Integration of the Police Force Essay Sample free essay sample

The local constabulary sections along with the Erie County Sherriff’s are shortly excessively integrated into one force. This paper will speak about three jobs that will originate from this integrating and so three solutions for each one of these jobs. With that there will be drastic alterations. from rank construction. to pay classs. to how they will run as one force instead than different precincts. This means that they have to happen a manner of traveling about this drastic alteration. They live in Erie County were there are New York State Police. Eire County Sherriff’s. and so all the single town. small town. and metropolis constabulary sections. When they switch to Metro Police Department. they will be all one force ( with the exclusion of State Police ) . That means that constabulary officers will be allowed to traverse town lines and patrol anyplace ( with-in ground ) in Eire County. and would non hold to bespeak permission to traverse town lines. We will write a custom essay sample on Integration of the Police Force Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They can salvage the constabulary section money by interrogating the sections into one. This paper will state how they will carry through this integrating with minimal troubles. This paper will speak about three jobs that will originate from this integrating and so three solutions for each one of these jobs. The first job is with all the sections being meshed into one rank construction is traveling to be messed up. The solution will be that they will merely hold one Chief of Police. but presently have a few twelve. The manner they will come up with the Chief is the individual with the best service record and who has the highest degree of senior status will be the Chief of Police. who will be at Headquarters in Buffalo. NY. Then they will hold three Deputy Chiefs. These three will be formed by the following three Chiefs with the best service record and senior status. They will be broke down into three subdivision of Erie County. One Chief will be stationed in Amherst. NY. another in Buffalo. NY. and so the 3rd and concluding Chief in Hamburg. NY. Each one of these Deputy Chiefs will hold one Police Commander and one Police Captain under them. They will make up ones mind which of the constabulary captains will take the musca volitanss. Any excess heads can travel down to Lieutenant or they will give them their pensions and they will take an early retirement with a little fillip for their grudges. All from there on down all forces will take a demotion a bulk will be demoted to Police officer. Promotions will be based on Seniority and their service record. Each Metro Police precinct will be run by a Lieutenant. The 2nd job with incorporating all the constabulary sections into one is the wage class. There will be maximal overtime of three hours a hebdomad for each officer. Each constabulary officer will work eight hours every twenty-four hours. There will merely be a one-fourth of the officers on the dark displacement compared to the twenty-four hours displacement. Without overtime this means that it is easy to maintain a low budget and salvage money which means that more officers will be employed with less cost than holding fewer officers who are on overtime. Each officers pay will reflect his or her rank in the force. All constabulary officers will be paid the same. all Sergeants will be paid the same. same with all Lieutenants. and so on. This is so we have less convulsion within our force because there will be no issues with wage persons rank. Third job with the integklration of the County and local constabulary sections is how to maintain unity. professionalism. authorization. and order within the force and in public. With the Eire County Sherriff’s. and all local constabulary sections being integrated into one we need new rigorous ordinances to be added to old 1s. First set of new Torahs are that no 1 will state degrading things to another constabulary officer or to a citizen based on gender. race. gender. age etc. Any issues whether it be in house or in public will be addressed by no 1 below the rank of Lieutenant. Anything that is either degrading to or good to anyone publically or in house based on gender or sexual penchants will non be tolerated. If it does go on it will be dealt with thoroughly and is evidences for remotion from the force. Professionalism is everything in the public constabulary force. it shows the citizens that we are a force to cover with if any offenses are committed and it tells them that we will protect them from force no affair what it is. So no vulgar linguistic communication or obscene gestures in public because it shows immatureness and sloppiness which is non what we should hold the public image us as. Each officer will be given a psych rating every two months to prove whether he or she is capable to work with in the force. If for any ground he or she is deamed non suit for responsibility the Lieutenant will read the study ( s ) and will speak to the Psychologist every bit good as the officer and will do the determination to either continue to allow the officer wo rk in the field. delegate him to desk responsibility. take a paid leave of absence for one hebdomad or to allow the officer go. A officer may non utilize his pervious sections rank or rubric to give foreman others around. so if a head is demoted to Lieutenant he may non stamp people around who are higher because that does non travel with rank construction. Any sexual torment and sexual assault will non be tolerated and any officers who are involved will be on wage leave till the job is solved. The Deputy Chief will cover personally with any sexual torment or sexual assault instances that are in house. If a officer is found to hold been wronging person. with due procedure of the jurisprudence. he or she will be let go of instantly. we will non digest this and will prosecute to the fullest extent. If a sexual torment or assault is found to hold been a prevarication so the individual who made the acquisition will be released from the force and will be arrested for a false charge. The local constabulary sections along with the Erie County Sherriff’s are shortly excessively integrated into one force. This paper has named and told how to work out three major jobs that will originate from this integrating and so three solutions for each one of these jobs. This is of import information because in the instance that a constabulary section does acquire integrated into onethere are three jobs listed with their solutions that you can utilize to repair them.

