MMM CO Essay Example | Topics and Well Written Essays - 750 words

MMM CO - Essay Example trust on the association, increment the presentation proficiency, get the greatest piece of the overall industry and what systems an organization would execute to move toward the clients. Inward drivers involve circumstances where the organization is affected to deal with its productivity and hold its clients by applying different interior methodologies. The inward drivers inside an association are focused to convey: As indicated by Michael Porter’s book, ‘Competitive Advantage: Creating and Sustaining Superior Performance† distributed in 1985, the idea of Value Chain was first instituted (Michael Porter). As indicated by this idea, esteem chain include the whole essential and the optional exercises inside an association that would assist the firm with strengthening its situation in the market just as to improve its item or administration effectiveness inside the market. At this stage, it is significant for MMM and Co. to concentrate on all the exercises of the association that are connected with the accepting and putting away of the crude materials particularly those items which are utilized by the organization to create the final results. The better the inbound strategic arrangement of the organization would be, the better would be nature of the items and the crude materials. MMM and Co. requirements to concentrate on the activities inside the organization that start from the assembling of the items which includes the getting of the crude materials and end on the last creation. All through the activities, the organization is in desperate need to keep up the progression of the tasks smooth just as, to keep up the control on all the means. Outbound coordinations assume a key job in getting the completion items to the clients. It spins around the taking care of and delivery of the items starting with one spot then onto the next. The smooth progression of outbound coordinations assumes an essential job in deciding the productivity of the organization. MMM and co. necessities to concentrate on this action. Advertising and deals remain as the foundation to

The potential of texts to create ideological meaning Essay - 23

The capability of writings to make ideological importance - Essay Example  In expansion, these examinations are identified with various media, for example interpersonal organizations and cell phones. The different parts of the above media are recognized and broke down particularly with respect to their incentive for making ideological implications. It is demonstrated that the presence of an intertextual nexus, as this term is clarified underneath, can build the capability of writings to make ideological implications. All things considered, the level at which every content is offered for the foundation of intertextual joins is separated by the text’s structure, the subject to which the content alludes yet in addition to the capacity of the text’s maker to grow such assignment, for example to build up intertextual joins for supporting at least one pieces of the content. Various techniques are utilized by specialists for advancing intertextuality as a feature of a book: the ‘construction of intertextual links’ (Hynd 2013, p.222) i s the most well known strategy for such kind. Truth be told, this technique is broadly utilized each time that implications should be included a particular book. Now, the accompanying inquiry would show up? How could intertextuality be characterized? As per Hynd (2013), intertextuality could be portrayed as ‘the cooperation of texts’ (Hynd 2013, p.219). It is additionally clarified that through such cooperation ‘meanings are established’ (Hynd 2013, p.219). In addition, through the exertion of specialists to decipher these implications information is traded, a reality that fundamentally advances the learning procedure (Hynd 2013).â

Scole Experiment Essay Example

Scole Experiment Essay The Scale Experiment Best proof of eternal life ever. This is the thing that this narrative film is calling attention to. Is there actually an eternal life? Well this film causes me to accept more that there is in reality a post-existence. Be that as it may, by what method can logical proof clarify post-existence? Presently this film gave me how. The hour and a half narrative film is about the Scale Experiment, which is a five-year examination concerning eternal life. It is directed by individuals from the Society for Physical Research (SSP) In the late offs In Scale town In England. Tim Coleman, the chief, worked together with the Scale Group and the enduring SSP Investigators and had the option to meet the guests of the test and had the option to see a portion of the sound/video accounts made by the gathering. As indicated by the film, there were generally speaking six mediums and fifteen Investigators from the SSP. Most paranormal wonders appeared In this film Is the proof of life following death especially physical mediums, for example, free voices from old radios and recording devices, spooky lights rippling about the room and inside the groups of the examiners, pictures showing up on film inside made sure about holders, reports of contacts from inconspicuous hands, levitation of the table, antiquated things showing up Inside made sure about rooms and matter getting unimportant. As saw in the narrative film, there are various agents and sitters included, contained by paranormal specialists as well as prestigious researchers, because of the huge number and consistency of paranormal wonders appeared with no misrepresentation watched, many acclaimed that Scale try Is truly evident. I mean how might they get such a significant number of huge and unmistakable mystics, researchers, and specialists talk up to their film if the trial is Just a deception? I dont figure these individuals can stand to disturb their great notoriety by taking an interest in such a fabrication. We will compose a custom paper test on Scole Experiment explicitly for you for just $16.38 $13.9/page Request now We will compose a custom paper test on Scole Experiment explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Scole Experiment explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Consequently, this must be truly evident proof that people have spirits; they have post-existence and can do some Interaction with the living individuals uncovering some conjuring powers. Notwithstanding the reactions and impression of the specialists In the film that makes the Information scattered dependable. I don't have an assurance that the movie producers don't utilize any craftiness. I dont state that it is a fabrication for utilizing some cunning yet Im saying that few out of every odd single thing must be had confidence in. There can be occurrences that producers need their movies to be practical where simple personalities can without a doubt considered that is the reason they utilize craftiness, First pundit point I might want to contend is the utilization of brilliant wristbands to demonstrate that the sitters were not moving during their examination in obscurity room. Indeed it is basic to demonstrate that nobody can move during the test to clarify the ghostlike wonders happening UT as indicated by my examination, experts said that most sâ ©once exhibitions utilized this stunt. It Is additionally said In my examination that the wristbands utilized at Scale were never exposed to testing, nobody truly recognizes what befall these wristbands 1 OFF these wristbands. Something else is that there is no hand holding that occurred in the investigation, which makes it simpler to get away. In this manner, for me, the video of vacillating lights in obscurity room is not much. I mean each paranormal test utilize that stunt Just to show their crowd that there were no misleadings expected! In any case, I see the Scale bunch as the typical individuals who do an analysis and obviously need to accomplish incredible acknowledgment by their crowd that is the reason the creators are by one way or another one-sided on the subtleties they report in the film, my subsequent pundit point. For me, its natural for movie producers to be one-sided. I state one-sided it might be said that their observers in obscurity room are just the