Study of Cephaolpods essays

Study of Cephaolpods essays Cephalopods are a remarkable group of animals, with a huge array of adaptations. They can change colour faster than a chameleon plus change texture and body shape. They have three hearts pumping blue blood, are jet powered (water is forced through their siphon by contracting their mantel to provide quick thrust) and have representatives in all oceans of the world - from the tropics to the poles - the intertidal to the abyss. And have even inspired legends and stories since recorded history began. Cephalopods first appeared some time in the late Cambrian, several million years before the first primitive fish began swimming in the ocean. They are believed to be the ancestors of modern cephalopods (Subclass Coleoidea) diverged from the primitive externally shelled Nautiloidea (Nautilus) very early - possibly in the Ordovician, some 438 million years ago. -This is before the first mammals appeared, before vertebrates invaded land and even before there were fish in the ocean and upright plants on land! Thus, nautilus is very different from modern cephalopods in terms of morphology and life history. They were once one of the most dominant life forms in the world's oceans; today there are only 650 or so living species. (Levinton 2001) Octopuses, squids, cuttlefish and the chambered nautilus belong to class Cephalopoda ('head-foot') and the phylum Mollusca. They are nearly always carnivorous, and are characterised by complex behaviour, a well-organised nervous system and a circle of grasping arms, and a powerful beak. Cephalopods are therefore related to bivalves (scallops, oysters, and clams), gastropods (snails and slugs), scaphopoda (tusk shells), and polyplacophorans (chitons). Some of these molluscs, like the bivalves, don't even have a head, much less something large enough to be called a brain! Yet cephalopods have well-developed eyes and other senses that rival our own, large brains, and even show learning and memory skills. M...

Structure Dependency and Grammar

Structure Dependency and Grammar The linguistic principle that grammatical processes function primarily on structures in sentences, not on single words or sequences of words is termed structure-dependency. Many linguists view structure-dependency as a principle of universal grammar. The Structure Of Language The principle of structure-dependency compels all languages to move parts of the sentence around in accordance with its structure rather than just the sheer order of words. . . .Structure-dependency could not be acquired by children from hearing sentences of the language; rather, it imposes itself on whatever language they encounter, just as in a sense the pitch range of the human ear restricts the sounds we can hear. Children do not have to learn these principles but apply them to any language they hear. (Michael Byram, Routledge Encyclopedia of Language Teaching and Learning. Routledge, 2000)All speakers of English know structure-dependency without having given it a moments thought; they automatically reject *Is Sam is the the cat that black? even if they have never encountered its like before. How do they have this instant response? They would accept many sentences that they have never previously encountered, so it is not just that they have never heard it before. Nor is structure -dependency transparent from the normal language they have encounteredonly by concocting sentences that deliberately breach it can linguists show its very existence. Structure-dependency is, then, a principle of language knowledge built-in to the human mind. It becomes part of any language that is learned, not just of English. Principles and parameters theory claims that an important component of the speakers knowledge of any language such as English is made up of a handful of general language principles such as structure-dependency. (Vivian Cook, Universal Grammar and the Learning and Teaching of Second Languages. Perspectives On Pedagogical Grammar, ed. by Terence Odlin. Cambridge University Press, 1994) Interrogative Structures ​One example of a universal principle is structure-dependency. When a child learns interrogative sentences, it learns to place the finite verb in sentence initial position: (9a.) The doll is pretty(9b.) Is the doll pretty?(10a.) The doll is gone(10b.) Is the doll gone? If children lacked insight into structure-dependency, it should follow that they make errors such as (11b), since they would not know that the doll is pretty is the sentence to be put in the interrogative form: (11a.) The doll that is gone, is pretty.(11b.) *Is the doll that (0) gone, is pretty?(11c.) Is the doll that is gone (0) pretty? But children do not seem to produce incorrect sentences such as (11b), and nativist linguists therefore conclude that insight into structure-dependency must be innate. (Josine A. Lalleman, The State of the Art in Second Language Acquisition Research. Investigating Second Language Acquisition, ed. by Peter Jordens and Josine Lalleman. Mouton de Gruyter, 1996) The Genitive Construction ​The genitive construction in English can . . . help us illustrate the concept of structure- dependency. In (8) we see how the genitive attaches to the noun student: (8) The students essay is very good. If we construct a longer noun phrase, the genitive s will come at the very end, or edge, of the NP, independently of the category of the word: (9) [That young student from Germany]s essay is very good.(10) [The student you were talking to]s essay is very good. The rule that determines the genitives construction is based on the Noun Phrase: s is attached to the edge of the NP. (Mireia Llins et al., Basic Concepts for the Analysis of English Sentences. Universitat Autà ²noma de Barcelona, 2008) Also Known As: syntactic structure-dependency

