management being the most critical area of human resource management, the department relies on evaluation results in determining the soundness of much developmental decision, which have direct impact on the business surplus. The Process of Performance Management Figure 2. 1 Process of Performance Management [2] Purpose of Performance Management [2] 1. Strategic purposes – To achieve the business objective of an organization, effective performance management plays a vital role. Performance management does this help by linking employee’s behaviour with the organizational goals. It starts defining what the organization expects from each employee and at the same time it measures the performance of each employee’s to identify either the expectations are met or not. Depending upon performance measurement, the organization can take corrective action such as training, incentives or discipline. Performance management can achieve strategic purposes on the following condition. * When performance measurements are truly linked with the organizational goals. * When the goals and feedback about performance are communicated to the employees. 2. Administrative purpose – It is the way where organization uses the system to provide information for day to day decisions about salary, benefits and recognition programs. Decision making related to employee retention, termination for poor behaviour, hiring and layoffs are supported by erformance management. As the administrative decisions are supported by performance management, the information in performance appraisal can have a great impact on the future of individual employees. 3. Development purpose – It serves as basis for developing the employee’s knowledge and skills. When the employee’s met expectations they become more valuable. Employees get aware of their strength, weakness and areas of improvement by feedback of effective performance management. Tools of performance management [3] . Performance and development reviews 2. Learning and development 3. Coaching. 4. Objectives and Performance Standards 5. Competency and competencies 6. Measurement Pay 7. Team based work 8. 360 degree appraisal 9. Performance problem solving Criteria for effective performance management [1] Figure 2. 2 criteria for effective performance management [1] The aim of the performance management should be achieving employee behaviour and attitude which supports the organization goals, strategy, and culture. If the organization strategy changes the human resource personnel should help the managers assess how the performance management system should change to serve the new strategies. Example: – If a company emphasizes customer service, then its performance management system should define the kinds of behaviour that contribute to good customer service. Focus of Performance management [2] 1. Performance improvement 2. Employee development 3. Satisfying the needs and expectations of stakeholders 4. Communication and involvement Conclusion In today's management scenario Performance appraisals have become a tool of much importance. With the help of objective and fair HR practices, Performance management can prove to be the best. The outputs of which could be used for Organization development rather than for mere employee efficiency improvement. If challenged casual and subjective appraisals will not be able to stand the test of fairness and legality. Firms are thus being forced to emphasize a participative but joint management by objectives followed by a participative, joint-periodic appraisal, to bring more clarity into the system. Performance Management 2. 1. 1. Literature survey and details on Performance management The central part of Performance management is rating employee’s performance as synergy. Performance management is the process through which managers ensure that employee’s activities and outputs contribute to the organization’s goals [1]. The main requirements of the process are to know what activities and output is desired, to observe whether they occur, and to provide feedback to help employees meet expectations. While taking feedback from different sources, managers and employees identify performance problems and try to resolve those problems. It provides an opportunity for the employee and performance manager to develop goals and jointly create a plan for achieving those goals. Development plans contributes to organizational goals and the professional growth of the employee. Performance Management being the most critical area of human resource management, the department relies on evaluation results in determining the soundness of much developmental decision, which have direct impact on the business surplus. The Process of Performance Management Figure 2. 1 Process of Performance Management [2] Purpose of Performance Management [2] 1. Strategic purposes – To achieve the business objective of an organization, effective performance management plays a vital role. Performance management does this help by linking employee’s behaviour with the organizational goals. It starts defining what the organization expects from each employee and at the same time it measures the performance of each employee’s to identify either the expectations are met or not. Depending upon performance measurement, the organization can take corrective action such as training, incentives or discipline. Performance management can achieve strategic purposes on the following condition. * When performance measurements are truly linked with the organizational goals. * When the goals and feedback about performance are communicated to the employees. 2. Administrative purpose – It is the way where organization uses the system to provide information for day to day decisions about salary, benefits and recognition programs. Decision making related to employee retention, termination for poor behaviour, hiring and layoffs are supported by erformance management. As the administrative decisions are supported by performance management, the information in performance appraisal can have a great impact on the future of individual employees. 3. Development purpose – It serves as basis for developing the employee’s knowledge and skills. When the employee’s met expectations they become more valuable. Employees get aware of their strength, weakness and areas of improvement by feedback of effective performance management. Tools of performance management [3] . Performance and development reviews 2. Learning and development 3. Coaching. 4. Objectives and Performance Standards 5. Competency and competencies 6. Measurement Pay 7. Team based work 8. 360 degree appraisal 9. Performance problem solving Criteria for effective performance management [1] Figure 2. 2 criteria for effective performance management [1] The aim of the performance management should be achieving employee behaviour and attitude which supports the organization goals, strategy, and culture. If the organization strategy changes the human resource personnel should help the managers assess how the performance management system should change to serve the new strategies. Example: – If a company emphasizes customer service, then its performance management system should define the kinds of behaviour that contribute to good customer service. Focus of Performance management [2] 1. Performance improvement 2. Employee development 3. Satisfying the needs and expectations of stakeholders 4. Communication and involvement Conclusion In today's management scenario Performance appraisals have become a tool of much importance. With the help of objective and fair HR practices, Performance management can prove to be the best. The outputs of which could be used for Organization development rather than for mere employee efficiency improvement. If challenged casual and subjective appraisals will not be able to stand the test of fairness and legality. Firms are thus being forced to emphasize a participative but joint management by objectives followed by a participative, joint-periodic appraisal, to bring more clarity into the system. Performance Management Every organisation aspiring to achieve success by extending its wings from the mother country to a host country has to put into consideration certain pertinent issues that govern assimilation of the organizational culture into the existing political and socio-economic structures of the host country. The fundamental is an organisation aspiring to put up a new site in a foreign country, that is, China. Based on the survey and group discussion findings, the Managing Director seems to make assumptions that can dearly cost the organisation its success. For instance based on issues to do with the organizational background, the Managing Director has to put into keen consideration issues like the differences between China and the UK in terms of political structures, socio-cultural and economic issues, geographical advantage among others. For example every country has a political structure that differs from others in a way though by some aspects there could be some similarities. Another issue is the socio-economic structures which work together with the political system of a country. A country with capitalistic principles is totally different from a country whose system embraces communism. An organisation from a capitalistic country (with a capitalistic orientation) will find problems operation in a host country that embraces communism. This is because it has to source for manpower from the country and the success of an organisation is majorly determined by the dedication of the personnel or manpower. Therefore the Managing Director is expected to put into consideration these factors. Maybe to ensure progression of the organisation culture and way of operation, certain key positions have to be occupied by experts from the mother organisations to aid steer the branch into prosperity. The geographical location of an organisation is crucial in determining its success. This will be taken to refer to advantage or benefits it reaps by being close to other powerful economies or near an extensive market which would ensure obvious success. This might not be a serious issues since fundamental in UK wound reap similar benefits as fundamental China because both offers good market. However, issues to do with purchasing power, tastes and preferences and also cultural issues that determine whether the immediate population will accept the products offered or not should be considered. Other issues have to do with the quality of manpower in China compared to UK since it would be cheaper to work with local manpower than imported expertise. This is due to effects cost of production which might affect the profitability of the organizational operations. About the survey carried out and the group discussions held I would say that this was a smart move to seek to understand crucial issues concerning activities in the organisation, attitudes and perceptions of the personnel. Picking on the findings I would say that the parameters used were the most appropriate. They touched most of the crucial issues concerning the relationship between the management and the employees. Thorough, investigation would be required to ascertain the claims posed by the employees. On technology the managements should ensure utilization of modern technology to better productivity rather than surveillance and monitoring and manipulation of employee activities in the firm to the advantage of the management and at the expense of employee convenience and satisfaction. This would boost trust and help cultivate a culture of hard work, efficiency and effectiveness at work. On health, any screening or medical tests should be designed in a way to erase the already conceived idea of discrimination. It should be done in a way that will convince the employees that it is for further privileges in health care facilities offered by the organisation. If no health care service or privileges are offered the organisation will lack a way of convincing its employees. On morale, as much as the company appeals for unity it should cultivate the same by making the employees feel part of the organisation. A situation whereby the management is detached from the rest of the organisation the senior personnel enjoys privileges and opportunities that the juniors and other employees do not, staff morale is expected to be low. All programmes should be aimed at motivating the employees to work and hard since they feel part of the system. Too much bureaucracy would temper with proper running of the organisation’s productive processes. On communication, there should be constant contact between the management and the employees. As cited earlier too much bureaucracy stagnates processes. The employee would be bored and demoralized if all the time they have to communicate their views, they have to pass through a long process and through intimidating situations. The senior management is supposed to keep moving around not exactly to monitor operations but to create a friendly atmosphere between the management and the employees. Cultural change in an organisation is only achieved by ensuring structures are put up to achieve the set goals. The management should feel socially responsible to the employees. The goals set should be achievable and the organisation should provide an enabling environment to help the employees achieve the set objective. The manner in which this survey was conducted was proper for problem solving and ensuring changes in the culture of the organisation. An organisation grows and for it to attain progress in its growth it has to employ proper strategies in role administration. Proper communication, good leadership and organizational skills boost the morale of the employees a great deal. Good leadership and utilization of proper channels of communication ensures enhancement of self-confidence among the employees. Think of a situation whereby employees are viewed as desperate people who have no choice other than to keep on working there. The managers use intimidating language and they keep commandeering the employees every now and then. There is not direct contact between the juniors and the seniors. This makes the employees shrink back, never express their views and opinions and that would be a looming disaster in the organisation. At times it even leads to strikes or go slows. Lack of accountability by the management is another indicator of poor organisation leadership. Transparency and accountability are leadership skills, every manager must have. Employees are grown ups and they should always be let to know why things happen the way they do in the organisation. They should be kept aware of the progress or problems and challenges experienced by the organisation. Still on leadership the employees should be encouraged to exploit their full potential. Means should be provided for self exploitation and the organisation should encourage the employees to be committed to their work. Patriotism, commitment and loyalty to the organisation will not be brought about by a whip, rather it will be a product of good governance in the organisation. Staff or employee motivation is the ultimate goal that can be achieved by an organisation. When proper communication is done and other good leadership skills are inculcated in the management