The Honest to Goodness Truth on Writing an Apa Research Paper

The Honest to Goodness Truth on Writing an Apa Research Paper Use quotation marks in the event you can't do without a specific sentence. Plagiarism can be prevented by paraphrasing. The same is true for top essay writers. Writers often are needed to use one out of several distinct formats when writing a paper. In addition, the writers ought to be knowledgeable about the writing styles that are necessary to compose persuasive speech. What's Actually Going on with Writing an Apa Research Paper Well, the major thing about APA paper is the way by which information is referenced. If you're assigned some work on informative essay writing, the very first thing you're supposed to do is to understand the topic you've been given. You'll also require using APA citation style when you're taking help from somebody's work to come up with your assignment. The only other important consideration to know about drawing a concept map is that you have to begin with a question. Our writing system has established the very best strategies which students should apply as a way to accomplish their academic targets. So, students need to be able to opt for a simple topic in order to have the ability to write excellent work. For example, the students find it difficult to pick the most suitable topic. The sort of topic the students select determines the caliber of the paper. Moreover, utilizing an outline facilitates your material to be shown in a logical manner to your audience and allows you to visualize where you'll need to transition from 1 idea to the next. There are a few choices for publishing. There are plenty of reasons you could be considering writing an ebook. Once your ebook is about to sell, you may wish to discover your audience. You don't necessarily desire a publisher. Last, you can desire to offer your ebook via your own site or a site especially for your ebook utilizing an internet shopping cart. The title should appear at the peak of ea ch page. The title, name and school name ought to be at the middle of the webpage and has to be double spaced. While the written text may be a potent thing, images enable readers to rapidly grasp the concepts presented in the paper, especially in the scientific fields where a huge sum of numbers may be needed in presenting data. A basic grasp of using APA format in your writing will allow you to cite all sources. The simple format is exactly the same for all sorts of references. Moreover, the students are expected to incorporate the perfect references and format the speech accordingly. All About Writing an Apa Research Paper Only a small number of the students know about the writing style. Another benefit to using the APA style is the fact that it leaves you no room to wonder about the way the contents ought to be structured. Students need to choose a topic which is easy in order to be in a position to compose the speech well. They are supposed to write persuasive speech as part of their assignments. New Questions About Writing an Apa Research Paper If you are searching for top essay writing companies, try out the mentioned above. The APA is among the most influential associations of professional psychologists on earth, including specialists from america and Canada, along with associate members from some other nations. The writers should have over five years experience in speech writing in order to supply professional services. They should be able to follow the instructions given so as to avoid revisions and ensure the clients are satisfied with the quality of work. Normally, whether quoting or paraphrasing, you'll want to introduce the source. You should check all unknown words and phrases before you begin as a way to use the research of some other author in the right context. The point of a bibliography is to assist your readers locate the original supply of your references. When you work on material for any duration of time, it can be simple to add words that aren't actually there. Thus, it's advisable to begin with an outline. You could also see book outline. You could also see essay outline. You can also see speech outline. Definitions of Writing an Apa Research Paper The Introduction outlines the research problem and the way the author made a decision to work with that issue. The APA advises that you use the author-date method. Be certain to ask your instructor if you're unclear concerning the sort of term paper you are going to write. Main body The most important body of the research or thesis paper is going to have the most important content. To begin with, you have to understand what a notion is, and secondly, you have to know the way the concepts are linked. Because the abstract is a summary and ought to be limited to a single paragraph, it should not comprise any subsections.

Environmental Impact Ecological Research and Application

Question: Discuss about the Environmental Impact for Ecological Research and Application. Answer: The Screening Process Whenever a project is undertaken and an assessment of its Environmental Impacts is to be done, the first step is screening of the proposal. This process helps in deciding whether the proposal can be the cause of a significant social, economic or environmental impact. Significance Testing Process The next logical step is determining the significance of the prescribed impacts in the screening. Although EIA (Economic Impact Assessment) is based on a series of recognised steps which run from start of the project till the decision of implementing is taken, STP (Significance Testing Process) continues throughout the life of the project. Under the EU EIA Directive issued by the EU and made applicable by the South Australia government, Annexure-1 defines screening activities under two sections Prescribed Activity and Discretionary Activity for Prescriptive Screening. It is essential to understand these, as has been explained below, asserts Acton, (2012). Prescribed Activity (Annexure 1 of the EU EIA Directive for Prescriptive Screening) Although EIA is subjected to regulatory requirements of a particular jurisdiction, the Prescriptive Test is carried out on the basis of a preconceived lists of actions and thresholds, particularly about the type of development to be undertaken. There are 22 development projects in the prescribed list which are subject to screening, although some development projects may trigger a formal EIA regulation because of the likely significant impact they can create. For the listed development projects, there are relatively simple decisions and actions to be undertaken for an EIA, but both the developer and the apex decision-making authority are bound by the needs of the assessment, as per Grafton et al, (2014). Discretionary Activity (Annexure 1 of the EU EIA Directive for Prescriptive Screening) This approach is known as discretionary because it is based on the principle of Discretionary Test which decides what action is to be implemented and the judgement call is taken on a case-by-case basis by an appropriate person or a group of persons, such as a minister or an official or a board or committee. The decision of this individual or group about whether the proposed project should be subjected to a full impact assessment is considered to be binding, as per Grafton et al, (2014). The decision takes into account other criteria, such as the size, capacity and cost of the project as detailed below: Characteristics of the project. Proposed location of the project. Existing environment status of the area. Characteristics which are associated with the impacts and which are likely to occur during the phase of the projects construction, operation and, if relevant, decommissioning of the project. Scale of the project and Eco-sensitivity of the location. Recommendation for Screening this Project: Prescriptive or Discretionary Method The above discussion makes it clear that the Prescriptive Screening Process, if compared with the Discretionary Screening Process, is comparatively easier to implement and also helps in taking consistent decisions. But it has the limitation of implementation as it ends after the decision has been finalised. It only helps the decision-makers in making certain about those development projects which are likely to be subjected to assessment. Another drawback for the prescriptive process is that once it is implemented in to the regulatory framework, it becomes inflexible and does not permit any adjustments as the amendments are limited and can be difficult, as detailed by Woodward et al, (2014). The only