Social Networking Research Paper Example | Topics and Well Written Essays - 1000 words

Social Networking - Research Paper Example For instance, about 75% of teenagers in the United States of America visit the Internet daily and social networking forms the biggest part of what they do (Boyd and Ellison ). Social networking sites are widely used by most people to build and maintain relationships; personal or business, and to express their personal ideas and interests concerning the world. Changes in Social Networking Social networks are social structures comprising of persons or organizations that are connected by a single or more different types of interdependency, for instance friendship, common interest, relationships or kinship (Boyd and Ellison). The networks allow people to create public or partial public profiles within a given system, articulate a list of different user that they share connection with and view and traverse the list of connections created by themselves and other users within the system. Social networking sites are very unique in that, apart from allowing users to meet strangers, they also allow them to articulate and make their social networks visible. They provide individuals with an opportunity to maintain their relationships with old friends and to meet new ones as well. The first recognizable social networking site was SixDegrees.com which was started in 1997 (Boyd and Ellison 13). It allowed people to create profiles, list friends they had and in the early 1998s it allowed them to surf their list of friends. These features also existed in some dating and community sites. For instance, AIM and ICQ buddy lists supported lists of friends but the friends were not visible to others. Classmate.com was also another social network which provided people with the opportunity to affiliate with their institutions and surf the networks of other people who were also affiliated to the same institution. However, until recently, it did not provide them with the opportunity to create profiles or list friends (Boyd and Ellison, 13). SixDegree became the first to incorporate these features and promoted itself as a tool to assist people in connecting with others and send messages to them. However, in 2000, SixDegree was incapable of becoming a sustainable business hence failed and its services were closed (Boyd and Ellison, 14). Although by this time the number of people using the Internet was huge, most of them lacked extended networks of friends who were online. They complained that there was nothing much to do after accepting a friend request and most of them were not interested in meeting strangers. From 1997 to 2001, most community tools started to support different types of combinations of profiles and publicly articulated friends. For instance, AsianAvenue and MiGente allowed people to make personal, dating and business profiles in which they could identify friends without seeking permission for the connections (Boyd and Ellison 15). Most of these social network sites were mainly developed for business and dating. For instance, Ryze.com was created in 2 001 to assist people leverage their business networks while Match.com was a profitable dating site (Boyd and Ellison, 16). However, with the creation of Friendster, MySpace and Facebook, the purpose of social networking sites took a new dimension. Social networking sites are today used for business, passing information, education, making friends and dating among others applications. While the Internet has made the world become a global village,

Tumultuous Sixties Essay Example | Topics and Well Written Essays - 750 words

Tumultuous Sixties - Essay Example However, their hopes were crushed when President Kennedy was assassinated in Dallas, Texas. Lyndon Johnson replaced Kennedy as president and brought the culture of working actively to promote the lives of Americans. Johnson believed that the only way to improve the livelihoods of the American people is through education and ending poverty. Johnson introduced the Civil Rights Act from the urging of the Congress, which then outlawed discrimination that is openly based on race, color, sex, religion, national and origin in the American federal programs (Nicholas, 2012). There was an introduction of mechanisms for enforcement to the American culture where there was an open application for voting, employment and public accommodations of American citizens and residents regardless of the race, color and religion.President Johnson introduced new student loans and grant programs that were free from racial discrimination and supported the consumer-protection legislation act. The presidentâ€⠄¢s ambitions to end poverty in America led to the effort of championing for better education and job training. However, the effort enjoyed mixed success, as it was not fully successful. In essence, the federal programs and economic expansion that Johnson initiated increased the number of problems that the poor Americans faced (Nicholas, 2012). What Americans had thought of the administration of Johnson turned out negative and critics pointed out at the numerous assassinations and unrest that occurred during his rule.

