Pick one Essay Example | Topics and Well Written Essays - 500 words

Pick one - Essay Example Paris has Gothic architecture that compliments its 24-hour scene (Strickland & Boswell 159). Found in northern central France with a climate of 77 Celsius, most of the city is mountainous. I also discovered that in terms of media and materials, Mona Lisa has pyramid design that has living surfaces and outlines called sfumato. The process includes aspects of both watercolor and painting with dimensions of 77  cm Ãâ€"  53  cm (30  in Ãâ€"  21  in). It calls for some tactical texture that is sensual. Light, therefore, is used by the artist sparingly (Priwer & Philips 122). I also realized that the period of painting Mona Lisa is during the Renaissance period in the 16th century when CUBISM was dominant as a style. It means the painting flourished between the 16th and 17th centuries under the political leadership of Francesco del Giocondo notably in Paris (Kemp 111). Alternatively, the visual elements that are retained from the past include the aerial perspective. However, those emphasized are the angle designs. I equally noted that there are subject matter in Mona Lisa such as surrealist allusions that enjoy the 3D medium to communicate the deeper messages. Therefore, if want to know the subject matter, you use digital platforms that embody avant-garde symbolism and patterns. I noted the use of poplar panel that ideally reflects the climate controlled conditions that are mean expand the patterns of scientific measurement especially the metal crosspieces (Priwer & Philips 124). Overall, I observed that Da Vinci was trying to tell the world different surrealist ideas concurrently with minimal use of objects, colour, and watercolour. In Paris, I chanced upon Da Vinci’s biography that he was born on 1452 in a peasant family in Anchiano and died in 1519 (Strickland & Boswell 155). His professional activities as an artist started actively in the 1480s when he painted Annunciation and St. Jerome

