Project proposal Essay Example for Free

Project proposal Essay RESEARCH TOPIC PERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON) INTRODUCTION BACKGROUND OF THE STUDY â€Å"Performance appraisal is an evaluation of the appraisee performance in his or her job while potential appraisal helps in discovering the appraisee’s capabilities, skills and talents for development.†(Obisi, 1996). Worldwide, performance appraisals are used in nearly all organizations. There are different tools and number of goals that performance appraisals focus to examine individual’s performance and potential of development, (Leena and Twinkle, 2012: pg01-06). Therefore, the general area of our study is performance appraisal systems in organization. Only minority activities in personnel management are concerned with evaluating employees as individuals. Performance appraisal is a planned interaction between employees and their supervisors, during which the former examine the performance of the latter to identify strengths and weaknesses with the view to improving future performance, (Kofi, 2012: pg22). For their, appraisal is part and parcel of an important personnel activity salary planning and administration. Having accepted that staff performance appraisal is a legitimate activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness. It is important to note that the culture of value-system of the organization will act as the major determinant of both the appraisal scheme adopted and the way it is introduced. For instance if the culture is one which favors control and measurement of people, then it is likely that system will be imposed on the participants, but that it will at least contain some measurable criteria against which to judge performance. But where openness performance are encourage, any system will be discussed first with those involved, with the result that appraisals are more likely to be joint problem – solving affairs rather than a calling to account by a superior. Similarly, we can appreciate the importance of performance appraisal when we realize that it is through it that organizational progress at the target and productivity of workers can be evaluated. For instance, a high performance rating tells the workers the organizations is aware of his devotion to his job increase his performance via the goal when were set. The above arguments are not weights. Today open appraisal system has come to stay and any organization, which ignores open appraisal system, should be prepared to face the negative consequences of low performance, conflict and uncertain future. (Obisi, 1996). Alo, (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing assigned tasks or meeting set goals over a period of time. The specific subject matter of our t is study concern the use of performance of employee as a basis for judging the contribution and weakness of emplo yees so that continuing efforts can be made to build a strange and more effective organization performance appraisal system helps in retaining promotional and retaining policies. Performance appraisal as the process of appraising staff performance against previously agreed standard and targets. It is based on guidelines given to employer by the management of what is expected of them in terms of organizational objectives. Performance appraisal involves the observation and evaluation of employee work behavior or the result that behavior by some. To appraise is to judge the work quality or conditions of something or to find out its value. However, it is important to note that one of the responsibilities of manager is to evaluate the performance of his subordinates. The essence of the evaluation is to assess their character, attitude, potentials and past performance on the job. According to Alo (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing assigned tasks or meeting set goals over a period of time. Atiomo (2000) agrees with Fajana (1997) that perfor mance appraisal is a system which provides organizations with a means of identifying not only what people’s performance levels are but which areas those levels need to be improved if maximum use is to be made of human resource. In most organizations, there is always a way instituted to evaluate productive behavior of the workers. This is important if the goals for which  organization was established are to be attained. Further, most industrial organizations institute mechanism to solve human problems of workers such as motivation and job satisfaction with an overall objective of ensuring higher productivity. STATEMENT OF PROBLEM The process of appraising the performance of employees is made difficult by the fact that criteria of effective performance are frequently difficult to define, the areas of performance for which an individual is responsible are often unclear and evaluation tend to be based not on measurement of actual performance but on the perceptions and judgments of an employee’s immediate boss. And also there can be ineffective if the performance appraisal system does not correspond with organizational culture and system. Despite that performance appraisal will be of immense assistance to management in formal organizations in general and CHEVRON NIGERIA LIMITED. It can be detrimental to quality improvement: it has been proposed that the use of performance systems in organizations adversely affect organizations pursuits of quality performance. Negative perceptions, quite often individuals have negative perceptions of performance appraisal receiving and/or the anticipation of receiving a performance appraisal can be uncomfortable and distressful and potentially cause tension between supervisors and subordinates. Performance appraisal should provide accurate and relevant ratings of an employee’s performance as compared to pre-established criteria that is organizational expectations. Legal issues: if performance appraisal are not carried out appropriately, legal issues could result that place the organization at risk. OBJECTIVES OF THE STUDY The main purpose and objective of studying performance appraisal systems is as follow. i.To understand varieties of an heir use in personnel administration and motivation of workers for higher productive behavior.  