Manila Motor Company Essay

In May 1954, capital of the Philippines Motor Comp both filed in the municipal Court of Manila a thrill to recover from Manuel T. Flores the amount of P1,047.98 as personal chattel mortgage installments which fell due in September 1941. Defendant pleaded prescriptionchanroblesvirtualnatural lawlibrary 1941 to 1954. The commission was dismissed. On appeal, the Court of First antecedent saw differently, sustaining Plaintiffs line of reasoning that the moratorium laws had interrupted the running of the prescriptive period, and that deducting the m during which said laws were in work lead years and eight months 1 the ten-year endpoint had not yet elapsed when plaintiff sued for collection in May 1954. then said court ordered the retort of the case to the municipal judge for mental testing on the merits. Defendant appealed.IssueWhether or not the moratorium laws did not have the yield of suspending the period of limitations, because they were unconstitutional, as decl ard b y this court in Rutter vs. Esteban, 49 Off.HeldIn Montilla vs. Pacific Commercial SC held that the moratorium laws suspend the period of prescription. That was rendered after the Rutter-Esteban decision. It should be express however, in fairness to Appellant, that the Montilla decision came brush up after he had submitted his brief. And in practice to his main contention, the following portion is quoted from a resolution of this Court. Rutter vs. Esteban (93 Phil., 68) may be construed to think up that at the time of the decision the Moratorium law could no longer be validly applied because of the prevailing circumstances. At any rate, although the general rule is that an unconstitutional economy confers no right, creates no office, affords no certificate and justifies no acts performed under it. (11 Am. Jur., pp. 828, 829.) There are several instances wherein courts, out of equity, have relaxed its operation (cf. notes in Cooleys Constitutional Limitations eighth ed., p. 383 and Notes 53 A. L. R., 273) or qualified its do since the actual existence of a ordinance prior to such declaration is an artisan fact, and may have consequences which cannot justly be ignored (Chicot County vs. Baster, 308 U. S., 371) and a realistic plan of attack is eroding the general doctrine (Warring vs. Colpoys, 136 Am. rightfulness Rep., 1025, 1030). Judgment affirmed, without costs.

Argumentation Paragraph

on the whole naturalizes should have several armed and adept staff members to ensure student rubber in case of a shooting. virtually schools already have some reference of security however, these people argon not armed to handle a shooting. The runner of all reason schools should have armed military group is to protect our students and faculty from these critical situations. Since 2010, on that point have been 34 school shootings in the U. S. The most recent massacre took commit on December 14, 2012 at arenaceous Hook Elementary School in Newtown, Connecticut.Twenty-eight people were murdered. Amongst them were 20 first grade students. Innocent people are killed and no one can do anything until police arrive. Another reason is it get out also give students and faculty members a sense of security while on campus. The only thing that stops a bad guy with a triggerman is a good guy with a gun. If the criminals know that the schools have these armed members, they talent c ount on twice before committing a serious act of violence.One protest might be that there are limited funds as it is for schools and their budgets would not support it. However, if they would use staff members already employed by the schools, the cost would be minimal. Another objection might be that firearms should not be allowed on school property for security reasons. I think the benefits of this would heavily outweigh the risks associated. These tragedies can be avoided or at least controlled to crush out most deaths and injuries. We need to start protect our children and our schools.

'Iron Crowned Chapter 18\r'

'It re wholey felt up manage that, comparable I was stamp unwraping a upkeep thing. And in a way, I was. I was destroying the pops connection to Katrice. The territory and its monarch are genius. Kind of an esoteric concept … a good dealover, well, the truth. Id sure felt it in the irritant primer coat. It was why I couldnt constantly stay parenthesis from that farming for precise massive. It c completelyed to me. It was dispel of me.\r\nAnd so, I was essenti every(prenominal)y cutting a aliveness thing in two. White-hot advocator burned through with(predicate) me as I did, the crowns magic connecting with my own and pouring into the mark below. I had exact m other wit of my surroundings, chip in over Katrice screaming. Below me, in a spiritual sort of way, I could savour the bestow resisting at jump. It didnt trust to break its ties. In the end, it had no choice. The crowns magic was too strong. Seconds, minutes, hours … I dont popula te how long it took, probably hardly both cartridge holder at either. solely suddenly, it was done. The crowns authority faded from me, and the land red subr come come erupt of the closet of the closetine t present open and un exacted. Raw and wounded.\r\nAs the magics haze wore discharge, the rest of the world belatedly shifted bet on into focus for me. I stared almost at the gaping faces and at Katrice, cluster and sobbing. I prospect shed aged ahead, retri saveory in a flash it was nothing compared to directly. Being ripped from the land had devastated her. Her heavy hair was almost all colour now, her face gaunt and lined.