advantage for using this process is that adjustments are easy for those projects which lie below the threshold limits. On the other hand, the discretionary test approach allows for better judgement as well as use of common sense with regard to the context of a project. This process is considered to be more flexible, since the implementation of the discretionary method allows for an approaches which is highly flexible and allows easy change for the system as well as the procedure. Moreover, for this project, the 6 clauses listed above in the discretionary method find application and are appropriate for appraising the EIA of this project, assert Woodward et al, (2014). The Leopold Matrix Table Illustrating Environmental Affects by using Leopold Matrix The Key Impacts Phase of the Project: Construction Operation De-Commissioning PARAMETERS Landscape and Visual (-) 9 (-) 9 (-) 8 (-) 8 (-) 6 (-) 6 Waste Contamination (-) 8 (-) 8 (-) 6 (-) 6 (-) 6 (-) 6 Ecology Nature Conservation (-) 8 (-) 8 (-) 6 (-) 6 (+) 6 (+) 6 Hydrology (-) 6 (-) 4 (-) 4 (-) 4 (+) 4 (+) 4 Air Quality (-) 6 (-) 6 (-) 6 (-) 6 (+) 6 (+) 6 Noise (-) 4 (-) 4 (-) 6 (-) 6 (+) 6 (+) 6 Traffic (-) 4 (-) 4 (-) 6 (-) 4 (+) 4 (+) 4 Employment Related (+) 6 (+) 4 (+) 6 (+) 6 (-) 6 (-) 6 Cultural Heritage (-) 2 (-) 2 (-) 2 (-) 2 (-) 2 (-) 2 Safety (-) 6 (-) 6 (-) 8 (-) 8 (+) 6 (+) 6 KEYS NIL Effect 1 Minor Adverse Effect 2 to 4 Moderate Adverse Effect 5 to 7 Substantial Adverse Effect 8 to 10 Positive Impact + Negative Impact -- Part 2 : Study Report In South Australia, the process of EIA is regulated by sections 46 to 48K of Part-4, Division-2 of the Development Act, 1993. The Planning Minister can order the EIA process to be undertaken as per the provisions of the Act, if it is ascertained by the Minister that the development project under preview can be a major social, economic or environmental threat to the area, say Palutikof et al, (2014). Sensitive Zones: Based on the findings of the screening (discussed in PART-ONE above), the Minister decides about the jurisdiction of the area where the project is proposed to be set-up and subsequently orders the concerned official to undertake the study of the project as per the guidelines issued. A Matrix has to be submitted by the project promoters (in this case study it is the Leopold Matrix shown in PART-ONE). The Matrix takes into effect the three segments of the project 1. Construction; 2. Operation; and 3. Decommissioning, as per Palutikof et al, (2014). Based on the parameters considered for these three segments of the project, this report addresses the impacts, in order of their magnitude, which these three segments will create on the defined parameters. Finally, the findings will be summarised and based on the analysis of the summarised findings, the projects approval or denial will be conveyed to the Minister and the promoters by the concerned official, as explained by Lobo-Guerrero, (2 010). Traffic and Access Once the project starts, analysis show that there will be substantial traffic movement to and from the base station site right from the commencement of construction. This movement is expected to comprise of 1200 vehicle trips for workers and 600 vehicle trips per day of construction material. During the operational period of the project, the trips of visitors will comprise of around 200 cars and 100 buses per day. There will also be 25 to 40 operations personnel on site requiring 30 car trips per day. The waste removal trucks will be making a minimum of 5 trips each day. As per the EIS, the preferred route to the proposed base station site will be via Sigma Road. There is likely to be an upgrade of this route. This route is considered to be the favourite among the visitors and the bus service providers as it provides direct connectivity with the centre of the city and other local residential areas, as detailed by Ali Yano, (2004). Visual Amenity and Landscape Character The proposed site, situated at the foot of Mt Lofty was being used for grazing and cropping by the locals. All the surrounding areas was traditionally considered to be fit only for this purpose by the locals. The nearest residential houses are located about 5 km to the north of the site, where the promoter Aerial Tours proposes to set-up the base station, asserts Klein, (2014). Native Titles and Indigenous Cultural Heritage The Crown Solicitors Office has clarified that Native Title rights, if any, which may have existed over the land now stand extinguished. As a result of this report, there is no possible harm to the Indigenous Cultural Heritage in the area, as per Klein, (2014). European Cultural Heritage It has also been concluded in the EIS that there are no places or features of local or State heritage value which are likely to be considered for impact due to the project. Site Vegetation The proposed site of the project consists of terrestrial vegetation, with occasional and scattered native species found along the cliff top. There were no signs of any nationally listed species during the flora assessment within the proposed site, it is reported that the nationally threatened Euphrasia collina, commonly known as Osbornes Eyebright, is reported to occur on the south side of the proposed site. A targeted survey was conducted and although a number of common varieties were identified in the cliff vegetation on the south of the site, no traces of the threatened species were found on the proposed site, assert Labatt White, (2003). Native Fauna The historic surveys conducted by the DEH in the Biological Database of South Australia (BDBSA) did identify the presence of just two mammals, only three reptiles, just one amphibian and about 69 species of birds in the area and its vicinity. There may be some other common species which may not have found mention in the BDBSAs report, but their numbers are likely to be very low, as per Mills, (2008). State and Commonwealth Government Legislation: The promoters will be required to strictly follow the guidelines provided in the undernoted legislations as these stand notified for the area where the project is proposed to be located. The Adelaide and Mount Lofty Ranges Natural Resources Management Plan, 2008 This plan was developed by the Adelaide and Mount Lofty Ranges NRM Board to provide a vision and goal for the entire region for the next 20 to 50 years period. The goals and visions discussed in the plan have found acceptance with the local community and have also been approved by the Minister for Environment and Conservation, as per Mills, (2008). Building Rules Although this report has not included any specific assessment about the project on the basis of the provisions detailed in the Building Rules under the Development Act, 1993, it cannot be denied that even if the Governor gives a provisional authorisation for the project, still under section 48 of the Act, the promoters are required to get a certification for the projects development under the Building Rules. A development approval as per Part 1of the Development Act, 1993 can only be made by the Governor after a private certifier has assessed and certified that the project complies with the Building Rules as required under Regulation 64 of the Development Act, 1993), asserts Acton, (2012). Environment Protection Act, 1993 This Act being in force in South Australia strictly provides for management and protection of the environment which includes any site contamination, damage to air and water quality, increase in noise levels and excessive waste. The promoters will also have to enforce the following Environment Protection Policies: Environment Protection (Water Quality) Policy, 2003 Environment Protection (Waste Management) Policy, 1994 Environment Protection (Environmental Noise) Policy 2007 Environment Protection (Air Quality) Policy, 1994 Climate Change and Greenhouse Emissions Reduction Act, 2007 This Act provides guidelines for addressing any climate changes and for achieving a sustainable future for South Australia. This is strictly followed in SA as this is the first State or Territory in Australia to legislate targets for reduction of greenhouse emissions. Conclusion In the Leopold Matrix, the numbers shown in the left corner of the box denote Magnitude of the impact and the numbers at the right hand corner of the box denote the Importance of that impact in relation to the project. It has been observed by the author of this report that this project is going to impact Landscape and Visuals, Waste and Contamination and Ecology and Nature Conservation the most during the construction as well as the