Job Specification Project Manager Business Essay - Free Essay Example

Sample details Pages: 18 Words: 5534 Downloads: 9 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? The documentation consist of four sections which elaborates information on recruitment function, selection function, leadership, management, team work, conflict management and performance evaluation of an organization. At certain levels, each of these aspects is being applied to the context of a social enterprise organization where I was considered as the Managing director. Proper conclusions as justifications are drawn in further explaining the impact of such aspects on the business itself. Don’t waste time! Our writers will create an original "Job Specification Project Manager Business Essay" essay for you Create order Further justifying, recruitment and selection processes will be explained with supporting documentations processed by the human resource department at the point of recruitment and identify the role of managing director in the process of selection and considerations to the selection process and their implications. Also, it differentiates between leadership and management where different leadership styles are being further explained with examples and explains ways in which the social enterprise organization motivates its employees. Furthermore, it will assess team work and conflict management deployed in the social enterprise organization. Finally, a study of performance management will be presented which explain importance and different approaches of performance management and planning conducting process on a performance evaluation in an organization. Also, it further explains ways in which the effectiveness of process of performance evaluation can be done. 02. Task One: Recruitment Selection 2.1 Requirement for Recruitment As the activity involves in fund raising to support the project Enlightening the Young Minds it is required to recruit a team of members who have the passion of working for the well being of both people and the environment. In organizing fundraising activities, the organization first needs a committee which must consist of; Project Manager: Is the person who takes control of overall responsibilities of the project planning, execution and progress. Marketing Executive : Is the body that is responsible in bringing the fundraising activities to the concern of the general public through promotions, advertising and other innovative campaigns. Treasurer: Is qualified person who is in charge of handling in flow and out flow of finance of the fundraising project. Team Members: Are those active players of the project who execute instructions of the project manager. They involve in real time activities of the project by performing instructions. 2.2 Job Specification- Project Manager A job specification consists of all those requirements such as education qualifications, training experience, personal attributes etc that a person must meet in performing a job in meeting its responsibilities and requirements. The following shows a job specification of a project manager. (Refer Appendix 1 for the Job Specification) 2.3 Job Description- Project Manager (Refer Appendix 2 for the Job Description) 2.4 Recruitment Approach Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitment is to create a talent pool of candidates by bringing the vacancy to the concern of the public through a certain media. 2.4.1 Attracting Applicants Sourcing employees can take place both internally and externally to the organization. Internal Sourcing Vacancies advertised internally only ensure that staff within the company is provided with the opportunity to move into different areas or provide opportunities for promotion. The internal sourcing could be done with use of placement tests task assignments where it will be made easy to choose the best suited person out of the rest. The vacancy could be brought up to everyones concern through e- mail notifications as a cost effective mode of communication. Internal sourcing is more preferred to a social enterprise organization as this because the existing employees have a complete knowledge of current business operations which will make the change easy to adapt. External Sourcing Newspaper advertising is the first preference for advertising externally. This is due the mass consumption of news papers on daily basis island wide. Newspapers have the capability of d elivering information in detail to people of any status in any location. Though newspaper advertising is expensive due to demanding nature, its capabilities in reaching the public effectively and efficiently is more valued. Recruitment agencies can be considered as the second recruitment medium because such agencies maintain databases of available entrepreneurs who could satisfy the organization recruitment needs. This is a more reliable medium due to its mass availability of pre- identified persons. Employee Reference is the third recruitment medium preferred. It can be done in both Narrow scale and wide scale. Narrow scale is where the employees within the organization could suggest people from their friends and family who are assumed to be fitting in to the vacancy. Wide scale is where people who are well experienced maintaining a better reputation in the industry could be employed. In terms of fund raising projects, it is wise for the organization to follow the wide sc ale for better reliability. 2.5 Selection Approach Selection is the process of differentiating between applicants in order to identify those with higher likelihood of success in a job. Following shows the selection process that can be followed in recruiting. Steps in selection process (Step 01) Short Listing: The process of sorting applications received is by eliminating unsuitable applications (insufficient qualifications etc). Only screened applicants will be considered further. (Step 02) Selection Test: This method is used as the organization cant call all applicants for an interview and need to give equal opportunity to applicants to be considered. Selection test gives information about a candidates aptitude, interest, personality etc. (Step 03) Interview: Interview is the final stage of the selection process. Interview is a formal face to face communication where the board of directors and the management can further analyze and asses the chose applicants before recruitment. This is crucial as the organization get s the chance to question the applicant based on mass aspects. 2.6 Contribution to the Selection Process As the managing director (leader) of the organization, I have control over different aspects of the selection process as follows; 2.6.1 Selecting the interviewing panel As every managerial employee reports to its leader, I have a better understanding about their values and job roles. Therefore, in selecting the interview panel, I have my authority to appoint those individuals who has the best knowledge relevance to the subject on which applicants are being screened. Better the interview panel, better the final selection. 2.6.2 As a Selector As the leader, I inherit a better understanding about what is expected out of employees. Therefore, I can also perform duties as a selector where I will select applicants personally upon my knowledge and experience. 