creators of the Scale report that state that the sitters never moved their hands. It is normal that these creators would state that they were not tricked! Regardless of whether I myself was a piece of the shooting, I will drive myself to live that all that we do in the analysis is valid! In any case, in the event that I were a piece of a pundit crowd, I would not have remained in my seat and watched the test occur without looking at the sitters and the gear and watching their arrangements. That is what insightful pundits do right? Notwithstanding these conceivable craftiness and inclination, it doesnt make existence in the wake of death likelihood any less evident. Indeed there is a little possibility of dishonesty and inclination however there is a bigger possibility that domains of existence in the wake of death can just clarify these paranormal wonders. I state there are bunches of marvels that are unexplainable in the film! I have my 3 greatest questionable marvels! First is the appearance of changed perplexing pictures in video form cartridges, however what makes it powerful is that the cartridges were set inside a locked box and the room where the film created is totally dull. Where can those pictures originate from? Nobody can clarify! What makes it progressively particular is the concealed message in those pictures, critical pictures from an earlier time. Most pictures are the individuals who have stories behind it, similar to it lead us to the need to rediscover something from an earlier time. Second is the presence of old things inside the dim room all of a sudden that equivalent with the pictures, it appear that it lead us to a noteworthy something from an earlier time. One may feel that it very well may be fake given that the individuals from the Scale explore are for the most part elderly folks individuals and they can keep those old things with their selves. Be that as it may, nobody from the gathering lives for like a hundred years back! Those antiquated things are extremely old that are truly inexistent in todays age however here it is currently and nobody knows where it truly originated from. Also, the Scale gathering would not be that urgent to go through huge mount of cash Just to check the legitimacy of those old things in the event that they arent truly intrigued to what this marvels implies. Which means, they unquestionably have no clue. Ultimately is the bodiless voice from old radios and recording devices. I discover it the creepiest proof in this film given that the agents demonstrated that there is no any association found in the old radios and recording devices, they even attempted it without vitality source yet at the same time the voices went on. Like other wonders, the voices originated from noteworthy individuals of the past who appear to have incomplete business ere on earth, a Scale researcher who had died, kids who had died and left their folks, and other dead individuals who have a significant message for away however then unexpectedly returns? The appropriate response is that since they despite everything need something from you or they truly dont need to leave in any case. Its the concealed thought of every one of these marvels, its unexplainable however on the off chance that youre going to see it in another point of view, these spirits from existence in the wake of death collaborate with the individuals on earth which is as it should be. For me, the best proof of life following death isn't simply logical; you can't anticipate science, which is a human-made investigation, to clarify the miracle of the great beyond where people never have a total access. I think this is the motivation behind why Scale test has not been a standard report. This is really the first occasion when I found out about it. On the off chance that Scale test is really the best proof of post-existence, at that point it would have stood out as truly newsworthy and it would be the most discussed science everywhere throughout the world, however why didnt that occurred? Its basically in light of the fact that logical proof isn't sufficient to demonstrate after life. The Scale analysis may be regret yet it must investigate something other than the logical proof of eternity, with the goal for it to be known as the best proof of existence in the wake of death. Be that as it may, on the off chance that somebody would ask me, do I trust in eternal life? Truly I am! What's more, its not Just a minor confidence premise! Beside the supporting logical proof, there are many brush with death that indicated that there is to be sure something in the afterlife. People probably won't have a total access to existence in the wake of death yet some have an impression get to and had the option to impart it to the life on earth, which is for me more solid than any logical proof.

One Flew over the Cuckoo’s Nest Free Essays

The main consistent is change. It is unavoidable that each individual for an incredible duration will change in some wayâ€for great or for terrible. Improving as a rule begins with a narrow minded, pompous individual who is attempting to be less inspired by him/herself, and increasingly intrigued by others. We will compose a custom paper test on One Flew over the Cuckoo’s Nest or on the other hand any comparable point just for you Request Now In the novel One Flew Over the Cuckoo’s Nest by Ken Kesey, this kind of change is effortlessly perceived. â€Å"When we quit pondering ourselves and our own self-conservation, we experience a genuinely gallant change of consciousness~Joseph Campbell. McMurphy parellels the past statement by Joseph Campbell, and by looking at his activities and connections, the peruser can see that he is changed from an initially egotistical man into a self-less legend. Randal Patrick McMurphy is presented as an amazingly narrow minded man who will successfully profit his very own benefit. This is clearly shown through the depiction of his past activities, and furthermore through the manner in which he treats different patients on the ward. Spurred without anyone else enthusiasm for a mind-blowing duration, McMurphy’s past can not exclusively be named as that of a lawbreaker, however of a pompous criminal who totally ignores the sentiments of others over and again. â€Å"McMurry, Randle Patrick. Submitted by the state from Pendleton Farm for Correction. For conclusion and conceivable treatment. Thirty-five years of age. Never wedded. Recognized Service Cross in Korea, for driving a departure from a Communist jail camp. An offensive release, a short time later, for rebellion. Followed by a past filled with road fights and pub battles and a progression of captures for Drunkenness, Assault and Battery, Disturbing the Peace, continued betting, and one arrestâ€for Rape. † (Kesey 44) The charges that Randall gladly shows while he is presenting himself shows that his character is unreliable by virtue of his conduct for Drunkenness, violentâ€shown through Assault and Battery charges, and unhinged which is apparent in his capture for Rape. Every one of these qualities that make up his criminal character can be related with that of an amazingly narrow minded and careless man. Besides, McMurphy shows his mercenariness with regards to his dull betting. Not exclusively was McMurphy charged for this previously, however his dismissal for the principles and his absence of affectability for the prosperity of others permit him to keep on betting with the patients in the Oregon refuge. McMurphy is continually bothering the patients to bet with him on subjects, for example, poker, the Chief lifting the control board, and McMurphy driving Big Nurse insaneâ€with the information that he is going to win. Huge numbers of the patients in the ward are under water due to McMurphy. â€Å"How much did you lose, Bruce? Mr. Sefelt? Mr. Scanlon? I think all of you have some thought what your own misfortunes were, however do you know what his complete rewards came to, as indicated by stores he has made at Funds? Very nearly 300 dollars. † (222) Treating his kindred patients like this and dismissing the results that they will look because of his betting, McMurphy show’s the peruser that he is just there to profit himself. The once childish character that McMurphy vigorously shows in the start of the novel