History of Concepts of Racism

History of Concepts of Racism MaKayla Chandler Views of Racism Have you ever looked at a coin and observe the words E Pluribus Unum? This phrase translated means Out of Many, One When the United States of America was established, this phrase suggested that out of many states shall emerge a single unified nation . Over the years, this phrase has been nothing more than words.  America once prided itself on being the melting pot uniting many people, races, religions, and cultures. We were supposed to bind together to form a unified nation; however the concept of the melting pot is nothing more than a forgotten idea.  Retired U.S. Senator Barbara Mikulski summed up her thoughts of the melting pot when she said, America is not a melting pot. It is a sizzling cauldron (Mikulski). Racism is still alive and breeding its infestations on the American people. America is supposed to be the land of opportunity, the country that promises freedom of choices. As stated in the National Anthem, America is the land of the free and the home of the brave. Americ a is the country where dreams can come true. If America has emerged as a single people and nation, why does racism still exist in the twentieth century? In history, racism has always been an issue around the world and still is a big issue today. The term racism was created by the Communist Party as propaganda as they took over Russia and the surround European nations. According the Merriam-Webster dictionary, the meaning of racism is a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race. In simpler terms, it is a belief that a certain race believes they are the dominant race and should have better rights than another race. Racial discrimination is experienced across a wide spectrum of cultures, ethnic groups, and race. It happens passively when people exclude other people socially or have different views and experiences.  In its most serious manifestation, racial discrimination is observed in the behaviors and activities of people that embody hate, abuse, violence and even death. This is evident in the beating and rumored death o f John Smith. This event catapulted the 1967 Newark riots which sparked one of the deadliest civil disturbances of the 1960s. These riots accorded most major cities and over 100 deaths were reported. Many inner city neighborhoods in these cities were destroyed. Cory Booker, who was the second African-American to be elected to the Senate was quoted saying, You have to understand the Newark Riots a lot of people understand that the pain was the initial explosion of anger and alienation, but after that, the response, sending the National Guard troops a lot of violence was carried out and perpetrated by those who were allegedly coming here to protect residents. (Booker) As part of the U.S. history, racism dates back to the17th century with the Europeans arrival in North America.  Due to the idea to conquer this new land, came racism against Native Americans. The Europeans believed that the Native Americans were savages who needed to be civilized through Christianity and European culture.  My original convictions upon this subject have been confirmed by the course of events for several years, and experience is every day adding to their strength. That those tribes cannot exist surrounded by our settlements and in continual contact with our citizens is certain. They have neither the intelligence, the industry, the moral habits, nor the desire of improvement which are essential to any favorable change in their condition. Established in the midst of another and a superior race, and without appreciating the causes of their inferiority or seeking to control them, they must necessarily yield to the force of circumstances and ere long disappear. (Andrew Jackson).   During the same century arrived the slaves.  They were thought of as being uncivilized and where prosecuted by violence.  Even though slavery was outlawed, racism continued to grow and filtered its hatred toward the African-Americans.  I have a strong feeling of repugnance when I think of the Negro being made our political equal. And I would be glad if they could be colonized, sent to heaven, or got rid of in any decent way. (James Garfield) The issue of racism in the United States continues to be a heated topic even now.  Many people believe that the white people have more privileges or are treated better than any other race. In his autobiography, Malcolm X writes, Its like the Negro in America seeing the white man win all the time. Hes a professional gambler; he has all the cards and the odds stacked on his side, and he has always dealt to our people from the bottom of the deck. (Malcolm X) It is viewed Many riots and protests have happened because of this topic of racism and unequal rights.  There has been a rise of protest when president Trump was elected into office.  Many people have blamed Trump for causing a rise in racism, do to his campaigns on the topic of immigrants and racial comments.  For example a Latino woman say, Donald Trumps hate speech against Latinos seems to be emboldening white Americans racism.(Vasquez).  Many people believe that whites cannot or will never experience racism, Its literally impossible to be racist to a white person.(Krishnan), says Manisha Krishnan who is a writer.  Is there revers racism? There are other races that believe they are more superior to the white race, so sure there is reverse racism, maybe whites do not face it as much or recognized but there is, especially in other countries. Racism is a topic that still hasnt been resolved, Joe Holt, a Contributor says This country has a long and relatively ignored history of racial di scrimination. (Holt). The topic of racism must be addressed and dealt with. No human being should ever feel like they are not equal or less important than another human being. The American views and prejudice on race, culture, or ethnic groups needs to be demised. An anti-racism activist and educator on the psychology of racism, Jane Elliott said, There is no such thing as multiple races, there is only one race and that is the human race.(Elliott).  Racism comes in different forms, like unequal rights, pay, service, or respect.  No one should not be judged or treated differently by the color of their skin, culture, or their beliefs.  Humans need to look beyond the trivial aspects of racism and treat people as they want to be treated.

Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA TABLE OF CONTENTS CHAPTER ONE3 1. 0 INTRODUCTION3 1. 1 Background of the Study3 1. 2 Statement of the Problem7 1. 3 Objectives of the Study8 1. 4 Research Questions8 1. 5 Importance of the Study9 1. 6 Limitations of the Study10 1. 7 Definition of Operational Terms10 1. 8 Chapter Summary10 CHAPTER TWO12 2. 0 LITERATURE REVIEW12 2. 1 Introduction12 2. 2 Approaches of Performance Appraisal12 2. 3 Effect of Performance Appraisal Accuracy on Staff Performance18 2. Effects of Employee Appraisal Feedback Management on Staff Performance24 2. 5 Effects of Appraisers’ Competence on Employee Performance26 2. 6 Conceptual Framework29 CHAPTER THREE31 3. 0 RESEARCH METHODOLOGY31 3. 1 Introduction31 3. 2 Research Design31 3. 3 Population and Sampling Design32 3. 4 Data Collection Methods34 3. 5 Research Procedures34 3. 6 Data Analysis Methods35 3. 7 Chapter Summary35 REF ERENCES37 CHAPTER ONE 1. 0INTRODUCTION 1. 1 Background of the Study Performance appraisals can mean different things to different people.In general, a Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on whic h employment and labour policies are based or can be based and are a routine process that organizations use to evaluate their employees. It is a systematic assessment that is as objective as possible of an ongoing programme or policy, its design, implementation and results.Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, impact and sustainability. The appraisal systems usually involves evaluating performance based on the judgements and opinions of subordinates, peers, supervisors, other managers and even workers themselves (Jackson & Schuler 2003). An employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time.Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance within organizations. Performance appraisal as a process is seen as a key contrib utor to successful human resource management, as it is strongly related to organisational performance (Erdogan, 2002). Murphy and Cleveland (1995) believe that performance appraisals can help organizations in four ways. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers.Second, they can enhance the quality of individual decisions, ranging from career choices to decisions about where to direct one's time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees' views of and attachment to their organization. Performance appraisal is a tool of management that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000). A common process for managing employees is the traditional practice of annual performance reviews.While these annual reviews have their shortcomings, companies around the globe continue to use them. However, to increase accuracy and to get a comprehensive and balanced feedback about employee performance, 360-degree feedback system is becoming more popular. In this system peers, subordinates and customers also do the appraisal. This is particularly relevant in the light of research, which has empirically proved that 360-degree feedback system improves employee performance significantly (Rai & Singh 2005).Performance appraisal is centrally managed by the human resource department in National Cereals and Produce Board. The aims of a performance appraisal are to give feedback on performance of employees, identify employee training needs, allocate rewards, forms a basis for personal decisions; salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between employee and administration and validate selection techniques and human resource policies to meet equal employment opportunit y requirements.Performance appraisal is an ongoing communication process between employees and supervisors. Supervisors should set expectations, monitor performance, and provide feedback to employees. By having this information, they will direct and develop employee performance by identifying training and development needs, correcting, and determining raises and promotions (Seldon, Ingraham, & Jacobson, 2001). Performance appraisal is evaluating employee’s current and past performance relative to his or her performance standards.Therefore, if performance appraisal is successfully carried out in an organization, the employees would be able to know how well they are performing and what is expected of them in future in terms of effort and task direction through an established plan for performance improvement Dessler (2005). To appreciate the purpose of performance appraisal one has to look at it from the different viewpoints of the employee and the organization.From the employee s view point, the purpose of performance appraisal is to enable the employee be guided on what is to be done and that he or she should receive a comprehensive feedback on how he or she performed. The employee also requires that the manager should help him or her improve on areas where gaps were identified in his or her performance and finally, expect to have appropriate recognition for good performance (NCPB Human Resource Policies and Procedures Issue 2010).From the organizations view point, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades, it has been known that one of the chief causes of organizational failure is non-alignment of responsibility and accountability. Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which the responsibilities and duties are performed (NCPB Human Resource Policies and Procedures Is sue 2010).The National Cereals and Produce Board which is the organization selected for this study is a body corporate that was established in 1985 under Cap. 338 of the Laws of Kenya. However, this organization has been in existence since 1939 when it was established by the then Colonial Government. The Board previously operated under diverse names which included West Kenya Maize Marketing Board, Maize Marketing and Control Board, Maize and Produce Board. It acquired its current name after the amalgamation of the Maize and Produce Board with the defunct Wheat Board in 1980 (NCPB Act, Cap 338).The Board’s main function over time has been to provide grain farmers with a marketing outlet, while at the same time it is charged with undertaking the food supply functions of the State. The Board trades in maize, wheat, beans and other scheduled produce such as millet, sorghum and rice. It also offers services like drying, grading, cleaning, pest control and storage of grain as well as weighing. Additionally, the Board offers for sale, such items like weighing scales, gunny bags, pesticides and tarpaulins.More recently the Board had engaged in the trading in farm inputs more specifically fertilizer with the aim of reducing the cost of production for the farmer and also diversify its products range to make it more profitable (NCPB Strategic Plan, 2009-2013). The organization has a network of 110 stations spread all over Kenya; in both the high potential agricultural areas like most parts of Rift Valley, Western and Central Provinces, as well as the low potential (food deficit) areas like North Eastern and parts of Eastern Provinces.The network is divided into six administrative regions which are Nairobi/Eastern, Northern, Coast, North Rift, South Rift, South Rift and Lake/Western (NCPB Strategic Plan 2009-13). The Board has since the early 1990’s been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Progr amme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.In a period of ten years (1993-2003), the Board released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 930 at the end of the exercise. The Board currently has an establishment of about 1020 employees falling under four broad categories, namely Senior Management (Job Group M and above), Middle Level Management (Job Group K-L), Supervisory Management (Job Group G-J) and Operatives (Job Group A-F) (NCPB Staff Establishment Audit Report, 2004).The organization has a fully-fledged Human Resource Department, which uses a detailed Resource Manual that contains policies and procedures that basi cally defines the relationship of the organization. The Board recognizes that human resource constitute its most assets, because people grow and develop over time and without them all the other resources (materials, money, methods and machines) will not be effectively utilized.According to the manual, Board’s Human Resources Management function is primarily concerned with the human relationship fields. It aims at bringing together and developing the human resource cohesive and an effective unit to complement all the other functions in the Board, while regard to the well being of the individual and groups of workers enabling them to make maximum contribution towards the successful attainment and sustenance of the Board’s corporate goals and objectives (NCPB Human Resource Policies and Procedures Issue, 2010).National Cereals and Produce Board has two forms of performance appraisals with the main one being carried out annually and involves the appraiser and the appraisee sitting together to review the latter’s performance in the preceding one year. They evaluate the extent to which the employee met the targets agreed upon at the beginning of the appraisal period.The other type of performance appraisal target employees on probation and those appointed to various higher capacities on trial basis and is conducted to determine their suitability or otherwise for confirmation on their respective positions (NCPB Human Resource Policies and Procedures Issue, 2010). 1. 2Statement of the Problem At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.Latham and Wexley (2001) assert that the effectiveness of an organization's performance appraisal system is a prerequisite for ensuring the success of its selection, training, and employee motivation practices. At a strategic level, the need for rapid and effective organizational change in today's dynamic social, economic, and political envi ronment requires that employees continually re-align their performance with the evolving goals and objectives of the organization (O'Donnell and Shields, 2002).The need to continually re-align performance characterizes many organizational departments which continue to struggle with getting their members to embrace the philosophy and practices that are geared at enhancing performance (Scrivner, 1995; Vinzant and Crothers, 1994). The organization since early 1990’s has been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.The Board has in a period of ten years (1993-2003), released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This has reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 1020 at present. The organization has frozen recruitment except for professionals and replacement of essential employees which has