operation stages. The least affected is Cultural Heritage, although Air Quality and Safety will also be affected to a large extent. The only bright side of the project is the Employment Related opportunities which will be available to the residents of the adjoining towns. In case, there is a decision of decommissioning of the project, the most affected segment will still be Landscape and Visuals and Waste and Contamination, whereas the biggest gainers will be Air Quality, Noise and Safety, although Ecology and Nature Conservation will also stand to gain. References: Acton, Q.A. 2012, Issues in Ecological Research and Application. ScholarlyEditions, Atlanta. Ali, P.A.U. and Yano, K. 2004, Eco-finance: The Legal Design and Regulation of Market-based Environmental Instruments. Kluwer Law International, The Hague. Grafton, R. Q., Pittock, J., Williams, J., Jiang, Q., Possingham, H., Quiggin, J. (2014). Water Planning and Hydro-Climatic Change in the Murray-Darling Basin, Australia. Ambio, 43(8), 1082-1092. Klein, N. 2014, This Changes Everything: Capitalism vs. the Climate. Penguin UK, London. Labatt, S. and White, R.R. 2003, Environmental Finance: A Guide to Environmental Risk Assessment and Financial Products. John Wiley Sons, Hoboken, NJ. Lobo-Guerrero, L. 2010, Insuring Security: Biopolitics, Security and Risk. Routledge, Oxon. Mills, P. 2008, The Greening of Markets, Finance and Development, Vol. 56 (March), pp. 3236. Palutikof, J.P., Boulter, S.L., Barnett, J. and Rissik, D. (ed.) 2014, Applied Studies in Climate Adaptation. John Wiley Sons, West Sussex. Woodward, G., Hajibabaei, M., Dumbrell, A. and Baird, D. 2014, Big Data in Ecology. Academic Press, London.

Analyse the first opening scene of Saving Private Ryan Essay Example

Analyse the first opening scene of Saving Private Ryan Essay Saving Private Ryan is an academy award winning film produced in 1998 and directed by one of the best arguably known directors, Steven Spielberg. This film is particularly well known for its opening scene of approximately 25 minutes where it displays the invasion of the American army in the Omaha Beachhead in June 6th 1942. The plot relies upon the story of the Sullivan Brothers where there were five brother and they were all killed in the incident of the sinking of the light cruiser in World War two. This subsequently brought up the Niland Brothers story, who were a group of four American brothers from Kenmore, New York serving in the military during World War II. Of the four, two survived the war, but for a time it was believed that only one, Frederick Niland, had survived. Frederick was sent back to the States to complete his service and consequently, Spielberg based his film on the brothers story where it was believed that a woman should not lose all of her sons in the war and if one survived, he would be sent back with his army duty competed. Saving Private Ryan breaks some of the traditional conventions of the war film genre as it developed a striking and powerful opening battle sequence, showing realism of what the battle of Omaha Beach in 1942 was like. They had a realistic approach to the war films created in 1970s by attempting to create the battle scenes greety and shocking while at the same time griping and emotional. Throughout film history, war scenes have been diluted and amended to prevent shocking images as it would produce a lack of audience due to the fact that people did not want to see what the war looked like exactly. Spielberg creates the scene so we can feel emotionally invested and drags our attention and at the same time using the same methods of the 1970s films. We will write a custom essay sample on Analyse the first opening scene of Saving Private Ryan specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Analyse the first opening scene of Saving Private Ryan specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Analyse the first opening scene of Saving Private Ryan specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The reason why Spielberg does not start his film with the battle sequence and instead commences on a cemetery is to emotionally invest the audience and to establish pity for the character. In the opening scene, it initially starts with the elderly Jack Ryan walking towards Colllville Sur Mer which is a military graveyard. Jack Ryan chooses to visit the people who have risked their life to save him, so subsequently in devote of respect, Jack Ryan visited the cemetery to honour those soldiers. As he walks through the cemetery, his family is respectively holding back him giving him space and consequently symbolising respect for him. The scene primarily starts with an American flag to express regard and honour those whom fought and died bravely for their country. Spielberg utilized a desaturisation method to suck out the colour of the flag giving a brownish colour. This effect establishes realism to the film as it gives us the impression that it was old and perhaps filmed at the time. There is a uniform nature assembled in the funerary grounds to represent a team as every grave is of a similar pigment and of the same size. The tombstones have a cross for every Christian person and a Star of David for every Jewish person to represent respect for the soldiers beliefs and religion. Another method cleverly used by Spielberg is a panning sequence shot, which is a sequence of camera movements going up to shoot a wider range of the scene. It starts of in one grave and as it goes up it shows the whole cemetery with millions of graves. This establishes a shock on the audience as it gives a sudden realisation what of the effects of the war has caused upon millions of people. The first scene appears to be silent at the start with absolutely no dialogue is to enhance the effect upon the audience to emotionally attach to the character and feel for him as he is visiting the friends he had lost on the battle. It latter starts a military snore called a bugle. Consequently, this evokes an emotive feeling on the audience as this is a sound commonly utilized on the war to war soldiers of any circumstances, therefore it reminds people of the soldiers who have died in the war battles. The music is constantly increasing its volume and this filmographic method is called a crescendo. It established tension to the audience and the anxiety to see what is going to happen next. At the end of this scene the camera moves slowly towards the elderly Jack Ryans face and directs itself through the eye of the character. This was established to perform a transition from the present to the past and furthermore will be showing the next section of the film. This effect is adapted so we can feel as it we were looking through the eyes of the character and observing what he had seen on the battle. From the opening scene it instantly changes to the next scene by the application of this method and it gives a sense of anxiety to the audience as they are expecting the next scene. The following scene is the instant chaos of the D-day landing in the Omaha beach, France. The scene initially commences with the sound of the surf of the waves. There is no music which established agitation to the audience as they would be anxious to see what happens after the ramp of the boat comes down. The first scene we see is the hedgehogs and as a result we percept that there is going to be a battle as the hedgehogs are anti-tank devices, hence symbolising violence. The first words we hear in this scene are the commands from Captain Miller, they are unclear and we cannot hear the dialogue properly. Before entering the battle sequence we hear 30 seconds, may God be with you, this gives us a sense awareness to be ready for what is going to happen and it also established pity for the character as we have only just been introduced to them and we know that in the battle scene most of them will not come out alive. There is a religious theme and a religious insignia applied to the bac kground as there is a soldier who blesses himself with the sign of a cross and another soldier kisses the cross, this illustrates that soldiers have faith in winning the war and that they are people just like anyone else as they also pray for their God. There is a guy on the Higgins craft and Captain Millers hand is constantly shaking because their nervous. This shows that even though Captain Miller is experient and has been to many battles he still gets nervous from all the tension of having to fight another battle, not know if he would come out alive and having the fear of his death. Spielberg cleverly adopted the utilization of hand-held