is beginning to experience change. The angling trip that McMurphy plans for the patients is a particular occasion where the peruser can see a change since he shows qualities of his narrow minded side, yet in addition of his new self-less character. Before going on the angling trip, McMurphy cheated the different patient’s by charging them an excessive amount of cash. â€Å"Seventy dollars? So? I thought you advised the patients you’d need to gather a hundred dollars in addition to ten of your own to back the outing Mr. McMurphy. † (197) Big Nurse questions McMurphy until it is totally evident that he was bringing in cash off of taking the patients on this outing. Differentiated to this demonstration nonetheless, while on the vessel McMurphy helps every one of the men to represent, and go to bat for themselves. He instructs them to chuckle, fish, and act like a man despite the fact that they have been smothered from their capacity to do as such with Big Nurse. â€Å"They could detect a change that the greater part of us were just suspecting; these weren’t a similar pack of frail knees from a nuthouse that they’d watched take their put-down on the dock at the beginning of today. (215) McMurphy put aside his opportunity to help these men since he could advise they expected to learn for themselvesâ€it was at exactly that point that they would have the option to adhere up to Big Nurse. He is turning out to be increasingly more mindful of the obligation he has on instructing and d riving the men. Another occasion where the two sides of Macks’ (McMurphys’) characters are shown is through the straightforward move that he makes by confronting the Nurse. Cheswick invests heavily in McMurphy’s activities and begins to tail them. In any case, when McMurphy discovers he is submitted, he totally ignores the significance of his status, nd quits aiding Cheswick†who ends it all privilege after he says â€Å"I do wish something mighta been done however.. † (151) After this occurrence, McMurphy’s defiant nature goes from personal responsibility to dedication of helping different prisoners, and he cherishes himself in being a model for them with the goal that no one ever gets injured like Cheswick did. Once McMurphy acknowledges how significant the force and duty that he has put on himself is, the change from a self-intrigued criminal into a regarded legend was finished. He commits his time, and prosperity to help the others patients who couldn't do as such for themselves. McMurphy was their saint. In the showers one day, Georgeâ€a germophobeâ€was making some intense memories with the dark young men and couldn't safeguard himself. In observing this, McMurphy stepped in: â€Å"I said that’s enough, buddy† (229) McMurphy over and again contended, and battled with the boys’ until he was removed by associates of the Disturbed ward. The discipline: Electroshock Therapy. In this circumstance, McMurphy was not already mindful of the results, yet at the same time offered himself to helping another. Following this occurrence, McMurphy is very much aware of the outcomes he would faceâ€but still settled on a cognizant choice to do all that he can for his companions. A saint is viewed as a man noted for respectability and boldness; particularly one who has taken a chance with his life. McMurphy is a saint; a saint; a figure of Christ. After Billy had cut his throat because of the tyrannous intensity of the Nurse, McMurphy assaulted her. Realizing beyond any doubt that this activity would bring about a lobotomy, he did it at any rate for Billy and the others on the ward. Despite the fact that he yielded his own life, he remained against harsh powers and showed to the others his valiance and dependability. â€Å"We couldn’t stop him since we were the ones causing him to do it. It wasn’t the medical caretaker that was constraining him, it was our need that was making him push himself†¦ It was us that had been causing him to continue for a considerable length of time, keeping him standing long after his feet and legs had given out, long stretches of making him wink and smile and snicker and go on with his demonstration long after his silliness had been dry between two cathodes. (267) Easily contrasted with Christ, McMurphy went about as a friend in need and holy person to his kindred men. His demise was noble, and it was for others. A genuinely brave change was finished all through McMurphy’s commitance at the Oregon State Asylum. He began as a self-included criminal who was treating the kindred patients inadequately, and grad ually turned out to be more herioc as he gave indications of helping the men, blended in with his old narrow minded ways. Closure off, Randal P. By analyzing his activities and connections, McMurphy is at last seend as a man who yielded himself for a more noteworthy reason; he developed into a legend. Instructions to refer to One Flew over the Cuckoo’s Nest, Essay models One Flew over the Cuckoo’s Nest Free Essays Ken Kesey’s One Flew Over the Cuckoo’s Nest is a Classic American tale that is loaded up with relating occasions that depict ladies as beasts through misanthropic activities and language. All through time, society pushed that man was the overwhelm job that was in control in pretty much every perspective, while ladies remained at home and were sub-par figures. Notwithstanding, One Flew Over the Cuckoo’s Nest shows how society acts misanthropic, or shows disdain towards ladies, when there is an inversion of these cliché sex jobs; ladies are in a split second portrayed as beasts and consistently frightening. We will compose a custom article test on One Flew over the Cuckoo’s Nest or on the other hand any comparative theme just for you Request Now McMurphy’s activities in the ward, Kesey setting up ladies as over-severe, and ladies being depicted as alarming figures all represent how society acts sexist when there is an inversion in the jobs of people. The man figure flourishes off being prevailing and in charge, and when that force is undermined or not set up, male figures right away slam the ladies society. McMurphy’s activities towards the attendant, for example, affronting the medical attendant, show misanthropic characteristics as it connotes ladies don't merit regard. When McMurphy is taken a crack at the clinic, Nurse Ratched has a lot of decides put forward that everybody is to agree to so they can get solid. In any case, McMurphy being the misanthropic character that he is, begins a war between the medical attendant and himself as he finds the principles oppressive. McMurphy then shows a disdain of ladies as he disregards the attendant and neglects to go along to the standards she set up. He starts by being uproarious and unsavory and upsetting the

Statement of Intent for apply for graduate school Essay

Proclamation of Intent for apply for graduate school - Essay Example This is on the grounds that I would prefer not to limit myself. Fordham University is my preferred University since I trust it can furnish me with the significant aptitudes and information I need so as to prevail in my profession. Likewise, the University offers financial program and since that is my field of study, I will be happy to join Fordham University as my master's level college. I have different aptitudes remembering PC abilities for Microsoft office, for example, PowerPoint, word, access, just as R code SAS framework, information investigation, and time arrangement models. In like manner, I can peruse and talk in Chinese and English also. I have done various low maintenance occupations while going to Stony Brook University. For example, I have been a guide since 2010 to 2011, encouraging kids matured between seven to eight years with essentials of Chinese characters, elocution and fundamental math. Moreover, I had a two-year experience filling in as open connection administrator and money related chief at Chinese Literature Club at Stony Brook University. I had my entry level position practice from Faith Asset Management LLC in NJ from June to August 2012, where I increased a great deal of understanding about my vocation. My changed work proficiencies have furnished me with a superior comprehension of the idea of chances that are accessible to me. There is so much that I want to learn and see particularly concerning financial matters and math. I have been constantly enthralled with financial aspects and some time or another I want to be a budgetary administrator at the most renowned association. As of now, I am workin g for Sky Academy as president aide as I stand by to join a doctoral level college for additional profession extension. Since the time I was a kid, I have wanted to have a vocation in financial matters. My wants have been enormously affected by my dad who has constantly spurred me to turn into the individual I am today. This is on the grounds that I have consistently been a diligent employee and have