circles, then morale will be boosted among employees of the organisation and a motivated labour force can make tremendous achievements. The benefits an organisation can derive from good governance and proper communication include a committed labour force. Employees will have their minds geared on achieving organizational goals. Secondly the organisation will not have to replace employees when they run away from the organisation. It will also not incur more cost in training new employees or staffs. Employees will not absent themselves on flimsy grounds just to get off the boring place and employees will not suffer from stress related complications due to working under tight conditions. Morale will be boosted and everyone will feel obligated to ensure the success of the organisation. The employees are also likely to unleash their full potentials leading to high creativity and innovativeness and therefore the organisation will incur low costs of acquiring expertise from outside. This ensures also quality production and all these combined will reduce the cost of production and boost profits. This creates a culture that is value based, organizational ethics are adhered to and conflicts are minimized. Generally, this enhances unity of purpose and all the employees are geared towards achieving a common objective. If the management considers this, it prevents a looming management disaster. No organisation can progress without putting these factors into consideration. Fundamental should undertake expansion programmes by cultivating such a spirit. It does not matter what socio-economic set up employees come from; all human beings work efficiently and effectively where managers of work are realistic and reasonable. A work force that embarks on stress management cannot ensure progress in an organisation. Every organisation has a culture. Organizational culture has much to do with the values held dear by the organisation, the attitudes of both the management and the employees and the general behaviour of the workers in the organisation which is a manifestation of the values upheld and embraced by the organisation. Let us dissect this issue of organizational behaviour. Behaviour is shaped among other things by motivation. A motivated work force feels proud of their work places and the organisation. They will report to work early and they will have a reason to buy a couple of minutes in the organisation later after day’s period of work elapses. They keep talking about the organisation and would love to be associated with it. Behaviour is also influenced by work performance. An organisation that has hit the headlines for its performance makes the employees feel proud of it. Even other companies envy it to cross over to it by offering better remunerations. An organisation that offers equal opportunities and allows juniors to enjoy privileges enjoyed by the seniors will have employees who are motivated, proud and committed. A well motivated work force exhibits good group dynamics. An organisation has different operations and departments. Each section works as a group and all the sections work as one achieving great heights. Behaviour is a product of the culture of an organisation. Culture in an organisation is developed through strategies. This involves unity of purpose, team work, problem solving, creativity and innovation, profit maximization, accountability among other things. An organisation with a good culture ensures first of all team work spirit is inherent in its structures. This most assuredly enhances quality, effectiveness and efficient productive processes, better human resource development and allocation of resources which boosts its publicity. Team spirit also ensures that the work force is receptive to other better ideas. New issues keeps emerging in trade circles and a non-receptive labour force would cause a serious failure in productive processes of an organisation. A culture that is aimed at problem solving one of the best fault finding, pointing accusing fingers at people only results to more chaos. Man is to error though it should not be deliberate. But whenever a problem arises among the employees or if at all differences arise between management and the employees it should be tackled in a manner that it would result to a settlement of the dispute. I would recommend the Fundamental for working towards this end. A good culture also ensures an integrated and collaborative training and learning. This imparts similar skills at all levels and ensures effectiveness and efficiency at all levels. Opportunities should always be equitably distributed and on merit so that employees are also encouraged to their best. Of great importance is development of communication systems within the organisation and between the organisation and the outside which is the society. An organisation publicizes itself by ensuring proper flow of information. This is besides quality products and proper waste disposal. Though our main interest is human resource development all these issues come in to determine organizational performance. There are myriad of ethical issues concerning firms or organisations. However, we will embark on ethical issues concerning human resource management. Failure of an organisation to ensure ethical working conditions could definitely lead to failure of organisation to achieve its goals. For instance work force that is forced to work in risky areas and in pathetic conditions will not deliver. For instance it is unethical to put workers in a section of production where machines produce a lot of noise and you fail to provide ear masks. It is also unethical to put worker in unhygienic conditions. Working environment should ensure safety and high health conditions. Remuneration should be properly done. It is unhealthy to seek certain favours as a manager inorder to promote or offer certain privileges. It is also unethical to force someone to compromise their cultural and religious values. All employees manhandling juniors by management and general failure by management to communicate effectively to the juniors is unethical. It is worth noting that loopsided decision making is not in accordance to the corporate or business’s code of ethics. All organisations should ensure that ethical issues are adequately addressed to ensure organisational’s success. Performance Management CMIChartered Management Institute Diploma in Management and Leadership UNIT S8003 – Performance Management Julie RowcliffeNovember 2012 Task 1 A. C. 1. 1 Explain the links between Individual, team and organisational objectives A. C. 1. 2 Identify the selection of and agree individual and team objectives A. C. 1. 3 Identify and agree areas of individual and team responsibility in achieving objectives Introduction Edinburgh College is going through major change at the moment with the merger of 3 Edinburgh College’s coming together.Our new principal is in place and is currently setting the new management structure and organisational objectives for the next 5 years. Edinburgh College must find alternative ways of securing income due to huge cuts made from the Funding Council. The Government has made a commitment to provide 25000 apprenticeships throughout Scotland for 16 – 24 years old but predominantly 16 – 19 year olds. There is a huge pressure from the Gove rnment for College’s to engage in these programmes which will in turn bring new funded money into the college which will soften the shortfall from the Funding Council.Using the 7 stages based on â€Å"Plan-Do-See† (hand out from Annette) I will discuss and identify Task 1 1. 1 Check Vision 1. 2 Establish Vision 1. 3 Check Vision 1. 4 Establish Vision 5. 1 Self Appraisal 5. 2 Performance appraisal 5. 3 Confirm appraisal results 5. 1 Self Appraisal 5. 2 Performance appraisal 5. 3 Confirm appraisal results 2. 1 Draw up preliminary strategic objectives 2. Create strategy map 2. 1 Draw up preliminary strategic objectives 2. 2 Create strategy map 4. 1 Check Progress 4. 2 Find ways for improvement 4. 1 Check Progress 4. 2 Find ways for improvement 3. 1 Specify Performance Indicators 3. 2 Set Weight 3. 3 Specify and distribute initiatives 3. Agree on performance goals 3. 1 Specify Performance Indicators 3. 2 Set Weight 3. 3 Specify and distribute initiatives 3. 4 Agree on pe rformance goals Job analysis Job analysis Job appraisal Job appraisal Vision Clarification 1. 1 Check Vision With a new college and new principal and changes to the way funding is granted to college’s, there must be a new vision put in place. . 2 Establish Vision To increase and provide opportunities for 16 – 19 year old Modern Apprenticeship programmes across a wide range of vocational areas. For Edinburgh College to succeed in doing this we must diversify into new areas to help this area grow. The government is driving their commitment for college provision for 16 – 24 year olds; therefore the college cannot ignore this directive from the Government. From a college aspect this has potential to draw several million pounds direct from the Government.Strategic Objectives establishment 2. 1 Draw up preliminary strategic Objectives As Modern Apprenticeship Coordinator I must set clear objectives and ensure each individual involved is clear of their role to achieve these Objectives. These objectives include, ensuring contract are filled with apprentices, ensuring tutors and assessors provide excellent training and mentoring to â€Å"keep them on board† which in turn will achieve the objective of full funding claimed and brought into the college. 2. Create strategy Map A strategy map represents how an organisation creates value. A strategy describes how an organisation can create sustained value for its shareholders, customer and communities. Using Robert S. Kaplan and David P. Norton STRATEGY MAPS THE COMPLETE SUMMARY would help me set clear Strategic Objectives Performance goal establishment 3. 1 Specify Performance Indicators The goal is to ensure all apprentices achieve their qualification and maximise full funding available. 3. 2 Set WeightI would meet with assessors individually and put in place a performance goal agreement. I would use Skills Development Scotland’s benchmark % rate to monitor performance. 3. 3 Specify and d istribute initiatives I would meet with all staff involved and ensure full clarity of responsibilities was understood. As MA Coordinator I would survey on going initiatives and look at development of new initiatives and distribute any new initiatives with full discussion of all staff. 3. 4 Agree on Performance goalsI would meet individually with assessors confirm what was expected to be achieved and set quarterly targets and meetings to discuss these goals, this would link up with their performance goal agreement. Monitoring and coaching 4. 1 Check Progress We have internal verifiers (IV’s) within the department who check all apprentice portfolios monthly; we also have external verifiers (EV’s) who come into the college every 6 months to ensure we are delivering in line with the awarding body rules. This helps to ensure we are delivering high quality training.I meet regularly with IV’s to discuss individual apprentices which allows me to see progress. 4. 2 Find ways for improvement I would observe staff’s work, listen carefully to staff and their views and questions and give them feedback on ways of improvement, possibly mentoring another assessor if there is a weakness in an area that another excels in and close regular meetings to provide support. Performance appraisal 5. 1 Self Appraisal I would collect performance records from various sources look at achievement rates and prepare performance results and supporting documents. 5. 2 Performance AppraisalI would have a one to one meeting with individuals do discuss performance and would use SDS’s benchmark % performance to calculate how successful their performance is this again would be linked back to their performance goal agreement. 5. 3 Confirm Appraisal results This would be done in a one to one meeting with recorded notes of appraisal results and feedback with any actions required. Job Appraisal These are carried out by way of Staff Development Reviews (SDR’s) or Performance Development Reviews (PDR’s) these are used for staff with income responsibilities within Edinburgh College.These reviews are carried out yearly by managers and their staff, objectives and goals are measured from the previous year where they were set and are looked at and graded as; achieved, partially achieved or not achieved. Job Analysis At this stage, the essence of jobs (accountabilities) within an organization is clarified, and major activities and necessary capabilities are defined to achieve such accountabilities. This would be done by looking at job descriptions and work activities within that role. Task 2 A. C. 1. Identify the need to create an environment of trust and support with others A. C. 2. 2 Identify the causes of conflict and describe strategies to minimise or prevent conflict As MA Coordinator it is my role to ensure staff feel supported and clearly understand their roles within the department. To create an environment of trust thee must be exc ellent communication by way of regular meetings, encouragement, and giving recognition for achieving goals which is a motivational factor from Herzberg’s motivators and hygiene factors, (Herzberg – The Motivation to Work 1959).This allows for a more harmonious working environment as everyone is clear on their own individual responsibilities and goals. As a manager I must present information clearly, concisely, accurately and in ways that promote understanding. Conflict can arise when there is lack of clarity in roles or staff do not understand fully what is expected of them, equally there are other factors which can cause conflict which can be a direct effect of bad communication between myself and staff or lack of training, poor supervision, working conditions which are hygiene factors ofHerzberg’s motivators and hygiene factors. Using the chart below taken from Pathways to Management and Leadership, Diploma in Management Unit C45 I will show an example of how conflict can arise and ways of preventing this. The right skills and the knowledge| +| Motivation to do the job| +| The necessary resources| =| Objectives Achieved| Clerical in The funding Unit has responsibility for checking apprentice quarterly reviews are completed properly and sent out to employers on time in line with SDS rules. These reviews are sent on to employers to show how apprentices are progressing with college training.One to one training given to clerical from MA Coordinator explaining what is required. Clerical already deals with outside Training Providers reviews therefore her experience and knowledge of what is required is essential to reviews being completed accurately and within time deadlines. | +| Receiving positive feedback and comments from employers shows this is a worthwhile exercise and not just a ‘tick box’ exercise. This makes the clerical feel this is a valuable job worth doing. A new rule was brought in by SDS that they required to see any absences recorded on the review form.MA coordinator communicated this to the assessor and tutors who carry out the reviews through an e mail but only some read the e mail and this was not put in place in time for the next set of reviews. I then spoke to the clerical and explained this in a casual conversation but the clerical did not realise this had to start immediately. Reviews were then carried out and sent out to employers without this information. This caused conflict between me and the clerical as she felt she hadn’t been properly/officially told about this.We agreed monthly one to one meetings would be set up to go through the review process and ensure this did not occur again. MA Coordinator took full responsibility for this not being implemented when it should have been. It was also agreed to hold monthly meeting with assessors and tutors to ensure all were made away of the ever changing rules SDS create and although e mails should still be sent this could not be th e only form of communication with such important matters. | +| MA Coordinator secured 10 hours of extra clerical help to manage this process.This was done by putting a business case forward to the Vice Principal and HR. | =| Objective was achieved as quarterly reviews were sent on time to employer and apprentice. These are recorded on spreadsheet and copies kept in apprentice portfolio. Employers happy to see progress at college and SDS compliance rules were met. | Task 3 A. C. 2. 