Performance appraisal methods Essay Example for Free

Performance appraisal methods Essay In order to succeed in the market, companies need to ensure they provide efficient management of human resources. Companies can perform well only in such a case when all of the employees are able to realize their potential, apply their skills and make sufficient contribution to the development of the company. Performance appraisal is particularly important for all of the organizations because it enables them to determine the contribution of every employee to the performance of the company. Performance appraisal is currently one of the most important issues in human resources management which â€Å"continues to be a subject of interest and importance to human resource specialists. † (Hornsby et al. 1996, p. 10). Bernardin Klatt (1985); Hall, Posner, Hardner (1989); Maroney Buckley (1992); Thomas Bretz (1994) have all devoted considerable attention to the development of theoretical models of performance appraisal. How can a manager of the organization make a conclusion about the necessity to promote this or that employee, increase of decrease his salary, shift him to another department? How can the manager decide which employee needs special training or which can perform on the highest level without additional training? The most efficient tool in such a case is performance appraisal. If carried out correctly and on the basis of efficient methods, performance appraisal can be very helpful for the evaluation of employees’ work. â€Å"Companies that hope to succeed in todays competitive business environment must learn to identify their most capable employees for placement in key organizational appointments. To do this, managers should devote more attention to maximizing the effectiveness of performance appraisal systems. (Mcbey 1994, p. 23). Appraisal methods for the performance of the customer care supervisor in Fabulous. com require both the application of generally recognized methods of performance appraisal and their slight adjustment to the specification of the position. On one hand, this position needs to be appraised with the help of commonly used principles and methods. On the other hand, it requires deep understanding of the functions which customer care supervisor needs to perform daily, his responsibilities, all of the complication which can occur in the process of the fulfillment of his responsibilities. The choice of appraisal methods needs to be guided by the specifications of the position. In order to make a decision about the appraisal method which will be used for the position of customers care supervisor, it is necessary to analyze all of the most well-known methods of performance appraisal in relation to their effectiveness for this position. What needs to be kept in mind is that there is no possibility to find one completely efficient method. All of the methods will have both advantages and disadvantages. After more than 30 years of serious research†¦ it seems that little progress has been made in developing an efficient and psychometrically sound alternative to the traditional graphic rating scale. One major conclusion to be drawn from this research is that there is no easy way to get accurate and informative performance data. † (Rice 1985, p. 30). Even though there is no possibility to determine a completely accurate method, some tools of performance appraisal need to be used in any case because â€Å"timely, useful, and accepted feedback can help individuals make great strides toward optimal performance. (Coyens, Jenkins 2001, p. 34). Comparative standards include straight ranking method; alternative ranking method; paired comparison method; forced distribution method. All of these methods are inappropriate for the position of customer care supervisor due to the specifics of his activities. Comparative standards can be very efficient for the types of job in which employees need to do exactly the same kind of work and it is possible to tell the differences between their performance. However, the position of customer care supervisor is created in order to maintain a solid relationship with customers and supervise all of the major activities dealing with customer service in the company. This is not the type of job in which employees’ performance can be compared because it is hard to find the criterion of comparison in such a case. Comparative standards application in performance appraisal of customer care supervisor would lead to inaccurate results. Besides, in customer care it is particularly important to make emphasize on the further improvement of performance of the supervisor. Comparative standards do not provide any information on that point. The straight ranking method is the simplest and the most inaccurate because it only enables to compare employees. It does not let the appraisers to perceive the qualities of the employee himself. Alternative ranking method, paired comparison method and forced distribution methods can all be used in manufacturing companies and organizations of similar type but they will be completely useless when appraising customer care supervisor at Fabulous. com. Absolute standards include narrative essay; critical incidents method; weighted checklists; forced choice; Behaviorally Anchored Rating Scales (BARS); Behavioral Observations Scale (BOS). â€Å"With this style of appraisal, managers use written, absolute standards. Reviews are not based upon relative standing of the employee in a specific work group. Absolute methods facilitate intergroup comparison of employees in an organization. † (Mcbey 1994, p. 11). They are more efficient and could be applied for performance appraisal of the position of customer care supervisor. However, they have many disadvantages which need to be discussed. Narrative essay generally could give a good idea about the employee working at the position of customer care supervisor. However, it is more a qualitative description than a quantitative method of appraisal. It would not provide all of the important data about the performance of the employee. Critical incidents method is efficient only to some extent because it provides information about the employee’s behavior only in critical situations. The work of customer care supervisor does not always consist of critical situations, in fact, they are quite rare. That is why there is no sense the measure the employee’s performance with the help of this method. Weighted checklists can be useful but they have a very large impact of the appraiser’s opinion, and weighting coefficients can sometimes be applied incorrectly. Forced choice is not the most efficient method to be applied for the case of customer care supervisor because this method does not meet developmental needs and does not allow the appraiser to interpret the ratings correctly at times. Behaviorally Anchored Rating Scales (BARS) are used quite frequently nowadays. BARS uses expected performance levels as a basis for the appraisal. Behavior is judged by a job analysis and comments from those in the same or similar jobs. Behavioral statements are developed for each job in the organization and are anchored by numerical scales. † (Mcbey 1994, p. 12). However, this method has some important disadvantages. â€Å"Although BARS provides excellent specific behavioral guidance for employees, it is among the most complex and difficult performance appraisal system that can be introduced, especially for smaller organizations without significant human resource staff capabilities. † (Mcbey 1994, p. 2). Other authors also point at the complexity of this method: â€Å"While advocates of BARS, particularly the consultants who do a thriving business with it, claim its a great leap forward, critics point to several drawbacks. The lengthy job analyses and complex scale construction require a major investment of a companys time and money. A scale designed for use in one department may not apply in another. † (Rice 1985, p. 32). In our opinion, there is no sense to apply very complicated performance appraisal techniques in our case because the position which is being analyzed is not the key position in the company. Such complex techniques should rather be used for employees occupying positions of senior- and top management. Behavioral Observations Scale (BOS) are very similar to BARS in their complexity. â€Å"The BOS system observes past performance as the standard for appraisal. BOS offers many of the same benefits as BARS, most notably concrete examples to guide employee behavior and developmental difficulty. † (Mcbey 1994, p. 13). The application of this method is also not efficient for the position which is being analyzed due to its over-complexity. Objectives-based approaches include Management by Objectives (MBO) and work standards approach. These approaches are the most suitable for the performance appraisal of the customer care supervisor because it is particularly important for the employee in the position to achieve his goals. There are types of jobs in which the goals are pre-determined for many years ahead of time: for example, a salesperson needs to ensure he or she sells as much merchandise available in the store as possible. There are no adjustments of this goal or any corrections because it is universal. The position dealing with customer care and maintenance of successful relationship with customers is very challenging and deals with change in many aspects. The goals constantly need to be re-adjusted according to the needs to customers. The capability of the customer care supervisor to achieve all of the goals is the measurement of his success in this position and his adequate performance. There can be no better appraisal methods for this position than objective-based approaches. Management by Objectives (MBO) is very useful in this case. â€Å"MBO became popular because, in theory, it can be tailored to each individual job and because it lets subordinates know how their performance will be measured and gives them specific, mutually-agreed-on goals. (Rice 1985, p. 33). Its mechanism is relatively simple. â€Å"As customarily practiced today, supervisors and their subordinates sit down at the beginning of each year, or every six months, and agree (often in writing) on specific goals to be accomplished. At the end of the period, the supervisors evaluate their subordinates in terms of how well they have met those objectives. † (Rice 1985, p. 33). Work standards approach is similar to MBO except that organizations determine goals and appraisal techniques on the basis of their past experience. Of course, there are some disadvantages of this method which need to be taken into consideration. For example, â€Å"one major weakness is the difficulty of setting reasonable goals well in advance, when they may be vulnerable to factors outside the employees control, such as economic conditions, labor problems and price increases. † (Rice 1985, p. 33). At the same time, this disadvantage can be interpreted as an advantage in such a case if the goals are constantly re-adjusted according to the needs of the consumers. In such a case, the performance appraisal method will work efficiently.