2.6.3 Estimating Requirement Criteria As I have a better and thorough understanding about organization objectives and goals, I can contribute to the selection process by estimating the criteria which the applicants must meet in satisfying the job vacancy requirements as it has a direct impact of achieving organizational objectives. 2.6.4 Internal Recruitment As all department heads report to their leader, I have a better knowledge about people who are working in my organization. Therefore, in terms of internal recruitment, I can corporate to the HR decisions by suggesting a number of internal candidates who have complete capabilities in meeting the vacant job tasks. 2.7 Legal, Regulatory Ethical Consideration In term of creating and HR policy for recruiting new staff and filling out vacancy there areÂÂ  legal, regulatory and ethical considerations that need to take account. The disability Discrimination law Organization is not allowed to discriminate applicants against their disability. If that person is capable of doing the job regardless they are disable the organization are not allowed to disqualify them as long as it will not disturbing the company operation. For example people that are blind are capable to answering and taking order through phone but they are not inconvenience to deliver the orders as it will slow the business down. Diversity and Employment Organizations are not allowed to eliminate applicants for their gender or race and must able to prevent discrimination and support diversity. Race and gender should not be use to dismiss someone as long as they capable to perform the job tasks successfully. 03. Task Two: Leadership Management 3.1 What is Leadership? Leadership is an intangible quality which is difficult to just explain. Not every human is born to excel at leadership. One must study and practice leadership in its state of art in becoming successful at it. And the leader is a person who executes leadership. Simply explaining leadership, it is the action/ process of guiding people towards achieving a common set of goals. In becoming successful at leadership, there are different skills and attributed that one must meet. 3.2 Skills Attributes of a Leader In becoming an effective leader, there are certain skills and attributes that one must excel. Skills are those competencies that are used in achieving effective performance. And Attributes are those qualities which brings a person to become a leader. Following explains few skills and attributes as such in detail. Skillfully motivate It is said that the greatest human need is the sense of appreciation. As a leader, it is most essential to know the knowhow of complimenting team members. If the team is never complemented on their actions, team members will lose their interest in work as they do not feel valued. By the little compliment and praise, it will encourage their motivation to work as they feel noticed and valued. Therefore, a leader must be keen on skillfully motivating people. In my scenario, motivation is a critical skill as the organization is a social enterprise where it requires its employees to be motivated to adapt and maintain its passion to work for people a s it is not born with much people. Also, by being a skillful motivator, I will be able to achieve my organization goals effectively and efficiently by encouraging productivity. Coaching expectations A leader is always a coach. A coach is that who brings expectations to the concern of its fellow members. By coaching, it helps to make team members understand what work they do, how to do and why they do it. It is a quality that a leader must meet in leadership because a leader plays a key role in setting direction to achieve organization mission and vision. As a leader, it is highly useful for me to coach organization expectations to my team players as it will give a clear idea about what they are working for. Also, by knowing the scope of the business, I will be able to use critical thinking of my employees in generating innovative strategies in achieving them which will save time and efforts. Recruit the best Hiring suitable people for suitable positions is important as i t assure accurate performance, reduce errors and minimize risks. Since the organization is differed from a usual manufacturing organization, hiring people for a social enterprise organization needs to be done carefully as the availability of suitable people are in short. Also, as the business is yet at its early development, I will not be able to recruit people in large scale due to financial difficulties. Therefore, as a leader, recruitment needs to be done precisely where the right selection will help to improve organization performance despite of the number of employees for contribution. Become a great example As children look up to their parents as examples, team members look up to their leader as an example. It is most needed for a leader to be fair and not favor any member in special on any circumstance. Also, in becoming an example, a leader must know every knowhow of the work performed as at any issue. As a leader, it is most important for me to be an example to my tea m mates as they must have a practical model to study and follow rather than going by the book. In that way, it helps to improve my employee analytical skills and critical thinking which can be used positively for business performance. Practice good communication skills Communication skills are very important at any working environment as people need to properly understand what is being communicated. It is a skill that a leader must develop in maintaining a smooth business flow. As a leader of a social enterprise organization, communication skills help me to deliver information instructions to my team mates in getting things done. Right Attitude As a leader, developing the right attitude is very important as the leaders attitude represents the organization and sets attitude on its employees. Therefore, a leader must always develop the right attitude to suit the business. As a social enterprise organization, my attitude must represent empathy, care, attention, concern and wellbeing by which the business will be able to attract more investors in to the business in aiding our future projects as we deliver the right attitude. 