1 Evaluate and assess individual and team performance against objectives A. C. 2. 2 Identify methods of providing feedback to individuals and teams on performance A. C. 2. Explain recording systems for performance assessment for individuals or teams Using SMART objectives (Performance Management Key Strategies and Practical guidelines, Michael Armstrong) allow me to look at how we can achieve our main objective within the Funding Unit, which is to ensure the contracted places allocated to Edinburgh College are fulfilled and the contract value met. Element| How does the objective include this element| Specific| To fulfil contract places granted by the government and ensure full contract value is met. Measureable| This is measured by the amount of apprentices that are started on the Modern Apprenticeship programme within the college and also measured against the monetary value on the contract. | Achievable| This is achievable by assessors and MA Coordinator engaging with employers and selling the Apprenticeship programme to them. | Relevant| This is extremely relevant as the college is pressurised through the Government initiative to commit to 25,000 apprentices across Scotland in 2012. The funding council see this as a way of colleges bringing in income to cover for the shortfall of funding from the funding council. Timescaled| Contracts from SDS are bid for on a yearly basis, March to March. If contracts are not fulfilled colleges are in danger of losing this income. | In order for t he target to be met assessors must understand when units need to be achieved with apprentices so this can be converted into monetary value. This process involves assessors, tutors and me. Using a complex spreadsheet (see below) which holds information on the qualification the apprentice is following, the monetary value against each individual as this iffers depending on qualification, the actual month these must be achieved and the overall performance of the contract can be assessed using this spreadsheet. SDS has an online system called Corporate Training System (CTS) that all Training Providers must use to record and claim all progress on apprentices. SDS set % Performance benchmarks that must be met to allow future contracts to be secured. This is another way I can monitor performance of the contract. This is based on new starts and leavers to achievers.I send the spreadsheet weekly to assessors prior to our weekly meetings to discuss the progress of individual apprentices and lo ok at any potential apprentices who are not achieving. I would arrange a meeting between me the assessor and apprentice to try and find ways of supporting the apprentice, the offer of extra support through means of Edinburgh College’s Student Support Services are often taken up by apprentice with various tools to help assist them, e. g. extra time on exams or extra material given to help self study.Good performance management is achieved through all parties ensuring that: Staff know what is expected of them, every one clear about goals and works towards them, objectives are SMART (Specific, Measurable, Achievable, Relevant and Time related), a system exists to accommodate day to day performance feedback (spreadsheet above) and Staff Development Reviews are used to help self development and improve performance. The spreadsheet records performance of each individual which in turn shows me how each assessor and apprentice is performing. Another form of performance assessment cou ld be the 360 degree (http://cipd. o. uk/factsheets/360-degree-feedback. aspx) assessment which allows for performance feedback for a person, team, or organization by many of the people who work with a person or team in that organization. When employees receive feedback only from their managers, they act on limited information. If employees receive feedback from other co-workers — a 360 ° feedback assessment — they gain a more complete picture of performance. Using this method I could adopt questions for the apprentice, assessor and myself to look at how they see themselves performing.This could allow me to analyse each score and discuss any issues before the problem arises. For example a question on how an apprentice thinks he is progressing could show different to how an assessor perceives this. TASK 4 A. C. 3. 1Explain a performance improvement cycle A. C. 3. 2 Discuss the indicators of poor performance A. C. 3. 3 Evaluate methods that support performance improvem ent There are many different variations to the performance improvement process, but most follow a version of the PDCA cycle: plan, do, check, act.The â€Å"plan† part involves identifying the nature of the problem, obtaining the resources to fix it and determining the best way to implement change. The â€Å"do† part is the actual changing of an existing process. The â€Å"check† part involves measuring key performance indicators to ensure that the new process is performing as expected. The â€Å"act† part includes making changes to the change in order to make the underlying process as efficient as possible. Using the management cycle (Performance Management, Michael Armstrong) below works as a continuous process to manage performance. Plan Plan Act Act Review Review MonitorMonitor Plan – To ensure all places on the SDS contract are filled within the one year time frame given by SDS Act – Meet with tutors and assessors to discuss their input, commitment and responsibilities Monitor – Achieved through monitoring of new starts on MA programmes Review – Look at ways of reviewing this with regular assessor meetings Part of the assessor’s responsibilities is to recruit apprentices and find suitable employers willing to employ them and allow them to attend college to achieve their qualification. As MA Coordinator I was aware one of the new assessors was not achieving targets and goals set.Several meetings had taken place between me and the member of staff and he eventually indicated lack of time and full understanding of SDS and MA rules were hindering his achievement rate, he also indicated he felt I did not give him enough information to carry out this aspect of his role. He brought up a situation where he had recruited an apprentice who was 20 and the contract only allows 16 – 19 year olds, he felt he should have been made aware of such a relevant rule. He also felt uncomfortable about speaking to employers as he sees this as a ‘sales pitch’.I had given him a set of the SDS rules and wrongly assumed he would read through these and ask any questions he was unsure of but due to time constraints he had not done this. I recognised a need to spend more time with this assessor and look at ways to ensure he was aware of all rules to enable him to achieve his goals. I set up regular meetings between myself and a more experienced assessor, which allowed the experienced assessor to share good practice and tips with this member of staff. I organised for the assessor to shadow the more experienced assessor on going out and visiting employers.I also set up staff development with our commercial department who have a sales aspect responsibility within the college; he worked closely with one of the sales staff on going out visiting employers and seeing firsthand how to enhance his sales skills. I introduced an information sheet which the assessor could take with him to employ ers which gave him a starting point when going into speak with employers. I also introduced a financial bonus scheme to both employers and apprentices as I recognised employers had no real incentive to take on apprentices.Within 1 month or setting this up the assessor had filled all his places on his programme. TASK 5 A. C. 4. 1 Discuss the organisations disciplinary and grievance procedures A. C. 4. 2 Identify the role of the manager in both the disciplinary and grievance procedure A. C. 4. 3 Summarise the key aspects of legislation that applies to an organisations disciplinary and grievance procedures Disciplinary rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treatment of individuals. Disciplinary procedures are also a legal requirement.Disciplinary rules tell employees what behaviour employers expect from them. If an employee breaks specific rules about behaviour, this is often called misconduct. Employers use discipl inary procedures and actions to deal with situations where employees allegedly break disciplinary rules. Disciplinary procedures may also be used where employees don’t meet their employer’s expectations in the way they do their job. These cases, often known as unsatisfactory performance (or capability), may require different treatment from misconduct, and disciplinary procedures should allow for this. http://www. acas. org. uk) Within Edinburgh College the Grievance and Disciplinary policy was updated in January 2010 and will run through to January 2014 this is approved by the Joint Trade Unions and Senior Management. (See appendix 1) In Edinburgh College all line managers have a responsibility to deal with Grievance and Disciplinary matters. In many cases formal disciplinary action can be avoided if the line manager tackles the problem with their staff as quickly as possible, e. g. poor timekeeping, poor relations with colleagues, improper use of telephone and or inte rnet etc..This could be improved through discussion rather than through formal disciplinary procedures. Problems dealt with early enough can be ‘nipped in the bud’ if acted upon firmly and fairly with the emphasis on counselling the individual that their behaviour is not up to the standard and must improve. Although informal the meeting must be recorded along with what was discussed at the meeting and any agreement reached. If however the employee is not satisfied with the outcome then formal procedure should be initiated.If formal procedures need to be initiated there are 2 stages within Edinburgh College’s Grievance and Dispute Policy and Procedure that must be adhered to, firstly Stage 1 where the employee should submit a formal, written statement of the grievance (appendix 2) to their line manager. If this relates to their line manager it should be given to the next senior manager. A meeting will take place within 5 working days, if another meeting is require d after this, it should also happen within a 5 days of previous meeting. The employee will be notified in writing within 5 days.If agreement is not reached the employee will be advised of their right to appeal the decision in terms of Stage 2 of this Policy and Procedure. Stage 2 will only be initiated if a resolve was not found. The employee would then submit a written appeal to the Principal within 10 working days of the outcome from Stage 1. All previous documents will be available for the Principal and employee prior to the meeting. Once the Stage 2 meeting has taken place the outcome will be notified in writing to all parties no later than five working days.The Principals decision will be final. On 6 April 2009, the new ACAS Code of Practice on Disciplinary and Grievance Procedures came into force. The current legislation on dismissal and grievance procedures introduced in 2004 was replaced by a far simpler, but not legally binding code. The new Code will provide guidance for e mployers and employees to handle disciplinary and grievance situations that arise in the workplace. â€Å"Employers and employees should always endeavor to resolve disciplinary and grievance matters informally in the workplace.The Code provides a standard of reasonable behaviour to help them to do this,† says Lauren Harkin, Solicitor in the Employment Law team at Lemon&Co Solicitor. However management within an organisation will adhere to statutory rules and lawyers would argue the interpretation (quote from Scott Charles Forbes, solicitor, Miscarriage of Justice Organisation) To summarise Disciplinary and Grievance procedures are frameworks which provide clear and transparent structures for dealing with difficulties which may arise as part of the working relationship from either the employer’s or employee’s perspective.They are necessary to ensure that everybody is treated in the same way in similar circumstances, to ensure issues are dealt with fairly and reas onably, and that employers are compliant with current legislation and follow the Acas Code of Practice for handling disciplinary and grievance issues. Disciplinary procedures are needed to: * let employees know what is expected of them in terms of standards of performance or conduct (and the likely consequences of continued failure to meet these standards). identify obstacles to individuals achieving the required standards (for example training needs, lack of clarity of job requirements, additional support needed) and to enable employers to take appropriate action. * enable employers and employees agree suitable goals and timescales for improvement in an individual's performance or conduct. * try to resolve matters without recourse to an employment tribunal. * act as a point of reference for an employment tribunal should someone make a complaint about the way they have been dismissed.Grievance procedures are needed to: * provide individuals with a course of action if they have a com plaint (which they are unable to resolve through regular communication with their line manager). * provide points of contact and timescales to resolve issues of concern. * try to resolve matters without recourse to an employment tribunal. References | Appendix 1| Appendix 2| Armstrong, M (2006) Performance Management Key Strategies and Practical Guidelines| Existing Motor Vehicle Projection Sheet 2012 – 2013|Forbes, SC Solicitor, Miscarriage of Justice Organisation| Harkin, L Solicitor in the Employment Law team at Lemon ; Co Solicitor| Herzberg, The Motivation to Work 1959 http://www. acas. org. uk| http://cipd. co. uk/factsheets/360-degree-feedback. aspx| Kaplan, R S and Norton, D P, Strategy Maps The Complete Summary| Pathways to Management and Leadership, Diploma in Management Unit C45 | The 7 stages based on â€Å"Plan-Do-See† (hand out from Annette)|