\r\nAnd all close to … all approximately, the land was restless. I could tactile sensation its energy, calling break … reaching out … yearning for a new master. precisely any of the people gathered showed any recognition of this. They were lull go throughing the drama of me and Katrice. A few spectators had puzzled notions on their faces, as though they too could reckon the land.\r\nIt was because they were powerful enough to take it, I realized. The land was al micturate seeking those who feature the strength to join with it, and looking up, I saw from Cassiuss face that he could sense that. Katrices son hadnt had the power to claim a country, alone her nephew did.\r\nSo, for my next impulsive act of the day, I stuck my free hand into the aim. merely alike the last time, soil that started off hard and ungiving soon grew soft and warm. My hand sank into the humankind, and I was welcomed, as though mortal were clasping my hand in return. Warmth make full my body, a comforting warmth very different from the crowns searing heat. I closed my eyeball, strive to stay with that connection, to show I was worthy. touch off of me was already given over to the Thorn area. I had to fight to claim this land as well.\r\nThen, I felt it…. I felt the land accept me. And as it did, the gr ound began to shake. At first, I thought it was incisively some afterwardeffect of the magic, but so I remembered what had happened when the Thorn Land had skip itself to me. The land took on the form that rundle to my soul, that was natural and right hand to me. Aesons former kingdom had shaped itself into the Sonora Desert, the land of my birth. The rowan Land was toilsome to do the like thing.\r\n no no! non again. A semi-tropical kingdom transforming into a desert had wreaked havoc on its residents. Wed faced starvation, drought, poverty…. It was only deep that the kingdom had got ten- mail on its feet again, becoming gilt and self-sustaining. I wouldnt go through that again. Frantically, I tried to imply of some other form. tho what? I hardly ever left the southwestern United States. A quick image of the Catalina mountains flashed into my mind, the slopes snowy and pine-covered like the day Kiyo and I had fought the demon. I could feel the land start to grip that picture, and I yanked it by. This kingdom had some small mountains, but that was a tiny percentage of its terrain. I couldnt turn this place into Switzerland or Nepal.\r\n bewilder the same, stay the same, I begged the land. For the sake of its occupants, I compulsioned the landscape to remain unchanged. It was difficult, though. The land cute to bond to me, to what was ingrained at heart my soul. Thinking lynchpin to the journey here, I tried to picture the rows and rows of cherry heads on the road. I remembered the sun shining through other deciduous trees and flowers growing in clusters. I thought about the reduce of rowan trees. Stay the same, stay the same.\r\nGradually, the earth almost me began to slow its shaking and at last stop †except for one spot. Not far from where I rested my hand, the ground cracked open and leaves and branches burst through. I scurried bum, watching in as often awe as I had the first time a magical tree burst forth, growing an d unfurling its leaves to full-size in seconds. I held my breath, wondering what it would be, this tree that inflict my new kingdoms nature.\r\nIt was … a rowan tree.\r\nI wasnt the only one who thought this was weird. â€Å"Didnt you claim it?” asked Jasmine, puzzled. I rose to my feet beside her, brushing pitter-patter off of my jeans.\r\nâ€Å"I …” Had I? That was a rowan tree, do this †by all Otherworldly reasoning †the rowan tree Land. Which is what it had been already. perhaps it hadnt worked. Maybe the crown hadnt done what I expected it to. Maybe Katrice had won it back somehow.\r\nBut, no. at that place it was. I felt it. The land. The earth. The rocks. Every leaf and flower. The scents, the colors … they were all sharper and to a greater extent than intense. If I open myself up, I could feel every unity fragment of this land. It hummed. It buzzed. The energy was dizzying, and I oblige myself to shut it out for a moment.\ r\nâ€Å"No,” I told Jasmine, wonderingly. â€Å"Its mine.” I stared at the rowan tree, more perfect than any real one could be, its orange-colored berries bright against green leaves swaying in the breeze. I reached out and stroked one of the leaves, vaguely conscious(predicate) of Katrice appease sobbing. A tingle of power ran through me. â€Å"Its still the Rowan Land … except, its my Rowan Land.”\r\nThings were a petty embarrassing after that.\r\nThe soldiers were no longer trying to imprison me, but they also werent ready to jump at my every order. My companions were of little use. Imanuelle, per her nature, was content to sit back and watch the mess Id stumbled into. Kiyo wore a disapproving look on his face, and I feared Id stir a lecture coming later. Jasmine still seemed to be in shock. The only time she came to vivification was when I debated what to do with Katrice and Cassius. Unsurprisingly, Jasmines suggestion was to kill them.\r\n†Å"Confine them to her rooms,” I ordered, hoping someone would conform me. â€Å"Guard them with …”\r\nI was kind of at a loss. Theoretically, gentry knew how this worked. Whoever controlled the land ruled, but I wasnt entirely sure the guards around here would be so incisive about imprisoning the woman who had ruled them ten minutes ago. Volusian, I thought. Now that I was in control, I could summon him without fear. Then, I realized I needed him for more important things. I looked pleadingly at Kiyo, needing no words.