Evaluate the strength of performance appraisal in supplying data that could help the management of the CHEVRON NIGERIA LIMITED to make an efficient use of its human resources. iii.To understand problem of performance appraisal system and reaction of workers to consequences of their adoption iv.Highlight whether the appraisal technique as presently  creates a learning experience for the employees of the organization to motivate them on improving their level of performance on the job. v.To find out whether the employees of the company are usually satisfied with the way they are being appraised by their supervisors. Vi.Find out how effective is the use of performance appraisal technique as a toll for determining promotion, salary increases and training. RESEARCH QUESTIONS To direct the conduct of this study, the following research questions were developed whose answers will go along in attaining the objectives of the study. i.Do you agree with the fact that performance appraisal is significant to the personnel and effective human resource manager? ii.To what extent can Performance appraisal as an instrument enhance effective human resource management? iii.In what areas has the Chevron Nigeria Limited performance appraisal scheme created an impact on employees? vi.Are performance appraisal reports usually a true reflection of employee’s strength and weakness? v.Is the present appraisal scheme appropriate for evaluating suitability for promotion and salary increment? vi.Do bosses influence performance appraisal reports? Could proper use of performance appraisal lead to employee’s motivation? RESEARCH HYPOTHESIS The following research hypothesis has been developed for the purpose of this study tested for acceptance or rejection. H0:The usefulness of performance appraisal is significant to the personnel and human resource managers. H1:The usefulness of performance appraisal make no significant to the personnel and human resource manager. H0:Performance appraisal could be used to enhance employee’s performance H1:performance appraisal could not be used to enhance employee’s performance. H0:performance appraisal systems usually a true reflection of employee’s strength and weaknesses H1:performance appraisal systems does not usually reflect a true employee’s strength and weaknesses H0:Present appraisal scheme is appropriate for evaluating suitability for promotion and salary increment H1:Present appraisal scheme is not appropriate for evaluating suitability for promotion and salary increment. H0:Proper used of performance appraisal leads to employee’s motivation. H1:Proper used of performance appraisal does not lead to employee’s motivation. SCOPE OF THE STUDY Because of the time constraint, the research will be primarily directed to the country headquarter CHEVRON NIGERIA LIMITED located at 2, Chevron drive, Lekki Peninsula, Lagos, Nigeria. It will delve into such sensitive and areas like promotion, salary increases, training and reward for hard work. To make the research work more reliable and valid the sample study will cut across all categories of junior staff, officers and management staff. It is my sincere hope that the study of the research will be of immense assistance to the management in formal organizations in general and CHEVRON NIGERIA LIMITED in particular. LIMITATION OF THE STUDY Generally, in any meaningful project work of this nature, some difficulties are likely to come up. Such difficulties include: TIME FACTOR: Time factor is a major problem because as an undergraduate student, there is little or no time to allocate to a greater work as the available time is shared between this study and other subject course study. FINANCE: Research project is quite expensive. Preparing the research instrument, moving about to gather the data, administering the research instrument, compiling, validating, writing, typesetting and printing the report cost a lot of money. For an undergraduate, the fund may not really flow as much as needed. HUMAN FACTOR: All efforts would be made towards ensuring error free findings. However, absence of errors is not totally guaranteed as all human are prone to mistakes. DATA GATHERING: Eliciting of data from the stakeholders might also be like a camel trying to pass through the eye of a needle in the sense of inaccessibility and unwillingness of executives and other respondents in providing data information for the purpose. SIGNIFICANCE OF THE STUDY The significance of this study includes: The study will assist organizational control by ensuring efficient initialization of human resource. It will also be of assistance in formulation of acceptable and objective performance appraisal. It will also assist in areas such as staff promotion or advancement as well as demotion. Performance appraisal helps to maintain records in order to determine compensation packages, wage structure, salaries raises. It helps to identify the strengths and weaknesses of employees to place right men on the right job. It helps to maintain and assess the potential present in a person for further growth and development. RESEARCH METHODOLOGY This section of the