led to the re-allocation of the duties that were earlier being performed by higher number of employees to fewer people.In order to enhance employee performance the Board introduced employee appraisal system was introduced in 2010. At National cereal and Produce board, performance appraisals have been conducted but they have faced many challenges. Instead of boosting staff performance, they have ended up frustrating staff until some have ended up leaving because of the high level of disatisfaction. NCPB has offices in several locations including Nairobi, Nakuru, Eldoret, Moisbridge, Kitale among other major town.In order to improve the effectiveness of performance appraisals, the organization has tried to apply different approaches of performance app raisals but the result has not been any different. The study seeks to investigate the effects of performance appraisal system on staff performance at National Cereals and Produce Board. 1. 3Objectives of the Study 1. 3. 1Broad Objective of the Study The broad objective of the study is to investigate the effects of performance appraisal systems on staff performance at the National Cereals and Produce Board. . Specific objectives 1. 3. 2. 1To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. 1. 3. 2. 2To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. 3. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. 4. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board. . 4 Research Questions 1. What are the types of per formance appraisal approaches used at the Kenya National Cereals and Produce Board? 2. What are the effects of performance appraisal accuracy on staff performance at the National Cereals and Produce Board? 3. How does employee appraisal feedback management affect staff performance at the National Cereals and Produce Board? 4. How does appraisers’ competence affect employee performance at the National Cereals and Produce Board? Methods Population/SampleThe population in this research is all employees’ program participants, their supervisors, and management team. The sample for this research will be forty employees participants, 20 supervisors participants and 10 management participants and performance appraisal evaluators. Data Collection A survey will be used to collect all of the information for the research project. Surveys will be handed out to performance appraisal evaluators and turned in when the performance appraisal is complete to the researcher.Also, employees ’ participants and their supervisors’ participants and managers’ participants will complete surveys at semi-annual performance reviews. The surveys will be filled out at the end of the performance appraisal session and turned in to the research evaluator. Data Analysis Qualitative analysis will be used to analyze the open-ended questions on the survey. Common subjects and similarities will be examined to draw conclusions about the strengths and weaknesses of the performance appraisal. 1. 5Importance of the Study 1. 5. 1National Cereals and Produce BoardThe research will be of importance to the Board as it will advocate for the importance of performance appraisal in the organization and will enable the management of NCPB to come up with a streamlined performance appraisal system and at the same time communicate to employees what they are expected to do in order to achieve the organization corporate goals. 1. 5. 2Human Resource Department The results of the resear ch will enable the Human Resource Department to examine the existing performance appraisal system, highlight the main deficiencies affecting the system and point out possible ways of improvement.The system would then transform the employees into a hardworking and highly committed workforce that will enable the organization achieve its objectives efficiently and effectively and thus create a competitive advantage. 1. 5. 3Other Organizations Parastatals within the Ministry of Agriculture and other stakeholders in the grain sub-sector will use the research findings to improve their employee performance appraisal systems and the use of performance appraisal system as a management tool. The performance appraisal system will be a useful tool in complementing performance contracting currently used in all Government ffiliated offices. 1. 5. 4Future Researchers Future researchers will also be able to use the research findings as a benchmark to their research on performance appraisal system a nd its effects on staff performance. In addition, the findings of this study will serve as a source of reference in future research. The study will also suggest other areas where future researchers can further their knowledge. 1. 5Scope of Study The study will be carried out within the National Cereals and Produce Board Headquarters, Industrial Area, Nairobi. 1. 6Limitations of the Study 1. 6. Non response because of fear to reveal detailed information concerning the organization due to fear of exposing the weaknesses the organization is facing and the confidentiality of such information in terms of business practices. The researcher foresees a challenge in collecting the required data from the respondents. The respondents may fear giving information stating that the information requested may be used against them. To limit the effects of this limitation, the researcher will carry with her an introduction letter from the University confirming that the data requested will be used for academic purposes only. . 