Return of the Frog Queen

Return of the Frog Queen DID YOU KNOW? The entire state of Wyoming (population 509,300) has fewer people than the Harrisburg, PA metro area. OH WOW, its been a while. Im real sorry; Im just not exactly on top of my life right now, as the remainder of this entry should prove. So I stayed up until 5 AM last night working on my ICE-T (ice tea) problem set. To answer James Eastwoods question: YES! Were designing (not buildingthe designing part is hard enough), a fuel cell that could theoretically be used to power a cell phone. A cell phone of the future. Were not actually using hydrogen, because that could explode and kill you while youre talking to your grandmother about apple pie recipes, and that would be fun for nobody. Instead were using 22 M formic acid, which is, needless to say, MUCH safer. Just dont, you know, break your cell phone open or anything like that. Anyway, the formic acid is pressurized, so it goes through a reactor thats about 3 cm x 3 cm while air (80% nitrogen, 20% oxygen) flows in countercurrent. Redox occurs, theres a microfabricated nanoporous silicon membrane, and BAMF! Cell phone power! My friend Jacqueline and I are doing all this: all the design parameters and cost estimations, all the pressures and temperatures and safety calculations, and writing a 10-page paper and a powerpoint presentation on the subject, in four weeks. Integrated Chemical Engineering, or ICE, the senior capstone subject in Chemical Engineering, consists of two modules: one lasting eight crazy weeks, and one lasting four far crazier weeks, during which you take all the theoretical nonsense that youve spent the past four years learning and apply it to two different chemical engineering problems. This is so you can prove that you actually know how to do chemical engineering before you go off to work at your six-figure investment banking job and stop caring about fluid mechanics. Sorry, its the time of the season for offers, and all of us poor chemical engineers planning to go to grad school and save the world are getting just a little bit jaded. WOW, that was a mouthful. Anyway, I fell asleep at 5 AM last night because I was working on that, among other things, and I havent yet learned to efficiently budget my time. One thing that I regret about MIT is that I almost never, and I say never, think in bed anymore. During high school, after a hard day of work it was no trouble for me to just lie down, put a sheet over my face, and listen to some Brian Eno while contemplating the meaning of existence or what I was having for lunch the next day or what I would sing when I auditioned for American Idol or whatever. But now? No. I cant put my head on a pillow for more than about 27 seconds before I completely pass out into an incomprehensibly deep sleep, waking up only occasionally to babble incoherently and to hilarious effect. Its a useful skill, because sometimes I want to sleep for only, say, 7 minutes before my clothes come out of the dryer, and being able to fall asleep so quickly will net me 6 whole minutes of sleep passed out on the floor in my clothes. In a fetal position. So for me, dreaming is just about the most awesome thing in the world, because its kind of like thinking and sleep put together, and I usually only dream when Ive been sleeping for a really long time. Which is also just about the best thing in the world, now that I think of it. So whenever I end up having an interesting dream, I do one of two things: I either a) tell you about it, or b) tell Mitra about it. I started with b) this morning, but after some further thought on the subject I decided to go with a) also. From: Sam Maurer To: Mitra Lhrnbq!xobile Time: 12:48 PM Subject: long story I had a dream that I went out in the middle of the night to the basement of Building 4 to get some chinese food, but they didnt have any pork, and what I wanted from this particular restaurant was a pork dish (I think it was based on this real-life time that Shana and I went to Philadelphia and randomly walked around Chinatown until we got hungry and we found this random noodle place and they had hand-cut noodles, which I got with ground pork and scallions and it was one of the best things I ever ate and also cost only $3.75). I met up there with some people who I randomly knew in real life, but I forget who they were. Anyway, so I ordered chicken fried rice, which cost only $4 but what they gave me was like this Italian-inspired dish that was kind of rancid-tasting cool whip/mozzarella cheese with red and green sauce poured on (get it, red white and green?). It was horrible and I couldnt eat it, but other people were getting similar dishes and loving them (they would pour different colored sauces on the cool whip depending on which country you asked for). I was like, no, this isnt what I asked for, but its okay, Im not really hungry anymore, and they let me go without paying for it. They were closing so I didnt want to trouble them to make new chicken fried rice. so then I thought I saw Woon Teck with bleached blonde hair at the next table, and I just started yelling, WOON TECK! WOON TECK! But he didnt look over. So I went and got a slightly closer look and it turned out that it was not Woon Teck, just some guy who was Asian and skinny (yfr). But then the REAL Woon Teck with bleached blonde hair, wearing a pink shirt and makeup, was above us in Killian Court and popped his head through the window and said like one word (I forget what it was, but probably something like Sam Maurer! or MEOW!) and I was like, Oh, Woon Teck! then I woke up to find that I had slept through my second step aerobics class. ARGH, how am I going to make this up?? (phys ed classes are graded on attendance only, but you can only miss one per quarterIve been waking up at 7 AM twice a week for my one-hour step aerobics class, which is the only, and I mean THE ONLY thing standing in the way of my impending graduation, and now I have missed two classes with one week to go in the semester) So when I got to thinking about this dream, I got to thinking about Woon Teck. And Woon Teck, oh, Woon Teck he really has come to symbolize what I love about MIT. Because Woon Tecks weird. But just saying that about an MIT student tells you nothing. Because basically everyone at MIT is weird. But in a different way. I never thought that the spectrum of weird was quite so wide or contained quite so many distinct colors. You could be weird like a pre-med who lives in McCormick, or weird like a TEP brother and build giant trebuchets, or weird like someone who lives in Random Hall takes ten classes, or weird like someone who lives in Burton-Conner and showers twice a day and bleaches his pots and pans, or maybe you stalk people compulsively and read the random documents in their public directories, or you just walk around quoting the Natalie Portman rap video at inappropriate moments. In any case, youre FREAKING CREEPING ME OUT. So when I say, Woon Teck is weird, did you imagine that Woon Teck was a 98-pound Singaporean who graduated MIT with a masters degree in four years, decorated our suite with Hello Kitty and yet played on the MIT Rugby team (only to spite his ex-boyfriend), cross-registered at Harvard to learn Swedish (with the sole intention of using it find a Scandinavian lumberjack lover), applied nightly facial masks (and yet only consumed protein shakes and food fried in a single pot of oil), and had seven middle names. And meowed at me. In casual conversation. I mean, did you even consider that picture to be in the realm of possibilities? If not, its probably because you dont go to MIT. I think in the end, I will remember more Woon Teck than fluid mechanics.