cameras. The camera is located at the back of the Higgins craft and it gives us the impression that we are the last man standing on the back of the Higgins craft as the camera is continuously trembling as if we were in the boat moving. As soon as the Higgins craft hits the coast and lands, the spinning wheel start turning and the ramp suddenly comes down consequently, anxiety is developed as we dont know what to expect form the following sequence of the scene. As soon as the ramp comes down, an absurd amount of bullets are fired instantly at the soldiers. What it is trying to tell us is that violence happens rapidly and will not wait until you have an even chance against it. Every soldier in the Higgins craft end up dying because of the unproportional chance they stand against the Germans consequently producing a shock sequence to the audience as none of the soldiers are able to come out alive and the audience see the effect of the war. As the other Higgins crafts arrives at the beach, soldiers realise that they will not stand a chance if they stay in the boat so they decide they would have to jump into the water and try to go up the beach. As the camera went into the water, the sound is suddenly withdrawn from the film and we could just hear the sound of bullets breaking through the water. This is to give us a feeling that we are in the war and we had to jump in the water. The film not only enables us to visualize the facts as if we were there but also to hear what is going on at the war. We are also able to see that the soldiers carrying heavy loaded artillery were not able to swim to the coast as they could not remove their load before drowning. As a result, this would subsequently mean that the audience would feel for the soldiers as they would die because of their artillery in one of the most arguably painful ways. At the end of the instant chaos scene there is an over the shoulder shot of the turrets (concrete bunker) where this is symbolising a German perspective of the view of the war. We are also able to see more clearly what is going on at the coast of the beach and how far up do the soldiers have to make to have a chance of defeating the Germans. Captains Miller had announced to Clear those murder holes and he called the turrets murder holes because as the Americans didnt stand a chance, it was considerably murder as they could do nothing to stop it. During the instant chaos scene, Spielberg has enhanced another scene which was the Captain Millers confusion where he suffers of a shell shock which is a post climatic stress disorder. Captain Miller enters the scene stumbling into the beach and crawls behind a hedgehog to find a safe place to stay for a while. After a bomb went off right in front of Captain Miller, the sound was sucked out completely and he enters a state where he cant react hear anything because of all the stress and for the circumstance that he was nervous at the time therefore he cannot command his army. Spielberg utilizes again the close up shot where the camera slowly moves towards Captain Millers face. For the reasons that this scene is centred in Captain Miller we are able to acknowledge that Miller is the main character in the film. As Miller is confused he slowly reaches out for his helmet. As he put the helmet on, the blood from the helmet is poured over Millers head and we have the impression that Miller was shot in the head and it makes us wonder why would the main character die in the opening scenes of the film. We then find out that the blood form the helmet was water mixed with blood as the helmet stood next to the sea giving us a sense of relief for the character as we discovered he did no die. This scene is realistic as we can see the blood of the same colour as it would normally appear to be and there are also dirty uniforms as the soldiers would not have cleaned it up for weeks. As Captain Miller lifts up his head he sees a soldier giving a mute order. He is saying what the hell do we do now sir? but we are not able to listen to him therefore this makes us read his lips to understand what he is trying to say. The film suddenly speeds up again after the shock to symbolise that violence occurs quickly and the noise was sucked back into the film, furthermore Miller was able to hear what his soldier was saying and was able to give orders. This gave us expectations that Miller would soon recover from the shock and we wanted to find out what would happen after his mind was back in the battle. Miller says get your men up the beach because he realised that if the soldiers stayed in the beach and waited until other people started moving forward they would probably die as it is easier to shoot a person if he is at only one position rather than just moving around. The last scene of the opening sequence of the film is the end of the battle. At this scene there is a turning point as the American fired their first shot and got up the beach to fight against the Germans. The scene has more sound evidence that the violence is still raging, but the American soldiers start to organise themselves by the utilization of dialogue throughout the scene. The dialogue server to humanise the characters and not make them just mechanical soldiers, as they need to speak to each other and set up a plan to beat the Germans. As this is more of a close combat fighting, soldiers would need to get closer to the Germans, therefore they utilized their equipment and what they had to reach the point they were trying to get to. Firstly they utilized Bangalores (pipe bombs) to create holes in the ground so they could keep moving from hole to hole until they have reached their destination. Once Captain Miller and a few other soldiers have moved behind a wall, he utilizes his mirror and Sergeant Horvaths chewing gum to look over the wall. Hand-held cameras is utilizes throughout most of the film and at this scene the camera slightly pokes to the right as if the audience was a soldier viewing through the camera and wanted to see what was behind the wall. As soon as the sniper fires his first shot, the sound of the film is sucked out to a point where we can only hear the sound of the bullet hitting the body of the German soldier and his body falling into the ground. This symbolises glory as they have just started their way into victory and they killed a person who have killed millions of American soldiers. This film was able to exposes itself as realistic as it showed the audience the immediate surgery so that the people could see the effects of the bullets and the audience was also able to see that the paramedics stayed in the battlefields and had to perform the surgerie s with the resources that had at that place, because they could not wait until someone else could come to give a proper medical care. Saving Private Ryan shows two aspects of God, the merciful one and the warrior God. The priest is giving the last rites to another soldier that is dying, therefore it means that he is trying to bless the soldier and ask God to take good care of him once he reaches his destiny after death. The sniper sees God as a warrior as he says give me strength to fight the evil he wants God to fight the evil and give him strength to help him finish the war. After many American soldiers died because of the Germans, they fought for bloodlust and revenge. When there was an immense explosion in the turret one soldier said dont shoot, let them burn this was to show that soldier wanted their enemies to suffer as much as they could, as if they shoot their enemies they would die instantly and if they left them to burn they would take a long time until they burned. To have complete victory over the Germans, it was necessary that the Americans would kill all the German soldiers who were left in the trenches behind the turrets, but even though the a few German soldiers had surrendered, the American soldiers were chaotic and were involved in a bloodlust, furthermore killing the Germans as if it was a murderer as they have surrendered. At the end there was a reccuring shot of Captain Millers shaking hand, this shows that even after the battle, Miller was still nervous and still shivering. At the end of the battle there was a close up shot of the blood in the water and an upper camera shot to show the effects of the war and its destruction after the battle. The effect it had on the audience was that it left the audience exhausted as they have been watching the battle scene for nearly 26 minutes and it also had a draining effect as it gave a sudden realisation to the audience of what the battle was like.