The concept and importance of CPD Essay Example | Topics and Well Written Essays - 750 words

The concept and importance of CPD - Essay Example They basically work to enhance the talent of those working and responsible for the human resource in the organizations. A good HR manager basically has all the qualities that need to ace him in the complex professional organizations of today. He is a good role model and works with integrity and consistently all through his professional life. He also has the ability to make quick and right decisions under pressure and makes stress work in his favor. A good HR manager additionally has the potential to influence people and make them clearly see his point of view and gain consensus and support from a diverse workforce. His additional understanding of the business processes, activities and plans helps him ace his business towards success. He has the potential to engage, involve and commit the employee to the organization. The strategy that I opted to grow in my HR career was networking. My networking was not entirely internally focused; it was also concentrated on connecting with the peop le outside the organization. It allowed me to grow and get fresh ideas. Another behavior that I adopted was initially work as a generalist role and got exposure to all areas of HR. A behavior or skill that I think specifically worked to help me grow in my career was my ability to judge and evaluate the situation at once. I as a human resource professional see myself along the definition of band two. I have gained enough experience to be able to advice and manage human resource issues occurring all across the organization. I have it in me to stand objectively and view things like an outsider would and come up with solutions that work for everyone. I have evolved and gained knowledge, skills and competencies that make me successful at what I do. At band 2 I am more flexible and empowered to action and influence others to work effectively and efficiently. My aspiration to be the centre of the HR department and work as a HR mentor specified at band four makes motivates me to be more res ponsible, accountable and innovative. Performance and reward, though being a part of band 1, I understand it is a key driver of HR & Business strategy and developing an organization culture. Performance and reward refers to linking performance with reward – tying rewards with performance. Team/Group incentives, Sales commission, Recognition award are the examples of the aforesaid definition. Performance encompasses quantity, quality & timeliness of output, presence at work, cooperativeness, etc. etc. Rewards refer to all kind of financial and non-financial return by the employer. There are two types of rewards: Intrinsic rewards come from inside the person. Motivation, recognition, appreciation or acknowledging one’s efforts are the examples of intrinsic rewards. Extrinsic rewards refer to tangible rewards, such as annual pay raise, bonuses or days-off, etc. Employee Engagement: Organizations now realize that a â€Å"satisfied† employee does not guarantee maximu m productivity. Another category of employee (above satisfied) is an â€Å"engaged† employee – the most productive & loyal employee. An engaged employee is always willing to move a way forward in order to delight the customers. He/She is intellectually and emotionally bound with the organization, tries to yield 100% and is always passionate about his/her goals whilst committed to live by its values. Organization design: In this context, I give below the dimensions of five configurations: - Simple structure: It is usually found in small organizations where the manager and owner is one and the same person. It has a low degree of departmentalization and formalization while span of control & authority is delegated to a single person. - Machine bureaucracy: It refers to highly routine operating tasks having very