Free Essays on Marie Antionette

Marie Antoinette was born in Vienna, Austria on November 2nd 1755.She was the daughter of Austrian archduchess Maria Theresa and Holy Roman Emperor Francis the first. In 1770 she married the dauphin of France who later became King Louis XVI. Marie’s wedding to King Louis was made only to strengthen France’s Alliance with Austria. The people disliked the marriage. Marie ‘s actions increased the hostility and unpopularity among the people. She constantly sought the advice of the Austrian ambassador and attempted to influence French foreign policy in favor of Austria. Unhappy in her marriage, which remained unconsummated for seven years, she surrounded herself with a clique of disillusioned royals, led by Yolanda de Polignac and Marie Theresa de Lamballe, and threw herself into a life of pleasure and careless extravagance such as fancy balls, theatricals and gambling. Marie paid no attention to the France’s financial crisis, but only on spending her money lav ishly. Vicious stories and rumors where told about her one of these stories illustrates her haughty attitude toward the people. According to the story Marie asked an official why the Parisians are angry â€Å"because they have no bread† was the reply â€Å"then let them eat cake† said Queen Marie. This story also shows her lack of understanding in economic problems. With the birth of her son her life became more calm.Although she contributed to the fall. Her notorious reputation led to scandals such as the Affair of the Diamond Necklace and to rumors concerning her relations with officers of the guard and with Hans Axel Fersen. The famous solution to the bread famine, â€Å"Let them eat cake,† is unjustly attributed to the queen, but it is certain that Marie Antoinette lacked understanding of economic problems. With the birth of her first son, her life became more sedate. Although she had contributed to the downfall of A. R. J. Turgot in 1776 and was hostile to Jacques Necker,... Free Essays on Marie Antionette Free Essays on Marie Antionette Marie Antoinette was born in Vienna, Austria on November 2nd 1755.She was the daughter of Austrian archduchess Maria Theresa and Holy Roman Emperor Francis the first. In 1770 she married the dauphin of France who later became King Louis XVI. Marie’s wedding to King Louis was made only to strengthen France’s Alliance with Austria. The people disliked the marriage. Marie ‘s actions increased the hostility and unpopularity among the people. She constantly sought the advice of the Austrian ambassador and attempted to influence French foreign policy in favor of Austria. Unhappy in her marriage, which remained unconsummated for seven years, she surrounded herself with a clique of disillusioned royals, led by Yolanda de Polignac and Marie Theresa de Lamballe, and threw herself into a life of pleasure and careless extravagance such as fancy balls, theatricals and gambling. Marie paid no attention to the France’s financial crisis, but only on spending her money lav ishly. Vicious stories and rumors where told about her one of these stories illustrates her haughty attitude toward the people. According to the story Marie asked an official why the Parisians are angry â€Å"because they have no bread† was the reply â€Å"then let them eat cake† said Queen Marie. This story also shows her lack of understanding in economic problems. With the birth of her son her life became more calm.Although she contributed to the fall. Her notorious reputation led to scandals such as the Affair of the Diamond Necklace and to rumors concerning her relations with officers of the guard and with Hans Axel Fersen. The famous solution to the bread famine, â€Å"Let them eat cake,† is unjustly attributed to the queen, but it is certain that Marie Antoinette lacked understanding of economic problems. With the birth of her first son, her life became more sedate. Although she had contributed to the downfall of A. R. J. Turgot in 1776 and was hostile to Jacques Necker,...

Economic Forecast for Lowes (the home improvement store) Research Proposal

Economic Forecast for Lowes (the home improvement store) - Research Proposal Example Unusual from the responsibility of the company to make the energy profitable and more transparent, it needs other big companies to publish yearly report that shows their revenue profits and costs also the separated figures should be presented for the purposes of supply. The future consumers of electricity should be given great attention as part of the objective that it is aiming in order to improve the transparency and the profitability of the electricity company. This would instill confidence to the new firms that are willing to venture into the electricity using market business as well as any other business that uses energy in its production. Lowe’s data also assists the business people to asses and monitor their business on how much capital it spends on the electricity bills. The company will always lower the price of the products that it produces if only the price of the electricity is lowered by the company that produces it, this will lead to increased profits on its part as they will lower the prices of their products hence attract many customers hence higher sales that will lead to increased profit.