Leaellynasaura - Facts and Figures

Leaellynasaura - Facts and Figures Name: Leaellynasaura (Greek for Leaellyns lizard); pronounced LAY-ah-ELL-ee-nah-SORE-ah Habitat: Plains of Australia Historical Period: Middle Cretaceous (105 million years ago) Size and Weight: About 10 feet long and 100 pounds Diet: Plants Distinguishing Characteristics: Slim build; long tail; relatively large eyes and brain About Leaellynasaura If the name Leaellynasaura sounds a bit odd, thats because this is one of the few dinosaurs to be named after a living person: in this case, the daughter of Australian paleontologists Thomas Rich and Patricia Vickers-Rich, who discovered this ornithopod in 1989. The most striking thing about Leaellynasaura is how far south it lived: during the middle Cretaceous period, the continent of Australia was relatively cold, with long, dark winters. This would explain Leaellynasauras relatively large eyes (which need to be that big in order to gather in all the available light), as well as its relatively small size, given the limited resources of its ecosystem.   Since the discovery of Leaellynasaura, many other dinosaurs have been unearthed in the southern polar regions, including the vast continent of Antarctica. (See The 10 Most Important Dinosaurs of Australia and Antarctica.) This raises an important question: while the weight of opinion is that meat-eating dinosaurs had warm-blooded metabolisms, might this also have been the case for plant-eating ornithopods like Leaellynasaura, which needed a way to protect themselves from plunging temperatures? The evidence is inconclusive, even given the recent discovery of ornithopod dinosaurs bearing feathers (which are generally evolved by warm-blooded vertebrates as a means of insulation).

The require in the accessory Assignment Example | Topics and Well Written Essays - 2500 words

The require in the accessory - Assignment Example s technological advancement or political pressure or from internal sources such as change in requirements of customers and change due to deterioration of performance. As it has been observed change has gained increased emphasis in an organisational context along with the life of an individual therefore it is considered that change management is a vital tool for controlling change and using it in an effective manner. Broadly speaking, change management is a method that supports change and understand the requirement for change which helps an organisation in overcoming any issues being faced in their business activity (The State of Queensland (Public Service Commission, 2014). Change-hypocrisy is the challenge being faced in the contemporary environment by organisations that involves challenge in initiating change that might be quite important for the organisation. Employees in an organisation have the tendency to resist change as there is a difference in attitude and perception of the people towards change (Urhuogo &Williams, 2011; World Federation of Personnel Management Associations, 2005). The study is primarily focused towards identifying the causes of change hypocrisy along with discussing the causes of change. The study further provides recommendation for the implementation of change management in an organisation. Tesco is a multinational company (MNC) which is specialised in selling groceries and merchandises across various countries. The company was formed in the year 1919 by Jack Cohen and actually came into existence in the year 1924 after Cohen bought a cargo of tea from T. E. Stockwell. The company is headquartered in the United Kingdom and is regarded as one of the leading retailer across the globe. The company has been subjected to many changes from its initial establishment to its present business activity and to be precise change has helped the company to gain greater heights and sustain in the global competitive market. Change management in relation

History Essay Example | Topics and Well Written Essays - 250 words - 45

History - Essay Example Hence, implying its recognition usually ceases when one abandons the position since the power’s basis is merely from delegation meant to oversee execution of certain responsibilities. Shihuangdis reign besides his power, which was inherent in him, he managed to unite China from diverse seven warring regions to a single state prior subdividing it again (ONeill 27). Besides, utilizing dictatorship like other rulers, for illustration, Egyptian pharaohs and Persian rulers, he was exceedingly wise and diligent in all his undertakings. This was evident especially in the way he managed to homogenize the then seven regions into one state by advocating the use of a common currency, writing and devising similar measures of scale (ONeill 35). Additionally, while still alive, he came with a plan to prepare his magnificent tomb for 36 years by compelling approximately 1,000 builders, which was not comparable with any other ruler of his time (ONeill 28). Shihuangdi’s reign, its basis was not on reverent power like other rulers who according to their subjects represented gods in their lands (ONeill 34). Hence, being the recipient of all the admiration coupled with divine obedience from the natives who used to see them as close to gods. Shihuangdi’s power was charismatic, which he earned by exemplary wisdom and diligence in the manner he executed numerous roles as a king. Shihuangdi’s autocratic rule especially on his enemies whom he wanted to bring under his power was similar to other early rulers (ONeill 35). Mainly, this technique was to conquer weak territories, which proved rebellious and could augment their military power in the future thus become a threat. Besides, Shihuangdi ensuring funeral arrangement ready for his end time, he was also eager to seek immortality, though deeply aware that was impossible (ONeill 35). This is evident especially in the way he sends trusted people to seek immortality for him in other states but fails to return

HRM Information Systems

HRM Information Systems ABSTRACT Information technology is expected to drive Human Resource (HR)s transition from a focus on Human Resource Management (HRM) to Strategic Human Resource Management (SHRM). This strategic role not only adds a valuable dimension to the HR function, but also changes the competencies that define HR professional and practitioner success. The study aims at investigating what role if any do Human Resource Information Systems (HRIS) play in SHRM. It attempts to examine how HR professionals and managers in different organizations see the effects of HRIS on strategic HR tasks and job roles. It also tries to find out if there is any significant difference in the usage of HRIS between Small/Medium (SME) size and large size companies. A survey questionnaire was sent to different companies. The target group of the questionnaire was HR managers, HR directors, and HR professionals in companies based in England. The scope was widened to include both large and small/medium sized organizations across all the business sectors. The results of the survey reveal that HR professionals not only consider HRIS usage as a support for strategic HR tasks but also perceive it as an enabling technology. The study also indicates that large sized firms are most likely to experience considerable HRIS usage in support of strategic HR tasks. Moreover, there was no significant difference in proportion to the size of a company regarding HRIS usage in support of commitment management and managing trade union relations with organizations. Low response rate of this study makes generalization rather difficult however, future research would benefit from higher response rates for more generalized results OVERVIEW The relationship between the HR strategies and the firms performance is an issue that has caused significant differentiations in the literature mostly because of the existence of many parameters that can influence the results produced through the examination of this problem in practice. Moreover, because within a firm, the participants and the interests are many it is difficult to identify the role and the significance of each particular organizational element particularly when there is no specific corporate plan for such an investigation. RESEARCH PROBLEM The human resources strategies followed by modern organizations present significant differentiations in accordance with the firms position in the market, its performance and its financial strength in general. In the long term, the application of specific human resources strategies has been found to be related with the performance of the organization. Moreover, where appropriate HR plans have been applied, the organizational performance has been found to be increased. AIMS AND OBJECTIVES OF THE RESEARCH Current research as already mentioned above will focus on the examination of the relationship between HR strategies applied within a particular organization and its performance. In order for the above task to lead to valid results, a series of other issues are going to be examined at a secondary level. These issues are indicatively: a) Which is the significance of the HR for the organizational operation, b) How the HR strategies can be more