A CRITICAL ANALYSIS OF E-GOVERNMENT IN INDIA Essay

A CRITICAL ANALYSIS OF E-GOVERNMENT IN INDIA - Essay Example This makes it doubly responsive as well, but provides a healthy iv. Larger Urban area than rural area: Chandigarh, spread in an area of approx 115 Sq Kms, is a cosmopolitan with a mix of rural and urban areas, but having majority of urban area makes life simpler for planners (79 Sq. km Urban area and 36 Sq. km Rural area.), as basic infrastructure is available as per the urban services. Therefore any e-initiative can be started off without much additional infrastructural investments. v. Effective Power distribution network: Chandigarh has one of the best electricity distribution systems in India. Efforts are being made towards further rationalization of power tariff and energy reforms vi. Progressive IT location: Some of the industries that have already placed their footprints on Chandigarh are; VLSI Design, Software Development, ITES, BPO etc. During the year 2003-04 software exports from Chandigarh amounted to more than US $ 2.3 billion, which indicates towards its potential as an IT destination. There are about 3000 IT professionals working in and around the main parks viz. Chandigarh Technology Park, Quark City, and the SPIC Incubation Centre vii. Aware and Active Citizens: Literacy rate in Chandigarh is reasonably high. Furthermore, the Chandigarh Administration also targets that by the end of 2006; at least 30% of all school graduates would have the requisite soft-skills to be recruited into the ITES industry. Citizens have responded in good measure towards this end by offering requisite support by sending their wards for IT training. viii. Right IT infrastructure: Infrastructure is the key to any development in the society. IT initiative is no exception. The city is home to national level institutes such as Central Scientific Instruments Organization (CSIO), Institute of Microbial Technology (IMTECH), and PG Institute of Medical Education & Research. The NASSCOM KPMG Study 2004 cites Chandigarhs strengths as high

Information Technology Security Essay Example | Topics and Well Written Essays - 3750 words