Guidance Counseling and Parental Involvement :: essays papers

Guidance Counseling and Parental Involvement The elementary school counseling and guidance program is part of the total school program and complements learning in the classroom. It is child-centered, preventive, and developmental. The program encourages students’ social, emotional, and personal growth at each stage of their development. The purpose of counseling with students, parents, and teachers is to help students maximize their potential. The elementary school counselor also conducts guidance lessons; consults with parents, teachers, and other professionals; and coordinates student services in the school (Gartner, Larson, & Allen, 1995). Counseling and guidance programs provides elementary students with assistance in: understanding self and developing a positive self-image, showing respect for the feelings of others, understanding the decision-making process, developing effective study skills, being prepared to make the transition to the intermediate school, and gaining an understanding of the world of work (Finney & Maloney, 1985; McCullough, 1995; Paloma & Pendelton, 1991). Counseling is conducted with students and parents individually and in small groups when requested and determined appropriate. It is short-term, voluntary, and confidential. Parental permission is obtained prior to any extended individual or group counseling. Students are seen by the counselor when: parents request and indicate a need and desire that the counselor meet with their children, students request counseling, and teachers, administrators, or other school staff refer the student. Parents are informed of counseling groups for children and adults. Group counseling sessions for children focus on building self-esteem, learning how to make or keep friends, developing good study habits, improving communication skills, preparing for the intermediate school, and coping with changing family situations. Topics for parent groups include child-rearing concerns, child development, and methods parents may use to help children experience healthy development and success in school (Aldridge, 1991; Friedman & Benson, 1997). The elementary school guidance counselor works with parents through individual consultation, joint consultation with the children’s teachers, and parents discussion groups. In these ways the counselor assist parents to: understand their children’s progress in school, select strategies to motivate their children, develop realistic goals with their children, become actively involved in their children’s school life, and understand the educational program K-12 (Byrd, 1988, p. 29). The counselor may lead parent education and discussion groups and serves as a resource when parents study or discuss child-related issues. The counselor consults with parents to identify students with special abilities and/or needs. In this capacity the counselor helps parents understand the services available from other school staff such as the school psychologists, social worker, and resource teachers.

Why I Chose Cheer

Simmons 1-6-10 1st block Risky Business Recall an occasion when you took a risk that you now know was the right thing to do. University of Pennsylvania Taking risks is part of life. Some risks don’t end up in your favor, but there can be times where everything works out for you. One such risk for me was trying out for high school cheer. Doing this was taking a chance because making the squad is a difficult task. After being a cheerleader in junior high, I knew this was a serious plunge, but I was eager to take it. Now that I have been on the squad for almost three years, I know it was one of the best choices I’ve ever made. This experience has brought me so much. I’ve learned the importance of teamwork, friendship, and perseverance. Cheerleading exposes you to teamwork at its extremes. When a person is being thrown into the air, there is an immense chance that someone could suffer an injury. To prevent injury, the entire squad must function together and concentrate. Everyone one of us is working to achieve a common goal, which can vary from perfecting our routine to winning a competition. None of us can fulfill our job as cheerleaders on our own. We must all to perform together. Another aspect that is nearly synonymous with teamwork is friendship. When you spend so much time with your squad, you all become extremely close. During practice, you fall short and triumph together, which creates a strong relationship. Unlike football or basketball, everyone plays all the time. No one sits out, and there is no offseason. Whether things are successful or difficult, it’s all a bonding experience. Everything that happens brings you closer to your fellow cheerleaders. Perseverance is a large portion of this sport. You have to be determined to master new skills. There are days that will seem like you can’t quit falling, but you have to keep picking yourself up, which is not always the easy. You’ll want to relinquish, but you have to constantly push yourself to be better and always deliver you best effort. Risk taking is good for you. It may not always turn out the best way possible in your opinion, but it happens every day. Becoming a cheerleader was a great choice, and I’m so fortunate to have made the squad.