The Disease of Alcoholism Speech or Presentation

The Disease of Alcoholism - Speech or Presentation Example The present paper has identified that alcohol is a poison which can damage the body. Either as a con ­ sequence of its direct toxic effects or because of the dietary and vitamin  deficiencies which often  accompany heavy drinking, alcohol can harm the body. It can damage the brain with, at worst, dementia the result. The nerve supply to the limbs can be impaired with numbing and pain (peripheral neuritis). The liver can be the prime site of alcohol poisoning, with cirrhosis the outcome. The pancreas can become inflamed, with painful and potentially lethal consequences. The limb muscles can be weakened (Goodlett et al 1999). Only imagine that about 200,000 deaths each year are directly related to alcohol abuse (Death Statistics 2007). The major adverse effects associated with alcohol abuse are related to liver damage because of the accumulation fats and protein in the liver. Long-term heavy drinking is associated with the development of esophagitis, gastritis, achlorhydria and g astric ulcers. Heavy alcohol intake may interfere in the normal process of food digestion and absorption (Goodlett et al 1999). It also inhibits the capacity of the intestines to absorb various nutrients including vitamins and amino acids. This can result to vitamin deficiencies. Alcohol has been shown to affect the heart by increasing the resting cardiac output, heart rate and myocardial oxygen consumption. A person with alcohol intoxication may also be predisposed to infections secondary to the suppression of the immune system. Alcoholism ruins personality and males a person dependant on alcohol. â€Å"Rich or poor, tall or short, fat or thin, male or female, all fall into the alcoholic spectrum in an orderly and predictable pattern--each being equal to the other†. Form the chemical and biological point of view alcohol has potent effects on areas of the brainstem called the locus coeruleus and the raphe nuclei (Goodlett et al 1999). These play an important role in both moto r coordination and alertness, which unsurprisingly are two of the functions most impaired by having a drink or three. Alcohol abuse is so dangerous because it negatively inferences the mental and psychological development of a person. Alcoholism has the potential to disrupt every brain function. The well-known fact is that alcohol may appear to be a stimulant, but it is mostly a central nervous system depressant. Although initially there may be a feeling of happiness and well-being, alcohol produces loss of emotional control, violent behavior, inability to coordinate movement, nausea, confusion, and coma. Less known facts are that alcoholic coma is not a minor problem - it results in death in about 1 in 20 cases. Once people who use alcohol heavily are habituated to this drug after five or so years; they will experience blackouts, nightmares, and hallucinations. It is a known fact that citizens can drink alcohol life long in moderate quantities without significant risk to health or social well-being. Unfortunately, too many people who take alcohol regularly are unable to resist the temptation and increase the quantity of alcohol that leads to alcoholism. It is important to remember that withdrawal also produces uncontrolled trembling of the limbs, delirium and epileptic attacks that do not always respond to anti-epileptic drugs (Goodlett et al 1999).  

ECommerce Coursework Essay Example | Topics and Well Written Essays - 2000 words

ECommerce Coursework - Essay Example Turban et al have compared the internet economy to the ecosystem in nature because the users find their own ways and means to generate profits and service the customers. They create an environment conducive to attract the customers and suppliers and make changes as the situation demands. Today the internet has scores of online businesses business-to-business (B2B), business-to-customer (B2C) and customer-to-customer (C2C) and has definite advantages over the traditional way of transacting business (Amit and Zott 2000). However, the internet ecosystem has a business model that has enhanced the value chain and eliminated the dis-intermediaries. There are various business models that operate on the internet each having its own advantages and benefits for the participants. This is because the internet is an open and non-proprietary platform for collaboration and communication. It has allowed free information sharing and close connections with customers and among supply chain or business ecosystems partners’ information systems (Lee and Vonortas 2003). This results in benefits like real time pricing, flexible products and services, low cost of distribution as the intermediaries can be eliminated. The extensive reach and the richness of the information can be maintained between the ecosystem partners. The digital assets for a firm include the information about the customers whereby they are able to provide value across different markets. Information is a source of revenue for the digital economy and this enhances transparency. Business offer virtual online stores where the customers can visit stores, compare prices and take an informed decision. In the digital world keeping pace with the change that is taking place is important and firms must learn to adapt to the changing business environments. Today there are definite value drivers of e-commerce, which refers to any factor that enhances the

Performance Appraisal System Impact on Employees Apollo Tyres

Performance Appraisal System Impact on Employees Apollo Tyres 1.1 Introduction According to Mayo, 2000, Human resources management is an important function of a firm because the machines can be easily directed, repaired and utilised but employees are living beings with emotions and prejudices and cannot be easily directed, repaired and utilised. In 20th century the theoretical as well as practical aspects of the Human resources management got a scientific dimension, the consistent efforts of the management to improve the performance of the firm has resulted in the performance evaluation of human resources or employees. The employees are the building blocks of a firm and the defective block will deform the entire firm so it is the responsibility of the management to shape these building blocks according to the needs. The performance appraisal system is not new concept it has an age old history to tell but the modern appraisal system has evolved in the mid of 20th century. The performance appraisal system, which integrates many departments