research proposal will examine, research design, research population and sample, data collection method and procedures for data analysis. RESEARCH DESIGN The survey research methods would be used in this study and a case study of CHEVRON NIGERIA LIMITED would be undertaken. POPULATION OF THE STUDY The population of the study would be made up of the entire staff of CHEVRON NIGERIA LIMITED located at 2, Chevron drive, Lekki Peninsula, Lagos, Nigeria. RESEARCH SAMPLE After the sampling size has been determined, simple random sampling techniques would be utilized in coding the sample. The reason for using the simple random sample is precisely to give each individual in the population equal chances of being included in the sample and to make it possible to every sectional group of individual to be represented. DATA COLLECTED METHOD Both primary and secondary sources of data collection method would be adopted in gathering data relevant information on this study. The primary sources will consist of a well-structured questionnaire to be administered to the respondents within three levels of management (i.e. top, middle and lower management) of CHEVRON NIGERIA LIMITED. The secondary data would be collected from the texts, journals, newspapers, seminar papers, magazines, employee’s performance reports from the personnel departments of CHEVRON NIGERIA LIMITED and other literature on performance appraisal as an  instrument for effective human resource management the usefulness of financial ratio analysis. DATA ANALYSIS METHOD The analysis of the data to be obtained would be done by the use Chi-Square methods of statistical analysis. The spearman’s rank approach ÃŽ §2 = [ (O – E)2] E E= Expected value O= Observe value ÃŽ §2= Chi-Square DEFINITION OF TERMS Appraisal: A method of assessing and grading employees for the purpose of promotion, commendation/development and salary increase. Performance: It refers to the output or personal contribution of an employee to the overall goals and objectives of an organization. A high performance may yield positive appraisal and vice versa. Employee: It refers to the workforce of every organization or firm Human Resource Management: It is a term that can notes the management of human being and raw material of an organization. The blending of both is crucial if the object of an organization is to be realized. Organization: It is the entity where economic activities take place. It could be formal or informal. Organizations strive to harness its human and material resources in order to achieve its goals. REFERENCES Obisi, C. (1996). Personnel Management: lakbod enterprise, Ibadan. Leena. T and Twinkle. P. (2012). From Performance Appraisal to Performance Management. IOSR Journal of Business and Management, Volume 3, Issue 5. 01- 06. Kofi, O. A., and Vincent, P.K. (2012). Performance Appraisal As Employee Motivation Mechanism In Selected Financial Institutions In Kumasi, Ashanti Region Of Ghana. International Journal of Multidisciplinary Research, Vol.2 Issue 6, 22. Atiomo, A.C. (2000). Human Resource Management: Malthouse Management Science Books, Lagos. Fajana, S. (1997). Human Resources Management: Labofin and Company, Lagos. Alo, O. (1999). Human Resource Management in Nigeria: Business and Institutional Support Associates Limited, Lagos. UNIVERSITY of LAGOS Department of Business Administration Research Proposal NAME: LAWAL ADEBISI FATIMAT MATRIC NUMBER: 100203122 DEPARTMENT:BUSINESS ADMINISTRATION COURSE TITLE:RESEARCH SEMINAR COURSE CODE:FBA321 RESEARCH TOPIC PERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)

Usage of Plague as a Biological Weapon Essay -- Biology Terrorism Terr

Usage of Plague as a Biological Weapon Bioterrorism is defined as the intentional use of dangerous microorganisms or viruses to kill a large population of people. Common examples of biological agents include anthrax, botulism, smallpox, and the plague. The most common form is the bubonic plague that caused the deaths of a large percentage of the population in Europe during the Middle Ages. The bacterium, Yersinia pestis, causes three forms of the plague; however the pneumonic plague is used in bioterrorism because of its advantages in transmission and production. To be infected with the pneumonic plague, a person simply needs to breathe in enough of the aerosolized bacteria to allow them to incubate inside the body. Symptoms usually appear two to four days afterward and treatment consists of antibiotics and hospitalization. Death occurs if an infected person does not receive medical aid within 48 hours of symptom appearance. Its advantages as a pathogen make the plague an impending biological weapon. The halls are empty and dark. The clock on the lounge wall reads 2:34 AM and a few nurses finish their routine patient checks at the General Hospital in Boston, Massachusetts. The slight humming and beeps from the machines are the only sounds heard in the hospital as the last nurse quietly returns to her office. Unknown to the staff and patients, a terrorist attack has been launched within the building. There are no alarms, warnings, or signs that signal that anything has happened. From the outside, it would seem as if it was simply another night at the hospital. Yet, millions of aerosolized bacteria have been released into the air through the air conditioning system, causing every room with an air conditioning vent to explode wit... ...Bibliography Brannon, Heather. (2005) Plague as a Bioterrorism Threat. About Inc. July 20, 2005: http://dermatology.about.com/cs/bioterrorism/a/plague.htm Emedicine. (2003-2005). Biological Warfare. Emedicine Consumer Health. July 20, 2005: http://www.emedicinehealth.com/articles/15704-3.asp Inglesby, T.V. et al. (2000). Plague as a Biological Weapon. Journal of American Medicine, (Vol. 283), p. 2281-2290. International Medical Corps. (1984-2004). Biological Threats. International Medical Corps. July 31, 2005: http://www.imcworldwide.org/cbr/L1C-m2.html Michigan Homeland Security. (2001-2005). Bioterrorism Agent Information. Michigan Homeland Security. July 20, 2005: http://www.michigan.gov/homeland/0,1607,7-173-23607-57902--,00.html Perry, R., Fetherson, J. D., (1997) Yersinia pestis- Etiologic Agent of Plague. Clinical Microbiology Reviews, (Vol. 10), p. 35-66

