Hrm- Training Need Analysis

Hrm- Training Need Analysis
Training Needs Analysis Purpose A Training Needs Analysis (TNA) is used to assess an
organization's training needs. The root of the TNA is the gap analysis. This is an assessment of the
gap between the knowledge, skills and attitudes that the people in the organization currently possess
and the knowledge, skills and attitudes that they require to meet the organization's objectives. The
training needs assessment is best conducted up front, before training solutions are budgeted,
designed and delivered. The output of the needs analysis will be a document that specifies why,
what, who, when, where and how. More specifically, the document will need to answer these
questions: why do people need the training? what skills need ... Show more content on
Helpwriting.net ...
For example, the organization might set a target of a 50 percent reduction in customer complaints by
the end of the year. Employee behaviors required to achieve this target might be: empathetic
listening to customer complaints regular follow up of complaint resolution ... and so on. To get to
this point, though, the cause of the underperformance needs to be determined through a series of
structured questions. If there is no one else to perform this initial diagnosis, you as the training
professional may be called upon to do this job. A performance consulting approach can help you
here. With this approach, the person doing the diagnosis first asks managers to identify their
problems in concrete terms. Next, possible causes and solutions are discussed and training solutions
identified, where appropriate. To do this successfully, the performance consultant needs to be well–
versed in process improvement methods and employee motivation theory and practice. For small
projects, you can use a simple employee performance flow chart in working with managers to help
identify the cause of performance deficiencies. Where training is identified as an appropriate
solution or as part of the solution, we then recommend that you work through a training needs
analysis questionnaire with the appropriate stakeholders. This will give you the information you
need to move to the training
... Get more on HelpWriting.net ...

Purpose Of Performance Appraisal Performance
Literature Review Purpose of Performance Appraisal Performance appraisal aims at clarifying the
employees work expectation, improving employee development, linking pay with performance and
assessing workforce development (Mathus and Jackson, 1998). It makes employees to become
aware of the organizations expectations after performance evaluation which helps them in
improving their performance (de Waal, 2004). This is further emphasized by Gabris and Ihrke
(2000) who found out that the main aim of performance appraisal is the provision of periodic and
formal feedback to individual staff members. According to Wanna, et al (1992), the objective of staff
appraisal is to improve planning and service delivery at the general level and also to provide
feedback to individual officers. Thus performance appraisal provides information to help manage
employees in such a way that employee performance improves (Denisi and Robert, 2006). The
ultimate goal of most performance appraisal systems is to increase employee motivation and
productivity The evolution of performance Appraisal can be traced back to the reign of second
caliph of Islam, Hazrat Umar (634– 644 A.D /13–23 AH) who laid the foundations of many State
institutions and enunciated several administrative laws that are being followed and adopted by many
nations of the world till today as a role model of true administration. Hazrat Umar, before
appointing an officer for any duty, would thoroughly investigate his potentials and

Performance Appraisal
HUMAN RESOURCE MANAGEMENT ESSAY
PERFORMANCE APPRAISAL SYSTEM
11 January 2010
INTRODUCTION
This essay is to answer the question two: "Critically evaluate the advantages and disadvantages of
individual performance appraisals/reviews. Assess to what extent such appraisals can contribute to
achieving high performance workplace."
Firstly, the essay will present an overview of performance appraisals.
Secondly, it will talk about the advantages and disadvantages of individual performance appraisal in
comparing with team based performance appraisals.
Finally is the contribution of performance appraisal to the organization performance.
PERFORMANCE APPRAISALS
Performance management is widespread among UK companies. CIDP survey (2005) has ... Show
more content on Helpwriting.net ...
Ratings and reward will be equal for all team members regardless of individual performance.
According to IAG report (1993), this can dissatisfy those who normally have outstanding ratings
based on their personal performance. Some members may also resent that their pay is dependent
upon other performance. Thus, that can decrease employees' motivation and cause dissatisfaction.
Performance problems may not also be addressed adequately. It will cause many difficulties for
individual management such as disciplinary and promotions decision.
Because of above reasons, many managers like to use individual PA. Additionally, even though
teams are widespread in many organizations, most work is still independent. Teams may only be
used occasionally or may often change to work task. Another advantage of individual PA is that
employees prefer individual PA. The survey of Federal Employees (1992) showed that 69
percentages of employees prefer that their performance rating be based on individual performance,
not team performance. The survey also indicated that the employees prefer being assessed by the
first–lever supervisor than by coworker. Team based PA may be against UK culture of
individualism. Therefore, if the managers want to focus on team based PA, they need provide further

training for the employees.
DISADVANTAGES OF INDIVIDUAL PERFORMANCE APPRAISAL
Despite of the popular of individual PA, many people argue that individual PA doesn't fit

Critical Appraisal of Strengths and Weaknesses of...
Critical appraisal of strengths and weaknesses of Boyatzis's intentional change theory
Increasing someone's knowledge is different from getting them to make lasting changes in their on
the job behaviors and it requires a different model of learning which is what Boyatzis's theory offers
[1]
Boyatzis's model contends that we are more likely to achieve sustainable change when we actively
seek to make five discoveries:
1. Our ideal self: the person and leader we truly want to be
2. Our real self: our current nature and how this compares to our ideal self
3. Our personal learning agenda: the things we need to change and do to close the gap
4. Opportunities for experimenting with and practicing new behaviors
5. Those who can ... Show more content on Helpwriting.net ...
The fact that this theory focuses on the strengths and provides a methodology to identify the gaps
that could exist between the real self and the ideal self is itself a big motivator to continue the
journey of self–discovery to the person we could potentially be in order to achieve the "ideal" us.
However, Boyatzis's theory has a few disadvantages: firstly, it assumes that an individual knows
how to make the transition from "My real self" to "My ideal self". It does not contemplate how to
get there, but if we use SAKE (Skills, Attitudes, Knowledge, Experience) to represent our "real self"
this will provide us with a clearer idea and a mechanism to identify the gaps in between and an
action to achieve the ideal–self, it provides the tool to understand who do we already are, what is
missing and what action plan needs to be implemented to fill those gaps.
According to Neck and Manz, Self–leadership is defined as "the process of influencing oneself to
establish the self–direction and self–motivation needed to perform" [3] Boyatzis's theory can be
strengthen by Neck and Manz's in the way that: the two main elements of this theory are Self–talk
and mental imagery. Self–talk is what we covertly tell ourselves, it suggests the potential of self–talk
as a self–influencing tool for improving personal effectiveness [3] Boyatzis's model

