Monday, February 24, 2020

Managing Employees performance Assignment Example | Topics and Well Written Essays - 500 words

Managing Employees performance - Assignment Example Some of the most commonly used ‘traits’ include ‘dependability’ ‘attitude’, ‘attendance’, ‘initiative’, ‘cooperation’, ‘overall output’, etc. The employee could be given a rating on a scale of one to five for each of these traits. Here, 5 could represent ‘excellence’ and 1 could represent ‘poor’. 3 stands for acceptable but not outstanding standards. The total attained by the employee is a good indicator of his/her overall utility for the enterprise. The graphic rating scale can either be continuous or discontinuous. The forced distribution appraisal method is a modern management concept. It is more formal and structured compared to traditional models. It differs from traditional models in that it takes into consideration numerous employee performance parameters. The objective is not merely to find ‘justifications’ for an employee’s remuneration structure, but also to constructively identify weak and strong areas. In this manner an employee is offered a feedback for all-round development of skills. For example, the forced distribution appraisal method will grade employees across performance scales. This will help the management to offer inputs on their career development, training needs and optimal reward structures. There are several principles that make forced distribution methods successful. Firstly, the evaluator is given a predetermined distribution scale to fill up. ‘Job performance’ and ‘eligibility for promotion’ are given special attention. A five point performance rating scale is the norm, where employee traits are assessed only quantitatively. The worker can come out as ‘good’, ’bad’ or somewhere in between with respect to the traits. A graph can then be constructed with the rating designated to X-axis and’ number of employees’ to the Y-axis. What usually transpires is a Norman distribution curve with a majority

Thursday, February 20, 2020

A statement of purpose(objective) to study a PHD in Space Science Personal

A of purpose(objective) to study a PHD in Space Science - Personal Statement Example Currently, serious research is being undertaken in laboratories constructed in Space! Space Science has been of great benefit to humanity. Most noteworthy, are artificial satellites which have greatly enhanced information and communication technology (ICT). Indeed, satellite technology has boosted internet connectivity and communication globally. All these gains can easily override the adverse effects of space science. One serious negative effect is orbital junk in space (Leushacke and Mehrholz 1). It comprises of space debris deposited by man and includes defunct satellites and collision and explosion fragments. I intend to carry out impact assessment on this orbital junk. There is need to clearly identify the risks posed by space junk. In addition, strategies should be formulated to prevent further damage. In fact, extensive research needs to be carried out on ways to reclaim the junk into useful matter. I would like to carry out my research in a space laboratory in collaboration with NASA. This would be the most appropriate site to carry out my study on space junk. Hopefully, my PhD study will create more insight on means to mitigate this problem. This will form a good foundation for my career as a space research

Saturday, February 8, 2020

The Cultural Diversity and its Impact on the Organization Case Study - 1

The Cultural Diversity and its Impact on the Organization - Case Study Example Additionally, each organization had developed its cultural practices, but now they have to make amendments that will make them compatible. This means that the human resource management ought to be firm in managing the culture of the company. Most importantly, the department must determine the culture and study that culture (Symes 2011, 47). Moreover, there are cultural differences between the merging and the acquired company. This could be issues like how each organization measures or defines their success, working terms, insurance, benefits for the employees, form or mode of management, the attitude of the employees, how they handled the problems and the functions conducted by the managers as they operated the company’s functions (Symes 2011, 48). Therefore, this paper focuses on indicating that human resource has a role to manage the culture of organizations that merge or in the acquisition. It is known that when the merger or acquisition of an organization fails, the blame is usually placed on the culture. Interestingly, culture shock could lead to failure where there is lack of effective human resource management (Gitelson et al. 2000, 105). It even gets worse when the merge includes two or more organizations from different countries. Arguably, the conflicts arise many times when the purchasing organization that made the initial move make deals and offers around finances. Additionally, the human resource department forms the larger company acquire some benefits that will help establish the problem. For example, insurance covers and pension plans that will cause a significant amount on the organization. Besides, the company needs to know or agree on the offers it will make after the merger or acquisition. However, when the major issues are to be addressed wisely, the combination can lead to an effective organization.  

Tuesday, February 4, 2020

Marketing; Getting to yes, Closing and Confirming the sale Research Paper

Marketing; Getting to yes, Closing and Confirming the sale - Research Paper Example Once it is done the target is to aim your company for a sale. Discovery process is considered the heart of the overall sales process. It is very important for any sales person to realize the importance of open ended questions. An open ended question demands a detailed answer from the prospect, whereas a closed end question won’t give you much insight into the mind of the customer. A successful sales man actually utilizes a good combination of both open ended and close ended questions. Open ended questions should be asked in the beginning of the sales discovery session. Close ended questions should be reserved for the end. Questions should be designed very carefully and should be prepared beforehand. A bad sales discovery meeting is usually a result of the type of questions asked. (Goldner, 2010) As we have learned framing of question is of prime importance. The question arises how we can prepare good open ended questions. Following is the worksheet which provides a systematic of conducting a successful sales discovery process. Effective communication is very important for unlocking your customer needs. It requires your undivided attention. You need to empty your mind of everything and be with your customer with your heart and soul. It requires the entire physical and mental sense to be with the customer so that the two of them come on the same wavelength. (Val Gee, 2007) Every business deems to be profitable. Selling is about perspiration which involves things like making calls, knocking on the doors and being on the phone. It involves three major steps i.e. making appointment, following up, and getting a commitment. Getting close to yes requires being knowledgeable, confident, able to close and able to perspire. To close a deal you have to be at the right place at the right time. Only that sales person can do all this and close the deal that enjoys his work. If you managed to sell that doesn’t mean that the story is