effective? c) Is there any chance for innovation in firms with specific HR plan or any relevant initiative has to be adapted to the existed framework? d) Which are the main aspects of organizational growth and e) Are there any other factors that can influence the firms performance and which would be their interaction with the HR strategies already implemented in the particular firm? LIMITATIONS OF THE RESEARCH Current research is limited by the fact that it is rather unlikely for companies to provide data related with their employees problems related with the workplace. On the other hand, any programs or support tools existed are very likely to be provided by all firms that would be engaged in the research of current project. For this reason, although the job satisfaction and the personal development of employees would be rather easily monitored, the existence of problems in the workplace would be difficult to be proved. For this reason current research as already described above focuses on the examination of the human resources strategies followed by organizations in general as these practices can be observed in most firms of modern commercial market. The existence of specific differentiations in accordance with the specific issue will have to be proved either by statistics released in general or by cases examined particularly in the legal area. INTRODUCTION According to Likert, Every aspect of firms activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because all depends how well it is done. This quotation sums up the importance of human components in an organisation and the need for managing it effectively. Human resource management is concerned with all aspects of managing the human resources of an organisation. More specifically, human resource management involves determining the organisations heed of human resource, recruiting and selecting the best available employees, developing, counselling and rewarding employees, acting as a liaison with union and government organisation and handling other matters regarding to the well being of employees. Each of these functions is necessary to some degree irrespective of nature and size of the organisation. That is why in most of the organis ation a separate department know as Personnel/Human resource Department is created for the effective performance of these functions. The relationship between the HR strategies and the firms performance is an issue that has caused significant differentiations in the literature mostly because of the existence of many parameters that can influence the results produced through the examination of this problem in practice. Moreover, because within a firm, the participants and the interests are many it is difficult to identify the role and the significance of each particular organizational element particularly when there is no specific corporate plan for such an investigation. Organization must have a set of unique resources for gaining competitive advantage moreover proper utilization of those resources matters a lot. Today organization employee acts as a main resource and knowledge, skills and abilities have to be deployed and used to the maximum effect if the organization is to create value. LITERATURE REVIEW Human resources should be considered as a significant organizational asset. In this context, the application of the appropriate strategies for its development, can lead to the improvement of the corporate performance both in the short and the long term. However, there are also companies where human resources are not considered as having particular importance for the firms growth. In this context, Haines (1997, 95) supported that there are firms that view their human resources as an expense rather than an asset an element that is expendable and perhaps discarded when the skills possessed becomes obsolete; however when human resources are viewed as an asset, companies enhance individual value through training and human development and ensure continued contribution to the organization. The importance of human resources for the corporate performance has in any case proved both in the literature and the empirical research conducted in all industrial sectors. In accordance with the above, in order for a firm to achieve a stable and continuous growth, it is necessary that its employees are satisfied as this term has been explained in the literature. More specifically, in accordance with Kim (2005, 669) job satisfaction is an affective or emotional response toward various facets of ones job. Job satisfaction has been a topic of great interest for researchers and practitioners in a wide range of fields, including organizational psychology, public administration, and management. On the other hand, the existence of job satisfaction has been extensively related with the level of payment of employees in the particular sectors of a specific organization. Indeed, the study of Rudman (2003) showed that paying for performance is a big issue in contemporary human resources management; organisations have long believed that production and productivity improve when pay is linked to performance, and have developed payment-by-results (PBR) systems and incentive schemes to support th is belief. In the same context, it is noticed by Blinder (1990, 117) that employees usually feel that profit sharing and gain sharing are good for personal effort, company growth and productivity, and workplace atmosphere. However, in order for the firms to achieve the maximum level of growth, it is necessary to design and apply the appropriate HR policies as indicated by each particular firms needs. The use of fit as a criterion of evaluation of the appropriate corporate strategy has been extensively used in practice. Towards this direction Wright (1998, 56) mentioned that the basic theory behind fit is that the effectiveness of any HR practice or set of practices for impacting firm performance depends upon the firms strategy (or conversely, the effectiveness of any strategy depends upon having the right HR practices). In other words, the issues that need to be considered by a firm before applying any relevant HR strategy are many. Indicatively, Katzell (1975, 5, 11-12) tried to identify the relationship between the employee satisfaction (as a result of a specific HR strategy) and the corporate performance and found that policy-makers must face up to a serious dilemma and find some way to resolve it; the dilemma is this: policy-makers would like to achieve two objectives for work organizations, on the one hand to enhance productivity and performance, and on the other to improve the quality of working life and job satisfaction for employers because under certain conditions, improving productivity will enhance worker satisfaction and improvements in job satisfaction will contribute to productivity; what it does mean is that there is no automatic and invariant relationship between the two. Under these terms, corporate performance has been found to be related with the employees performance within a particular organization. From a different point of view, Lawler et al. (2003, 15) supported that HRs greatest opportunity to add value may well be to play a role in the development and implementation of corporate strategy; HR can make a logical case for being an important part of strategy development, because of the importance of human capital in the ability of the firm to carry out its strategy. In other words, HR strategy can influence the firms growth in accordance with the measures provided for the personal and professional development of the firms employees even in the long term. The implementation of appropriate diversity strategy has to be considered in this case as absolutely necessary because in case of inequality in the workplace, no cooperation would be regarded as existed even if such cooperation exists, it will be problematic. In this context, Mathews (1998, 175 ) noticed that before diversity strategies are implemented, the organizations cultural environment, management and evaluation systems should be examined to ascertain if existing personnel/human resources processes will support or hinder diversity in the organization; then, appropriate strategies can be designed to develop and manage diversity based on these findings. From the same point of view, Ramlall (2003, 60) supported that given that several large-scale studies have proven that HRM is a critical driver in an organizations financial performance, it is imperative for HR and other leaders to understand the critical nature and utmost importance of understanding the effectiveness of all HR activities in creating value for the organization. To a more thorough examination of the problem, Christensen managed to identify the five elements that are considered as most crucial in the improvement of the employees productivity (as this improvement is expected to lead to the increase of the corporate growth). More specifically, Christensen supported that there are five elements which are extremely important for the effectiveness of employees within a particular organizational environment. These are (1958, 34): a) The technical organization of the group; b) The social structure of