Managing the Human Resources at Shenzen China Factories
Course: Project Management
Module: Managing the Human Resource
STU #: 28818
Name: Roula Bou Hamdan
Word Count: 4055
Outline:
A. Overview of the Jinjian Garment Factory Situation
B. Analysis of the "Lack of motivation" Aspect at Jinjian
1. Evolution of HR
2. De–motivation Factors of Jinjian's employees:
a. Direct Internal Factors
b. Indirect External Factors
C. Designing and implementing a strategic HR Solution
1. Recruitment and Selection
a. Job Analysis and Job Description
b. Job Testing
c. Interviews
2. Training, Development, Performance Appraisal, and Compensation

a. Training and Development
b. Management & Leadership Development
c. Performance ... Show more content on Helpwriting.net ...
The "lack of motivation" issue is the end result of the severe working conditions, including those of
Jinjian garment factory. It's the obvious result that the owner has noticed. However, its solution is far
too complex and diverse, beginning from proper human resource strategic plan, and ending in
human rights.
B. Analysis of the "Lack of motivation" Aspect at Jinjian
Evolution of HR
Every employee can be motivated, since every employee has his reasons for acquiring a specific job.
It ranges from self satisfaction and high morale, to obtaining a better quality of life. The secret here
is to create a medium in which people are eager to work effectively and efficiently to accomplish the
company's goals. However, the concept of achieving employee motivation as an enhancing factor
for company performance is relatively new. All these aspects led to the emergence of the concepts of
human resource development (HRD) and human resource management (HRM).
The concept of human resource management is said to have started in England in the 1800s during
the apprenticeship era and with the arrival of the industrial revolution. In the 1900s, Frederick
Taylor established the concept of "scientific management" or Taylorism. It is an approach to
industrial, management and organizational psychology. It is usually linked to mass production i.e.
factories with assembly lines, similar to the case in Jinjian garment factory.

The Consequences Of Performance Appraisal
What exactly are the consequences of performance appraisal in organisations and how does it
contribute to organisational or individual performance? 2000 words
In recent years performance management have become a key feature for organisations to get the best
out of their staff and create a competitive advantage. This is why we have seen more of a focus on
performance appraisals and the way in which talent is managed by employers and HR staff. Bratton
and Gold (2007) defines Appraisals as a process that provides employers with an analysis of an
individual's potential and ability allowing them to make decisions fit for specific purposes. This is
done by collecting data on individual's behaviour and performance which can then be assessed and
reviewed.
Performance management has been used for over 100 years and can be tracked back to the post
industrial revolution because businesses had expanded meaning there was a demand for a larger
workforce (Beardwell and Thompson 2014). Due to this businesses need to have measure in place to
control and direct workers to get the best possible performance. With this we have seen many
mechanisms brought in by management based on theories.
In the early 1900's Frederick Winslow Taylor theory was seen as the best way to manage staff. This
was done by calculating the efficiency of each worker and the least efficient would be removed to
ensure consistency. This was followed by Max Webber (1922) suggestion that bureaucracy would be
ideal as it

Performance Management Process And Employee Development
Abstract
This research paper presents the research results of performance models of management by
objectives. This paper also addressed: 1) performance management philosophy, 2) performance
management process and employee development, and 3) performance management and
compensation.
Keyword: performance, development, compensation Research and summarize relevant performance
models
An effective model of performance management system focuses on identifying, measuring and
dealing with employee's performance. Traditionally, performance management system is viewed to
be a the responsibility of immediate supervisor, a process for establishing a shared understanding
about what is to be achieved, and how it is to be achieved, and an approach to managing people that
increases the probability of achieving success. However, There's no single universally accepted
model of performance management system. This section summarized the research results of three
different performance management systems.
Management by objectives ("MBOs")
MBOs is a type of performance management system that requires the manager and employee to
identify employee goals as they relate to the overall business. For example, a sales representative 's
objectives may include increasing revenue by 25 percent in 12 months. The employee determines
how best to achieve this goal and establishes a timeline for the tasks she needs to accomplish to
increase revenue: improve sales and decrease costs. Often, MBOs track

The Engineering Model Of Stress In Psychology
Definition of stress
According to Professor of psychology Richard S. Lazarus, stress is defined as, 'stress is experienced
when a person perceives that the demands exceed the personal and social resources the individual is
able to mobilise' (Lazarus 1966)
My interpretation of this definition is, stress is the body's physical, emotional or mental response to
demands which are placed on us that we feel are threatening. Not all stress is bad, it comes in
negative or positive forms. Positive stress can encourage us to pursue situations we find a challenge,
for example, giving us the extra encouragement to work harder to hand an essay in on time. Stress
becomes negative when it is prolonged, this type of stress can incapacitate us and prevent us from
living a normal life. Negative stress comes when we are given situations we feel we cannot cope
with for a prolonged period of time, while positive stress is being in a situation we feel is a
challenge, but believe we can cope. (blackswanstress.weebly.com)
The Engineering Model
The engineering model of stress in psychology terms is based on Hooke's law of elasticity. Hooke's
law was discovered in 1660 by scientist Robert Hooke who discovered that when stress is applied to
an object it causes strain. The object will flex and bend to within the limits of its elasticity until the
stress is removed, without suffering any damage. Once the stress is removed from the object it will
return to its normal shape, and remain undamaged. If

Quality of Life of Spouses Caring for Loved Ones with...
Introduction The goals of this case study are to gather empirical evidence through comprehensive
research to make an observable difference in the spouses caring for their loved ones with dementia.
The problem spouses are facing while providing care for a loved one stricken with dementia can be
overwhelming. First we assessed the quality of life in spouses caring for loved one with dementia.
Second we wanted to provide concrete tools for the spouses who are the caregivers for loved ones
with dementia. Thirdly we wanted to educate and instruct on improving quality of life for the
spouses. Background of the Problem According to the Alzheimer's Disease International (ADI),
dementia is one of the most prevalent disorders found among ... Show more content on
Helpwriting.net ...
Outcome for spouses who were provided educational tools and interventions, demonstrated less
stress and improved quality of life. Search for Evidence and Data Collection: The articles utilized
were from electronic databases of: CINAHL, CINAHL Plus, MEDLINE, Wiley Online Library, FIU
Library, Salem Press, Alzheimer's Organization, and OCLC First Search. Appraisal of Evidence
According to Kim, Chang, Rose, & Kim (2011), care–giver burden has been defined as a
multidimensional response to the negative appraisal and perceived stress resulting from the taking
care of an ill individual (p. 846). More easily stated a care–giver is a person who assists another
individual with one or more of their daily activities of living. A person who finds it necessary to care
for a loved one suffering from dementia often finds the task daunting if not polarizing. The role of
caregiver often times has a negative effect on the caregiver. These can include feelings of
depression, isolation, fear and anger as well as the feelings of constant responsibility and social
isolation (Kim et al., 2011). In addition to these psychological ramifications the caregiver also can
suffer physical ailments, using more prescription medications and more health care providers than a
non–care–giving counterpart (Greenwood, 2012). The spouse with dementia often needs constant
care and supervision but is not necessarily in need of

Improving Performance Appraisal For Employees
Improving Performance Appraisal for Employees
Introduction
One of the most important things in a company or organization is the performance appraisals that
are given to the employees, some management and upper management. A performance appraisal can
give so much information not only to the employer but also to the employee. There are many
different types of performance appraisal out there, also because every job is different the
performance for the different. A performance appraisal is important in any company because the
employee knows how they are doing well as the management staff. Performance appraisal are also
great because it shows it an employee need additional training or show improvement in certain areas
that they was having trouble in also if they are ready to go to the next step like a promotion or a
raise.
Literature Review/Findings
With any company that has employee is working for them they have a standard that they must abide
by. Some companies only do performance appraisals once a year and think that it is effective way to
rate their employees on company standard and to issue compensation and discipline if need to. This
not that very effective to run a business with employees the best way is to do quarterly performance
appraisals that way if an employee needs to be reprimanded it can be done to correct the behavior
before it gets to out of hand. According to Michael Aamodt, the author of the textbook
Industrial/Organizational Psychology there is a