of the firm, is aimed at the enhancement of performance of the employees. The employees who are not scoring in the performance appraisal period are required to undergo training and skill development programme. The performance appraisal was believed to be a motivation factor but in practise many studies have shown that it is not always act as a motivational factor but sometimes has de-motivational effects on the appraised. The system which formulates the rules and regulations to motivate the employees to perform better in the next appraisal period can be called as a best suited system for that particular firm because there is no optimum method or procedure to be followed in a performance appraisal system in a firm. (Nishad, 2005) The motivation and de-motivation factors may be present in the same performance appraisal system. The appraisal may be motivational to some employees meanwhile it is de-motivating for others. The combined effect is a general thing in all appraisal system but the proportion of motivation to de-motivation factors should be high otherwise the entire objective of the Performance appraisal will be failed. (Seong and Lewis, 2009) There are many factors which affect the result of performance appraisal the main factor is the appraisal procedure and the evaluation criteria, the next important factors are social, cultural, economical and political aspects of the employees. The social and cultural aspects are known as permanent factors which cannot be nullified so it becomes the duty of the employer to plan a PA system which suits the socio-cultural aspects of the employees in addition to the due consideration for the political as well as the economics factors. (Nishad, 2005) 1.2 Background and justification of the study 1.2.1 Background of the Study Apollo Tyres Ltd is a multinational company having many divisions all around the world. It is a private sector company with limited liability. The performance track of ATL has attracted many foreign firms to initiate joint venture with this company in UK, US and African continent. The performance of this company and the varied product categories it offers to the customers are the key for its success. (Company profile, 2010) Apollo Tyres Ltd is emerging as a global tyre manufactures and it finds its strength in the availability of materials and labour at a lower price than its competitors. The annual revenue for 2009 financial year was 1.2 Billion USD. The main source of income is form the domestic production; recently the firm has acquired many other international firms such as the Dunlop Tyres in 2006 and VBBV of Netherlands as well as the Russias largest tyre manufacturing company Amtel-Vredestein NV. ATL has a direct market strategy and has 2500 showroom all over the world; majority of it are in India. There are 4000 dealerships India and more than 100 dealers internationally. (Company profile, 2010 and Stanley, 2009) The globalisation has brought many challenges to ATL as new multinational companies have entered the health care sector in India. ATL has coped with challenges with diversified product plan and for that it has invested billion of Indian Rupee, as a result the company has major market share in India. It is a matter of credit that around 10% of Tyre Products available all over world belong to ATL because of the export activities of the company. The company is so successful because of the work force it got. (Company profile, 2009) The workers are being provided by good facilities such as good working environment, good salary, flexible time schedule and holiday and festive allowancesà ¢Ã¢â€š ¬Ã‚ ¦etc. The Management has already providing them a contributory pension fund and insurance scheme for the employees. The educational scholar ships and education facility up to high school for the children of employees are provided by the company itself, apart from the residential facility. (Company profile, 2010 and Stanley, 2009) The annual report from financial year 2006 to 2009 has proved that the productivity has been getting decreased year by year. In 2006 it was 2.6% decrease and in 2009 it has reached the alarming 18% decrease. The management has a performance appraisal system since 1971 and counselling programme as well as skill development programmes are provided for the underperformed employees. Still the productivity graph records a downward growth. And this proposed study indents to find out the effectiveness and impact of the appraisal system on the employees and the productivity. (Stanley, 2009) 1.2.2 Justification of the study Every organisation around the world has vision and mission, whatever the philosophy behind the vision and mission there will be a common factor in the philosophy improved performance. The improved performance might bring profit to the organisation. The overall development of the organisation may be one side of the improved performance of the firm. the improved performance means the enhanced performance of the its various departments such as Human resources management, financial management, production and operations management, sales management, marketing management, customer care managementà ¢Ã¢â€š ¬Ã‚ ¦etc. In all of these departments the human factor is a matter of serious consideration. The right people for the right job make all the differences. (Taylor, 2001) All the firms have some or other method to measure and analyse the performance of it. The analysis of this performance and the actions plans to be taken to improve the performance are of great importance of every firm. To manage the performance appraisal of its employees the firms have a separate appraisal department under the human resources department. The functions of appraisal department are integrated with other department such as financial department to coordinate the appraisal rewards and punishments, if any. (Qureshi, 2005) The performance appraisal is a complicated disciple of study because the appraisal result might not be the intended and assumed motivation of the employees. The studies have revealed that in many firms around world the appraisal process and remedial measures have resulted in the declined performance of the employees indicating the de-motivational effect of the appraisal system. (Nishad, 2005) The appraisal methods and criteria should be defined particularly for each firm because the appraisal results and the impact of the employees are very much depended on the external internal factor of the firm. The external factors such as socio-cultural traits of the employees, the economic and political situation of the