the group; c) The individual task motivation, i.e., the willingness to work hard that each member brings to and maintains toward his job; d) The rewards he receives from doing the job, and e) The satisfactions he obtains from being an accepted member of the group. The above elements can exist in any organization and can influence the productivity of its employees either in the short or in the long term. HUMAN RESOURCE MANAGEMENT (HRM) During and after 1970s, several changes took place in many countries which led to the term Human resource Management in place of the traditional term Personnel Management. These changes, declining importance of trade unionism, shift from industrial employment to service sector employment, growing competition, deregulation of economies, etc. As a result, three important roles of human resources have emerged as stated below. Human resource policies can be integrated with strategic business planning and used to reinforce appropriate culture. Human resources are valuable and a source of competitive advantage. Human resources can be tapped mostly effectively by mutually consistent policies which promote commitment and Foster a willingness in employees to act flexible in the interests of the adaptive organisations pursuit of excellence. The term Human resource management has been the subject of considerable debate, and its underlying philosophy and character are highly controversial. Much of this controversy stems from the absence of a precise formulation of and agreement on its significance and definition (Storey, 1989; and 1995a), as cited by Bratton and Gold (2003: 7). Obviously, definition of the subject matter is needed for analysis and understanding of HRM theory and practice. HRM DEFINITION HRM has a variety of definitions but there is general agreement that it has a closer fit with business strategy than previous models, specifically personnel management. In all the debates about the meaning, significance and practice of HRM, nothing seems more certain than the link between HRM and performance (HRM Guide October 2006). Below are some of the definitions of HRM, although it can be argued that these will only be ones of several possible definitions. De Cenzo and Robbins (1996: 8) defined HRM as the part of the organization that is concerned with the people dimension, and it is normally a staff or support function in the organization. HRM role is the provision of assistance in HRM issues to line employees, or those directly involved in producing the organizations goods and services. Acquiring peoples services, developing their skills, motivating them to high levels of performance, and ensuring their continuing maintenance and commitment to the organization are essential to achieving organizational goals. This is much the case regardless of the type of organization, government, business, education, health, recreation, or social action. The authors proposed an HRM specific approach as consisting of four functions- staffing, training and development, motivation, and maintenance. In addition, Bratton and Gold (2003: 7) define HRM as the strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programs and practices. The authors presented HRM functions as planning, recruitment and selection, appraisal and performance management, reward management, development, employee relations, health and safety, and union-management relations. Moreover, to Alan Price (2004: 32) HRM aims at recruiting capable, flexible and committed people, managing and rewarding their performance and d eveloping key competencies. Contributing to the working definition of HRM is Abecker et al., (2004). They see HRM as a strategic and target oriented composition, regulation and development of all areas that affect human resources in a company. Efficient and effective management of these resources to a large extend, affects human resource behaviour, and consequently the performance of the organization as a whole. Moreover, the authors identified HRM with the field it covers. These include planning aspects- personnel requirements analysis and personnel asset analysis, and change aspects- recruitment, personnel development and labour displacement (Ibid). Next, is the diagrammatic representation of the said field. Human Resource Management Change Aspects Planning Aspects Personnel Requirement Analysis Labour Displacement Personnel Development Recruitment Personnel Asset Analysis Figure1: Fields of HRM (Source: Abecker et al., 2004) It is however, somehow strange, that, an important aspect of HRM, payroll or compensation/payment is missing from the field in figure 1 above propounded by the authors. Abecker et al., (2004) like the previous other authors, did not present a conclusive and detailed definition of HRM including the other concepts (HR processes). Lastly considered are the opinions of various management scholars who have taken a more in-depth look at the whole concept of HRM. These opinions should be given the greatest weight, since they reflect more in-depth research on the subject than is done by most textbook authors. Few such authors are Dessler et al., (1999), and Torrington et al.,(2005). According to Torrington et al., (2005: 5) HRM is fundamental to all management activity and has evolved from a number of different strands of thought. It is best described as a loose philosophy of people management rather than a focused methodology. Thus, distinction has been made between HRM as body of management activities on one hand (generically described as personnel management) and then on the other as a particular approach to execute those activities (carrying out people-oriented organizational activities than traditional personnel management). An organization gains competitive advantage by using its employees effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Torrington et al.,(2005: 5) identified the role of the human resource functions with the key objectives. These four objectives are the corner stone of all HR activities. These include Staffing, Performance, Change-management and Administration. Staffing objective focuses on finding the appropriate pool of human resources needed to ensure full and timely supply of work force (Ibid). It therefore involves designing organizational structures, identifying working conditions for different groups of employees followed by recruiting, selecting and developing the personnel required to fill the roles. Performance objective aims at ensuring workforce motivation and commitment for effective performance. Consequently, employees training and development remain important. Moreover, managing change effectively and efficiently remains one of the core objectives in almost every business. Key issues here include recruiting and/or developing people with the required leadership skills to drive the change process. Change agents are employed to encourage acceptance of change by coming out with reward systems associated with the change process. Employees involvement is also paramount here and is encouraged. The aim is to avoid resistance to change, more especially where it involves cultural changes (attitude, philosophy or long-present organizational norms). Administration objective aims at facilitating the smooth running of the organization. Hence, there is the need for accurate and comprehensive data on individual employees, records of achievement in terms of performance, attendance, training records, terms and condition of employment and personal details are (Ibid). However, for the purpose of this study, literature on the HRM concept will be based on the opinions of Dessler et al., (1999). The authors defined HRM as the management of people in organizations. It consists of the activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organizations objectives. The goal of HRM is to maximize employees contributions in order to achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives and societal objectives Dessler et al., (1999: 2). To the authors, the function of HRM include assisting the organization in attracting the quality and quantity of candidates required with respect to the organizations strategy and operational goals, staffing needs, and desired culture. Helping to maintain performance standards and increase productivity through orientation, training, development, job design, effective communication, and performance appraisal. Helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest. Helping to establish and maintain cordial working relationship with employees. Helping to create and maintain safe and healthy work environment. Development of programs to meet economic, psychological, and social needs of the employees. Helping the organization to retain productive employees and ensuring that the organization complies with provincial/territorial and federal laws affecting the work place such as human rights, employment equity, occupational health and safety (Ibid). HRM PROCESSES This sub section illustrates the processes involved in executing the HRM functions. Each of the functions: planning, recruitment, selection, orientation and training, performance appraisal etc. goes through a process. Unless otherwise stated, the rest of this