Reflected Appraisal Theory In Finding Nemo
Interpersonal communication is a key factor in discovering one's self. The reflected appraisal theory,
the development of a refrence group, self–concept and self–esteem are important aspects of the Self.
In Disney Pixar's Finding Nemo, characters use the reflected appraisal theory, the development of a
refrence group, self–concept and self–esteem to help grow as individuals and make closer
relationships with each other. In Finding Nemo, the first aspect of self–concept development seen by
viewers is the reflected appraisal theory. Reflected appraisal is the process by which a person's self–
concept is influenced by his or her beliefs concerning what other individuals think of him or her.
The first use of reflected appraisal theory is between Nemo and Marlin, his father. This is seen on
Nemo's first day of school when Marlin grabs Nemo before he gets the chance to swim in open
water. When the other kids at school start swimming into open water, at first Nemo is apprehensive
and does not follow his peers because he knows Marlin's lack of faith in his swimming abilities.
Nemo is so convinced of this that it has become a part of his identity. Likewise, Marlin doubts
Nemo's ability to take risk, swim well and handle going to school. Nemo then goes and swims in
open water to prove to his father that he is successful in taking risk, a strong swimmer and mature
enough to handle going to school. Once Nemo gets to the tank, he begins to actually believe what
Marlin has been says and looking down upon himself. When Nemo gets stuck in the tank's filter, he
asks Gill for help because Nemo is starting to believe that he is a bad swimmer. Gill says he got
himself in, so he can get himself out, but Nemo uses his bad fin as a crutch. Gill is not willing to
listen to excuses and forces Nemo to get out of the filter himself. This helps to build Nemo's
confidence in himself and begin to develop a new identity. Finding Nemo also uses the concept of
refrence groups throughout the film. A refrence group is the groups of people with whom a person
compares his or her self to. Refrence groups also show a lot about a person's communication and
self. What a person identifies with within the refrence group shows what that person

Performance Appraisal Of The Industrial Revolution
Introduction Performance appraisals, popularized during the Industrial Revolution, are conducted
widely throughout the business world (Williams, 2014). This process evaluates the performance of
an employee in their respective positions (Lussier & Hendon, n.d.)– it provides feedback on how
well they have done and where they have fallen short, in addition to setting performance goals for
the upcoming assessment period. There are many benefits to annual performance appraisals to
include identifying training needs/opportunities, charting an employee's progress in goal attainment,
relationship building between managers and employees and motivating employees to excel in their
duties and obligations (Webb, n.d.). Despite their widespread usage, some opponents believe that
annual performance appraisals are antiquated and no longer effective in today's fast–paced business
world (Scullen, 2011). This paper sets out to review and discuss the opinions of one such opponent
as well as discuss my theory on annual performance appraisals. Time to Scrap Performance
Appraisals? In his article, "Time to Scrap Performance Appraisals," Josh Bersin (2013) contends
that traditional performance appraisal methods are no longer applicable or effective in today's
successful workforce. These annual appraisals were once useful in "traditional top–down
organizations" (Bersin, 2013) for the purposes of raises, terminations, and determining an
employee's potential within the organization. However, the

Performance Appraisal : Performance Evaluation
Performance Appraisal An effective method of performance evaluation is the 360–degree
performance appraisal. This method utilizes supervisor(s), subordinates, peers, and occasionally
customer feedback to provide the employee a clear picture how their actions affect others in the
workplace (Dalton, 1996). Areas on a performance evaluation that utilize the 360–degree
performance appraisal elements are; cooperation and teamwork, initiative and judgment,
dependability, and customer service. These elements of the evaluation work together and meet the
goal of a performance appraisal to motivate and improve the skills of the employee. Reliability and
Validity Critical elements of any performance appraisal are its reliability, validity, and objectivity.
Reliability is the consistency with which something is measured; validity is the extent to which an
instrument measures whatever it is intended to measure (Saal & Knight, 1995). In terms of
performance appraisal, questions addressed are if the appraisal is consistent across employees and
those doing the appraising, as well as ensuring the appraisal is actually measuring employee
performance and not an outlying characteristic. It is in this area that the 360–degree appraisal is
effective. Several authors have agreed that one observer does not effectively provide a thorough
performance assessment (Rothstein, 1990). Employees possess valid information and insight
regarding performance, and are useful because they have an

recruitment and appraisal
THE WAY FORWARD TO RECRUITMENT AND APPRAISAL SYSTEM IN NIGERIAAND
NIGERIA ORGANIZATIONS
RECRUITMENT
It refers to the process of attracting, screening, selecting, and on boarding a qualified person for a
job. At the strategic level it may involve the development of an employer brand which includes an
"employee offering".
The stages of the recruitment process include: job analysis and developing some person
specification; the sourcing of candidates by networking, advertising, and other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates ' motivations and their fit with organizational
requirements by interviewing and other assessment ... Show more content on Helpwriting.net ...
These can be determined via: screening résumés (also known as CVs); job applications; interviews.
More proactive identification methods include performance assessments, psychological, aptitude,
numeracy, physical and literacy testing.
Lateral hiring
"Lateral hiring" refers to a form of recruiting; the term is used with two different, almost opposite
meanings. In one meaning, the hiring organization targets employees of another, similar
organization, possibly luring them with a better salary and the promise of better career opportunities.
An example is the recruiting of a partner of a law firm by another law firm. The new lateral hire then
has specific applicable expertise and can make a running start in the new job. In some professional
branches such lateral hiring was traditionally frowned upon, but the practice has become
increasingly more common. An employee 's contract may have a non–compete clause preventing
such lateral hiring.
APPRAISAL
Performance appraisals are a valuable performance management tool to evaluate the performance
and value employees provide as well as set goals for the next review period. Most companies
conduct performance appraisals annually, but they may also be done after a new hire completes the
first 90 days of employment or on a monthly basis in situations where performance is an issue.
ORIGIN OF PERFORMANCE APPRAISAL

Concept Analysis Of Coping Within Arthur Frank 's Novel...
Concept Analysis of Coping within Arthur Frank's Novel using the Transactional Theory
Introduction
The purpose of this paper is to examine and analyze the concept of coping in the novel At the Will
of the Body by Arthur Frank. The Theoretical framework for this paper is on the transactional
T=theory of stress and coping by Richard Lazarus and Susan Folkman. The goal of this paper is to
illustrate Arthur Frank's coping mechanism and deliver tailored interventions to enhance his illness
experience.
Definition
For the past nineteen years of my precious life, I experienced stress at least once. Whether it was
distress or eustress. The various stressful situations influenced me to cope in different ways. Coping
is defined to be a response by which individuals alter their cognition and behaviors to manage
stressful situations that exceed their resources (Lazarus & Folkman as cited in Frydenbergg, 2014).
Theoretical framework It was not until the 1970s, whereby coping became a process, by which
several theorists focused their research on how coping was linked to distinct outcomes (Frydenberg,
2014). These theorists focused their research primarily on how personal characteristics were
antecedents of coping, evaluated how individuals coped to varied instances, and the attributes of the
stressful circumstances people experienced. For instance, as a quiet person from childhood through
adolescence, I coped to stressful situations through the internalization of feelings; whether