Ministry of Community Development - Free Essay Example

1.0 INTRODUCTION 1.1 BACKGROUND The Ministry of Community Development, Culture and Gender Affairs (MCDCGA) belongs to the public and service sector in Trinidad and Tobago. This ministry mainly focuses on the concerns of local communities. MCDCGA is said to be the most all-embracing and people centred ministry in the social services. It comprises of three main departments: community development, culture and gender affairs. It is a bureaucratic organization guided by the bureaucratic philosophy of Max Webber and is performed by the Government via the Public Service Commission. Many views of performance management in public sector are inhibited due to this bureaucratic system of control. 1.1.1 MISSION STATEMENT To partner with our communities, to identify and satisfy their needs through the provision of gender sensitive quality programmes and services, hereby achieving improvement in their standard of living. 1.1.2 VISIONSTATEMENT Playing a leading role in the empowering of communities and the enrichment of lives. 1.2 THE HUMAN RESOURCE DEPARTMENT The human resource department is one of the most fundamental departments within the ministry. They are responsible for the performance management of employees, training and among other functions; they have to ensure that the department abide to the various regulations. 1.2.1 MISSION STATEMENT OF HR The Human Resource Unit of the Ministry of Community Development, Culture and Gender Affairs focuses on linking Human Resources with the strategic goals, business plan and objectives of the Ministry in order to improve business performance and to develop an organizational culture that foster innovation and flexibility. 1.3 RATIONALE This investigation is based on the observation of the present performance management system in the Ministry. These observations include: lack of training and development; and poor employee performances. The inefficiencies in the HR department have a negative impact on staff morale and their ability to perform efficiently in line with the objectives of the Ministry. This study will improve the Human Resource department which will positively impact on other departments in the Ministry. 1.4 AIM AND OBJECTIVES 1.4.1 AIM The aim of this topic is to discover the problems into the effectiveness of the performance management system used to evaluate the performance of employees and to put procedures into place to improve the performance the employees which in turn will improve the ministry. 1.4.2 OBJECTIVES To examine the existing performance of the Ministry in ascertain its current state To inspect the Ministrys performance management system to substantiate its alignment with theory To investigate the custom of the public service and to comprehend the standards and values To determine whether or not the performance management system is designed to develop the employees To achieve an understanding of what has/has not been effective. 2.0 LITERATURE REVIEW The literature review is based on the ideas of previous writers on the topic of Performance Management which would make clearer the objectives of the research. 2.1 Definition of Performance Management Armstrong and Baron (1998) defines performance management as a tactical and incorporated approach in providing constant success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. According to Hildebrand (1997) a performance management system is the term for conducting performance appraisal, setting goals, communicating expectations, observing, documenting, giving feedback and helping employees to develop skills. If done well, it can help the organisation gain a competitive edge. 2.2 Criticism of the Performance Management System Bevan and Thompson, (cited in Armstrong, 2000) criticised the theoretical model or what they called the textbook definition of the performance management system by describing them as placing too much emphasis on a top down method, focussing on objective settings which they believe underrate the extent to which training, development, and reward systems are driven from the bottom up. They also disparaged the belief that a performance management system model can fit all situations and that many issues involved in making performance management work were under-emphasised. The study that was accomplished by Fletcher and Williams (1992) specified that numerous organisations were a long way from operating an successful performance system as, for most of them, performance management system is the same as performance appraisal or performance related pay or both. They outlined that an effective performance management system is one which: is owned and driven by line management and not by the HR department; emphasis is placed on share corporate goals and values; Performance management is not seen as a packaged solution, but something that has to be developed specifically and individually for each particular organisation, and should apply to all staff, not just part of the managerial group. Schwartz, 1999 described an effective PMS as one which: Informs employees of areas in which they excel and areas where they can improve; Helps employees improve performance, increase productivity and experience personal satisfaction; Provides the organisation with information for human resource planning. 2.3 APPLICATION OF PERFORMANCE MANAGEMENT 2.3.1 Planning Maloa (2001) accentuate the importance of planning with his view that at the core of a good performance management rests the conception that the manager and their subordinates will develop a clear idea of what is expected. This should include prioritizing of the key elements among a multitude of tasks that face them every day. Without this, the individual will be overwhelmed by the conflicting demands on time and as a result may fail to make the right decisions. With lucidity of performance expectations, good performance is possible. In support of the above, Finigan (1999) pointed out that in developing performance plans, it is important to define the responsibility of each position in each department and, as part of this process, two questions need to be answered namely: What does the employee need in order to meet performance expectations? and, What does it mean to exceed these expectations? Satterfield (2003) continues by stating that the vital planning activities should include goal setting, amplification of behavioural competencies and how they would apply to the job. Therefore, the outcome of planning should be clear about the goals to be met, responsibilities to be fulfilled and the behaviours that should contribute to team and organisational success. The compilation of job descriptions in the organization can play a significant role in this regard and would assist in establishing a certainty about what the organization expects from its employees. 2.3.2 Managing performance Managing performance has to be an ongoing process of working towards the performance expectations. According to Maloa (2001), it is probably the most neglected area of performance management. In terms of this aspect, the manager, together with the employee, reviews the employees performance on a periodic basis. If it is on target, or exceeding expectations, the manager provides positive comments to keep performance at a high level, but if performance is below expectations, the manager guides the employee in order to achieve improvement. This involves developing strategies with the employee to determine appropriate action plans. Managing this process involves three main activities, namely coaching, counselling and performance review. 2.3.3 Motivation Motivation is a basic element contributing to employee performance issues. Each person is motivated by different factors and different things (Schwartz, 1999). The first step is to figure out what will motivate your employees to do what you hired them to do. The following are views from different theorists on what motivates employees. Various theorists have developed approaches to motivation that will seek to improve performance. (Frederick Taylor, 1964), suggested that money is the primary motivator as workers would be motivated by obtaining the highest possible wages through working in the most efficient manner, based on the assumption that all people are rational, and that they are driven by the need for financial rewards and not interest in the actual work. (Abraham Maslow,1942), in contrast with Taylors view, suggested that the needs of employees can be classified in a hierarchy, represented on a pyramid with the more basic psychological needs lying at the base and each higher level consisting of a particular class of needs. According to Maslow, employees are motivated based on the level of their needs. Whilst this view has an uncomplicated appeal because its message is clear, others claim that it ignores the capacity of people and those around them to construct their own perceptions of needs and how they can be met (Arnold et al., 1998) Vroom (1964) expectancy theory states that motivation should be based on employees performance-outcome expectancy. This means that employees performance depends on what they expect to get for their efforts. 