3.3 Leadership Management It is most common to confuse management over leadership. Leadership is leading people towards achieving goals and management means obeying standard processes in achieving goals. But it is the best to always merge leadership with management at organizations. Following explains the differences between how leadership and management as two entities operates. Management administrate, Leadership innovate: management is more strategic which governs the execution on certain standards where leadership finds new ways in achieving its goals. Management is a copy, Leadership is original: It can also be said as that management is a result of leadership. As said before, leadership innovate strategies where lately, those innovations are set to be standards and followed by management. Management maintains, Leadership develops: management involves in maintaining the balance of standardized processes where leadership gather ideas and develop strategies in creating balance. Management relies on control, Leadership inspires trust: As it is said that management is strategic, it always control the situation in order to maintain the standards where leadership inspires trust and make things work by learning from mistakes. Management does things right, Leadership does the right thing: Management makes sure that it executes the correct pre set strategy in achieving goals where as leadership concern doing whatever the right measure it takes to achieve the goal by thinking out of the box. As it is said above, management and leadership must always go in line with each other which is why I have decided to adapt both management and leadership roles in the organization. With leadership, I always generate new, innovative more effective solutions by motivating and inspiring talents that are hidden within my employees. Since these new innovations takes time to produce results and estimations, management roles are being executed in carrying on day-to-day business processes. Once new strategies are estimated, old management techniques will be replaced by new leadership findings where then onwards, management becomes a result of leadership. Therefore, without the integration of both leadership and management roles, it is merely impossible to attain success in business. 3.4 Leadership Styles WHAT IS ADAPTED WITH IN YOU!!! 3.5 Motivational Measures Motivation is a critical factor to be treated in any working environment. With motivation, it can always drive an organization towards its supreme success or pull it down to a miserable failure. There are many factors influencing motivation of employees in an organization. Basically, employee motivation factors can be clustered into two forms such as financial motivation and non- financial motivation. Following further explains financial and non- financial motivation factors. 3.5.1 Financial Factors Bonuses: Bonuses are given on set frequencies where the management decides on paying its employees an extra amount of money beside the usual salary as a compliment for their efforts contributed. Taking bonuses in to consideration, on Sinhala New Year and Christmas seasons, every employee is given with a bonus of 3 months salary along with the usual monthly pay in my organization. Annual Increments: Annual increments are those monetary increments of the basic salary done at the end of annual performance evaluation. At my organization, a 12% salary is increased at the point where an employee reflects satisfactory performance evaluation results annually. Allowances: Incentives is the money paid by an organization in helping its employees with their expenses. It can also be called as an allowance which is commonly allowed for traveling food expenses. Employees at my organization are provided with allowance of 3500 Rs. per month for travelling. Overtime: Overtime payments are paid as a measure of motivating employees to work more on overtime basis in improving productivity. It is the payment made of every hour that an employee works beside the estimated working hours in the employment contract. In case of the organization, every employee who works of OT basis is paid 100 rs. Per hour rate for every extra hour worked. 3.5.2 Non- Financial Factors Working environment: When the workplace environment is healthy, secure and conflict free, employees find it is interesting to work where it enhances the employee motivation towards work due to risk and stress free environment. Taking this in to consideration, my organization is equipped with state of are furnishing with 100% hygienic atmosphere where it has influenced employees to be interested in attending work every day. And due to proper conflict management system, there less conflicts occurred and maintains a smooth business life. Welfare Services: As organization, it is common to see employee welfare services provided in enriching their lives such as free medical campaigns, annual trips etc. These welfare services have been effective compliment services where employees feel that they are being taken care of by the organization. This sense of valuation increases employee motivation towards work they perform. In my organization, the management organizes a health clinic for i ts entire working staff and their family members once in every 3 months and an annual trip sponsored by the company annually. This has helped to retain the employees satisfied and motivated. Promotions: In all of non- financial motivation factors, job promotions play a leading role where most employees are motivated to work when they are promoted to a better position with added benefits. In the organization, promotions are made use of in projects work where it has immensely motivated the individual to perform better. Also, the fellow members are equally motivated to work to get promoted the next. Empowerment: By giving authority of making decisions to employees, they feel that they are an essential entity to the organization. This has work wonders in building employee motivation. At my organization, it has a more de- centralized decision making procedure where employees are given a fair authority over decision making where it has clearly created motivation among employees b ecause it has made them feel essential to the organization. 04. Task 03: Tam Work Conflict Management 4.1 Team Work In any organization, it is common to encounter a collection of people working together on mutual tasks. This is known as team work. Team is a collection of people who has mutually agreed to work with each other in achieving a set of mutually set goals. Team work is more encouraged at work due to its various benefits over individual working. As it always says, two hands are always better than one. 4.2 Team Work Benefits In considering team work, there are many highly beneficial facts enjoyed by organizations. Following explains a few of those benefit enjoyed by our organization. Better decision making With many people involved in the decision making process of teams, different and innovative decision ideas will be suggested by different members where the best suited decision for the situation can be selected. This way it reduces the risk of error occurrence when compared to individual decision making. Considering team working and decision making within our organization, it has been highly effective where with use of decision pooling, it has been able to generate new and more innovative decision ideas in cases such as establishing new and effective fund raising campaigns in aid of projects etc. Increase productivity When many hands are involved in a particular task, the task can be performed faster which increases both employee and organization productivity. In case of our organization , team work has helped in increasing productivity in situations such as human welfare projects where organizing responsibilities of such projects are being clustered among team members and performed which helps the organization to conclude the project on time while meeting all necessary criteria as planned. Build motivation When people are cross contributing at work, it is more interesting and motivating to work rather than working by self. Individual working carries the fear of boredom where team work completely revokes it by making multiple people pool in to a single task. Even in case of doubts and issue, the group as a team can collaborate and come up with solutions which make work more interesting. In case of our organization, it requires employees to be motivated to work for people where by team work; it helps to build integrity and motivation to work. Increase accuracy When many people are collaborating to perform a single task, the accuracy of work performed is h igh and guaranteed because the work gets over looked by many eyes and the slightest mistake can be spotted at any instance. This is a great benefit to our organization in terms of tasks performed with numbers; finance accounting. When multiple members are working as a team on preparing accounts and budgets, it is easier to spot any mistake made and corrected which will help the organization to maintain accurate account entries in estimating organization accountability. 