Lack Of Support From Nurses Essay
Lack of Support from Nurses: A Factor in New Nurses' Intention to Leave Current Employment
A healthy working environment is very vital in any profession in order for the staff to do well in
their assigned job. Every healthcare facility should provide a positive environment so that the
employees do not get stressed when they are working. In this paper, the author will identify a
significant stressful situation, provide support how this situation was stressful, elaborate using
Lazarus and Folkman's theory of stress, describe social support as a stress mediator, clarify how
social support can lessen the stress experienced by the author, and how to apply the stress mediator
in professional and personal life. The author is a new graduate nurse who has no experience working
in a healthcare setting except for the clinical rotations she had in nursing school. One significant
stressful situation that the author experienced was at her new work. One of her supervisors at her
workplace was not supportive to her. On one of the morning shifts, the author requested the
supervisor to help her with the feeding machine as it was her first time using it. The supervisor
looked at her with an attitude and replied that she was busy and didn't want anyone to bother her.
The author felt ashamed for not knowing how to use the machine. The lack of support from the
supervisor almost led the author to quit her job. After the incident the author has always been
hesitant to ask for help and feels

Analysis Of The Movie ' Inside Out '
Inside Out is the story of a young girl who is forced to leave her old life in Minnesota behind and to
start a new life in San Fransisco all while fighting through her emotions of this big life changing
event. Three theories that we have discussed in class that are present in the movie Inside Out are the
Memory Consolidation theory, Wish–Fulfillment theory, and the Creativity theory. Another theory
not talked about in class but present in the movie is the Cognitive Appraisal theory. Memory
Consolation is a sleep theory. According to this theory sleep helps us restore and rebuild our fading
memories from the day. In the film Inside Out the moment Riley shuts her eyes symboling that she
is asleep her memories from the day start to move down a line. Her memories are being sent to long
term where we see them shooting across the sky like shooting starts as they go to different places in
her memory. In reality Memory Consolidation is where after a memory has been in short term
memory for about fifteen to thirty seconds it is than sent to long term memory. In order for
memories to form in our long term they must have some connection to each other. The creators of
inside out portrayed this by Riley's core memory islands, these islands all connect with each other
and in some way all the rest of her life memories connect with them in some sort of way. The
memories are than stored. After the memories are stored in long term memory they are later used
and if not used in anyway began

Evaluation Of Employee Performance Appraisal
Q5. What is meant by employee "Performance Appraisal? What exactly do you measure or appraise
through performance appraisal process? Specifically discuss the reasons why the authors of your
text are generalizing that Performance Appraisal (PA) in public organizations is highly ineffective
and problematic. a. Employee performance appraisal evaluates an employee's work behavior
comparing it to predetermined well defined set of performance metrics (job–related standards). The
results are used to provide feedback to the employee to show where improvements are needed and
why they are needed. These appraisals should/can also be used to assess training needs, promotion
potential (retain, promoted), and if need be if an individual's performance ... Show more content on
Helpwriting.net ...
It is not what I want or what I find as an attractive trait or behavior. Items such as character, looks,
race etc. should never be used, why well because they really have nothing to do with an individual's
job behavior. As a manager myself I find it difficult to truly appraise individuals, for many reasons,
one is that not everyone has the same job in my organization, two there are over 80 people that work
in there so remember and playing back all work performance is often a difficult job for the 3
supervisors I have. Moving back on track; performance appraisals should encompass relevant
performance standards and performance criteria in order to measure performance, which as stated in
both the lecture notes and text is an elusive term. c. Specifically discuss the reasons why the authors
of your text are generalizing that Performance Appraisal (PA) in public organizations is highly
ineffective and problematic. The authors in the text generalize PA's in public service are highly
ineffective and problematic for serval reasons such as the fact that about 20% of employees indicate
that the appraisal system motivated them to do a better job. Or that performance management is not
effective in providing specific expectations, useful feedback, engaging and energizing the work
force, or raising levels of employee satisfaction. The authors also list a plethora of paradoxes
concerning PAs. For example one is that employees are less certain or even

An Investigation Into Effectiveness of Performance...
AN INVESTIGATION INTO THE EFFECTIVENESS OF PERFORMANCE APPRAISAL TOOLS
USED ON EMPLOYEE PERFORMANCE: (A CASE OF KENYAANTI CORRUPTION
COMMISSION) BY: RESEARCH PROPOSAL SUBMITTED IN PARTIAL FULFILLMENT OF
THE REQUIREMENTS FOR AWARD OF A DEGREE OF BACHELOR OF BUSINESS AND
OFFICE MANAGEMENT OF JOMO KENYATTA UNIVERSITY OF AGRICULUTURE AND
TECHNOLOGY MAY 2008 DECLARATION This research proposal is my original work and has
not been presented in any university or learning institution to the best of my knowledge for degree
or any other award. Sign: ....................................... Date: .................................. onfirm that this
research proposal was written and presented for examination by the candidate under my supervision.
... Show more content on Helpwriting.net ...
Characteristics of an Appraisal System .............................19 5. Considerations in designing a
performance Appraisal System ..............20 6. Performance appraisal Process
....................................................20 7. Attributes Considered in Evaluating Performance
..............................22 8. Theoretical Framework ..............................................................23
CHAPTER THREE ...............................................................25 3. RESEARCH METHODOLOGY
..........................................25 1. Chapter Overview ....................................................................25 2.
Research Design ......................................................................25 3. Target Population
.....................................................................25 4. Sampling Design
.....................................................................25 5. Data Collection Methods
............................................................26 6. Data Analysis and Presentation
....................................................27 CHAPTER THREE ...............................................................28 4.
DATAANALYSIS, INTERPRETATION AND
PRESENTATION.............................................................28 0. Introduction .......
....................................................................28 1. Data Analysis
.........................................................................28 2. Quantitative
Analysis................................................................. 28 3. Evaluation of Appraisal tool
.........................................................31 4. General Comments
...................................................................32 5 SUMMARY OF FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS....................................................33 5. Introduction
...........................................................................33 1. Summary of Findings
...............................................................33 2.
Conclusion.............................................................................34 3.
Recommendations.....................................................................34 REFERENCES
.....................................................................36 APPENDIX