6. 2Lack of co-operation from some of the respondents for fear of victimization from their supervisors. 1. 6. 3 The researcher also foresees a challenge where the respondents are likely to give the ideal scenario instead of providing the situation they way it is now. This may affect research finding as it will distort the study findings. 1. 7 Definition of Operational Terms Respondents- the persons from whom information were sought in the study Public sector-the civil service and organizations operating under the State Corporations Act Appraisal-to evaluate or assess the worth of somethingPerformance -is the act of carrying out something Research-to make a detailed study or investigation of something 1. 8Chapter Summary This chapter covered introduction of the study where it discussed the key concepts in the study including performance appraisal and employee performance and how they relate to one another. It then provided statement of the problem where it d iscussed the importance of performance appraisals to organizations, what the situation is at the Kenya National Cereal and Produce Board and what the research gap for the study is.The chapter then presents the study objectives including main and specific before presenting the research questions. The chapter then presented the importance of the study, limitations of the study, definition of terms and chapter summary. REFERENCES Aswathapa, K. (2006). Human Resource Management and Personnel Management, 4th Edition, Tata McGraw-Hill Publishing Company Limited. Armstrong, M. (2006). A Handbook of Personnel Management Practice, 8th Edition, British Library Cataloguing in Publication Data, USA. Armstrong, M. and Stephens, T. (2005).A Handbook of Employee Reward Management and Practice, Kigan Page Limited, USA. Bannister, B. D. (1986) Performance Outcome Feedback and Attribution Feedback: Interactive Effects on Recipient Responses, Journal of Applied Psychology, Volume 71. Baron, R. A. (198 8) Negative Effects of Destructive Criticism: Impact on Conflict, Self-Efficacy, and Task Performance, Journal of Applied Psychology, Volume 73. Byars L. and Rue Leslie, W. (1997). Human Resource Management, 2nd Edition, Irwin/McGraw Hill Library of Congress Cataloguing in Publication Data, USA. Byars L. Lloyd and Rue W. Leslie, (2000).Human Resource Management, 6th Edition, New York: McGraw Hill. Casio W. (2003) Managing Human Resources: Productivity, Quality of Work Life, Profits, 6th Edition. New York: McGraw Hill. Cash M. (1993) Effective Management, CCH International Sydney. Cardy R. L. & Dobbins G. H. (1994) Performance Appraisal: Alternative Perspectives, South Western Publishing Company. Cincinnati, OH. Corbridge Marjorie and Pilbeam (1998) Employment Resourcing, London: Financial Times Management. Department of Human Resources of University, West Virginia (2004) Human Resources Policies and Administrative Procedures.Dessler, G. (2005) Human Resource Management. New Delhi: P rentice Hall. Dulewicz, V. (1989) Performance Appraisal and Counselling, John Wiley and Sons Limited, New York, USA. Erdogan B. (2002) Antecedents and consequences of Justice perceptions in performance appraisals. Human Resource Management Review, 12 (4). Flippo B. Edwin (1984). Essentials of Human Resource Management, MacGraw-Hill Company, New York. Graham H. T. (1989) Human Resource Management (sixth Edition), UK: Pitman Publishing Longman Group. Harris, D. M. & DeSimone. R. L. (1994) Human Resource Development, Dryden Press, Forth Worth.Jackson S. E. & Schuler R. S. (2003) Managing Human Resources through Strategic Partnerships (8th Edition) Manson, Ohio: Thomson –Southwestern. J. Mullins (2002) Organization Behaviour and Management, Seventh Edition, Prentice Hall; Publications, New Delhi India. Javitch David G. (2005) Appraising Employee Performance, in The Entrepreneur, March 2005. Lawrie, J. (1990) Prepare for Performance Appraisal, Personnel Journal, Volume 69. Longene cker, C. O. (1989) Truth or Consequences: Politics and Performance Appraisal, Business Horizons, Volume 32.Mugenda G. Abel and Mugenda M. Olive, (2003). Research Methods – Quantitative and Qualitative Approaches, 2nd Edition, Acts Press, Kenya. Nemoroff, W. F. & Wexley, K. N. (1979) An Exploration of the Relationships Between the Performance Feedback Interview Characteristics and Interview Outcomes as Perceived by Managers and Subordinates, Journal of Occupational Psychology, Volume 52. North, Archer. (2004) Performance Appraisal: Complete Online Guide, Archer North and Associates. Oberg W (2005). Making Performance Appraisal Relevant, 2nd Edition.Penny Hackett. (1979) Success in Management: Personnel, Kingston, Surrey: Kingston Polytechnic. Rai H. & Singh M. (2005) Mediating effects in the relationship between 360-degree Feedback and Employee Performance. Working Paper No. 2005-04-06. Rao P. Subba and Rao V. S. P. (1990) Personnel/Human Resource Management, New Delhi: Konark Publishers PVT Limited. Saleemi N. A. (2005). Personnel Management, 2nd Edition, N. A. Saleemi Printers, Nairobi, Kenya. San Joaquin County, Human Resources Division. (2002) Human Resources Handbook. Tripathi P. C. 1989) Personnel Management and Industrial Relations, India: Sultan Chand and Sons. To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board.