2.3.4 Training and development Staff training and development should be an important activity in any organisation. In this regard, Oakland and Oakland (2002) stressed that training and development of people at work should be recognized as an important part of human resource management. During the 1980s, major changes in many organizations resulted in increasing workloads brought about by the introduction of new technology and wider ranges of tasks. All of this required the provision of training. During the 1990s, initiatives such as TQM, ISO 9000, investors in people and benchmarking, and self-assessment using models such as among others, the BEM (British Excellence Models), further highlighted the need to train employees (DeToro and McCabe, 1997; Marchington and Wilkinson, 1997 in Oakland and Oakland: 2002). Typically, training strategies in organisations require managers to: Play an active role in training delivery (cascade training) and support (including quality tools and techniques); Receive training and development based on personal development plans (PDPs). These plans can be very useful in closing the skill gaps in performance management; Fund training and improvement activities to allow autonomy at local levels for short pay-back investments; and Co-ordinate discussions and peer assessment to develop tailored training plans for individuals. What is particularly noteworthy about the training activities is that they are almost identical to those processes and activities commonly found in the management literature on the theory of training. 2.3.5 Effective communication Communication is in essence the lifeblood of any organisation striving for world-class status. It should permeate any situation or system operating in the organisation and where people are involved. Oakland and Oakland (2002:779) stated that: It is an important facet of people management à ¢Ã¢â€š ¬Ã¢â‚¬Å" be it communication of organisation goals, vision strategy, business policies or communication of facts, information and data. (Collins and Porras, Larkin and Larkin, Purser and Cabana, Yinglin quoted in Oakland and Oakland, 2002). In some organisations business success, regular two-way communication, particularly face-to-face with employees, is identified as an important factor in establishing trust and the feeling of being valued. The two-way communication can also be regarded as a key management responsibility and may include: Ensuring that people are briefed on key issues in language free of jargon. Communicating honestly and as fully as possible on all issues that affect the people Encouraging team members to discuss company issues and giving upward feedback. Ensuring that issues from team members are communicated to senior managers and timely replies given. 2.4 PERFORMANCE APPRAISAL 2.4.1 Distinguishing features of performance management as opposed to Performance appraisal Armstrong (1996:260) corroborated that there are a number of significant differences between performance management and the traditional appraisal schemes. Performance management in its most developed form: Involves all members of the organisation as partners in the process it is not something handed down by bosses to the subordinates; Is based upon agreements on accountability expectations and development plans. It can be seen as part of the normal interactive processes which exist between managers and teams, a continuous process not relying on a once-a-year formal review; Treats the performance review as a joint affair which is primarily concerned with looking constructively towards the future; Focuses on improving performance, developing competencies and releasing potential; Concentrates on self-managed learning giving people the encouragement they need to develop themselves with whatever guidance they need from their managers and the organisation; May not include rating at all if the process is used primarily for development and performance improvement purposes; Recognizes the need for thorough training in the required skills in order to agree on objectives, provide feedback, review performance, and coach and counsel employees; and Apart from the evident confusion regarding the interchangeable usage of the concept of performance appraisal and performance management, organisations use various terminologies to describe the appraisal process. These terms include performance review; annual appraisal; performance evaluation; employee evaluation and merit evaluation (Grobler et al 2002:260). For purposes of this study, the word performance appraisal will be preferred for use especially, in the context of the final performance evaluation for the year, which determines the appropriate reward. It should be pointed out that the appraisal seems to be associated with an annual event where emphasis is on the completion of a form and with the human resources directorate playing a primary role in administration, management and quality control. With the envisaged model, focus will not be on the human resource function but on line managers and their subordinates driving the process and human resources function playing an advisory role. Grote (1996:13) 2.4.2 Criticisms of Performance Appraisal Torrington et al (2005) criticises the appraisal system by emphasising that performance appraisal is often neglected until the time when the next appraisal come around. They also commented that performance appraisal are often bias, prejudice and subjective. It is possible that inconsistent criteria will be applied by different managers when assessing the calibre of subordinates (Schneier et al., 1991) Hendry et al also criticised the appraisal system for which they see as time consuming, bureaucratic, paper driven and top down, with little relevance to organisational performance goals. Beardwell, Holden and claydon (2004) also criticised the appraisal system by stating that often persons who carry out performance appraisals do not always have the right skills and training to conduct appraisals effectively. 2.4.3 360  ° Feedback An appraisal system that is gaining popularity is the 360-degree feedback. This is because the feedback gleaned from this is utilised as important input for career development as well as for training and development. Because of the nature of the multiple source feedback of the 360-degree process, a broad perspective of the individuals strengths and weaknesses are developed which assists them in enhancing their self-insight and in developing their full potential. Garavan, Morley and Flynn (1997) and Theron and Roodt (1999) summed up the above description by stating that the 360-degree feedback is a contrived method of providing a flow of feedback to employees from all directions thus fulfilling the need for providing the individual with a more holistic and useful set of feedback. According to McCarthy and Caravan (2001) these as alternative terms used for the 360-degree feedback. Stakeholder appraisal. Full circle appraisal. Multi-rater feedback. Multi-source assessment. Subordinate and peer appraisal. Group performance appraisal. Multi-point assessment. Multi-perspective assessment. 2.5 CONCLUSION The literature review provided the researcher with useful information on the topic of performance management, giving a clear understanding of the various aspects of the topic from a practical angle. It revealed issues regarding the Performance Management System which exists in MCDCGA, identifying its best practice and shortcomings. 3.0 RESEARCH DESIGN 3.1 Chosen Methodology This research is a dynamic study given that it is designed to determine the effectiveness of a system to bring about change in a particularly controlled environment. The research methodology consistent with this type of study is the phenomenological paradigm; consequently it provided the basis for this research. This methodology will be utilized because according to Collis and Hussey (2003), researchers are not objective, but part of what they observe. They bring their own interest and values to the research as oppose to the positivistic approach which do not regard such subjectivity. The positivistic methodology can also be applied nevertheless; the phenomenological method is selected alone because of the complications in combining the two because they are two extreme paradigms. However, both qualitative and quantitative methods will be used for collection of data. This is called data triangulation (Denzin, 1970) cited in Collis and Hussey. 3.1.1 Primary Research Primary data is obtained from a direct observation of the phenomenon under investigation or is collected personally (Welman and Kruger 2001). To ensure that primary data is collected, interviews, self-administered questionnaires and direct observation methods will be used (Struwig and Stead 2001). For this research in particular, a self-administered questionnaire and interviews will be used as data collection instruments. As Molefe (1997, pg 151) indicates, the primary data are easily obtained from responses to a questionnaire, largely because data sometimes lie buried deeply within the minds and within the attributes, feelings or reaction of people. Furthermore, by providing access to what is inside a persons mind the questionnaire makes it possible to measure what a person knows, likes or dislikes. The questionnaire is therefore a useful tool to determine perception. For the purpose of compiling a competency profile, the interviews are conducted. 