geographical location of the firmà ¢Ã¢â€š ¬Ã‚ ¦etc. The internal factors mean the nature of the jobs, the leisure and pleasure in the job, the working conditions, organisational cultureà ¢Ã¢â€š ¬Ã‚ ¦etc. (Nishad, 2005) The appraisal theories when applied to the Asian countries the result may be devastating because the western appraisal theories have a great limitation in the Asian countries because of the social and cultural difference of the Asian people. So it is imperative to analyse the appraisal system on the basis of local factor which influence the management and the organisational behaviour of the employees. (Taylor, 2001and Nishad, 2005) In the proposed study, ATL- Kalamassery, in the Kerala state, India, is taken because the political and the economical situations of the state. The Kerala is world famous for the various political ideologies such as communism and socialism. The economic backwardness of the state is also factor to take this unit of ATL for the study. According to Taylor (2001) the social- cultural traits of the employees in India are very much different from the western countries. The social behaviour of Indians is sometimes unacceptable social etiquettes for westerners. The social bond and relations are different from that of the western countries. The proposed study would like to analyse the impact of the factors in the appraisal system and how far the appraisal system of ATL can manage its employees in the improvement of performance. 1.2.3 Literature Review Performance appraisal has a long history it emerged with the civilisation. When the people are interacting to each other in an orderly fashion then it may require some laws to govern the conduct of the people in the group. This preliminary law formation is called grundnorm which means the base norm, and these base norms were designed to control the conduct and also the distributed duties. The distribution of duties include various works; later on when these works required efficiency then performance of the individual and the groups were began to analyse. So it can be said that the performance appraisal was there in the primitive societies and in the course of time the application and the method of evaluation has been changed a lot. (Rajeev, 2000) According to Mayo, (2000), in the modern world, where everything is measured in time, the performance evaluation has great importance. The performance of each member of a group is important for the purpose of performance evaluation. After the industrial revolution new management theories came in to being and many of them went in to oblivion, those survived gave emphasis on the evaluation of the performance on the basis of scientific criteria. The industrial world tries to motivate its man power so that better performance can be obtained from each of the employees. The motivational aspect of the performance appraisal has been subject for deep rooted debates which are based on the many disciplines of study such as psychology, anthropology, sociologyetc. The complexity of the subject matter indicates the intricacies involved in the performance appraisal process and its impact on the employees. (Nishad, 2005) The motivational theories such as Vrooms expectancy theory and hygiene theory suggest that the employees are not motivated by giving them better facilities or salary but there is a mental dimension such as appreciation, recognition, career growth etc. The modern appraisal theory which is based on these concepts where as the classical theory of performance appraisal only support the deterrent method, that is, the employees who are performing well will be paid better and those who are not will be sacked. This approach has many loop holes such as the mental strain during the appraisal period the employees have and the lack of loyalty from the part of the employees and it was proved to be ineffective in motivating the employees. (Rajeev, 2000) The modern approach, meanwhile, support more over a lenient approach towards the employees. The basic philosophy is to understand the basic problem in the underperformance of the employees. The root cause may not be related to the employment or it may be related of some physiological problems, whatever it may the manager or the supervisor who is in charge of the appraisal process is responsible to understand it. The counselling process is designed to understand the problems and give suggestions to solve the problems of the employees. The training and improvement programmes are also conducted in many modern industries to increase the performance level of the employees. (Rajeev, 2000) The performance appraisal is usually begins with the formulation of the criteria on which each and every employee will be analysed. The criteria formation is very complex and will be unique according to the nature of employment as well as the philosophy of the management. The criteria then communicated to the employees and a time period will be given to them to opine about the criteria and after the evaluation of the suggestions from the various sources the management may change the criteria or stick on with it. The appraisal process will start and the each employee will be informed about the appraisal period. The appraisal result will be published publically and remedial measures will be taken thereafter. The remedial measures include the training and improvement programme and even the removal of the underperformance form the employment. (North, 2006) The problem with the performance appraisal begins when the employees are instructed to undergo the remedial measures. According to Nishad (2005), the social and cultural factors of the employees as well as the political strength are important factors that dictate the appraisal process. Unlike the western world in Asian countries the political strength of the employees unions is much stronger and the labour laws are much lenient to support the employees. The appraisal system in the Asian countries shall not follow the procedures of the western firms. The motivational factors and the de-motivational factors are different and contradictory in western and eastern world. The factors which motivate a westerner may a factor for de-motivation in Asian countries. According to Taylor (2001), the social-cultural aspects of the employees have significant effect on the appraisal system in the Asian countries. The trade unionism and the political inclination of these unions are other factors which will affect the appraisal system adversely. The behavioural pattern of the employees have to be analysed before the formulating the appraisal