Information Technology Security - Essay Example To do so we firstly need to understand the different types of frauds. Then we focus on what is identity theft, its growth using computers, and the possible precautions. Also the legal responses have been touched upon briefly. To understand the seriousness of identity theft we firstly need to know the different types of electronic frauds. The next section helps us understand the different electronic frauds. With the increased usage of computers and the Internet, there is a lot of movement data and personal information. This is one of the biggest causes for the increase of electronic crime. E crime is treated very seriously and is every country has its own laws relating to the Internet usage. This document will provide a study of the computer related crimes and a few of the statistics of the various crimes that are conducted. Computer as known are automated data processing, communication or storage devices. Crimes as known are an act which is a violation of the law and regulations. A Computer Related Crime hence is a crime where the computers are used as an instrument for the crime. Here the computers contain all the evidences of the crime. Criminals sort to manipulation of computer records for fraudulent activities. Another very common fraud is unauthorised access to information where the criminals hack into customers accounts to make changes or misuse the accounts. Also another common fraud is hacking, or cracking of software to modify customer data, like phone number and address can be changed easily without any proof or evidence. The cost of licences for software is very high, thus some of the criminals sort to create pirated versions of software. Also with the growth and increase of internet usage, it is very common for people to receive viruses. These viruses can spread through online chat accounts, or even by email attachments. Some of the viruses

REITS Case Study Example | Topics and Well Written Essays - 2500 words

REITS - Case Study Example In addition to that, it will access the SWOT analysis, as well as the PSTEL analysis. It will evaluate the strengths, weakness, opportunities and threats under the SWOT analysis. On the other hand, it will access the political, social, technological and economical analysis of the Coca-Cola Company. The Company has been the most complex part of many countries' culture over a century. The recognizable branding of coca cola products is one of the company's greatest strengths; the image of its products is displayed on other goods like T-shirts and hats. In addition to that the bottling system is also strength; it allows them to conduct business on global scale and at the same time it maintains a local approach. The bottling partners are owned and operated by the independent business parties who are authorized to sell the products of the company. The coke does not have the outright ownership of its bottling network; its main source of profits is the sale of concentrate to its bottlers (Johnson, Scholes and Whittington 2008, p.208). The labour relations practices for the coca-cola company are among the best worldwide and are in a continuous motion to improve them. Coca-cola structure is one of the most greatly unionized multinational companies in the world with over thirty percent of workers belonging to unions. Its environmental practices are among the best in the planet yet they are still working to improve on them. The Coca- cola quality structure is a worldwide program involving all aspects of their business; every employee of Coca-Cola is empowered and anticipated to maintain the high standards of value in their products, relationships and processes. The company's quality system mandates in self-assessment throughout its operations, by all the business units (www.cocacola.com). This enhances the high standards of quality production of their goods. The company performs ingredient evaluation in their laboratories for example, precise analysis of fruit juices and all other ingredients sent by suppliers to the company's factory. Moreover, their processes undergo regular inspection in order to safeguard the water they are using in their production and packaging. Weaknesses: The coca cola company has recently reported some declines in unit case volumes in some countries like Indonesia and Thailand. This is due to the reduced consumer purchasing power. According to Cole (2006, p. 88), Japan is suppose to contribute to three times as much to profits. South East Asia, Latin America and Japan generate around 5% of the coke's volume but none, of them are performing to the expectation. Coca cola products have effects on the teeth, which is a significant health care issue. In addition to that, the sugar present in the coca

Ethical Issues Surrounding Human Resources Management Practices Term Paper

Ethical Issues Surrounding Human Resources Management Practices - Term Paper Example Since this test is designed to access the psychological factors of an employee in his perception of the world and in taking decision, it is surrounded by a lot of ethical issues. The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire developed by Katharine Cook Briggs and her daughter, Isabel Briggs Myers based on typological theories originated by Carl Gustav Jung which include introspection and anecdote methods which are largely rejected by the modern psychology. As per Jungs type theory the four cognitive functions, thinking, feeling, sensing, and intuition, are related to 1 or 2 orientations, extraverted and introverted, for a total of 8 functions. The Myers-Briggs theory is based on these 8 functions. Neither the Myers-Briggs nor the Jungian models offer any experimental proof to support the existence, of such orientation, or the manifestation of these functions. The MBTI differs from other personality measuring methods. As per MBTI personality types and their traits, both are inborn. Traits like skills can be improved while types like introvert or extrovert is supported by the environment. (Myers-Briggs Type Indicator) â€Å"The types the MBTI sorts for, known as dichotomies are extraversion / introversion, sensing / intuition, thinking / feeling and judging / perceiving. Participants are given one of 16 four-letter abbreviations, such as ESTJ or INFP, indicating what their preferences are. The term best-fit types refers to the ethical code that facilitators are required to follow. It states that the person taking the indicator is always the best judge of what their preferences are and that the indicator alone should never be used to make this decision† (Psychologist). The MBTI normally consist of around 100 multiple choice questions with two options for each question. The participants have the right whether to answer or skip a particular

Business plan of a gym in Saudi Arabia Essay Example | Topics and Well Written Essays - 6000 words

Business plan of a gym in Saudi Arabia - Essay Example Saudi Arabia is a developing nation and provides a huge prospect for new business. Though political unrest and men women segregation is a area of concern but the commitment of the government towards new reforms shows a ray of hope. The country is very eager in welcoming foreign investment, which is good news for the investors. Though the new gym may face competition from the existing businesses but it can overcome that obstacle by providing updated equipments and better customer service. To attract more and more customer it can provide some lucrative introductory offer and some combo offers too. Member should be given higher privileges. Customer’s feedbacks are to be taken regularly and should work on them. In the initial years the company should look more towards attraction and retention of customer and less towards profit. The market of Saudi Arabia was analyzed on the basis of the secondary data. A thorough research was done by consulting various journals, books, newspaper and various governmental and nongovernmental websites to have an in-depth knowledge. These sources have helped to track the possible customer segment and analyze the competitors present in the market. An in-depth study of the political, economical, social, technological, legal and environmental framework of the nation was done to get a clear picture of the nation.... Legal requirement for starting a business: The legal formalities to be done for starting the business 6. General requirement: Overall requirement of the business 7. Operational Plan: the day to day operations are highlighted 8. Financial aspect: The financial projection of the gym 9. Conclusion: Some recommendation for the new business and its future prospects. Introduction Saudi Arabia is a huge country, well known for its arid deserts and various high lands covering of an area of about 2.15 million km. The overall climatic condition is dry and hot with scarce rainfall but some of the south- western and western coastal areas experiences heavy rainfall. Saudi Arabia serves as the world largest reserve for petroleum and exporter as well. Most of its wealth comes from the industrial sector. Oil and petroleum mining contributes about 51% of the GDP whereas service sector contributes about 43% and about 5% is contributed by the agriculture1. Obesity is an area of concern for the whole wo rld. It is affecting all the levels of society and is coined with the name as Global Epidemic. In recent years high rate of child obesity is observed in the developed countries as well as in developing countries2. Obesity among children and adolescents has become a public health problem for the Eastern Mediterranean region. With rapid changes in nutrition and urbanization in the recent times, Saudi Arabia has estimated about â€Å"26.6% and 10.6% of the adolescents aged 13-18 years are overweight or obese† respectively3. Furthermore the serial cross- sectional assessment carried out in Saudi children and adolescents on Body Mass Index (BMI) or percentage of fat in the body has confirmed a rising trend in obesity. Overweight along with obesity among adults especially among 30-60 years is