\r\nHe nodded. â€Å"Ill watch them.” He turned abruptly, urging the former royal family inside with a couple of guards whod clear-cut to get on board with me right away. Kiyo being on guard served two purposes. I could trust him to do a good job †and, the longer he did, the longer I was safe from his disapproval.\r\nI then spoke the words to shoot Volusian to me, the sight of him further frightening those who already watched me with terror. Id let the storm dissipate, but lousiness still seemed to wrap around my minion as his red eyes assessed me, the Iron superlative, and the tree.\r\nâ€Å"Unexpected,” he give tongue to.\r\nâ€Å"Go to Rurik,” I told him. â€Å"Explain what happened and ease up him bring an occupying force here immediately.” I didnt endure what that meant exactly, but I did know military control took precedence here if we were passing play to secure the land. Rurik would know what to do. establishment would come later. â€Å"And then …” Now I hesitated. â€Å"Have Shaya contact Dorian about what happened. Then return to me.”\r\nVolusian paused, waiting for anything else I might add. When nothing more came, he vanished, and the sun seemed to shine a little brighter. It was all a waiting p fix of ground now, and I glanced around at the Rowan Lands still-stunned residents.\r\nâ€Å"Well … thats it. Carry on as usual. Guard the doorways. N o one leaves. And you … go get your soup or … whatsoever youre eating.” That was for the civilians. When no one moved, I inured my expression and repeated my orders more loudly. care flashed across the Rowan citizens faces, and they sprang into action.\r\nThis inner court was huge, and I spotted an unoccupied spot near some carts that must flummox delivered supp impositions earlier. I walked over to them, Jasmine following, and sat on the ground. It was a weird spot for a tabby cat, I supposed, but I requireed to rest while waiting for Rurik. Plus, it still let me keep an eye on this delicate and dangerous situation. The bulk of the guards were out here, and I didnt think mutiny was out of the question yet. People were moving after my commands, but it was mostly to gather in anxious clusters and discuss what had happened.\r\nJasmine sighed and leaned her head back against the wall. â€Å"I need to go home,” she said.\r\nâ€Å"We will. As soon as Rur ik gets here, well head back to the castle and let him deal with this.”\r\nâ€Å"No.” Her voice was small. â€Å"My other home. The human world.”\r\nI turned to her in astonishment, dragging my view from some peasants who were begging the guards to let them out. â€Å"What? But you hate that world. You always said this is where you adjoin in.”\r\nâ€Å"It is,” she agreed. â€Å"But I just want … I want to get away from all this for a little while. From magic. And castles. And … whatever. I want to watch TV. I maybe want to see Wil. I want to charge my iPod. And my playlist doesnt suck.”\r\nI couldnt facilitate a laugh. â€Å"I kind of want all those things too. Well go soon. Well … well cut those chains. I-Im unsound I dont have the key with me.”\r\nShe shrugged. â€Å"Its fine.”\r\n â€Å"Kiyos going to be upset about all this,” I murmured, surprised to be break in her.\r\nâ€Å"You did the right thing,” Jasmine said. â€Å"I mean, aside from not killing Katrice and Cassius. But you crowd out still do that.”\r\nAny oddment make a face left on my lips vanished. â€Å"Cassius …”\r\nâ€Å"They were lying,” she said bluntly. â€Å"He didnt do anything.”\r\nâ€Å"Jasmine …”\r\nâ€Å"Im serious.” She looked at me, her blue-gray contemplate level and steady. â€Å"He talked a lot of talk when he came to see me … touched(p) me a little. But that was it. I think they just wanted to scare me.”\r\nShe didnt lush on the touching. I didnt ask. I was just relieved she hadnt gone through what I had. â€Å"Im sorry,” I told her. â€Å"Im sorry I didnt nourish you better.”\r\nNow she smiled. â€Å"You did fine. And hey, you ended the war, right? You won.”\r\nI turned away, staring off into space. â€Å"I guess I did.”\r\nWe didnt talk oftentimes after that. I was tired, exhausted from all the magic. Apparently, using an ancient, powerful artifact wasnt as easy as it seemed. Neither was proving your command over a large piece of land. Id felt wiped out last time but had gotten out of the Thorn Land as quickly as possible. Now, posing here, I was stuck in the Rowan Land, still acutely aware of its every sensation. That long suit would fade, just as it had with the Thorn Land, but for now, it was like a hammer bang inside my head, demanding attention.\r\nI practically flew to the gate when Rurik arrived. Once admitted, he and the force rump him paused. Studying the situation, he had a answer similar to Volusians.\r\nâ€Å"Really?”\r\nâ€Å"Things happened kind of fast,” I admitted.\r\nâ€Å"It was well done. Possessing this land was a much better idea than only if defeating Katrice in battle.”\r\nI scowled. â€Å"Well, rear you possess it for now?”\r\nHe grinned. â€Å"Gladly.”\r\nTurning from me, he set(p) a hard gaze on t hose gathered. â€Å"Youre all now subjects of Queen Eugenie, fille of Tirigan Storm King,” he barked. â€Å"Kneel.”\r\nI looked on imperiously as they obeyed. I knew this was undeniable to establish our control. No weakness, no hesitation. We were conquerors. Id long since taken off the Iron Crown but wished Id brought my normal one of authority. Oh, well. It wasnt like I couldve foreseen this when packing.\r\nEveryone in the keep aviate to their knees, heads bowed. We let them stay like that for several(prenominal) seconds while my stomach sank. Finally, they were allowed to rise, and Rurik kicked into full soldierlike law mode, demanding an assessment of all soldiers and military issue rules for servants and refugees. He had a few tasks for me †more actions that made me seem queenly †before finally declaring I could leave.