China s One Child Policy - 1745 Words

China’s One Child policy is a policy that the Chinese government introduced in 1979 to try and solve the problem of overpopulation. The Policy’s main purpose was to make sure that China could support its large population with facilities such as healthcare, education, housing, good jobs and most importantly, food. The aim was to reduce poverty and to improve overall quality of life for the people. China’s one-child policy has led to unintended and negative consequences, such as a diminishing labor force, an aging population, the neglect of basic human rights, and an unbalanced sex ratio gender population. To improve China’s situation, the policy should be reversed. Twenty-five years after it was launched, China’s one child population control policy is credited with cutting down the population growth to an all-time low and contributes to decades of spectacular economic development. Today, as China contemplates the future of the one child policy, many argues a point that a change that allows couples to have two children will not lead to uncontrollable population growth. Instead, it could help meet the fertility desires of most Chinese couples; avoid a worsening of the demographic and social consequences already evident. As a result, changes will need to come soon rather than later if China is to avert even greater negative consequences of the policy (Can China Afford to continue its one-child policy?). The one-child policy began when the centrally planned economy was stillShow MoreRelatedChina s One Child Policy1000 Words   |  4 PagesChina’s One Child Policy. This is something that I am against. I do not think you should limit a family to one child. There are many problems with this policy that I do not think were thought about when the policy was created. I have not found many good things about this policy. The only positive thing I have found about this policy is that it creates many chances for adoption. But most of these children who are up for adoption do not get adopted. So I do not support China’s one-child policy. One reasonRead MoreChina s One Child Policy1227 Words   |  5 PagesThe one child policy in the Peoples Republic of China has recently been lifted to allowed families to freely have two children rather than one. This policy, introduced to China in the late 1970’s, was due to a massive baby boom which had taken place in the 1960’s. In the early to late 1950’s the Chinese government had encouraged its citizens to produce children at a rapid rate in the hope of building a larger work force (Managing Population Change Case Study: China). In order to counteract this boomRead MoreChina s One Child Policy1631 Words   |  7 PagesThe One Child Policy China has had the new population control for almost 36 years, composed by the one-child policy and prohibited excess reproduction. The birth control plan has received praise on reducing the population, but also received criticism over the late 20th century. In 1979, couples were forced to pledge not to give second birth or bear any more children (Feng, 2014). From 1979 to 2015, while the population growth rate has reduced substantially, this implementation has been tremendouslyRead MoreChina s One Child Policy1925 Words   |  8 Pagespeople. It is the most populous country in the world and it is only increasing. The Chinese government has spent more than 40 years trying to slow their population growth. They have done so through their controversial one child policy. There is no denying that China’s one child policy changed the lives of Chinese citizens when it the Chinese Communist Party [CCP] in 1979 as a way of controlling population. Under Mao, the government encouraged fa milies to have as many children as possible, believingRead MoreChina s One Child Policy964 Words   |  4 PagesThus, by 1975, the Chinese government had reversed their policy on population growth (Clarke), adopting the slogan â€Å"Later, Longer, Fewer.† This campaign urged couples to have two to three children and to begin reproducing at a later age, as well as promoting improved sanitation and healthcare to as to increase life expectancy (â€Å"5 Things to Know About China’s 1-Child Policy†). In 1979, the Chinese government introduced the One-Child Policy, which consisted of a set of regulations governing the approvedRead MoreRepercussions Of China s One Child Policy883 Words   |  4 PagesChina’s One Child Policy â€Å"China Will Have another Major Demographic Problem,† is an article on About.com written by Matt Rosernberg. It explains the great imbalance between man and women due to China’s One Child Policy, and how this situation will disturb the stability and development of China because the high numbers of bachelors tend to damage community by doing crimes and violence. The policy says that a couple could only have a child. This was created as a temporary solution since China was overpopulatedRead MoreChildren Of The Dragon : China s One Child Policy1298 Words   |  6 PagesChildren of the Dragon: China’s One-Child Policy The earth’s growing population is a global concern. Both developed and third-world countries, are experiencing shortages of food, water and access to adequate healthcare. Although the poorest are hardest hit, even powerful countries like the United States and Great Brittan have been affected. Recent shortages of medication and fuel are contributing to speculation and concern. Governments the world over are turning to alternative energy and sustainableRead MoreUnintended Consequences Of China s One Child Policy1907 Words   |  8 Pagescontradicts the one-child policy implemented in China. The one-child policy was a program designed to restrict Chinese families to only one child, with severe consequences lined up for those who disobeyed. It was met with harsh opposition, from Chinese citizens as well as from other countries. The policy succeeded in creating smaller families, but it unleashed a slew of unintended consequences, including a higher crime rate and an increase in the elderly population, who only have one child to supportRead MoreChina s One Child Policy : Destructive Or Constructive?2001 Words   |  9 PagesChina’s One-Child Policy: Destructive or Constructive? Classical Argument Essay China’s one-child policy has created a wide range of debates as to whether it is helpful or detrimental to the country due to the conditions it holds. In 1978, China discussed a law stating married couples could only have one child within their lifetime. This policy was eventually applied a couple years later, in 1980, after they discussed the various terms of the policy. After several years of action, China added flexibilityRead MoreChina And Indi Driving Forces Of Overpopulation712 Words   |  3 PagesEmre Can AydÄ ±n Writing Assignment 104A 03/15/2015 China and India: Driving Forces of Overpopulation According to BBC, India s population reached nearly 1.21bn (India census: population goes up to 1.21bn). China is also has the population of 1.36bn according to Chinese Government (China Statistical Yearbook-2014). That s almost the half of the Earth s population. There are negative outcomes of this situation like poverty, depletion of resources and disturbed cultural structures. Actually