3.1.2 Secondary Research Secondary data refers to the information collected by individuals or organisations other than the researcher for other purposes (Welman and Kruger, 2001). The supplementary importance of using secondary data is that it saves time, provides the opportunity to re-analyse existing data and arrive at new conclusions, and save on the cost of doing a research. The secondary data for this research is sourced through literature research and interviews held with persons responsible for the performance management process. 3.2 RESEARCH TOOLS For the purpose of this investigation, two very instrumental data collection tools will be selected, these are; interviews and questionnaires. Interviews and questionnaires are two diverse ways of conversing with people to extract their opinion and views. These two methods of extracting data will be conducted during the month of December 2009, where respondents will be given approximately four weeks to respond, and interviews will also be held during that same period. Verbal permission was granted by the Senior Human Resource Officer upon an official letter of request by the researcher to conduct interviews and questionnaires. 3.2.1 Interviews Black, Richard J (2003) describes interviews as a joint venture between the researcher and the interviewee. The reason for choosing to use an interview is to ensure that the researcher uncovers perception at a senior level. This will involve face-to-face meetings between the researcher and the interviewee. A total of three interviews will be held with the following officers: the Senior Human Resource Officer, the Accountant I, and the Performance Management Schedule Clerk III. These three persons were selected as three persons responsible for executing the performance management system in the Ministry. The procedures used to conducting these interviews were as follows: Construction of draft questions Vetting of draft for accuracy and suitability Confirm appointments with interviewees Meet with interviews by appointments Deliver questions through conversations and record responses/ Analysis of data Documentation of final analysis in a report form 3.2.2 Questionnaires This research tool will consist of a series of questions based on the objectives of and theoretical contents of this research, for the purpose of gathering information from employees of the ministry to gain an understanding from them of what have or have not been effective in relation to the aim and objectives of this research. It is chosen to help participants to give frank and honest answers. The procedures are follows for drafting questionnaires: Construction of draft questions Vetting of draft for accuracy and suitability Pilot testing on a small randomly selected sample size Determination of sample size and composition Distribution of questionnaires Collection of questionnaires Analysis of data collected The questionnaires will be constructed using the a-point likert scale to permit participants to give more perceptive replies and to state if they have no opinion by providing them with some form of rating scale. It is simple for the respondent to complete and simple for the researcher to code and analyse. 3.2.3 Sample Size The sample size refers to a sub-set of a population and should represent the main interest of the study (Collis and Hussey, 2003). Out of a total population of two hundred and fifteen (215) employees, ninety (90) employees will be selected for the sample size, which represents forty-seven (42%) of the total population. This number was chosen to represent the number of employees currently located in the Head Office. The sample size consisted of a mixture of employees from every department within the Head Office in terms of gender, age and positions to allow precision in responses. This sample size is consistent with Collis and Husseys (2003) phenomenological paradigm. Smaller sample sizes have greater chances of error associated with them. Therefore, choosing an appropriate sample size is an obvious strategy for increasing statistical power. 3.3 SUMMARY This chapter provided a theoretical foundation about the research approach and elaborated on the research methodology, the sample, and the data gathering instrument and how it was used. 4.0 INTRODUCTION This chapter analyses and interprets data and further demonstrates the effectiveness of performance management system in MCDCGA based on the theory amassed from the literature review, best practice and the environment within which the Ministry exists. The environment is emphasised because MCDCGA is a crucial agency of the public sector and is governed by constraints within that particular industry. Therefore, to be effective and efficient in this environment, performance in terms of service delivery should be at the centre of the daily activities of the Ministry. 4.1 DISTRIBUTION OF QUESTIONNAIRES AND ANALYSIS OF DATA A questionnaire as shown in Appendix was used as a data-gathering instrument. It consisted of twenty-seven (27) statements using the 4-point likert scale. This instrument was only distributed to the main Head Office of MCDCGA. The other supporting divisions of the Ministry was left out because of difficulties in reaching their geographical locations and because the focus of attention was to test the performance of persons directly related to the performance of the main Ministry and not the sub-divisions who have responsibility for the performances of their own divisions. The data collected was analysed based on the 5 specific group headings which seek to address the key elements of the objectives of this research. The responses based on each grouping were measured against theory and best practice to identify the effectiveness of the PMS under the different headings. 4.1.1 Overall Responses from Questionnaires Out of a Total of ninety questionnaires distributed, all were completed and returned. Therefore, although there was a response rate of 100% of the sample size, the responses actually represents 45% of the total population. The percentages hereon represent the percentage of the total population to give a fair judgement of the views of the entire Ministry. This section of the questionnaire responded to dimensions such as: Gender Age Length of service in MCDCGA In terms of this section, the respondents gender profile consisted of 27% male and 73% female whose length of services range between one and 30 years. The responses were mainly from mature employees and consisted of 100 % between the ages of 20 and under to 60 and over. 4.2.1 Deductions It is important to note that whatever conclusions this study will make later will be the views of a more mature cross-section of the ministry with a fairly long service record and adequately represented by females whose views has a history of oppression. 4.3 ASSESSMENT OF EMPLOYEE DEVELOPMENT The dimensions assessed in this regard were the need for: A system which is essential to the development of the employees Feedback on performance and ways to improve performance Necessary tools and equipment needed to perform effectively Motivation to perform Praise and recognition as rewards for good performances Training for all staff to enhance their performances Training and coaching for underperformers 4.3.1 Description Table 1 shows the responses and statistical representation to the statements developed to reveal whether or not the performance management system is effective in terms of employee development and also the support level based on the agreement to the various hypotheses. 4.3.2 JUSTIFICATION OF HYPOTHESIS This method to assess the employees development was used to determine whether or not the PMS in the MCDCGA is effective in terms of managing the performances of the employees in an attempt to develop there abilities. The seven hypothesis/statements used were developed from the literature research based on theory from various writers on how the PMS is used to develop individuals which identified that an effective PMS is one which is used to improve employee involvement, commitment and motivation by increasing peoples sense of personal value and enhancing the individuals perception of empowerment (Fletcher and Williams, 1992) 4.3.3 INTERPRETATION OF DATA The analysis of the data to assess employee development revealed that 60% of the employees assessed are in support of the hypothesis that the PMS is needed for their individual development. However, the respondents identified areas in hypothesis 5-10, (see table 1) which questions whether the PMS which they so depend on for individual development is being effectively managed in the Ministry. The objective of this part of the research is to establish whether or not the performance management system in the ministry is designed to improve the performance and development of the employees, or is the PMS in the ministry aligned to focus on the organisational structure rather than focusing on the employees. Schwartz, 1999 described an effective PMS as one which: must be able to informs employees of areas in which they excel and areas where they can improve; it helps employees improve performance, increase productivity and experience personal satisfaction; it provides the organisation with information for human resource planning which involves strategies for motivating, rewarding and training its employees. Based on the low levels of support regarding the effectiveness of some key activities of employee development such as reward and recognition, motivation, training, provision of tools and equipment, and managing underperformance, and literature providing key information on employee development and the PMS, it can be deducted that the PMS in the ministry neglects to account for the development of the employees. This goes against performance management principles outlined in the performance management manual in the public service, which also according Torrington and Hall (1998) PMS is a system for developing employee performance, and that performance management is a shared view between the manager and the managed to gain a clear view of what is expected of the employee. 