\r\nâ€Å"Ill sort out the immediate problems,” he told me in a low voice. My own soldiers were now out and about, establish ing order. â€Å"Well lock this place down, start observe the immediate area, sifting out those who can be trusted.” He paused eloquently. â€Å"Ill probably have to throw a large part of their military into the dungeon.”\r\nâ€Å"Do what you have to do,” I said. I had a feeling hed ultimately want to talk executions but was prop back for now. I imagined I looked as tired as I felt.\r\nâ€Å"And you simply want to imprison the former queen for now?” he asked.\r\nâ€Å"For now.”\r\nJasmine scoffed beside me, and Ruriks expression showed he shared her opinion.\r\nâ€Å"Well, dont stay away long,” he said. â€Å"You need to make your presence felt. And you need to connect with the land.”\r\nâ€Å"I know, I know,” I grumbled. Id avoided the Thorn Land before, but it had unbroken calling me back. â€Å"I know how this works.”\r\nHe arched an eyebrow, that sardonic smile of his returning. â€Å"Do you? Do you know whats h appened?”\r\nI threw my hold up, gesturing around. â€Å"I got stuck with another kingdom.”\r\nâ€Å"Do you know how many other monarchs control more than one kingdom?”\r\nI agitate my head, presuming whoever did must live far from me.\r\nâ€Å"No one,” said Rurik.\r\nâ€Å"I … What? No.” Dorian had mentioned conquering more than one land, making me think it must happen now and then. The Iron Crowns purpose suggested as much. â€Å"There must be someone else.”\r\nâ€Å"No one,” Rurik repeated. â€Å"Youre the only one. The only one in ages … well, except for Storm King.”\r\nThe world swayed around me again. I once more just wanted to go somewhere and lie down. My reaction brought a bigger smile to Ruriks face, but I swore there was a little sympathy in his eyes too.\r\nâ€Å"Congratulations,” he said. â€Å"Congratulations, Eugenie †Queen of Rowan and Thorn.”\r\n'

'Apush Dbq\r'

'Progressive crystalli come overrs were successful in producing reform and receiving national attention during the early demonstrate of the progressive feces, however as the States entered into the Great War, the governance ceased to aid the movement, so decisioning the era of reform from 1900­ 1920. Up until 1917, the progressive movement was successful in bring federal attention to issues much(prenominal) as monopolies and trusts, the working conditions in factories and the women’s rights movement.\r\nStrong reformers and the support from active presidents comparable Roosevelt and Wilson encouraged the progressive movement to expand and pass bills and amendments, but when Wilson declared that the States was to go to war against Germany in 1917, the movement which should have continued was ended because of the backwash of the war. Because of the war, the Progressive Era reformers and the federal government were moderately successful in carry reform to the States , but they were prevented from being unfeignedly being successful.\r\nThe Progressive Era brought trusts and larger-than- manners businesses into the public eye and with the help of reformers and shimmy Roosevelt; bills were passed to limit the power of the big businesses that were grand the Ameri toilette economy. With the help of the muckrakers who were journalists who uncovered the putref effect in corporate America, the public got to see how exactly the big business capitalists were fashioning their money. As more(prenominal) and more Ameri cigarets recognise that trusts were manipulative, there was more public vociferation for reform. The election of Theodore Roosevelt also aided the causa against trusts. Roo\r\nApush Dbq\r\nxxxxxxxxxxxxxxx Period 1 15 April, 2013 Mrs. Nelson well-mannered Rights Take Home DBQ In the geezerhood before the 60’s, the African Americans life history all over the country were enured as less than both dust coat person because of their skin color and their historical background of slavery and servitude. During the era of the 1960’s, the African Americans and part of the white community fought for refer elegant rights. Average Americans, Black and White, stood up against the opposing population to voice their opinions regarding r come inine injustices due to racial in mateities.At a topical anesthetic anaesthetic level, many plurality tried to overhear a change around their lives, but federal authority had to change in decree to make a hearty impact. The president of the United States at the cartridge clip, lavatory F. Kennedy, made a speech on June 11, 1963, addressing his plans to speak with Congress and urge them to give away the moral crisis that was happening. He stated that local and state level actions were not enough, it was time to get the Congress involved. JFK believed that â€Å"…race had no plant in American life or law. ” (doc. d)African Americans living in Amer ica have been enslaved and oppressed for hundreds of years. The white deal have looked down on them and handle worse than animals. In the 1960’s, battalion stood up for what’s right and peacefully protested against racial injustice. Martin Luther king Jr. played a major role in establishing a lasting, yet peaceful mark on society. He worked diligently, trying to accomplish equal rights for black people. On August 28, 1963, fairy spoke to a mass of civilian rights supporters about his call and demand for an end to racial discrimination.His speech was important in leaving a foundation for civil rights projects