4.3 Conflicts at Work Conflicts can be defined as behavior intended to obstruct the achievement of some other persons goals. The existence of conflict in organizations might be considered inevitable or unnatural depending on each others viewpoints. There are many different forms of conflicts occurred at work due to by many different causes. Following are a few causes which has the highest tendency to create conflicts at work. Differences in the objectives of different individuals: people are different from one to another. So as their thoughts, goals, attitudes etc. Therefore, it is more common for conflicts to arise when one deny agreeing with anothers opinion/ suggestions etc at work. Scarcity of resources: Conflicts due to lack or sharing resources is common in any developing stage organization where the organization can not invest more money on fulfilling 100% of resource requirements. In such cases, conflicts tend to arise among employees in sharing resources. Interdependence of two depar tments on a task: In team work, different departments happen to collaborate on an individual task where each department depends on the other. Therefore, in the instance of one party commit a defaulting, it will cause conflicts in between as the work is disturbed. Disputed about boundaries: In cross contributing among employees, certain boundaries and deadlines need to be met. At the point of one being unable to meet those deadlines or go over the boundaries/ expectations, conflicts are prone to arise. 4.4 Managing Conflicts It is very essential to manage and settle conflicts at work as it would adversely effects on organization performance if else. In managing conflicts, the management has to think critically and act smart. There are many conflict resolution management responses. Following are the most effective conflict resolution techniques practice in our organization. 4.4.1 Collaborative resolution In cases of conflicts, parties involved in the conflict are called upon a meeting and cause of conflict will be discussed. This is most used in situations where conflicts occur due to disagreements of ideas. In such case, ideas of both parties are pooled in together where a new set of goals, strategies and views are generated with use of ideas from both parties. This way, it satisfies demanding of each party while making all parties collaborates as a team in achieving the mutual goal(s). 4.4.2 Collective bargaining Collective bargaining is also practiced in the organization in settling conflicts which has caused due to disputes with relevant to boundaries. In such cases of conflicts, parties involved can be asked to reach a mutual agreement over negotiation of terms by discussion where one party agrees to perform their duties up to an agreed standard where the other party(s) must perform their part of the deal as agreed. This is a negotiation more than a settlement. 4.5 Team Evaluation As much as it is important delegate team work, it is equally important to evaluate effectiveness of those teams if else, teams will commit mistakes and adapt irrelevant strategies blindly. This will have a great adverse impact on the organization performance. In evaluating team effectiveness, there are four main measures followed in our organization as furthere explained below. 4.5.1 Task performance evaluation One of the most common and effective method of evaluating team effectiveness within the organization is by task performance evaluation. It is where the management tests for the effectiveness and efficiency goal achievement. As further explained, it evaluates if the team has achieved the final expectations and has they used corrective and valid strategies in achieving them. 4.5.2 Team functioning evaluation Team functioning evaluation is done by assigning the particular team with a test task where the ways in which the team function with respect to task expectations are then observed and evaluated upon criteria such as individual collaboration, work delegation, decision making many more important terms. The most common task assigned in evaluation is a fundraiser as it is easy to perform and evaluate. 4.5.3 Team member satisfaction In rating the effectiveness of a team, team member satisfaction is a major concentration. With an unsatisfied team member, a team can never be effective because it shows that there are certain concerns untreated which have led a team member be unsatisfied and de- motivated. Therefore, in evaluating individual member satisfaction in our organization, the management has an appointed panel of authorities who distribute questionnaires among team members in retrieving feedbacks on their satisfaction. By evaluating feedbacks, drawbacks are spotted where they are brought to the concern of team leaders in suggesting improvements. 4.5.4 Quality, quantity and time Another main measure in evaluating team effectiveness is by evaluating quality and quantity of a task performed and its time consumed. If the evaluation estimates that the team has met estimated quality and quantity of work assigned in the task on or before the deadline, it proves that the team adapts effective team operations. 05. Task 04: Performance Evaluation 5.1 What is Performance Evaluation? Performance evaluationÂÂ  is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives.ÂÂ  Other aspects of individual employees are considered as well, such asÂÂ  organizational behavior,ÂÂ  accomplishments, potential for future improvement, strengths and weaknesses, etc. (Wikipedia, 2012). 