4.4 LINKING EMPLOYEE PERFORMANCE TO ORGANISATIONAL PERFORMANCE The dimensions assessed in this regard were the need for: Having a clearer understanding of the ministrys performance. Translating organisational goals into individual goals Identifying what impact the employee has on the ministry overall performance. Informing employees of the, ministrys performance 4.4.1 Description The performance of the ministry is yet another measure of an effective PMS (Bevan and Thompson 1992). The following represents the responses from employees who agree based on responses in Table that: They PMS is designed to improve the Ministrys overall performance (64%) The goals of the ministry are translated into their individual goals (47 %) There performance makes a difference to the ministrys overall performance (73%) They are aware of the performance of the ministry ( 20% ) 4.4.2 JUSTIFICATION OF HYPOTHESIS These hypotheses were used to determine the link between employee and organisational performance. This link is necessary based on the objectives of this, to observe how effective is the PMS in incorporating the performance of employees into the organisational performance. The organisational context, within which employee-centred performance management exists, is in the vision, mission strategy and operational plans of the organisation. While the aim of the present study is to address performance management at an individual level, it also strives to support the organisations goals by ensuring that there is a link between the work of each individual employee or manager to the overall organisational strategy, mission and vision (Williams, 1998). 4.4.3 INTERPRETATION OF DATA Based on the data provided in the table, employees are aware that their performances have a significant impact on the ministrys overall performance however; the majority disagreed to the hypothesis that they are informed of the ministrys performance. Their responses also revealed that there is no proper system in place to translate the Ministrys goals into their individual goals to make a sound contribution to the performance of the ministry. 4.5 ASSESSMENT OF THE PERFORMANCE MANAGEMENT SYSTEM The dimensions assessed in this regard were the need for: A clear understanding of what the PMS aim to achieve Understanding the purpose of the PMS Linking PMS to performance improvement Identifying the shortcomings of the system 4.5.1 JUSTIFICATION OF HYPOTHESIS These hypotheses were used as a basis for this research as it seeks to investigate the effectiveness of the PMS. The statements were structured around testing the effectiveness through the perceptions of the employees and are based on the research objectives and theoretical data from the literature review. 4.5.2 INTERPRETATION OF DATA The data collected based on Hypothesis No. 15, revealed that 43% of respondents do not have a clear understanding of what the PMS aim to achieve however, based on Hypothesis No. 16, 87% believed that the purpose of the PMS is to align performance to organisational objectives. This says a lot about the PMS in terms of its effectiveness, since respondents seem to be clue less as to what the PMS really is, however the term Performance management on the whole is usually difficult to define as there is no commonplace definition accepted (Hartle, 1995). Hypothesis #18: The PMS focuses more on organisational performances and less on employee objectives. A total of 73 % of the respondents supported this view, based on Armstrong, (1998), however, the focus now is on people. Its about how individuals work together to achieve shared aims. Hypothesis 21 shows 56% of the respondents have no idea about what their performance standards are, their were also significant percentages revealing that the PMS does not give the employee the opportunity to discuss their performance with their supervisors, thus, based on the responses, the PM system is showing signs of inefficiency. 4.6 ASSESSMENT OF THE PERFORMANCE APPRAISAL The Performance Appraisal/ review are a key component of an effective Performance management framework. These hypothesis statements were developed to get an understanding of how efficient the performance management system is by evaluating the performance appraisal. Hypothesis #23: 87% of the respondents felt that Performance Management is usually only made mention of at the end of the year during the processing of staff reports. Hypothesis #24: 63% of respondents agreed that the performance appraisal assists in improving their performance. Hypothesis # 25: 83 % of respondent agreed that the performance appraisal provides feedback on their performance) In most ministries within the Government services, performance appraisal is conducted once for the year à ¢Ã¢â€š ¬Ã¢â‚¬Å" at the end of each year. Torrington and Hall (1998) found that an effective PMS is one where there is continuous assessment. Performance Appraisals should not rely on once every year, or twice every year, it should be continuous (Armstrong, 2000). Performance appraisals focus on developing and realising competencies, thereby focusing on improving performance, recognising training and feedback. 4.7 SECONDARY DATA: INTERVIEWS Based on the data collected from the questionnaires the following observations were made. There is no formal structure for the PMS. Performance management is seen as appraising employees, although there are clear distinctions between performance appraisal and performance management (Armstrong, 1996) Measuring performance is difficult in terms of productivity and efficiency, because of the nature of the organisation and the industry to which it belong. Performance is measured by punctuality and absenteeism. The present performance management system neglects the supporting activities needed to develop and improve the employees. The ministry seems to progressing well without a formal PMS structure. The appraisal system is highly subjective and does not provide any feedback. Managers are not equipped with the necessary tools to conduct a meaningful appraisal (Breadwell, Holden, Claydon , 2004) Performance is often neglected until the end of the year appraisal. Individual performance is not linked to the ministrys overall performance. The Ministrys vision, mission and objectives are not communicated to staff. 4.8 Conclusion Based on this research and the objectives of this research,, which aligned the current practices of Performance management to theory, it can be concluded that the Performance management system is not effective. RECOMMENDATIONS CONCLUSIONS: 5.1 Recommendations The following recommendations are based on the descriptive and inferential reviews discussed in the previous chapters. It is recommended that a structured/formal process of managing performance be developed to support the staff component and thereby have a meaningful contribution towards organisational development. Training and development across the border to include Managers to better prepare them for conducting meaningful appraisals, and to develop the performance of employees that will impact positively on the performance of the Ministry. Send staff on retreats to keep them informed of the ministrys strategy. This will also give them a sense of belonging that will foster improvements in their overall performance. Reward and recognition strategies could be implemented to reward workers and foster an organisational culture committed to rewarding and recognising performances, whilst at the same time developing strategies to manage poor performances. 5.2 CONCLUSION This chapter gave recommendations about performance management based on the empirical research conducted as well as theory and good practice on the topic. Although the response rate was somewhat low for known reasons, it was however encouraging to note that the organisational climate and culture at MCDCGA was quite receptive to performance management. The research has identified deficiencies in the current performance management system that is in need of being addressed. It is with much hope that the issues addressed in the recommendations be put to use to curb these issues and develop an environment which contributes highly towards high levels of performance, both and the individual and organisational levels.