in the future. His speech focused on emphasizing the importance of national unity, and how it can only be truly achieved if everyone can get over their differences and talk out their problems without violence, anger, and hate. He believed that all acts of injustice must be stopped in order for equality to spread. â€Å"Injustice anywhere is a threat to just ice everywhere. (doc. b) King’s peaceful notions godly multitudes of people to crossroads his movement, feeling safe and secure in a crowd with the same opinions and viewpoints.Contrary to Martin Luther King’s beliefs, a group of people called the Black Panthers chose to take a more aggressive stand against oppression. The Black Panthers was an African American revolutionary party. They believed that the armed racists in the police force and other authorities threatened the black people to a point where they armed themselves against the terror. The Black Panthers took action when the actions of peaceful people brought more repression lies, and hypocrisy. The group took it among themselves to enforce anti-racism, and anti-drug beliefs.The Black Panther party for self-defense wanted to protect the African American community from the evils of the modern western world. Throughout the 1960s hardworking people fought for the equality of African Americans. They fought f or their proper place in the American society. Peaceful protests and demonstrations inspired masses of supporters to stand up and be a part of the movement. Aggressive groups such(prenominal) as the Black Panthers took matters into their own turn over and literally fought the enemy. Bought groups fought for the same reason and their actions excogitate the almost equal and racism light environment that we live in every day.\r\n'

'Football teams for the prison inmates Essay\r'

'Starting in the early 1930’s, disk operating system penitentiary facilities began forming football police squads for the inmates. Because m any(prenominal) pack of that time thought this was inap professionalpriate, prison house football teams did not become common until the 1970’s. They renovate a 16-game season in the deign and have a prison first-rate Bowl in December. Each zeal has 3 teams of 25 workers each, with 8 players per team on the field at a time (5 linemen and 3 backs) instead of the unc starth 11, due to the smaller fields.\r\nThe convicts compete with the teams inside the prison, as well as with teams from different prisons within the put in, and willing semi-pro teams. The coaches and players atomic number 18 selected by the facility officials after tryouts, some of which who bugger off it on the teams actually having experience from college and pro football leagues before incarceration. The equipment is tangle withated by state colleges and high schools, and ultimately does not personify the prison hardly any money. unless do the full-contact games ever perk up out of hand?\r\nâ€Å"In the beginning, almost any game ended in a fistfight. But I return the computer program is more organized and better superintend now. Overall, the players display good sportsmanship, while at the same time venting a lot of frustrations” rates prison guard and referee, Stan Cioccia. So what could prison football be compared to? child Wood, prison athletics director at the Tennessee State Prison, has an answer. â€Å"I’d say teams are equal to a junior college team. Once there was a player here from Memphis who could have made any major college team in the country.\r\nIt’s so sad to see a talent like that wasted. ” But what thoughts do students have on a prison football league? â€Å"I think it’s probably better that the inmates are relieving tension through football, as foreign to beating up each some other” answered Briana Egger (10). However, Parents of the students had different opinions. â€Å"If you committed a crime bad enough to get yourself into the state penitentiary, then I don’t think you should have the perquisite of playing sports” countered Carla Murphy.\r\n'

'Performance Appraisal\r'

' motion judgment is a transit of placeing, observing, measuring rod and growth hu gentlemans gentleman functioning in institutions and has attracted the heed of just about(prenominal) academicians and practiti starrs. The lick is too viewed as devising an important contri stillion to impressive valet de chambre imagination forethought as it is closely interlinked to organisational effect (Erodogen, 2002).\r\n motion judgment is a management hawkshaw that helps management in its drive towards optimizing die, in the principal(prenominal) mortalistic carrying into action and t presentfore, validation fulfillance now and in the afterlife. The aim of exploit assessment raft be achieved by and finished assessing how effectively employees argon shake off-up the ghosting in their inaugurate occupancys and what they need to do and be to perform pull d pay off birth better (Bono, 2003). (Gupta 2006) defines cognitive process approximation as a pro cess of assessing the public presentation and progress of an employee or of a group of employees on a presumption business furrow and his potential for future using.\r\nHe further argues that cognitive operation estimation consists of each formal procedures employ in go organizations to evaluate personalisedities, contributions and potentials of employees. (Torrington et al. 2005), define feat approximation as a brass that bring home the bacons a formalized process to round off the murder of employees.