Overview of Borrowed Theory Essay
A theory that can be applied to the factors that influence a laboring mothers' choice of pain control is
a borrowed theory. A borrowed theory is synonymous with a rubber band ball. A rubber band ball is
made up of numerous rubber bands wrapped around each other to form a ball. A borrowed theory is
information (rubber bands) that is assembled from different disciplines and incorporated into
nursing practice (rubber band ball).
The most applicable borrowed theory would be Richard Lazarus' Stress, Coping, Adaptation Theory.
"Lazarus' theory deals with how a person copes with stressful situations" (McEwen & Wills, 2011,
p. 288). This theory is categorized under the stress theories. "The stress theories provide nursing
with a framework to ... Show more content on Helpwriting.net ...
An example of his work is in the co–creation of the Ways of Coping Questionnaire. "...the Ways of
Coping Questionnaire mainly addressed individuals' coping–related thoughts and actions, which are
the most evident features of coping" (Lazarus, Lazarus, Campos, Tennen, & Tennen, 2006, p. 21).
This questionnaire outlined the different types of coping and what coping consisted of in terms of
thoughts or actions. The questionnaire was designed to be used is multiple areas, and situations, in
the health care setting. "Although the WCQ [Ways of Coping Questionnaire] is used primarily as a
research tool, the authors note its potential 'as a stimulus for discussion in clinical, training, and
workshop settings' or 'as a research tool in clinical settings' for measuring intervention effects"
(Folkman & Lazarus, n.d.).
The two major concepts in his theory center on the person–environment relationship and appraisals
(McEwen & Wills, 2011). "The person–environment relationship includes such factors as
personality, values, beliefs, commitments, social networks, social supports, demands and
constraints, social cultural factors, and life events" (McEwen & Wills, 2011, p. 289). And, there are
three types of appraisals: primary, secondary, and reappraisal. With each appraisal, the coping
mechanisms emerge. If the coping mechanisms are triumphant, adaptation to the

Performance Appraisal Research Essay
3.0 METHODOLOGY
From the above study, an overview of performance appraisal in relation to management and its
importance to the field of Human Resource Department was provided. One problem introduced, is
the growing unwillingness on the part of organizations to experiment with performance appraisal
approaches. Unfortunately, much of this experimentation does not make its way into the supporting
body of knowledge. The other problem concerns performance appraisal research from the employee
perspective. Although the reactions of employees to performance are of growing research interest,
study lags far behind work done from the managerial or organizational perspectives. These two
problems, alone, suggest many avenues of research and any number ... Show more content on
Helpwriting.net ...
Out of the 9 item analyzed, 8 items had a rating of average and 1 item was poor. None of the items
had scored above 2.9 and the lowest being 1.8 for item 2.
This shows that the periodic orientation programmes are not at all conducted to explain the
objectives and other details of the appraisal systems. Item 3 have a mean score of 2.3, which is
below average. This reflects that the managers do not spend time to discuss with their subordinate
about their performance. For item 4 it was seen that the mangers do not take performance appraisal
seriously (Table–1).
Case study: Performance appraisal in Jitambue Organization
The case study of this study was Jitambue, a London–based non–profit, private organization
providing alcohol and drug addiction treatment and education services. Founded in 2000, Jitambue
has established a leading reputation for addiction treatment and research. In addition to annually
treating 5,000 and 10,000 individuals and families, Jitambue publishes millions of books and other
materials each year, and graduates several hundred professionals through its addiction treatment
certification and Master of Arts education programs. Jitambue employs more than 1,000 people at
six African locations, though majority work from the three London locations.
Jitambue's application of the Twelve Steps addiction recovery process emphasizes treating patients
with dignity and respect. Also, Jitambue

How People Cope With Stressful Life Events And Illnesses...
How People Cope with Stressful Life Events and Illnesses Maria King 3015115 73132 Psychology
of Stress The Open Polytechnic of New Zealand Assignment 2 The Assignment Word Limit is
1500–2000 My Assignment Word Count is 2187 How People Cope with Stressful Life Events and
Illnesses Coping is the ability to solve problems successfully to minimise or tolerate stressors in life.
The purpose of this essay is to discuss coping and why some people can cope well with stressful life
events without getting sick or needing intervention from specialists while others cannot. To
understand this difference the following topics will be discussed, different perspectives and models
on coping, characteristics and personalities of copers and non–copers and how this affects coping,
and finally the coping strategies people use to cope and whether they are helpful or harmful to the
person in the long term. Researchers have hypothesized many different perspectives, definitions,
concepts and models of coping to explain how humans and the environment interact to enable
coping with stressful situations in life. Traditional models like the biomedical model focused only
on the biological factors, such as physical agents like viruses and bacteria, causing illnesses. They
viewed the mind and body as separate entities that did not interact. Newer models like the
biopsychosocial model acknowledge, biological as well as psychological and social factors interact
and affect health. They view the

Why Do Nurses Eat Their Young Essay
"Nurses Eat Their Young": A Stressor Affecting New Nurses' Performance
The world of nursing can be stressful yet fulfilling at the same time. After passing the licensure
exam and securing a job, new nurses' next journey is transitioning to practice. Mixed feelings and
emotions are evident as they are about to enter a new phase in their careers and step out into the
"real world"– Along these lines, new nurses will encounter colleagues who are helpful and who are
not, as they transition to become competent nurses. The aim of this paper is to identify a stressful
situation experienced by the author, provide examples of how this stressful situation affects nursing
care, incorporate the use of Lazarus and Folkman's stress theory, examine mindfulness as a
psychosocial stress mediator, describe how mindfulness can help in the stressful situation
mentioned, and consider how to incorporate this mediator in daily life.
The situation happened during the author's last day of orientation as a new medical–surgical nurse.
The author was passing medications and administered aspirin to a patient as ordered. As the author
approached the nurses' station, she stopped in disbelief as the charge nurse started yelling at her,
saying, "Why are you not checking your orders? Why did you give aspirin when there was an order
for no anticoagulants? Do you know the patient is having a procedure tomorrow? New grads."
Several physicians and nurse practitioners, along with the author's coworkers, witnessed

Performance Management Systems
Introduction
Performance management systems are effective when they are based on goals that are jointly set and
are driven by an organization's business strategy. The use of competency models that are based on
business strategy is strongly associated with organizational effectiveness. When they drive salary
increases and bonuses, they are executed better. Often absent but critical to the success of
performance management systems is senior management leadership and ownership, much less
important is ownership by HR. Additional keys to effectiveness are training managers to do
appraisals, holding them accountable for how well they do appraisals, and using measures of how
results are achieved (Lawler III, Benson, McDermott, 2012). Though this ... Show more content on
Helpwriting.net ...
Labeling as such is known to lead to morale problems amongst lower performing employees and in
extreme cases their early resignation. Despite the downfall of the measurement process, there is
some degree of positive when pertaining to discipline and management. The system did force
managers to have hard conversations with employees that they might otherwise have avoided.
There's no question in my mind forced ranking does bring disciplined rigor to the management
process. As any manager knows, it's often easier to avoid difficult, painful performance–related
conversations than to confront them head on. Though some managers are outstanding in dealing
with conflict, many (being after all only human) prefer to avoid or minimize it. Managing in a
forced ranking system reminds me a bit of the famous old line from Joe Louis before his fight with
Billy Conn, who boasted he'd rely on his speed in the ring. Responded Louis: "He can run, but he
can't hide." In a forced ranking system, managers – and employees – have no place to hide. It
literally forces performance issues to be addressed; for an organization that wants to tighten or
formalize its management processes, I believe the system can have benefits (Lipman, 2012). Though
this exercise allows for the lightening of dead weight, it seems quite harsh in a sense which