Law Literature review Example | Topics and Well Written Essays - 3500 words

Law - Literature review Example These researchers intend to suggest serious steps for helping families going through divorces by executing results of their studies to legislators, authorities and the international figures.1 In a research conducted by Kaslow2013the author showed that the rising number of divorce around the world are caused by a variety of economic, cultural and social factors that are negatively affecting the marriage institution. Various cultures all over the world has started to embrace divorce among the population and providing for the rights of the women and children in the divorce. Most of the legal and economic blunt all around the world is seen to be borne by the men in payment of court fees, alimony and maintenance.2 In another research on the international family laws byBaarsma 2011 and in Stark 20133, it has been established that various countries have enacted legislations and legal procedures to help the courts in the dispensation of divorce matters. Some countries have also taken legal and social steps to help reduce the high rate of divorces in their countries. It has been suggested that governments should give consideration to the implementation of international laws on matters of personal status law together with local regulations and monitoring these laws effectively. The governments have been urged to provide information and counselling programmes on divorce and the equal rights and responsibilities of marriage. According to the Hague Convention relating to the settlement of the conflicts of law and jurisdiction as regards to divorce and separation, a divorce can only be allowed if the national laws of a country where the divorce petition is lodged allow for divorce, this has been modified by various states legislation to allow that a divorce can only be issued in the state where the marriage was celebrated. In Hodson, Blackburn &Hodson,