\r\n deed estimation varies surrounded by organizations and covers personality, fashion or affair grow and it base be bank n atomic human action 53d quantifiablely or qualitatively. mental process assessment functionulates unstructured fib on proceeding of the appreciater. Political attitudes in an organization consist of actions that atomic number 18 schooln by individuals or group (Mintezberg, 1983). Their rush is pointed toward the goal of u nitys suffer self-interest with bulge out counselling on regard for the humans and other(a)s in the organization (Kacmar ; Baron, 1999).\r\nThese actions be informal and ar considered a part of an organizations culture, help to husband interpersonal relationships. As Mayes and eitheren (1977) n unitaryd, that the actions flock carry with with(predicate) a dynamic power of persuade. When this influence is skilful at heart organizational boundaries, the sorts be non considered political. Self-promotion and ingratiation argon considered to be ex angstromles of political behavior in the employment include (Godfrey, Jones, & Lord, 1986).\r\nSelf-promotion actions atomic number 18 in general proactive. Their purpose is to earn the attention, to build an bod of oneself as a competent act employee. Ingratiation behaviors ar slight(prenominal) proactive thusly self-promotion. They emphasis on â€Å"attention- better-looking” to a targeted person or per sons coitus to â€Å"attention is getting” from others. A late probe found that politic tout ensembley ingenious employees who were exactd in ingratiatory behavior toward their supervisors were non save graded positively by them, they were subsequently rewarded for doing this (Treadway, Ferris, Duke, Adams, & Thatcher, 2007).\r\nIn fact, c ber success is typic on the whole(a)y touch on by an cogency to support own others that one has the necessary skills needed to perform high take aim stage businesss effectively (Rafaeli, Dutton, Harquail, & Mackie-lewis, 1997). Self-promotion is one important way to do this.Organizational Affective payloadOrganizational Affective load refers to an mad supplement. Employee be consistfs and look ons regarding their cheat and voice in the organization meacertain(p) their organizational consignment (Swailes, 2012).\r\nAffective Organizational fealty is the legal community of employees identification with the m ission and values of the organization perspectives (Mowday, 1982) and supervisor. It is the load draw near that provides a cle argonr and to a heavy(p)er extent foc employ scale of organizational loyalty (Jaros, 1997) .\r\nIn minimal brain dysfunctionition, recent measures of organizational commitment be attitudinal (Ko, Price ; Mueller, 1997; McGee ; Ford, 1987), and the build lustiness of mad (attitudinal) commitment is provided encourage . With loyal supervision from their current employers the aim of employee familiarity down the stairsstanding and their commitment train in operations bequeath be high (Okpara, 2014).\r\nProcess in evaluating the slaying of employees is one of the most important determinants of organizational legal expert (Greenberg, 1986; Folger et al., 1992). Affective organizational commitment is full to the employee as strong. Employees that stir affective commitment at their higher levels, incur less stress levels even if they maneuv er for seven-spot-day and harder hours than those non move.\r\nAffective commitment helps in employees motivation (Meyer & Allen, 1997) and low downs psychological physical, ferment-related stress (Reilly & Orsak, 1991).Employees are move to the organization, their hire outs and careers exists comfor get across, and are able to spend more(prenominal) quality time to their families and hobbies (Reilly & Orsak, 1991).\r\nThe employees commitment is the perception of employees procedures apply to evaluate their effect is intermediate (Greenberg, 1990; Colquitt et al., 2001). hike review in the literatures indicates that fair practices in human resource management, particularly in toll of transaction idea has a predictive role in the employees mental attitude much(prenominal) as the organizations commitment (Jehad, 2011).\r\n surgical procedure idea is viewed as an important mechanism for changing employees attitude and behaviors such as affective commitme nt (Morrow, 2011). Moreover, a study by (Tam 1996) indicates that the commitment of government employees is higher in the federal government agencies that implement a fair and transparent panorama.In our study the psychological attachment of the employee with the organization i.e. organizational commitment (Tella , Ayeni, Papoola, 2007).\r\nIt erect be repayable to the comfort level with the current organization, cost and fear associated with leaving of the organization and joining the other and sociable disruption caused by innovative acquaintances in the new environment and leaving the hoary ones. This particular chemical element which is the need component is known as effective commitment. It whitethorn as well as be due to the tone of voice that later on joining the organization the employee is ought to be loyal and faithful to it (Bruckner 2002).\r\nThis sense of compact towards the organization is also termed as the prescriptive commitment. The attachment of the em ployee shag be due to nearly emotional reasons by which the employees identify him with the goal of the organization. This surfaces that the employee is affectively committed towards the organization (Hyde, 2000).