strategy. The political philosophy of the political parties in Kerala varies from leftist ideology to the rightist capitalism. The political parties strongly support one or the other political ideologies; communism and socialism are the major philosophies which are being followed in the state for more than a century. The trade unions of the state are affiliated to anyone of the political parties and the trade unions enjoys the protection of labour laws of the land. (Ashok, 2007) Situation in the ATL is not different from the political situation of the state. The political parties have a great influence on the trade unions and the lives of the employees. Every employee in the ATL is affiliated to any one of the political parties. This is basically a survival strategy for the employees as well as the trade unions. (Ashok, 2007) The collective bargaining of the trade unions and the threat of strikes hampered the growth of many industries in the state. The current situation in the firm is also same and the management have to discuss and reach in a consensus to implement any change in work schedule or in bonus or in the salary. The strength of the management is in the bargaining power and that of the trade unions is in the unity and threat to strike. (Uppal, 2009) The performance appraisal system of any industry is under the scrutiny of the trade unions, the performance criteria should be passed by the trade union so that it can be smoothly run. The remedial measures are also supervised by the trade unions and any action which will be a potential threat will be strongly resisted by the unions. (Uppal, 2009) 1.2.4 Aim The present study aims to analyse the Performance Appraisal System of the Apollo Tyres Ltd and the motivating as well as the de-motivating effects of the appraisal system on the basis of the socio-cultural and politico-economical situations and to suggest the strategies and procedures to improve the performance of the employees. 1.2.5 Hypothesis (A) Null hypothesis H0 Impact of a performance appraisal system on the employees is depended on the social, cultural, political and economic environment of the firm and the employees (B) Alternative Hyposthesis H1: Impact of a performance appraisal system on the employees is NOT depended on the social and Cultural environment of the firm and the employees H2: Impact of a performance appraisal system on the employees is NOT depended on the political and economic environment of the firm and the employees The null hypothesis is statistical hypothesis that is tested for possible rejection under the assumption that it is true (usually those observations are the result of chance). The concept was introduced by R.  A.  Fisher (Gonick and Smith, 2006) In this proposed study, the null hypothesis considers the independent variables such as social, cultural, political and economic factors of the environment in which the firm operates. The null hypothesis is assumed to be trued based on the various secondary data. The alternative hypothesis is divided in to two part one with the factors such social and cultural factors and the second one is political and economic factors. According to Malhotra (2008), the social and cultural factors cannot be separated as it is has strong influence on each other. The social factor is formed based on the cultural factor and the cultural is nurtured and propagated through social circumstances. According to Cumbler (2003), The political philosophy is always related with the economy of the country, the political affiliation is more over has direct influence on the economy of the people. It is noteworthy that the communism and other labourer favoured philosophies are flourishing the third world countries because of the poor economic conditions. Once these countries become developed nations the leftist philosophies will cease to exist in course of time. 1.2.6 Primary Objectives of the Study 1. To analyse the performance appraisal system in general and particularly in the Apollo Tyres Ltd (ATL) 2. To understand analyse the significance of the performance appraisal system in achieving the goals and objectives of a firm 3. To study and analyse the transition of performance appraisal from conventional to modern and the major factors influenced the transition 4. To understand the motivating and de-motivating effect of the appraisal system on the employees in general and particularly in the ATL 5. To analyse effect of social and cultural factors and political and economical factors of the employees on the appraisal system in general and particularly in the ATL. 1.2.7 Research Questions To fulfil the primary objective of the study the following research questions are proposed Performance Appraisal its meaning and definitions What are the significance of performance evaluation system in accomplishing the organisational objective and goals? What are the differences in the modern as well as in the conventional appraisal system? What is the relation between the motivation of the employee and appraisal system? How do the socio-cultural and politico-economical factors of the employee affect the Appraisal System in a firm? Does the performance appraisal system in the Apollo Tyres Ltd have a motivational effect on the employees? What are the strategies that the ATL follows in the appraisal process to enhance the performance of the employees in the particular socio-cultural and politico-economical background? 2. Research method and Approach 2.1 Introduction The research method and approach is devised to study and understand Performance Appraisal System in the Apollo Tyres Ltd (ATL). The study involves the opinion of the employees and the management on the present appraisal system in ATL. The interview method will be used to understand the management side of story on the Performance Appraisal system in the ATL. The questionnaire method is used to understand the employee side story. The literature reviews are depended to make a frame work on the theoretical concept of the study. Various statistical methods will be used to analyse the data and it will be explained on the basis of relevant literature. The span of the research will be six months. In the month of March, 2010 the study will be commenced and the final report will be submitted in September, 2010. 