Performance Management And Performance Appraisal
1. Introduction
1.1. Performance management and performance appraisal
The definition of the term 'performance management' varies in different literatures. As
Hutchinson(2013) summed up, combined with Den Harton's theory(2004), it is a continuous process
which links individual and team objectives with organizational goals by measure and improve
employee's skill and performance. According to Armstrong (2012), human resource management
aims at making sure the organization has the most talented, skilled and engaged people in order to
attain its goals. In this context, performance management is one staple practice helping managers
identifying and retaining most competent employees as well as correcting poor performance.
In a typical and effective process of performance management, as demonstrated in Figure 2.1,
performance appraisal is not the only but a vital element because it is the activity which evaluate the
outcome of the work, recognize the achievement and weaknesses and give employees and managers
a straightforward result on these(Armstrong, 2009, Hutchinson, 2013). From a modern perspective,
performance appraisal covers more areas not only on what have been achieved but also on the
attitude and contribution of the operator (Hutchinson, 2013), which enhance the functions of
identifying training needs.
Figure 2.1 process of performance management
1.2. The Renren Inc.
Renren Inc. has been one of the biggest social media platforms in China owning three main

Performance appraisal in relation to employee and...
Introduction
Hendry et al (2000) suggest that appraisal is a "misused" process, designed to control employees'
activities. Nevertheless, past and recent scholars have regarded performance appraisals as a strategic
and integral part of an organization (Longenecker and Goff 1992; Coutts and Schneider 2004).
Performance appraisal is referred as two simple terms that provoke and propel strong responses,
sentiments, opinions and judgment in the organizational context of formal appraisal procedure when
mutually used together (Pettijohn L. et al 2001 and Kumar 2005). Most organizations of the world,
irrespective of its size, type and product distinction employ the use of performance appraisal; but
with different level of accomplishment as an ... Show more content on Helpwriting.net ...
This suggests that performance appraisal is a dominant tool to evaluate, assess, develop and
compensate the performance of employee/subordinate helping to create goal congruence between
the organization and it employees.
Research has identified a gap amongst the managers and employees' perception about performance
management theory and its actual practice (Bratton J. and Gold J. 1999). In practice, most
organizations do not employ the performance management process to its full capacity in motivating
employees (Morris et al. 1991). Though in theory, the general acknowledgment that performance
management is a tool used to promote employee understanding of its contribution to organizations
strategic goals; while also ensuring that the right talent and skills are centered on the things of
importance. Yet in practice, it is regarded as just a documentation phase that is used to fulfill basic
organizational and statutory requirements (CIPD 2009). In simple terms, performance management
can be described as a strategic part of human resource management; which is an all–inclusive
process that aims to bring together various aspects including performance appraisal (Boxall and
Purcell, 2003). Noticeably, an important aspect of performance appraisal is enhancing performance,
which is a key element of organizational life and performance

Questions On Performance Appraisal
QUESTIONS:
1. Based on your view of the objectives of performance evaluation, evaluate the perspective about
performance appraisal presented by the managers.
Basically, performance appraisal is a review and discussion on the performance of an employee with
responsibilities and duties. This appraisal is based on the results of the work produced by the
employee and not from the employee's personality characteristics. According to Edwin Flippo, he
said that "Performance appraisal is a systematic appraisal, periodic, and not partial to the employee
excellence, in other matters related to the present job and the potential for a better job".
Every company that exists, there must have their own objectives to ensure the company is success
regardless the one–plant company or small company. So, based on my view of the objectives of
performance evaluation, one of the objectives that presented by manager is about motivation and
reward. The motivation and reward is for the worker to make ... Show more content on
Helpwriting.net ...
The manager can try to improve the worker, coach them, and work with them but sometimes it
doesn't work. Based on my opinion, I think this perspective is quite affect in which the worker feel
challenge and afraid if their performance decreases. So, they will be more effort in manage their
work to be better.
In conclusion, the advantages and disadvantages given to employees have pros and cons. The
performance appraisal need to give according to their actual performance in which when the worker
have a good performance, they can get benefit or reward for themselves. Otherwise, the worker that
does not have a good performance, the managers no need give them the benefit. Sometimes, the
worker those not really good in their performance, the manager also can give the moral support or
motivation to improve their performance. It also can benefit the

The Impact Of Performance Appraisals On Employee...
Performance appraisals are a good way to increase employee motivation and productivity. On the
other hand depending on the type of performance appraisal the employee receives may cause
resentment and displeasure within the company. This paper will discuss a new appraisal process that
can help employees understand and accept the appraisal process more. There are several problems
associated with this case. The first problem is having a peer complete an appraisal regarding another
employee can cause biased statements and opinions that may or may not be true about the employee.
I believe performance appraisals should have an area for the peer employee to provide comments
but they should be objective about what is being said and filed permanently into someone 's record.
The second problem is the relationship that Garth Fryer has with his subordinate Jason Taft. It looks
as if Garths personal relationship and accomplishments with Jason affected the way Garth appraised
Jasons performance. Marcus who does not have the best relationship with his boss Garth and is
noted as often opinionated received an unfair appraisal that was geared towards Garths opinions
instead of Marcus ' professional performance. I believe since Garth was given a directive by his
supervisor to reevaluate the appraisals that were turned in and to be objective and critical. It was
easier for Garth to be more critical towards Marcus whom he has a more distance relationship with,
then to be critical with his

Performance Appraisals
The Performance Of Performance Appraisal Sanjeev Kumar Saxena – Jodhpur Today, most of
organisations attempt to develop the outlook and performance of its employees by using multiple
and complex training and educational programmes. In comparison to this, several academician 's,
researches and professionals hold that the personality of employees is generally developed when
they learn several dimensions of job while working. Similarly, it is also believed that proper
development of the personality of an employee by exercising ‘on the job ' will be more useful when
the organisation simultaneously gets related feed back through a systematic method of performance
appraisal. Performance appraisal is a process of obtaining, analysing and ... Show more content on
Helpwriting.net ...
Today, the traditional confidential report method is widely used by immediate supervisors as a major
determinant of subordinate 's promotion and transfer. This report deals with the year work and
general opinion of the later toward the employee. It has also been observed that 33 per cent and 14
per cent of five star and heritage hotel respectively also used appraisal by result modern method of
performance appraisal because frequently feedback and supervisor subordinate interaction are the
key factors of this method. The superiors play supportive counselling and coaching roles. The
employee is judged on the basis of the achievement of targets and not in term of operational
methodology. Whereas 100 per cent of the one and unapproved hotels do not use any of the method
of performance appraisal as they have informal system of performance appraisal. Performance
appraisal though very widely used an probably sound in theory but it presents a numbers of
problems in actual practice. The obstacles which are noted quite common and more frequent during
the research are: Unskilled supervision An ineffective form of performance appraisal, inadequate
procedures, infrequent evaluation, fear of offending employees and unfairness, failure to follow up.
Therefore, an