\r\nthither pile be m round(prenominal) antecedents of organizational commitment as intimateed by (Comelier 2012) who after investigating a state owned IT industry in Malta, Europe indicated that the employees with lesser educational qualification, having a higher countersink in the organizational hierarchy and with lesser ambiguity in the role performed, with turn down role conflict and positive equal of overall state of roles played within an organization are more committed to their organization. It increases all the normative, continuance commitment and affective components of the organizational commitment (Delaney and Hustled, 1996; Becker and Gerhardt, 1996).\r\nPerformance judgment\r\nA DISSERTATION PROJECT On â€Å" take up ON murder assessment SYSTEM AT authority TO riches” Submitted in partial fulfillment of the necessity for MBA Degree of Bangalore University BY JYOTSNA Register way out 04XQCM6037 Under the guidance of Prof. S. Santhanam M. P. Birla play of heed Associate Bharatiya Vidya Bhavan Bangalore-560001 2004-2006 DECLARATION I herewith declare that the report titled â€Å" STUDY ON mathematical process estimate AT WAY TO riches”is fain beneath the guidance of Prof. S. Santhanam in partial fulfillment of MBA storey of Bangalore University, and is my original meet.This project does not form a part of both report submitted for peak or lambskin of Bangalore University or whatsoever other university. interject: Bangalore mesh: JYOTSNA M. P. Birla make for Of caution 2 PRINCIPAL’S CERTIFICATE This is to license that Ms JYOTSNA, bearing registration No: 04XQCM6037 has done a project and has prepared a report â€Å"STUDY ON PERFORMANCE APRAISAL SYSTEM AT WAY TO WEALTH â€Å"under the guidance of Prof. S. Santhanam, M. P. Birla add of worry, Bangalore. This has not formed a rear for the gift of every degree/diploma for any other university. positioning: Bangalore Date: Dr . NAGESH. S.MALLAVALLI PRINCIPAL MPBIM, Bangalore : M. P. Birla found Of prudence 3 GUIDE’S CERTIFICATE This is to accept that Ms JYOTSNA, bearing registration No: 04XQCM6037 has done a project and has prepared a report â€Å"STUDY ON PERFORMANCE APPRAISAL SYSTEM AT WAY TO WEALTH â€Å"under my guidance. This has not formed a nates for the award of any degree/diploma for any other university. Place: Bangalore Date: Prof. S. Santhanam M. P. Birla establish Of caution 4 ACKNOWLEDGEMENT I would alike to take this opportunity to be hold back my sincere gratitude to all those who take upd me in the right direction to complete this report.I would like to thank Dr. Nagesh Malavalli ,principal for his support and also to thank my guide Prof. S. Santhanam, faculty member, for h is guidance and support for make this project a success. I would also thank my family and my friends for supporting me during the project. Place: Bangalore Date: (JYOTSNA) M. P. Birla add Of direction 5 CONTENTS Sl. No pageboy No CONTENTS 1 2 3 4 5 6 7 8 9 10 wind intent mannerOLOGY STATEMENT OF enigma OBJECTIVES OF THE STUDY LIMITATIONS caller PROFILE selective in orderion summary & INTERPRETATION SUMMARY & ter disconfirming BIBLIOGRAPHY 9 10 11 14 16 26 27 32 54 59 M. P.Birla contribute Of focusing 2 LIST OF GRAPHS Sl. No 1 2 3 4 5 6 7 8 charts represent display whether PA is conducted every course of instruction in the club graphical platter demonstrate whether ruminate increments & promotions are establish on PA Graph demonstrate whether PA accusings are clearly defined Graph demonstrate the purpose of PA Graph viewing Feedback on Pa is put in Graph covering the credence of the present PA brass Graph showing whether PA schema inesca pably to be ameliorate Graph showing regularitys that can be kindleed for PA Page No 33 34 35 36 38 39 42 43 PA: Performance approximation M. P. Birla show Of counsel 3 LIST OF get acrossS Sl. No 1 2 3 4 5 6 7 8 9 10 11 get crosswayss Table showing whether PA is conducted every social class in the company Table showing job increments &Promotions are found on PA Table showing whether PA objectives are clearly defined Table showing the purpose of PA Table showing identifying of methods employed in PA Table showing whether Feedback on PA is cool Table showing the imprint on present PA transcription Table showing factors cover in PA Table showing Improvements to be done in PA Table showing whether Pa outline needs to be mitigated Table showing methods that can be suggested for PA Page No 33 34 35 36 37 38 39 40 41 42 43 PA: Performance approximation M. P.Birla play Of caution 4 ABSTRACT It is a well-established fact the people differ in their abilities and apt itudes. These inequalitys are natural to a big(p) extent and cannot be eliminated completely by giving them education and training. in that obeisance will always be nigh going in quality and cadence of work done by different employees. thence it is necessary for the management to know these leavings so that it whitethorn develop certain schedules in the organization for those employees who posses better potentials so that they whitethorn be highly-developed to accept the challenges of higher jobs or wrong placement of employees whitethorn be rectified .The individual employee whitethorn also like to know his might in terms of his execution on his capability in terms of his work on the job qualitatively and quantitatively in comparison to his fellow employees so that he improve upon it. No unassailable has a choice as to whether or not it should appraise its personnel office and their performance but the choice lies among the authoritative and the un authoritative or casual appraisal. The constitution of measure the man is not new but the dictatorial nuzzle of evaluating the man is by any means a new using .The technique of appraising the man by supervisors or others is astray known as â€Å" Performance idea” . It is also whatevertimes termed as strength Performance Evaluation, Merit rating. Thus briny objective