2.2 Research Methodology of the study The research methodology of the study is designed to understand the Performance Appraisal System in the ATL and the impact of present system on the employees. According to Kothari, (2002) the research method suitable for a study where the relevant literatures as well as the primary data are used the two research methods are generally used such as the exploratory methods and the constructive methods. The constructive methods are used when the subject matter of the research needs some frame of reference to handle the entire research results. For example, in international marketing research, sometimes, the cultural traits of customers have to be taken the basis or frame of reference of the study because this trait will affect all the research questions under study. 2.2.1 Exploratory research methods Exploratory research methods are wildly used in the secondary data accumulation. In this present study the literature review will be used to understand and to formulate the theoretical frame work of the entire study. The history of the appraisal system, the relevance of the appraisal system, the motivational as well as the de-motivational aspects of the PA system, the social and cultural factors as well as the political and economic factors will be extensively studied through relevant literature. The relevant sources will be explored to understand the subject matter of the study deeply thus exploratory research methods. (Kothari, 2002) 2.2.2 Constructive Research Methods Constructive research methods are used when the research result cannot be generalised due the influence of dominant factors in the study. (Kothari, 2002) In the present study the performance appraisal system is analysed based on the social and cultural aspect of the employees. The political and economical aspects are also considered for the study because all these factors have a dominant effect on the study. In other words, without taking these factors under consideration the research will be completed. The geographical location of the unit under study is in the Kerala state, India, which is an economically backward place and the political philosophies, such communism and socialism have formidable impact on the people living there. The social and cultural factors are different from the western world and the social bonds and family cohesions are very important aspects this culture. The social interaction and etiquettes are different from that of the western world so the theories applicable in the western world no longer stand good in these situations. So it is mandatory for this study to form a frame work on these factors to analyse th e subject matter of the research. 2.2.3 Questionnaire and interview method Interview and questionnaire methods are generally used to collect the data first hand (Kothari, 2002). In this study these methods are preferred to get the information on the appraisal system of ATL and the impact of such system on the employees. The questionnaires will be used to get the opinions of the employees on the performance appraisal system as well as the appraisal rewards and the methods of the PA system. According to Saunders et al., 2003 the open end interviews are useful to gather data in a larger perspective. The open end interview questions and the answers to it will give the interviewer the opportunity to ask other relevant questions to the interviewee based on the previous answer and can get more details from the interviewer. The interview questions are open end in nature and the questions will be asked to the officials of ATL. According to the answers of these officials other related questions will be asked to get more comprehensive view on the subject. This method is used to interview the officials only because there are very few in number. The questionnaire will be distributed to the employees and the responses will be collected back within one month of distribution. This method is adopted because in this unit there are 2100 employees and interviewing all them will not be possible due to time constrain. 2.3 Method of Study The proposed study requires both primary data as well as the secondary data to meet the objectives of the study. The method of study thus designed to collect the primary as well as the secondary data. The primary data will be collected from the management staffs and from the employees. The secondary data will be collected by referring books, Articles, the e-journals and paper journals, web sitesà ¢Ã¢â€š ¬Ã‚ ¦etc. 2.4 Primary data collections methods Primary data will be collected from the employees and the managers of the ATL directly. The employees will be distributed the self-structured close end questionnaire to be answered and 2 weeks time will be given to them to fill it and return. Managerial staff will be interview with open end interview questions. According to Saunders et al., 2003, the open end questions are very apt for interviewing a small sample in a study it also very effective because the open end questions will provide enough opportunity to ask more questions based on the answer for the previous questions and clarify the doubts on the statements if any. 2.5 Secondary Data collection methods The secondary data collection is highly recommended information gathering process in any research work. The researcher should be diligent enough to select apt resources and updated information. In management subjects the data collection should be done through updated resources and latest editions books, articles and journals because new concept and theories and its applications are emerging day by day and it is the responsibility of the researcher to find out the up dated information for his research work. (Kumar, 2005) The secondary data collection method includes access to the relevant and updated books, journals and articles. The website will be extensively used if the authenticities of the sites are known. The university library and online facility will be extensively used for this research. The data regarding the company profile will be gathered though company website and referring the ISO manual of ATL and the annual report which is available in the web site of ATL. 2.6 Method of Data analysis In the proposed study the primary data as well as the secondary data will be used to reach a conclusion and the recommendations. The primary data will be analysed with various statistical tools such as chi square test, ANOVA à ¢Ã¢â€š ¬Ã‚ ¦etc and the variance analysis will be done to understand the impact of the statement with the literature review. Both the primary and secondary data will be simultaneously used to interpret the results of the research. 