5.2 Importance of Performance Evaluation Improve performance With use of performance evaluation system, it helps the management to understand current performance status of our employees and evaluate its impact on the organization. If any employee seems to adapt negative performance, the management can then suggest the employee certain improvement plans in enhancing performance. Layoff decision At certain situations of organization performance defects, performance management is made use of in identifying those employees who do not have the potential in improving performance in aid of the organization. In such situations, the management can make decision on layoff so it can recruit and select a better match to the organization. This way, it reduces the risk of poor employee performance within the organization. Training development decisions Performance evaluation is a very important in estimating training and development strategies in organizations. With use of performance evaluation, it helps the management to identify what sort of training and development needs its employees have. Therefore, proper training and development measurements can be provided in enhancing employee performance in favor of the business. Reward management motivation Performance evaluation is an important primary function in reward management of an organization. One an employees performance is being evaluated based upon performance improvements, the management can set different rewards, financial benefits and merit pay on the particular employee in appreciation and further motivation of work performed. 5.3 Performance Evaluation Techniques In performance evaluation, there are many techniques available for organizations in which they can select the most convenient technique to adapt. 360 Degree Feedback It is an approach which collects comments and feedback on an individuals performance from various sources and adds the individuals own self- assessments. It highlights every aspect of individuals performance and allows comparison of individuals self assessment with the view of others. Upward Appraisal In upward appraisal, employees are rated not by their superior, but by their subordinates. For example: the followers appraise the leader. Subordinates tend to know their superior better than superior knows their subordinates. It gives opportunity to employees to give feedback and raise problems they may have with their bosses. Critical incident method This is the vice versa of upward appraisal where the manager identifies all pros and cons about its individual employees. In identifying pros and cons, th e manager maintains a log of incidents caused by the behavior of its employees over a time where at the point of performance evaluation, all noted points are considered and draw conclusion of positive or negative behavior of the employee. Management by objectives method MBO is a system that seeks to align employees goals with the goals of the organization. This ensures that everyone is clear about what they should be doing, and how that is beneficial to the whole organization. Its quite easy to see why this type of managing makes sense when the parts work in unison the whole works smoothly too. And by focusing on what youre trying to achieve, you can quickly discriminate between tasks that must be completed, and those that are just a waste of valuable time. (MindTools, ND) 5.4 Planning Conducting Performance Evaluation In planning and conducting performance evaluation there are certain steps to be observed in making the evaluation effective and efficient: Step 01: Purpose of performance evaluation In performance evaluation, the primary step is to define the scope of the performance evaluation. As mentioned above, performance evaluations can be used to serve different and various organization needs. Therefore, the management needs to estimate purpose of performance evaluation. Step 02: Frequency of evaluation Once the purpose is defines, management should next set the frequency of evaluation which defines the number of evaluations needed annually in order to identify employee performance needs and assist in supporting organization productivity. Step 03: Techniques to be used Once evaluation frequency is defines, a technique of evaluation must be identified. Not that every evaluation technique serves all purposes of the organization. As an example: if the organization needs to eva luate management level employees by 360 degree or upward evaluation technique but not critical incident method. Step 04: Who are the evaluators Once techniques are set, next important task is to set the panel of bodies who will be involved in the process of evaluation. In terms of upward evaluation, it will be those employees who evaluate the manager. Step 05: Criteria of evaluation Another main aspect in which the performance evaluation board must consider is the criteria of evaluation. If poor criteria for evaluation are set, it will do not serve the purpose of evaluation and mislead the organization with invalid conclusions. Therefore, criteria in which to be evaluated must be carefully selected. 5.5 Effectiveness of Performance Evaluation Besides evaluating the effectiveness of employee performance, it is equally important to know the effectiveness of the evaluation process in knowing if the organization is maintaining a worthy process in return to money, resources, efforts and time invested. Following shows the ways in which an organization evaluates the effectiveness of its evaluation process. Performance Improvements: Once employees training and development needs identified through performance evaluation are treated, improvements noticed in performance of employees will be the guarantee for effectiveness of the evaluation process. Because, if an employee happens to improve its performance with solutions suggested, it means that the evaluation process has identified the correct performance defects of the employee. Employee Feedback: Secondly, the organization can question its employees upon the effectiveness of the evaluation process executed as the employee itself has a better understanding on changes adapt ed in them after the evaluation. Business Statistics: By comparing business performance statistics before and after performance evaluation, it will help to identify if the performance evaluation process has been effective after treating those changes suggested by the evaluation process. Conclusion In conclusion, this documentation has addressed various subject matters of working with and leading people in a working environment. The documentation consist of four section which talks on recruitment selection, leadership management, team work conflict management and performance evaluation respectively. Under task one, it prepares documentations supporting the recruitment and selection process of a social enterprise organization (SEO) where considering myself as the managing director, it has explained my contribution to the selection process and has identified ethical, legal regulatory considerations to the selection process. Under task two, it speaks upon leadership and management in an organization which further explains different leadership styles with examples. It also explains ways in which the SEO motivates its employees. Under task three, it assesses team work and its benefits of the SEO and identified how conflict management is being deployed in the organizat ion. Also, it explains the approaches in measuring the effectiveness of team work in the organization. Finally, an empirical study on performance evaluation is done by describing different evaluation approaches, its importance and factors considered in planning conducting the evaluation. Also, it explains how to evaluate the effectiveness of performance evaluation process of an organization.

Compare Act 21 of Sheridans ‘the Rivals’ (Lines 139-270)...