Othello – Iago Character Analysis

Iago, in Shakespeare's Othello, is a deceiving character because he tells lies in order to get what he wants. He interacts with people only to manipulate them, but most importantly he never reveals his true feelings or motives. Iago might say things that suggest what his motive is, but he soon contradicts himself with another suggestion making it extremely difficult to understand him. Although Iago's true motives cannot be determined, some motives could be jealousy, the enjoyment of seeing people suffer, or power.Iago's jealous of Othello and Cassio because he thinks that both of them slept with his wife, Emilia. In Iago's first soliloquy at the end of act 1, Iago says that Othello might have slept with his wife and even though this is a rumor, he says that he will believe it. Then in his second soliloquy at the end of act 2, scene 1, Iago reiterates and once again says that Othello slept with his wife, the only difference is that now he thinks Cassio has slept with his wife too beca use he believes that Cassio is a â€Å"proper man† and a playboy.So, this seems to be a driving force for Iago to ruin Othello and Cassio. Iago's jealousy towards Othello quickly turns into a jealousy toward Cassio too because Othello appointed Cassio as lieutenant instead of Iago. Iago believes that he should be lieutenant because he has fought by Othello's side in battles and because he has actual war experience, whereas Cassio learned all of his tactics from books. So, he is jealous because he didn't get the job, but he is angry because he thinks that Othello made Cassio his lieutenant because Cassio helped Othello marry Desdemona.Iago doesn't know anything about proportion, meaning that if he has been wronged he will bring justice to himself by giving the culprit a punishment that doesn't match the crime. In this case, Iago wasn't appointed as lieutenant; therefore, he wants to torture Othello and Cassio mentally and then kill them. This could be the result of his hatred and jealousy. Another motive that might cause Iago's behavior is that he is a sadist; he just likes to enjoy watching other people suffer.Iago is a very clever person and he enjoys seeing how idiots make fools of themselves. One of these idiots is Iago's â€Å"buddy,† Roderigo. Roderigo is a typical wealthy, Venetian aristocrat who is madly in love with Desdemona and he has given Iago the task of helping him woo her. Iago uses this to his advantage, even though Iago uses Roderigo to ruin Cassio and Othello, he gets some amusement by watching Roderigo prance around and go nuts over Desdemona. Iago also finds it funny when Roderigo wants to go kill himself after he finds out that Desdemona married Othello.There are multiple times throughout the play where Roderigo should have known that Iago was just using him for money and some laughs and since Roderigo doesn't pick up on this, Iago can use Roderigo to his advantage. Power is probably the most important motive. Iago is very co nniving and clever and he can use this to manipulate people. It is clearly seen that Iago thrives for power because he loves manipulating people so that they doe exactly what he says. He does this to Roderigo many times, like when Iago tells Roderigo to give him all of his money and when he convinces Roderigo to kill Cassio.He even controls Othello to the point that Othello suspects his wife and decides to kill her. Iago's thirst for power is also seen when Cassio is appointed to be Othello's lieutenant because this was, supposedly, the basis for his revenge. He really wanted to be lieutenant because it is a very high position and with it comes a lot of power and Iago proves that he would do anything to get that sort of power. Therefore, one of Iago's motives could be that he has a tremendous thirst for power.In conclusion, many believe that Iago is just a psychopath, which is true to some extent; however, he is also very smart and clever. If he wasn't clever he would not be able to carry out his revenge because he wouldn't be able to manipulate anyone. The probable motives – power, sadism, jealousy and anger are some reasons for why Iago is psychotic, but it is nearly impossible to figure out his true motives from the text. Even though this may be true, Iago does suggest these motives and all of them are supported by the text, but even this could be one of Iago's ploys because nobody can truly understand Iago. Othello – Iago Character Analysis Iago, in Shakespeare's Othello, is a deceiving character because he tells lies in order to get what he wants. He interacts with people only to manipulate them, but most importantly he never reveals his true feelings or motives. Iago might say things that suggest what his motive is, but he soon contradicts himself with another suggestion making it extremely difficult to understand him. Although Iago's true motives cannot be determined, some motives could be jealousy, the enjoyment of seeing people suffer, or power.Iago's jealous of Othello and Cassio because he thinks that both of them slept with his wife, Emilia. In