Maths in Everyday Life Essay Example for Free

Maths in Everyday Life Essay You may find yourself wondering what use we have for some of the knowledge we obtain from math class in school. It is sometimes difficult for students to appreciate the importance of Mathematics. They often find the subject boring and hard to understand. With this project we will hopefully help our students realize that Mathematics is not just a subject on their time-table but a tool they use in their everyday life. Mathematics is one of the first things you learn in life. Even as a baby you learn to count. Starting from that tiny age you will start to learn how to use building blocks how to count and then move on to drawing objects and figures. Through the years, and probably through the centuries, teachers have struggled to make math meaningful by providing students with problems and examples demonstrating its applications in everyday life. Now, however, technology makes it possible for students to experience the value of math in daily life, instead of just reading about it. Math is everywhere and yet, we may not recognize it because it doesnt look like the math we did in school. Math in the world around us sometimes seems invisible. But math is present in our world all the timein the workplace, in our homes, and in life in general. When you buy a car, follow a recipe, or decorate your home, youre using math principles. This presentation also, is prepared using the principles of math. Math applies to daily life, with sections on gambling odds, buying and leasing cars, population growth, decorating, and cooking. Most sections include hands-on activities. Formulas are a part of our lives. Whether we drive a car and need to calculate the distance, or need to work out the volume in a milk container, algebraic formulas are used every day without you even realizing it. Simply put, mathematics is about relationships. Mathematicians have developed a language of precise relationships, illustrated through their formulas and equations. We live in a world where so far, as we have observed, everything is related and everything is experienced as different. We can learn about relationships in our world by looking at mathematical relationships that seem to match the situation being explored. For instance there is a relationship between distance traveled, time of travel, and speed of travel. Mathematics provides a relatively simple equation: Distance traveled = average speed multiplied by time of travel In simpler mathematical terms, d = s x t Math involves data analysis, number relationships and graphing, patterns and functions, statistics, and measurement. People who use math in their work, it doesnt occur that often that youd need to calculate 7 x 7 x 7 x 7 or 0. 1 x 0. 1 x 0. 1 x 0. 1 x 0. 1 or other such calculations. One example of how math do kind of connect with our everyday lives: when we speak about square feet, square meters, square inches, square miles, square kilometers or any other area units, or when we speak about cubic feet, cubic meters, cubic centimeters or any other such volume units. If you talk about SQUARE shaped areas, for example if you say My room is twelve by twelve square, youre meaning your room is 12 feet x 12 feet, or 122 square feet. I believe one reason that mathematics is not more generally applied has to do with a tendency to ‘think’ of mathematics only in terms of numbers, precision, quantification, and so on. We forget that mathematics is also about relationships, relatedness, relationships between relationships, interconnections, dependency (functions), changing relationships (calculus), factors that constitute relationships (variables), structure (order, relationships), asymmetric relationships (order), (graphical, numerical, and other representations (mapping), increase and decrease (addition, subtraction , multiplication, division, etc. ) and so on. The notion of a â€Å"function† is another mathematical tool we can apply to our everyday situations. Function in mathematics has to do with â€Å"relationships between variables – how a dependent variable changes when related variables change. In a simple equation y=3x, if we change the value of x, then y changes. Y is called the dependent variable, and x the independent variable. In other words the value of y depends on the value we give to x. And in this equation, we can give x any value we choose. In our everyday living, we do many things that are related to other things – although not as precisely as in mathematics – and we give values, assign meanings, and so on. Our whole living involves relationships. Our successes are a function of our efforts. The way others treat us is a function of how we behave towards them. Meanings, values, significance, understanding, etc. , are functions of ‘time’ – more specifically information available at a ‘time’. In a world where as far as we know everything is related, we can learn a lot about our everyday relationships by studying the approaches of a system that deals specifically with relationships. Variables and functions are only two examples of a vast number of other mathematics approaches we can apply to better understanding our everyday relationships. Math applies to daily life, with sections on gambling odds, buying and leasing cars, population growth, decorating, and cooking. Most sections include hands-on activities. One of the most complete and self-sufficient math units on the Web is Project Sky Math: Making Mathematical Connections Using the Science and Language of Patterns to Explore the Weather. They study the history of weather prediction, develop symbol sets, prepare graphs, predict changes, solve problems, and discover rules. General semantics involves applying the methods of science and mathematics to our everyday living. For instance, if we ‘think’ of things – anything – in terms of the â€Å"variable†, we will come to realize that like the mathematical variable that is sometimes a higher value and sometimes a lower value, we should expect things and situations to change. Sometimes this change will occur in the way we like; other times not. Sometimes more than we expect, sometimes less. Sometimes we will observe no significant change. We can expect our moods and ‘feelings’ to vary. ‘Thinking’ in terms of the variable better prepares us to anticipate and manage changes in our lives. This could reduce a great deal of stress in our lives – stress related to our forgetting that thing-processes are not constants. Family, partners, friends, work situations, health, etc. , won’t stay the way we found them or the way we expect them to go. ‘Thinking’ in terms of the variable, we would expect variations in our lives, and situations to vary related to different ‘time’, ‘places’, contexts, and so on. It is important to keep in ‘mind’ that with regards to our everyday relationships, unlike mathematical equations, precision is not the important factor-variable here. Important factors involve recognizing relationships, interconnections, and â€Å"interdependencies†. An important factor is to be aware that we assign our own individual values to what we see, hear, read, and so on. We could avoid, or better manage many conflicts, by remembering variables and functions. There are lots of real uses of mathematics in our life. All the mathematics terms base on counting. Today our all businesses base on counting. There is no concept of business without mathematics. Before the mathematics rules people use barter system. They give their goods to others and take the goods from other people. But this system cannot continue longer when need of humans increased day by day. Now you can think that counting has vital role in our daily life, just imagine if there were no mathematics at all, how it would be possible for us to count days, months and years. There is a cost for everything that we may use or purchase from markets so whats a cost? What are utility bills? Whats the ticket price? These are all applications of mathematics. We cannot deny the importance of mathematics in our daily life. When we got to shop to purchase something we need mathematics. When someone comes to our shop to purchase something we need calculations. There are many uses of mathematics in real life most likely in jobs like accounting, banking , store manager or just working at a simple fast food store. These are very simple applications of mathematics. Mathematics is at the core of all the communication technologies, its used in accounting, finance etc in short we are using mathematics in some form or another everywhere in our daily lives. But the most important use of mathematics in our technologies cannot be contradicted. Our most of the system base on computers and all the computer technology are stands on mathematical rules. All computers work on binary code, code of zero and one. So we cannot deny the importance of mathematics in real life. Everyday life would be quite difficult if you had no knowledge of math. To know whats the time, the most precious thing. On a basic level you need to able to count your money, multiply, subtract and divide. You need knowledge of math if you want to work out how much material to buy for a job. More advanced mathematics is essential if you take up any kind of technical career such as engineering. Working on algebra and geometry also helps with reasoning skills and assists later in life with technical problem solving. Living your day to day life without maths would be extremely difficult. Even if you were a nomad in the desert you would want to count your goats, wouldnt you? The key to opportunity These are the years of small beginnings until the day comes that you have to be able to do something as intricate as algebra. Math is the key that will unlock the door before you. Having the ability to do algebra will help you excel into the field that you want to specialize in. We live in a world where only the best succeed. Having the ability and knowledge to do algebra will determine whether you will take the short cut or the detour in the road of life. Prerequisite for advanced training Most employers expect their employees to be able to do the fundamentals of algebra. If you want to do any advanced training you will have to be able to be fluent in the concept of letters and symbols used to represent quantities. Science Moreover, it is also believed that Mathematics is the mother of all sciences. This also shows us that all the sciences that are evolved have a sound foundation in mathematics, if we go further in debate it would be justified to say that the blessings of all these modern sciences and technologies are only possible with mathematics. Mathematics is used as a problem solver in every field of science. Mathematics is playing a very important role in our daily lives. In fact mathematics is involved directly or indirectly wherever we go and every thing that we may use. When doing any form of science, whether just a project or a lifetime career choice, you will have to be able to do and understand how to use and apply the concepts of math. Analysis When it comes to analyzing anything, whether the cost, price or profit of a business you will need to be able to do math. Margins need to be set and calculations need to be made to do strategic planning and analyzing is the way to do it. Data entry What about the entering of any data. Your use of algebraic expressions and the use of equations will be like a corner stone when working with data entry. When working on the computer with spreadsheets you will need algebraic skills to enter, design and plan. Decision making Decisions like which cell phone provider gives the best contracts to deciding what type of vehicle to buy, you will use algebra to decide which one is the best one. By drawing up a graph and weighing the best option you will get the best value for your money. Interest Rates How much can you earn on an annual basis with the correct interest rate. How will you know which company gives the best if you cant work out the graphs and understand the percentages. In todays life a good investment is imperative. Writing of assignments When writing any assignments the use of graphs, data and math will validate your statements and make it appear more professional. Professionalism is of the essence if you want to move ahead and be taken seriously. Math is basically about solving problems and calculating different things. So if you are good in math, you are good at solving problems and calculating things first hand. Can you see the importance of algebra? Your day can be made a lot easier with planning. In financial decisions this can save you a lot of finances or maybe get you the best price available. It all comes down to planning and using the knowledge and algebraic skills you have to benefit your own life. Use the key you have and make your life a lot smoother. Mathematics is very important for life since it helps us to quantify all the visible and invisible things with which we are dealing in daily life. It is human nature that they do not have complete confidence in the subjective or relative things, in the modern day of today the objective things are preferred and trusted more than the subjective things. Mathematics helps us to have an objective view of the different things we are dealing with. It helps us in making calculations about the things which are not physically developed like for buildings before construction. Living a life unknowing Maths would be living in random oblivion. Mathematics is primarily used for the purpose of scientific calculation of figures and objects. In real life the use of Mathematics can be applicable to every aspect, field, profession and subject etc. In IT field, in Statistics, in Accounts, in Algebra, in Geometry, for instance, Mathematics is used for calculating, multiplying, subtracting, division, differentiating, manipulating and managing the data in desired form. In other professions Mathematics can merely be used for the calculation of currency, recording the profits and loss. In ordinary life Mathematics can be used for the calculation of any specific or general sort. Concisely it can be said that Mathematics can be used for the authentic and scientific variation between and calculation of numbers, amounts, quantities etc; measurements of the frequencies of light and sound, of distance. Maths is all around us. It is present in different forms; it is very important that we take note of it. Things are measured or accurate due to maths. Mathematics has a prominent role to play in our daily life. We even didnt realize that maths is involves in every sort of activities. Whenever we pick up the phone, manage the money, travel to some other place, unintentionally in all these things maths is involved. Another very simple application is calendar year. How we know that today is Tuesday? It was Thursday on May 1, 2012? Its actually mathematics that gives/provides us all this information. Mathematics do play a big part in our daily lives. Mathematical functions like addition, subtraction, multiplication, division and so on are used in our daily activities. From poor to rich , all have to some how use mathematics in their real lives. Consider a housewife, who has to run her house in the given budget. She divides money according to her needs and estimates about the expenses and then spends it according her range. From the advent of civilization, man learn to count using stones and beads. In the earliest civilization, barter-system was used. Now-a-days, all day to day transactions in a multi-national or national companies involve mathematical operations . The application of maths is seen every moment, right from the moment we wake up from bed in the morning till the moment we again go back to bed at night. As soon as we wake up, we first of all give a big yawn-that makes us think for how long we have yawned? 3 to 5 seconds? Here maths comes! Again when we look at the clock, we realise how late we have got up! 8:30 a. m! Here the part called Time of mathematics is put to focus. Even when we brush our teeth, we should know how much amount of toothpaste we must useits written on the tubes that children below the age of 6 years should use only a pea-sized amount of it. Again, we must keep a track of how much time we have to take to brush our teeth. Then comes the time of studying.. we keep a regular routine of how long we must study a particular subject and i often hear my mom saying me. You must keep a little extra time for Maths and Science.. Then comes bathingwe take a certain amount of water which we can count in litres. Now if i have to go on saying for the whole day about the use of maths in real life, i would not be able to complete it in a day! The list is endless. Mathematics is very important for life since it helps us to quantify all the visible and invisible things with which we are dealing in daily life. It is human nature that they do not have complete confidence in the subjective or relative things, in the modern day of today the objective things are preferred and trusted more than the subjective things. Mathematics helps us to have an objective view of the different things we are dealing with. It helps us in making calculations about the things which are not physically developed like for buildings before construction. We do calculations and ensure if their design is safe or not, similarly mathematics helps us to plan things for future either is any production environment for products or services. It helps us to have an idea that how much earning or spending has been done and would it be beneficial to do a certain activity or not. In todays world mathematics is being applied everywhere like in the economy of a country, construction of buildings, marking and evaluation of persons. It would be appropriate to say that mathem atics has helped a lot in achieving the fast speed life with all its comforts and delights If we are quick at mental arithmetic, it will help you a lot in saving hundreds of pounds or dollars in the supermarket. And if you have knowledge of statistics it will help you see through the baloney (non sense, lies) in television adverts or newspapers. You can also understand different kinds of information about the football or cricket team. Even simple maths equations are just around us, like spherical shapes of soap bubbles, ripples on the surface of water. Maths help engineer in making different shapes with geometrical shape the structure of the building was not possible. The beauty of maths is not only around us but a strong know how of maths help us in every day life too. Just start looking around you and you will find that how maths is help full to you in your life We do calculations and ensure if their design is safe or not, similarly mathematics helps us to plan things for future either is any production environment for products or services. It helps us to have an idea that how much earning or spending has been done and would it be beneficial to do a certain activity or not. In todays world mathematics is being applied everywhere like in the economy of a country, construction of buildings, marking and evaluation of persons. It would be appropriate to say that mathematics has helped a lot in achieving the fast speed life with all its comforts and delights. Without math, one would not be able to function in the REAL world. We use math to purchase things we want, we use math to measure, tell time and so on. We all need the basics but having a more advanced knowledge in math such as geometry, algebra and metric system always helps. As they say knowledge is priceless. Without math, one would not be able to function in the real  world. We use math to purchase things we want, we use math to measure, tell time and so on. We all need the basics but having a more advanced knowledge in math such as geometry, algebra and metric system always helps. As they say knowledge is priceless. Without math, one would not be able to function in the real  world. We use math to purchase things we want, we use math to measure, tell time and so on. We all need the basics but having a more advanced knowledge in math such as geometry, algebra and metric system always helps. As they say knowledge is priceless.