The themes of mockery and deceit are central to both Sheridans The Rivals and Shakespeares Twelfth Night. The act of mockery is defined using insulting or contemptuous action or speech, having a subject of laughter and derision, or performing an insincere imitation. There are many similarities in the way that both playwrights present the themes of mockery and deceit. These can be seen clearly in their presentation of language and characters. The techniques of mockery are presented in a similar way in both Act 2:1 of ‘The Rivals’ and Act 4:1 of ‘Twelfth Night’ because it is carried out in a similar way in both scenes. However, there are some aspects of the theme that are presented differently depending on the context in which the†¦show more content†¦He could be making an excuse because he doesn’t want to deceive Malvolio; nevertheless, he will do anything that is asked of him. He declares ‘I am for all waters,’ Iline 62,) which i s a variation on the proverb ‘to have a cloak for all waters’. Having a disguise authorises Feste to play any role. Feste proves himself a master of disguise by imitating the curate’s voice and speech patterns. There seems no reason for Feste to dress up in a priest’s robes if Malvolio, however, because locked in the darkness, he cannot even see him. Shakespeare seems to suggest a link between garments and identity. To impersonate Sir Topas, Feste must dress like him, because the clothes and the persona both contribute to his act. Feste is using disguise because he doesn’t want to be responsible for his actions, which could suggest that he doesn’t necessarily want to do it himself. This adds to the notion that Shakespeare presents the reason for mockery being done due to a sense of duty others rather than because they want to do it themselves. This suggests that humans have a lack of morals and individuality. In contrast,

CARSO Procedure in Process Optimization

Question: Discuss about the CARSO Procedure in Process Optimization. Answer: Introduction Strategic communication is a communication strategy followed for the purpose of properly communicating about any concept, process or information that might create satisfaction in achieving the long term strategic goals of the company (Botan et al 2010). For strategic communication various global network assets are being utilised because it helps in co-ordinating various actions as well as activities which poses some valuable significant subunits. According to the International Biomedical research council, it is was found that Bio-x carried out innumerable public sector research utilising different forms of biomedical science just for achieving the goal of developing the Biomedical science cluster as the fourth most valuable pillar of the Singapore economy. Mosquito borne disease that is common is the Dengue fever still remains the most intractable problems in Singapore as well as globally. From news articles, information has been gathered that the company has introduced several public health warnings as well as different mosquito control system which would help in controlling the disease to a great extent (Curtiset l 2010). The company has even carried out laborious mosquito trapping, has brought into focus and even utilised different forecasting models and most importantly carried out frequent unreliable human blood testing to determine the level of blood platelets that is very much necessary to detect the presence of dengue at the initial stage within individuals. Advancement in technology has helped the company to introduce new technique of collecting mosquito saliva from the field in order to monitor mosquitoes. Information from a new journal named Scientific Report in 2014, demonstrate that Bio-X Company did organise a mosquito surveillance trapping program for the purpose of retrofitting the mosquito traps with Honey cards. From the company websites information was gathered that for detecting the dengue or other viruses that is spread out by mosquito was clearly understood through the transmission cycle which is further helping scientist to develop understanding on complexities behind mosquito bite diseases and according to which the scientist are also impose control over the outbreak of disease in Singapore (Daymon et al 2010). News articles even demonstrated that the company took up the initiative of carrying out virus hunting through mass collection of mosquitoes to search for traces of virus t hat would act as anti-oxidants for preventing the spread out of the disease. Recent news report published in The Gazette have clearly demonstrated that Bio-x have awarded patent required for the development of innovative formula that would be included in the mosquito repellent as well as shower gel. Recently information demonstrated in the companys website it was found that the shower gel would form protective layer when used by altering the pheromones and that prevent biting of female mosquitoes limiting the spread of dengue fever. This shower gel would also help in restricting the spread out of Zika and Chikungunya fever. Lin (School of Medicine), would be speaking about some topic: Biotransformation innovation made by Bio-x Company Preventive measure to limit the spread out of Dengue as well as other mosquito bite diseases Initiatives taken for limiting and preventing the spread out of Disease in Singapore. A News Release Most research organisations are found to work in collaboration with many agencies for the purpose of making promotion of science, technology and innovation. Research organisations at times are notice to make some sections of the company website accessible to the staffs so that feedback could be gathered by them from the community. Most importantly even after the introduction of several digital media platforms research organisation still opt to utilise different print media like making new releases for announcing their innovation (Edwards 2006). Different web portals in name of the company are estimated to provide different publicly accessible information where the research organisation could post the information about innovation to let people know. Mr Lim ChuanPoh (Chief Executive Officer of National Environment Agency) is proud to make announcement on the new innovation made by Bio-x Company for restricting the spread of mosquito biting disease especially limiting the spread out of Dengue, Chikungunia and Zika fever in the community of Singapore. It is completely an innovative formula of mosquito repellent introduced in the form of shower gel. This formula is completely odourless, non greasy substance and is also safe for use of babies. When applied in bath or shower, the use of this shower gel would form a protective layer on the skin by making alteration of the pheromones that though attracts bath female mosquitoes but prevents it from biting and in this manner it would help in limiting not only dengue but also Zika and Chikungunia fever also. Although most of the mosquito repellent innovated by Bio-X company is derived from 100% natural plant based material, this would prove to be the most effective one as it could be used even during bath or shower because this gel continues to let the protective layer stay for 12 hours once it has been applied. From next week onwards the new shower gel would be available in leading pharmacies of Singapore. The