2.7 Scope, Ethics and Limitation of the Study Scope The proposed study is on the performance appraisal system and the impact of it on the employees. The scope of the research includes the analysis of the various factors such as the social-cultural aspects and the political-economic factors of the environment in which the Apollo Tyres Limited is operating. The social and cultural aspect of the employees will be analysed and the suitable strategy for the appraisal system will be studied. The political and economic situation of the employees will be analysed and the performance appraisal approach of the management will be studied based on these factors. The scope of the research will be on the formulation appraisal strategy which will be suitable under the various research variables. The motivational and the de-motivational impact of the appraisal system will be analysed based on the four above mentioned aspects of the employees. Ethics According to Kothari (2002), a research study will provide accurate results and will provide a valid conclusion if it has followed a research ethics. In this proposed study the permission to do the research is obtained from the management of Apollo Tyres Limited, Kalamassery Unit, Kerala state, India. The survey among the employees of the ATL will be conducted confidentially. The questionnaire will not contain any whereabouts of the employees only the service, age, gender and positions. It will not ask for any personal details such as the address, name or any name of unique post. The research will seek the written permission from the management for the interview of the Management staffs so the evidence of opinion can be adduced in the Dissertation. Relevant literature will be collected and analysed to gather the knowledge base on the subject matter so that the research should have a through theoretical support. Limitations Short span of time is problem in the research as the time period is limited to three months. The data collection and the analysis of the primary data will be done with maximum speed and there is a chance the responses of the employees is not 100% true to the fact. The literature available on the performance appraisal is numerous and reading the relevant one requires great time. The limited time may limit the number of literature that can be analysed by the researcher. The data will be gathered through research aid wing of Indian Management Association (IMA). The representative of IMA will be hired for the purpose of the data collection; the knowledge limit of the person on the research objective may prove to be a problem in translating the questionnaire to the employees. The cooperation from the part of the employees and other management staff is essential for the success of the research. The research will suffer if there is limited cooperation from the staffs of the Apollo Tyres Limited. 2..8 Conclusion and Recommendations Conclusion The trade unionism and the political inclination of these unions are other factors which will affect the appraisal system adversely. The behavioural pattern of the employees have to be analysed before the formulating the appraisal strategy. The political philosophy of the political parties in Kerala varies from leftist ideology to the rightist capitalism. The political parties strongly support one or the other political ideologies; communism and socialism are the major philosophies which are being followed in the state for more than a century. The trade unions of the state are affiliated to anyone of the political parties and the trade unions enjoys the protection of labour laws of the land. Situation in the ATL is not different from the political situation of the state. The political parties have a great influence on the trade unions and the lives of the employees. Every employee in the ATL is affiliated to any one of the political parties. This is basically a survival strategy for the employees as well as the trade unions. The collective bargaining of the trade unions and the threat of strikes hampered the growth of many industries in the state. The current situation in the firm is also same and the management have to discuss and

Too Bare Hamlet :: essays research papers

A son’s tragedy, a brother’s betrayal. A story of responsibility and revenge is that of William Shakespeare’s tragedy Hamlet. The theme in the play Hamlet is one that is great in age and remains present even in today’s entertainment. A modern story which shares this theme is Disney’s The Lion King. The characters Simba and Hamlet are the main characters in both stories and both share many similarities. Treachery from within the family was the cause of both character’s losses, and the initial conflict of the entire story. Along with major characters, the stories also share similar secondary characters. The characters Rosencranz and Guildenstern can be compared to the Disney characters Timon and Pumbaa. The Lion King and Hamlet share a common theme and reflect one another. The Prince of Denmark, the Prince of the Pride Lands, Hamlet and Simba are the main characters of both stories and share similar situations and traits. Both characters think highly of their fathers and share a close bond of love with them. "With all my love I do commend me to you"( II I 184 ), proving that Hamlet not only loves his father but also respects and obeys his wishes. "I was just trying to be brave like you." Simba says this to his father showing how much he looks up to him. Hamlet and Simba delay their action of revenge over their father’s death. The loss of the fatherly figure leaves Hamlet extremely depressed, and Simba with feelings of guilt and without a teacher. Each character runs from their responsibility, although they both know what must be done inside. It is remarkable that such similarities exist in the conflicts and actions of both characters. Hamlet and Simba are betrayed by their uncles whom murder their fathers in order to fulfill their own ambitions. Scar and Claudius were both the brother of the proclaimed King. They both lived in their older brother’s shadow and were envious of their success. Claudius and Scar’s envy led them to kill their brothers which allowed them to seize the throne. "The serpent that did sting thy father’s life/Now wears his crown. ( I V 38,39 )" "Here’s my little secret, I killed Mufasa." To keep their newly claimed throne Scar and Claudius had to guarantee that there would be no interference from their nephews. Both Hamlet and Simba were led astray from their home by their uncle, therefore guaranteeing no interference. "The associates tend, and every thing is bent/For England."( IV III 45,46) "Run away! Run away and never return!" In Hamlet and The Lion King the main characters were betrayed by their uncle by the murdering of their father and