Middle Childhood and Adolescences

Human growth development theory is an organized statement of values and generalization that provides an outline for understanding how and why people change as they grow from infant to adulthood. Theorist tries to make sense out of observations and construct a story of the human journey from infancy through childhood or adulthood (P. H. Miller, 2002, p. 2). The theories link proofs with patterns, merging the details of life into a meaningful complete picture of human growth development. Freud and Erickson state that human beings, starting at infancy through adulthood pass a series of psychosexual and psychosocial stages of development.The stages that will be discussed will be a combination of Freud and Erickson oral, identify vs. role of confusion, and phallic stages. There are six stages that Freud elaborated on but the first six years occurs in three stages each characterized by psychosexual pleasure center on difference parts of the body. However, Erikson’s stages differ sig nificantly from Freud’s in that they emphasize family and culture, not sexual urges. He called his theory epigenetic, partly to stress that the expression of genes, as of biological impulses, is powerfully influenced by the social environment (Berger, p. 9, 2010). According to, Freud during the first stage of personality development with is the oral stage from birth to one year, the infant’s tongue, and gums are the focus of pleasurable sensations in the baby’s body, sucking, and feeding are the most stimulating actives. The mouth is an important source for feeding and eating. In addition this allows the infant to develop gratification with pleasure from oral stimulation through activities such as tasting and sucking. Therefore, the infant is completely dependent on its parent or guardian that is responsible for feeding and nurturing the infant.Freud also stated that the oral stimulation could lead to oral dependencies later in life. For example oral personaliti es such as thumb sucking, nail biting, and smoking. These behaviors are exhibit when an individual is under stress (McLeod, S. A. 2008). Phallic Stage is another stage of human growth development. According to, Freud this stage starts at three though six years of age. This stage is when children become aware of their body organs. In additional, adolescences are also aware of their parents and other children that are around them. This pleasure switches between the oral nd anal stage to the phallic stage. The pleasure is not emphasized on the genitals. Freud has stated that the male develops an unconscious desire for the mother. Therefore, the male become in conflict with the adult male or caregiver seeing him as competition for the mother affection. This fixation gives the male an Oedipus complex, which is Freud psychoanalytic theory. This theory is the desire for sexual involvement with parent of opposite sex and a sense of rivalry with the parent of the same sex; a crucial stage in the normal developmental process.Girls have been known to have an attraction for their father. This is known as the Electra Complex, but Freud strongly disagreed with this theory (Britannica. com). According to Freud, because strong competition with the male figures the male eventually decide to identify with the father rather than come in conflict with him. Because of this the boy develops masculine characteristics and identifies himself as a male, and represses his sexual feelings toward his mother. A fixation at this stage could result in unacceptable sexual behavior and confused sexual identity according to psychoanalysts (McLeod, S.A. 2008). Identity vs. role confusion is the Erikson six stage of human development. This stage takes place between the ages of 13-18. This is an important stage of development for adolescence because this is the transition from childhood to adulthood. Adolescents try to figure out â€Å"who am I? † They establish sexual, political, and vocat ional identities or are confused about what role to play (Berger, p. 19). This stage of human development allows the adolescent to identify what role he will occupy as an adult.In this role the adolescents will re-examine his identify to try to figure out â€Å"Who am I? † Erickson suggests that two identities are involved. These identities involve the sexual an occupational. According to (Bee, 1992) at the end of this stage â€Å"a reintegrate sense of self, or what one wants to do or be, and of one’s appropriate sex role. † During the six stages the body image of the adolescent began to change. This stages is also were the adolescent start to feel uncomfortable about their body for a while until they can adapt and change into their new image.Based upon the outcome of their adapting the adolescent can start to begin to form their own identity. Nevertheless, the adolescent can also start to become confuse about themselves, such as what is their place in the worl d and what they want to be when that grow up. In evaluating Freud Erikson human development theories it has been learned that both saw personality developing throughout a lifecycle of each individual. Each looks at and identified the crises at each stage in development.In addition difference psychologist believe that different phases are more important than other phases, but what most psychologist do agree on it that one stage leads to the next stage. Reference Berger, K. , & S, . (2010). Invitation of the life span. Retrieved from The University of Phoenix eBook Collection database. McLeod, S. A. (2008). Psychosexual Stages Retrieve from simplypsychology. org/psychosexual from http://www. simplypsychology. org/psychosexual. html Bee, H. L. (1992). The developing child. London: HarperCollins. www. britannica. com