gel would be available in the market in 350ml as well as 950 ml bottles which would be priced as S$7.99 and S$17.99 respectively. It is made up of 100% plant based materials which would not be harmful for use for any age group. To respected Chairman, CEO, Excellencies, intellectual delegates, honourable ministers and other ladies and gentleman todays platform is of great honour to me. It has given me the chance to speak about the constant struggle being made by the Bio- x company of science, research and technology for holding mosquito bite diseases at a bay and limiting the spread out of harmful disease like Chikungunia, dengue and Zika virus especially in the living community of Singapore. This programme is a great platform to provide thanks to the company for bringing changes in the lifestyle behaviours and accumulate enough money for introducing new products that would act as mosquito repellent. But at times it is important to make a step backward and celebrate the new innovation brought in by the company through its spontaneous research and development. Through this platform it time for every single personalities present in this public event to thank Bio-X company and celebrate its commitment towards millennium development goals made by focusing on energy level, creativity and scientific and most importantly accumulating money to bear the biggest challenge of reducing the threat of mosquito oriented disease spreading throughout Singapore. We can celebrate the saved life of about 21,000 children dying every day suffering from dengue, 60% dropdown in maternal mortality due to infections caused by Zika virus and 85% reduction in number of Chikungunia sufferers. Ladies and gentleman For limiting the spread out of infectious disease all of us resent here cannot develop a trust on past to make better future planning and in such a situation Bio-x has brought up changes in humanity inhabits and new multiple opportunities to limit the spread out of mosquito bite diseases. It has helped in reducing the chances of getting affected by mosquito bite disease through the new product development that is a Mosquito bite repellent which could be used as a shower gel. This is significantly reduced the high chances of abnormalities among the newborns. Today due to successful research and development regarding limitation of mosquito bite diseases Bio-x has brought up safe, low costing and effective vaccines that would help in making life long protection of diseases like Dengue, Chikungunia and Zika virus. Therefore, I would like to welcome the recent external evaluation made by the company to limit the spread out of disease making it a safe place to live in. This evaluation should be continued by BIO-x as a tool under WHO authority and outmost co-ordination. Sources available for gathering information A secondary research process was undertaken to accumulate information from various sources mainly from company website, journals that has been published by the company on the current subject , magazines which has published articles regarding the subject discussed has also been a major source of information for gathering information. In the assignment, a public event was demonstrated where several famous personalities where invited to attend the event and this personalities were found to provide speech on how Bio-X has carried out research with use of science and technology has been a major source of information to evaluate the selected subject more critically (Eyrich et al 2008). Bio-x contribution as announced in the event by senior minister of the state of health also brought in focus innumerable information which proved as the valuable information relevant to the topic. Conclusion Strategic communication helps an organisation to develop a conceptual shade which further allows the organisation to properly evaluate the messaging efforts made by the organisation. This further increases the strength and capability of the organisation to distribute valuable information following a particular style (Grunig 2006). References Botan, C. H., Hazleton, V. (Eds.).(2010). Public relations theory II.Routledge. Curtis, L., Edwards, C., Fraser, K. L., Gudelsky, S., Holmquist, J., Thornton, K., Sweetser, K. D. (2010).Adoption of social media for public relations by nonprofit organizations.Public Relations Review, 36(1), 90-92. Daymon, C., Holloway, I. (2010).Qualitative research methods in public relations and marketing communications.Routledge. Edwards, L. (2006). Rethinking power in public relations.Public relations review, 32(3), 229-231. Eyrich, N., Padman, M. L., Sweetser, K. D. (2008).PR practitioners use of social media tools and communication technology.Public relations review, 34(4), 412-414. Grunig, J. E. (2006). Furnishing the edifice: Ongoing research on public relations as a strategic management function.Journal of public relations research, 18(2), 151-176. Grunig, J. E. (2009). Paradigms of global public relations in an age of digitalisation.PRism, 6(2), 1-19. Kim, S. Y., Reber, B. H. (2008). Public relations place in corporate social responsibility: Practitioners define their role. Public Relations Review, 34(4), 337-342. Lewis, J., Williams, A., Franklin, B. (2008).A compromised fourth estate?UK news journalism, public relations and news sources.Journalism studies, 9(1), 1-20. Regester, M., Larkin, J. (2008). Risk issues and crisis management in public relations: A casebook of best practice. Kogan Page Publishers. Solis, B., Breakenridge, D. (2009).Putting the public back in public relations: How social media is reinventing the aging business of PR. FT Press. Tench, R., Yeomans, L. (2009).Exploring public relations.Pearson Education. Baroni, M., Benedetti, P., Fraternale, S., Scialpi, F., Vix, P. and Clementi, S., 2003. The CARSO procedure in process optimization. Journal of chemometrics, 17(1), pp.9-15. Hermann, C., Van Hateren, A., Trautwein, N., Neerincx, A., Duriez, P.J., Stevanovi?, S., Trowsdale, J., Deane, J.E., Elliott, T. and Boyle, L.H., 2015. TAPBPR alters MHC class I peptide presentation by functioning as a peptide exchange catalyst. Elife, 4, p.e09617. Kleingeld, W., Ferreira, J. and Coward, S., 2004. First World Conference on Sampling and Blending (WCSB1). Journal of Chemometrics, 18(2), pp.121-121. Molenberghs, G., 2010, January. The Applied Statistical Scientist in a High-Profile Academic Environment. In Data and context in statistical education: towards an evidence-based society. Morozov, G.I., Zhao, H., Mage, M.G., Boyd, L.F., Jiang, J., Dolan, M.A., Venna, R., Norcross, M.A., McMurtrey, C.P., Hildebrand, W. and Schuck, P., 2016. Interaction of TAPBPR, a tapasin homolog, with MHC-I molecules promotes peptide editing. Proceedings of the National Academy of Sciences, 113(8), pp.E1006-E1015. Pan, Y., Yoo, C., Lee, J.H. and Lee, I.B., 2004. Process monitoring for continuous process with periodic characteristics. Journal of chemometrics, 18(2), pp.69-75. Unanue, E.R., Turk, V. and Neefjes, J., 2016. Variations in MHC class II antigen processing and presentation in health and disease. Annual review of immunology, 34, pp.265-297. Wan, X., Thomas, J.W. and Unanue, E.R., 2016. Class-switched anti-insulin antibodies originate from unconventional antigen presentation in multiple lymphoid sites. Journal of Experimental Medicine, pp.jem-20151869.