Performance Appraisal Essay
Brief Overview of Performance Appraisal
Performance Appraisal can be referred to as a method of evaluating your employees. Using this
method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time.
Performance appraisal can be regarded as a part of career development.
According to the modern approach of performance appraisal, it can be regarded as a formal
interaction between a superior and a subordinate, usually taking place periodically, during which the
performance of the subordinate is discussed with the aim of identifying the strengths and
weaknesses of the subordinate. This takes place mainly to help the subordinate enhance his skills
and also to analyze the opportunities that are available ... Show more content on Helpwriting.net ...
Need for an Appraisal
The basic intention of performance appraisal is to make the employee realize how their performance
has been. One of the effective ways to realize the aims of the performance appraisal is to look at it
from different viewpoints '' that of the employee and that of the organization.
Employees' perspective
From the employee's perspective the purpose of performance appraisal is important in four ways.
Firstly, to inform the employee as to what are his duties in the organization. Secondly, to measure
his performance and let him know how far is he on the expectation scale. Thirdly, it is useful in
order to assist the employee in improving his performance. Lastly, if the employee has worked
efficiently, due to the existence of performance appraisal, the employee will be effectively rewarded.
Organizational Perspective
From the perspective of the organization, one of the main reasons for carrying out performance
appraisal is to establish and maintain the principle of accountability. According to the researchers,
the main cause of organizational failure is non–alignment of responsibility and accountability. This
mainly occurs when the employees are burdened with responsibilities but are not accountable for the
way in which the work is being carried out. What mainly happens here is that since the employees
are not accountable, the organization

The Fair Process Effect On Society
Managers are often confused when employees complain that work decisions are unfair even when
the decision process is clear, objective, unbiased, and honest. Employees may not like the decision
outcome, but claiming an outcome is unfair when it would be considered very fair by normative
standards seems to defy logical explanation, especially since many justice studies have found
evidence that fair procedures tend to ameliorate negative reactions to unfavorable outcomes. This
evidence is often referred to as the fair process effect (Folger, Rosenfield, Grove & Corkran, 1979),
and it is quite robust. However, what are the conditions under which the fair process effect will not
work? That is the subject of this paper, and we will present a ... Show more content on
Helpwriting.net ...
The present study contributes to the literature by continuing this stream of research on attribution
and self–relevant variables within the justice realm. In addition, it proposes and tests a new model of
justice that combines self–threat theory (Campbell & Sedikides, 1999) and the group identification
component in several justice theories.
Literature Review
Traditional justice theories such as the instrumental (Lind & Tyler, 1988), relational (Tyler & Lind,
1992) and group engagement (Tyler & Blader, 2003) models are based on self–focused issues such
as protecting the self in the long term and enhancing self–identity within a group, but do not account
for attributions in making justice judgments. Referent cognitions theory (Folger, 1986) and fairness
theory (Folger & Cropanzano, 2001) include attributions for the decision–maker, but do not address
issues of self–threat other than saying the attributional process is triggered when unfavorable
outcomes are received. Uncertainty management theory (Lind & Van den Bos, 2002) suggests that
perceptions of justice become more influential under conditions of uncertainty, a potential form of
self–threat if the individual is uncertain about the work environment, but it does not address
attributions for the outcome.
The role of attributions in organizational justice has also been

Sheraton Simulation
This essay is about a medium sized organization, Sheraton, having roughly 600 staff with
completely no increase in the growth of development rate in the HR division despite the fact that
there is rapid development in the organization. The CEO has appointed us and are allocated to
various roles and my role would be HR Director. Being the head of HR Team, every decision to be
completed in this game requires parallel effort and several challenges were confronted as the
simulation is a combination of HR concepts and practices. The objective of this essay is the Special
incident of the HRM Simulation game that we as a team had decided for improving our progress in
the industry. The special incident that I intend to take for this essay would be Performance
Appraisal. By looking back on the history of the Performance Management, lot of growth has been
adapted, where innovative approaches from different perceptions had been established (Fenyves
2015). Performance appraisal is defined as the evaluation of the performance of an individual in
connection with the aims, activities, productivities and objectives of work over a given timeframe.
Moreover in a typical organization, it is characterized as an organized formal communication
between a subordinate and a chief, either annual or semi–yearly, in which the work performance of
the individual is evaluated (Abraham 2014 cited by McNamara 1999). Firstly, a small detail about
the incident will be discussed. Secondly, thoughts and views of

The Funistic Theory Of The Work By Hackman And Oldman
The researcher employed the theory of affection of Edwin Locke and the characteristic theory of the
work by Hackman and Oldman. The premise of affection theory is that satisfaction at work is
determined by the difference between what one wants in a job and what one has at work. The theory
also states that the extent to which a person values a particular facet of work determines how
satisfied / dissatisfied one is when expectations are met or not met. Therefore, when an employee
values a particular facet of a job their satisfaction is more affected positively or negatively
depending on the achievement of their expectation. The theory also states that too much of a
particular facet of work produces stronger feelings of dissatisfaction. The theory is applicable to the
study since the employees with better salaries, better training, greater labor mobility and ... Show
more content on Helpwriting.net ...
On the other hand, effective performance feedback has the potential to improve employee
participation, motivation, and job satisfaction (Aguinis, Gottfredson, Joo, 2011). Performance
feedback is a critical component of all performance management systems. Effective feedback on
performance is timely, specific, behavioral and presented by a credible source. The objectives of
performance feedback are to improve individual and team performance, as well as commitment,
motivation and job satisfaction of employees (Aguinis, 2009). One of the most critical parts of the
evaluation process is direct communication between the supervisor and the individual. In the ideal
situation, the employee receives information about how they perform and where they can improve.
According to Zachary and Dacha, (2010) managers identify the weaknesses of employees and
together they make a plan for employee

The Three Different Causes Of Stress In Everyday Life
Stress is the term used to describe the physical, emotional, cognitive, and behavioral responses to
events that are appraised as threatening or challenging (white 422). There are many different signs
of stress that people display such as Insecurity, loss of concentration, loss of memory, fatigue,
difficulty sleeping, loss of appetite, etc. But what causes stress? Researcher Lazarus studied that
everyday life is an important source of stress, he developed the daily hassles scale, so things that
range from divorce and death to even Christmas is thought as a contributor to stress. These three
different stressors in everyday life include; being in daily hassles, for example, having inclement
weather. The second stressor is life changes such as losing your job, and finally, the third source of
stress is major life events or catastrophes such as losing your house in a fire. But, not only are there
three different stressors, there are also three different conflicts. Conflicts is the feeling pole between
two opposing desires motives or goals that can create stress. The three basic types of conflicts
include; approach–approach where you must decide between two equally appealing choices.
Another type is the approach–avoidance conflict which is the most difficult because there's one goal
with both an undesirable and desirable aspect to it. The last type of conflict is the avoidance–
avoidance conflict where you must decide between two unappealing choices. Too much stress can
have a