Iago's first soliloquy at the end of act 1, Iago says that Othello might have slept with his wife and even though this is a rumor, he says that he will believe it. Then in his second soliloquy at the end of act 2, scene 1, Iago reiterates and once again says that Othello slept with his wife, the only difference is that now he thinks Cassio has slept with his wife too beca use he believes that Cassio is a â€Å"proper man† and a playboy.So, this seems to be a driving force for Iago to ruin Othello and Cassio. Iago's jealousy towards Othello quickly turns into a jealousy toward Cassio too because Othello appointed Cassio as lieutenant instead of Iago. Iago believes that he should be lieutenant because he has fought by Othello's side in battles and because he has actual war experience, whereas Cassio learned all of his tactics from books. So, he is jealous because he didn't get the job, but he is angry because he thinks that Othello made Cassio his lieutenant because Cassio helped Othello marry Desdemona.Iago doesn't know anything about proportion, meaning that if he has been wronged he will bring justice to himself by giving the culprit a punishment that doesn't match the crime. In this case, Iago wasn't appointed as lieutenant; therefore, he wants to torture Othello and Cassio mentally and then kill them. This could be the result of his hatred and jealousy. Another motive that might cause Iago's behavior is that he is a sadist; he just likes to enjoy watching other people suffer.Iago is a very clever person and he enjoys seeing how idiots make fools of themselves. One of these idiots is Iago's â€Å"buddy,† Roderigo. Roderigo is a typical wealthy, Venetian aristocrat who is madly in love with Desdemona and he has given Iago the task of helping him woo her. Iago uses this to his advantage, even though Iago uses Roderigo to ruin Cassio and Othello, he gets some amusement by watching Roderigo prance around and go nuts over Desdemona. Iago also finds it funny when Roderigo wants to go kill himself after he finds out that Desdemona married Othello.There are multiple times throughout the play where Roderigo should have known that Iago was just using him for money and some laughs and since Roderigo doesn't pick up on this, Iago can use Roderigo to his advantage. Power is probably the most important motive. Iago is very co nniving and clever and he can use this to manipulate people. It is clearly seen that Iago thrives for power because he loves manipulating people so that they doe exactly what he says. He does this to Roderigo many times, like when Iago tells Roderigo to give him all of his money and when he convinces Roderigo to kill Cassio.He even controls Othello to the point that Othello suspects his wife and decides to kill her. Iago's thirst for power is also seen when Cassio is appointed to be Othello's lieutenant because this was, supposedly, the basis for his revenge. He really wanted to be lieutenant because it is a very high position and with it comes a lot of power and Iago proves that he would do anything to get that sort of power. Therefore, one of Iago's motives could be that he has a tremendous thirst for power.In conclusion, many believe that Iago is just a psychopath, which is true to some extent; however, he is also very smart and clever. If he wasn't clever he would not be able to carry out his revenge because he wouldn't be able to manipulate anyone. The probable motives – power, sadism, jealousy and anger are some reasons for why Iago is psychotic, but it is nearly impossible to figure out his true motives from the text. Even though this may be true, Iago does suggest these motives and all of them are supported by the text, but even this could be one of Iago's ploys because nobody can truly understand Iago.

Discretion Within The Criminal Justice Process - 1667 Words

Discretion in policing and the court system is a necessary and unavoidable facet of criminal justice work, yet it is still very controversial. Discretion exists when courtroom actors (police officers, attorneys, judges) have the flexibility to choose an appropriate response to a situation. Police discretion is defined as â€Å"The opportunity of law enforcement officers to exercise choice in their daily activities† (Nowacki, 2015). This means that actors with a great deal of discretion at their disposal may allow biases to affect their decision-making. These decisions lead to important implications throughout the criminal justice process, especially in the courtroom. The process begins with the decision to arrest by a law enforcement officer in the field. Once the case is forwarded to the prosecuting attorney, multifarious avenues of discretionary decisions are available to resolve a case. Potential issues that could arise and that are ever-present in everyday policing include racism, sexism and socialism (Miller, 2015). These issues ultimately have a negative affect on the criminal justice process, leading civilians to not trust the one process and actors that are there to help them. While discretion should play a role in the actions a courtroom actor takes and cannot be eliminated entirely, instead it should be limited and controlled throughout the criminal justice environment so that citizens can once again trust the process and so that there will be no disparities. TheShow MoreRelatedLegal - Discretion in the Legal System Essay1226 Words   |  5 PagesExplain the role of discretion in the criminal justice system. As a society we believe that offenders should be held accountable for their actions but also treated fairly in the criminal investigation, trial process and sentencing. 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