Paper Flower Sample Essay Example For Students

Paper Flower Sample Essay Paper is a thin stuff chiefly used for composing upon. publishing upon. drawing or for packaging. The word â€Å"paper† is etymologically derived from Latin papyrus. which comes from the Grecian ( papuros ) . the word for the Cyperus papyrus works. It is produced by pressing together damp fibres. typically cellulose mush derived from wood. shreds or grasses. and drying them into flexible sheets. In papermaking a dilute suspension of hempen stuffs in H2O is drained through a screen. so that a mat of indiscriminately interlacing fibres is laid down. Water is removed from this mat of fibres by pressing and drying to do paper. The production and usage of paper has a figure of inauspicious effects on the environment. The research workers of the survey conceptualized a method to do recycled documents utilizing alternate hempen stuffs like foliages and flowers that are immensely available in the vicinity without doing any injury to the environment therefore restricting the film edit ing of trees. Bougainvillea is sometimes referred to as â€Å"paper flower† because their bracts are thin and papery. Its foliages and flowers are hempen and have an huge potency for doing paper. Bougainvillea is a genus of blooming workss native to South America. The first species recorded in the Philippines was Bougainvillea spectabilis. The other species. B. glabra and B. peruviana were introduced much later. The works is a woody climber that can turn to a tallness of more than 10 metres. with big thorny roots and long drooping subdivisions. The foliages are dark green. petioled. surrogate. ovate. with full borders. broadest near the base. Irritants are the axils that assist the works in mounting. Flowers are little. each inserted on a bract. cannular. hyperbolic midway through its length. of changing colourss like ruddy. purple. pink. yellow or white. The survey intends to place if the paper produced from the foliages and flowers of Bougainvillea has comparable qualities as to the paper derived from trees’ short pantss. B. Statement of the Problem What are the properties/qualities of paper made from Bougainvillea foliages. Bougainvillea flowers. and used bond documents? Hypothesis: If there is a important difference in paper produced from Bougainvillea foliages. Bougainvillea flowers. and used bond documents. so the consequence will differ in: * Durability * Quality- visual aspect. texture. ability to absorb ink Aims:General Objective:* To compare the lastingness and quality of documents made from Bougainvillea foliages and flowers to those industrially-available documents. Specific aim:* To cognize if Bougainvillea leaves and flowers have possible belongingss in paper devising. C. Significance of the Study In the whole universe. there is an increasing demand for paper. The deficiency of supply can be projected in the close hereafter. This world prompted the research workers to carry on a survey about alternate ways in bring forthing paper. Every twelvemonth more trees are being cut to run into the world’s demand for paper. With this survey. it will assist and salvage the female parent Earth from uninterrupted deforestation. It is better to take responsible forestry over deforestation. The environmental impact of paper is important. which has led to alterations in industry and behaviour at both concern and personal degrees. With the usage of modern engineering such as the printing imperativeness and the extremely mechanised harvest home of wood. paper has become a inexpensive trade good. This has led to a high degree of ingestion and waste. The survey intends to happen out if Bougainvillea leaves and Bougainvillea flowers can be used as natural stuffs for paper devising. The intent of the survey is to increase consciousness of alternate environmental merchandises and their utilizations. D. Scope and Restrictions .uec546966a26219fbe0c898806f2e16a8 , .uec546966a26219fbe0c898806f2e16a8 .postImageUrl , .uec546966a26219fbe0c898806f2e16a8 .centered-text-area { min-height: 80px; position: relative; } .uec546966a26219fbe0c898806f2e16a8 , .uec546966a26219fbe0c898806f2e16a8:hover , .uec546966a26219fbe0c898806f2e16a8:visited , .uec546966a26219fbe0c898806f2e16a8:active { border:0!important; } .uec546966a26219fbe0c898806f2e16a8 .clearfix:after { content: ""; display: table; clear: both; } .uec546966a26219fbe0c898806f2e16a8 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uec546966a26219fbe0c898806f2e16a8:active , .uec546966a26219fbe0c898806f2e16a8:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uec546966a26219fbe0c898806f2e16a8 .centered-text-area { width: 100%; position: relative ; } .uec546966a26219fbe0c898806f2e16a8 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uec546966a26219fbe0c898806f2e16a8 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uec546966a26219fbe0c898806f2e16a8 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uec546966a26219fbe0c898806f2e16a8:hover .ctaButton { background-color: #34495E!important; } .uec546966a26219fbe0c898806f2e16a8 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uec546966a26219fbe0c898806f2e16a8 .uec546966a26219fbe0c898806f2e16a8-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uec546966a26219fbe0c898806f2e16a8:after { content: ""; display: block; clear: both; } READ: Media Violence EssayThe range of this survey is to place the likeliness of utilizing Bougainvillea foliages and Bougainvillea flowers for doing paper and besides to happen for the possibility of utilizing Bougainvillea foliages and Bougainvillea flowers ( petals ) for paper devising. . It will besides compare the concluding merchandise to ordinary documents available in the market in footings of lastingness and quality. Bibliography 1. Burger. Peter. Charles Fenerty and his Paper Invention. Toronto: Peter Burger. 2007. ISBN 978-0-9783318-1-8 pp. 25-30 2. hypertext transfer protocol: //en. wikipedia. org/wiki/Papermaking. Retrieved 2013-01-24 3. hypertext transfer protocol: //en. wikipedia. org/wiki/Paper. Retrieved 2013-01-24 4. Library of Congress. ( 2006 ) . The Deterioration and Preservation of Paper: Some Essential Facts. Retrieved 2013-01-24. from hypertext transfer protocol: //www. loc. gov/preserv/deterioratebrochure. hypertext markup language. 5. hypertext transfer protocol: //www. stuartxchange. org/Bogambilya. hypertext markup language. Retrieved 2013-01-24