section will be drawn from (Dessler et al., 1999)s literature based on pages 165 to 533. PLANNING PROCESS Human Resource Planning (HRP) process reviews human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals, also known as employment planning. HRP is a proactive process, which both anticipates and influences an organizations future by systematically forecasting the demand for and supply of employees under changing conditions, and developing plans and activities to satisfy these needs. Key steps include forecasting demand for labour considering organizational strategic and tactical plans, economic conditions, market and competitive trends, social concerns, demographic trends, and technological changes. RECRUITMENT PROCESS Recruitment is the process of searching for and attracting an adequate number of qualified job candidate, from whom the organization may select the most appropriate to field its staff needs. The process begins when the need to fill a position is identified and it ends with the receipt of rà ©sumà ©s and completed application forms. The result is a pool of qualified job seekers from which the individual best matching the job requirements can be selected. The steps in recruitment process include identification of job openings, determination of job requirements, choosing appropriate recruiting sources and methods, and finally, generating a pool of qualified recruits. Job openings are identified through human resource planning or manager request. Next is to determine the job requirements. This involves reviewing the job description and the job specification and updating them, if necessary. Appropriate recruiting sources and methods are chosen because there is no one, best recruiting te chnique. Consequently, the most appropriate for any given position depend on a number of factors, which include organizational policies and plans, and job requirements. SELECTION PROCESS Selection is the process of choosing individuals with the relevant qualifications to fill existing or projected openings. Data and information about applicants regarding current employees, whether for a transfer or promotion, or outside candidates for the first time position with the firm are collected and evaluated. The steps in the selection process, in sending order include preliminary reception of applicants, initial applicant screening, selection testing, selection interview, background investigation and reference checking, supervisory interview, realistic job previews, making the hiring decision, candidate notification, and evaluating the selection process. However, each step in the selection process, from preliminary applicant reception and initial screening to the hiring decision, is performed under legal, organizational, and environmental constraints that protect the interests of both applicant and organization. ORIENTATION, TRAINING AND DEVELOPMENT PROCESS Employee orientation is the procedure of providing new employees with basic background information about the firm and the job. Is more or less, considered as one component of the employers new-employee socialization process. Socialization process is an ongoing process of initialling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization. Training however is the process of teaching new or present employees the basic skills/competencies needed to perform their jobs. Whereas training focuses on skills and competencies needed to perform employees current jobs, employee and management development is the training of long-term nature. The aim is to prepare current employees for future jobs with the organization or solving an organizational problem concerning, for example, poor interdepartmental communication. Training and development processes include needs analysis, instructional design, validation, implementation, and evaluation and follow-up. CAREER PLANNING AND DEVELOPMENT PROCESS It is the deliberate process through which persons become aware of personal career related attributes and the lifelong series of activities that contribute to their career fulfilment. Individuals, managers, and the organization have role to play in career development. Individuals accept responsibility of own career, assess interests, skills, and values, seek out career information and resources, establish goals and career plans, and utilize development opportunities. The career stage identification entails career cycle (the stages through which a persons career evolves). These stages include the following: growth, exploration, establishment, maintenance, and decline stages. Occupational orientation identification is the theory by John Holland. This theory enumerates six basic personal orientations that determine the sorts of careers to which people are drawn. They include realistic orientation, investigative orientation, social orientation, conventional orientation, enterprise orientation, and artistic orientation. PERFORMANCE APPRAISAL PROCESS Performance appraisal may be defined as any procedure that involves setting work standards, assessing employees actual performance relative to these standards, and providing feedback to the employee with the aim of motivating the worker to eliminate performance deficiencies or to continue to perform above par. Processes in performance appraisal contain three steps: defining performance expectations, appraising performance, and providing feedback. First, defining performance expectation means making sure that job duties and standards are clear to all. Second, appraising performance means comparing employees actual performance to the standards that has been set, which normally involves some type of rating form. Third, performance appraisal usually requires one or more feedback sessions to discuss employees performance and progress and making plans for any required development. Some of the appraisal methods include graphic rating scale, alternation ranking, paired comparison, forced dis tribution, and critical incident methods. EMPLOYEE COMPENSATION AND BENEFITS PROCESS Employee compensation involves all forms of pay or rewards accrued to employees and arising from their employment. This however consists of two main components: direct financial payments, and indirect payments. While direct financial payments are in the form of wages, salaries, incentives, commissions, and bonuses, indirect payments are in the form of financial benefits like employer-paid insurance and vacations. Moreover, legal considerations in compensation, union influences, compensation policies, and equity and its impact on pay rates are the four basic considerations influencing the formulation of any pay plan. Benefits are indirect financial payments given to employees. These may include supplementary health and life insurance, vacation, pension, education plans, and discounts on say company products. Furthermore, income and medical benefits to victims of work-related accidents or illness and/or their dependents, regardless of fault are all part of employees compensation. The processes in establishing pay rates involve the following five steps: First, conducting wages/salary survey to determine the prevailing wage rates for comparable jobs, which is central in job pricing. Second, determine the relative worth of each job (job evaluation) by comparing the job content in relation to one another in terms of their efforts, responsibility, and skills. This eventually results in wage or salary hierarchy. Third, group similar jobs into pay grades, a pay grade comprises of jobs of approximately equal value or importance as determined by job evaluation. Forth, price each pay grade using wage curves. A wage curve is graphical description of the relationship between the value of job and the average wage paid for the job. However, if jobs are not grouped into pay grades, individual pay rates have to be assigned to each job. Fifth, fine tune pay rates. This involves correcting out-of-line rates and usually developing rate ranges. OCCUPATIONAL HEALTH AND SAFETY PROCESS Occupational health and safety process aims at protecting the health and safety of workers by minimizing work-related accidents and illnesses. Laws and legislations to ensure and observe general health and safety rules bound employers. More so, rules for specific industries, for example, mining and rules related to specific hazards, for instance, asbestos have to be adhered to. The following steps are important in this process. Checking for or removing unsafe conditions by using checklist to audit a companys adherence to safety rules that are guarded against hazards, which cannot be removed. Next, through selection, screening out of employees who might be accident prone for job in question without compromising the human right legislation. More so, establishing a safety policy, this emphasizes on the importance of practically reducing accidents and injuries. Setting specific loss control goals by analyzing the number of accidents and safety incidents and then set specific safety goals to be achieved. Enforcing safety rules through discipline and conducting health and safety inspections regularly by investigating all accidents and near misses, and by having a system in place for letting employe