Transactional Theory Of Coping
The Transactional Theory of Stress and Coping was developed by American psychologist Richard S.
Lazarus. It is used to analyze the complex processes individuals undergo in coping with stressful life
experiences. The core assumption of this theory is that coping is a process wherein adaptational
outcomes are determined by how individuals appraise stressful experiences, the coping styles that
are employed by the individual, and how dispositional and situational factors serve as mediating
variables (Lazarus & Folkman, 1984; Lazarus, 1999).
In early traditional approaches, studies have primarily focused on examining the causal relationship
between stress and coping. For example, animal experimentations conceptualized stress as a
physiological drive that is triggered by negative environmental stimuli. As such, coping behaviors
were seen as acts of controlling how we respond to these negative stimuli. On the other hand,
psychoanalytic ... Show more content on Helpwriting.net ...
Originally, the theory conceptualized coping efforts along two dimensions: (1) problem
management; and (2) emotional regulation. Also referred to as problem–focused coping, problem–
management strategies are directed at changing the stressful situation. In contrast, emotion–focused
coping efforts are directed at changing the way one thinks or feels about a stressful situation
(Lazarus & Cohen, 1984). However, later developments to the theory expanded the model where
Lazarus included the role of relational meaning wherein how the individual construes positive or
negative meanings influences the appraisal, coping styles, and consequent adaptational outcomes.
(Lazarus, 1999) Lastly, during periods of distress, it should be noted that numerous factors occur
that may allow for an overlap of negative and positive effects during the same period of

Lack Of Support From Nurses
Lack of Support from Nurses: A Factor in New Nurses' Intention to Leave Current Employment A
healthy working environment is very vital in any profession in order for the staff to do well on their
assigned job. Every healthcare facility should provide a positive environment so that the employees
do not get stressed when they are working. In this paper, the author will identify a significant
stressful situation, provide support how this situation was stressful, elaborate using Lazarus and
Folkman's theory of stress, describe social support as a stress mediator, clarify how social support
can lessen the stress experienced by the author, and how to apply the stress mediator in professional
and personal life. The author is a new graduate nurse. She has no experience working in a healthcare
setting except for the clinical rotations she had in nursing school. One of the significant stressful
situation that the author experienced was at her new work. One of her supervisor at her workplace
was not supportive to her. On one of the morning shifts, the author requested the supervisor to help
her with the feeding machine as it was her first time using it. The supervisor looked at her with an
attitude and replied that she was busy and didn't want anyone to bother her. The author felt ashamed
for not knowing how to use the machine. The lack of support from the supervisor almost led the
author to quit her job. After the incident the author has always been hesitant to ask for help and

Interview and Rating Method
Table of Content 1. Assumption of our company P.1 1.1 The size of company P.1 1.1.1 Organization
Structure P.1 1.1.2 Our Management Attitude P.1 1.2 Our major products which want to trade to
China market P.1 2. The external factors what we need to concern P.2 (i) Muffler Magic (MM)
background P.5 (ii) Business characteristics P.5 (iii) Human Resources Functions in MM P.5 (iv)
Recommendations of recruiting, selection and training role to HR manager P.5 2b. Develop a 10
questions structured interview for Ron Brown's service center managers can use to interview
experienced technicians. 10 questions for interviewer P.6 2c. If you were Ron Brown, would you
implement the professor's recommendation ... Show more content on Helpwriting.net ...
It is also consents the rater to compare every job with another jobs evaluation based on a job ranking
method. Further, the rater will basis on the number of score what received from employee to
evaluate who is the better performing subordinate. This is easy to ranking objects with esteem to few
employee if only has a few persons, however the rater probably turn into exhausted and cannot
distinguish between all employees if the persons increase. d) Forced Distribution Method As
William & Barry indicate (2007), forced distribution is the method similar to grading on a bell
curve. The rater is asked to rate the employees in some fixed distribution of categories, such as
marginal, average, qualified, superior and excellent. P.2 For Example: [pic] For subject, it can
balance a distribution of the rating of performance appraisal in statistically; moreover, rater can
make comparison of employee's performance with the same position for set up their salary range if
running pay–for–performance system in organization. But oppositely, it has no standard criteria for
rater to score with difficult to make employee comparability, because it affected by the job nature
whether sufficiently similar in same criteria and relies on rater's knowledge and perception. e)
Critical Incident Method (CIM) As Marrelli (1990) point out, CIM is used for record

The New Vice President Over Administrative Affairs At...
The new vice president over administrative affairs at Sweetwater State University, Rob Winchester,
has been tasked with "improving and developing a new appraisal system used to evaluate secretarial
and clerical performance" at the university (Dessler, 2015, p. 287). Rob's initial memo to the
administrators instructed that in the future, no more than fifty percent of the secretaries under each
supervisor could receive a rating of "excellent" on their annual performance appraisals.
Immediately, this memo caused turmoil within the university with both the secretaries and
managers. The secretaries were worried this new system was "unfair and reduced each secretary's
chance of receiving a maximum salary increase (Dessler, 2015, p. 287). Additionally, the managers
were concerned they would begin losing secretaries to more lucrative jobs. With all of this at hand,
Rob called on several performance appraisal experts within the university to find a viable solution to
the task at hand. Rob and the experts needed to make several decisions regarding the graphic rating
system and the strategy moving forward to make any changes to the current performance appraisal
method. This paper will present possible solutions to the appraisal issues Rob and his team were
tasked correct.
The ambiguous performance appraisal system developed by a committee of secretaries at
Sweetwater State University has been in place since the university opened ten years ago. This
system exhibited a high

The Theory Of Emotion By James Lange Theory And Cognitive...
Every human experience different emotions in one single day. Emotion is a complex
psychophysiological experience of an individual as a result of his interactions with the environment.
Emotion involves feeling, thinking, activation of the nervous system, physiological changes, and
behavioral changes. Different theories exist regarding how and why people experience emotion.
These include the James–Lange theory, Schacter and Singer's two–factor theory and Cognitive
Appraisal.
The first theory, James–Lange theory, proposes the idea that the people experience emotion because
they perceive their bodies' physiological responses to external events. James–Lange theory of
emotion proposes that physiological arousal precedes the experience of an ... Show more content on
Helpwriting.net ...
People tend to label the emotion depend on what they find in the environment.
The cognition appraisal by Richard Lazarus explains that people's experience of emotion depends on
the way they appraise or evaluate the events around them. it 's important to understand that a person
is consciously choosing an event. In that case, that individual would have expectations drawn from
past experience and the appraisal would rely on those expectations. This is similar to a preliminary
analysis. It provides a quick response to the situation and secondary physiological responses like
smiling. Later, after thinking and applying problem solving, the reaction can be reassessed. The
response has three pathways: physiological, emotional and rational and they play into each other,
but are not dependent on each other.
Psychologists have taken a turn at figuring out how our emotions are connected to motivations.
Motivation is the force that initiates, guides and maintains goal–oriented behaviors. It is what causes
us to take action. The forces that lie beneath motivation can be biological, social, emotional or
cognitive in nature. The theories of motivation, try to provide general sets of principles to guide our
understanding of the urges, wants, needs, desires, strivings and goals that come under the heading
motivation. There are various motivational theories. Listed below are three popular ones.
Abraham Maslow's hierarchy of needs presents different motivations at different levels. He

Hrm- Training Need Analysis

Recommended

Recommended

More Related Content

Similar to Hrm- Training Need Analysis

Similar to Hrm- Training Need Analysis (6)

More from Ebony Bates

More from Ebony Bates (20)

Recently uploaded

Recently uploaded (20)

Hrm- Training Need Analysis