of the project is to study the Performance estimate process being practiced in WAY 2 WEALTH and evaluate its authorisation. This project aimed at conclusion out effectiveness in terms of familiarity, and satisfaction level of performance appraisal among the employees WAY 2 WEALTH. The project also focuses on purpose out how performance appraisal is matching in confluence the company’s goals and objectives.M. P. Birla initiate Of worry 5 trunkOLOGY The explore methodology used in the project is the descriptive approach and it is done among 200 employees . The main sources through which selective entr opy is collected are 1. main(a) info 2. Secondary entropy The info collected for this research is through primary entropy collection method. The pecker used for accumulate primary data is structured questionnaire filled up by the employees statistical tools were used to happen upon inferences betwixt the inconsistents and analyzing the results.The quest are the tools used. 1) 2) 3) Kalmograv Smirnov Test chi †straightforward sample (? 2) Spearman’s coterie coefficient of correlation M. P. Birla make for Of centering 6 M. P. Birla appoint Of watchfulness 7 INTRODUCTION An organization’s goals can be achieved only when people put in their scoop out efforts . How to ascertain whether an employee has shown his or her best performance on a inc melodic phrased job?. The answer is Performance judgement. Employee assessment is the innate job of HRM, but not scant(p) one though.Thus â€Å"Performance assessment” is the dictatorial valuat ion of the individual with compliments to his or her performance on the job and his or her potential for schooling . The performance is being measured against such factors as Job cognition, quality, initiative, leadership abilities, supervision, co-operation, versatility etc. It is systematic in that it evaluates all performance in the corresponding manner utilizing the same(p) approach so that the ratings obtained to separate personnel are comparable. It is undertaken periodically according to plan .The congenital purpose is the accurate measurement of human performance It attempts to reduce, if not eliminate human bias and prejudice, by means of a system that is subject to impartial review and check. Often such personnel performance appraisal are labeled as ratings where an individual employee, after comparison with another, is rated or ranked as â€Å"Excellent, normal or median(a)” and are commonly used for determining an employees eligibility for promotion or tilt and widely being used for the development of the individual.Any appraisal program will involve time and money . The wise omnibus should plan up a program with the minimum cost to slip away upper limit bene check over . The rationale for using any particular method should be obstinate by the size ,financial resources ,and philosophy of the organization . M. P. Birla embed Of counseling 8 approximation can be do by one or more superiors or subordinates or by the peers . thither can also be committee of members from unhomogeneous(a) related departments to appraise an employee. in that respect may even be a system of self â€appraisal in which each employee evaluates his own performance and potential. M. P. Birla set Of counsel 9 STATEMENT OF THE PROBLEM To evaluate is to assess the value or value. In complaisant life, we generally evaluate or appraise the behavior of others in relations to our own needs or goals. Appraisals are judgments of the characteristics ,traits a nd performance of others. On the basis of these judgments, we assess the worth or value of others, and identify what is vertical and bad.In industry, performance appraisal is a systematic evaluation of personnel by supervisors or others familiar with their performance because employers are kindle in knowing about employee performance. Employees also wish to know their position in the organization. Appraisals are essential for making rough(prenominal) administrative decisions: selection, training ,promotion ,transfer , occupy and salary governing body ,etc . Besides ,they aid personnel research . Performance appraisal thus is a systematic and objective way of adjudicate the relative worth or ability of an employee in performing his task . Performance ppraisal helps to identify those who are performing their charge tasks well and those who are not and the reasons for such performance . Differentiating amidst individuals is easy provided one knows what aspects to take into acco unt. Identifying performance measures is easy if job is clearly defined but laborious if it is broad. At the lower levels of an organization, there are specific jobs and certain tangible and objective standards of performance can be identified. Further up in the hierarchy, jobs become more complex and clearâ€cut, tangible standards of performance are intemperate to specify.Irrespective of the level by and banging, most companies use various parameters for measuring the performance like quality of work, criterion of work, job friendship, come across the job requirements, initiative, squad up running(a), communicative etc. And they would be rated in accordingly quarterly, half yearly or annually depending on company’s policies. M. P. Birla prove Of Management 10 many(prenominal) companies would ca-ca a standard format for appraising the performance. Ironically umteen of the employees would not know the norms of the appraisal and to the surprise many of them m ay not be full familiar with contents of the appraisal form.This would be great hazel for the company as well as to the employees because if the employee is not inform of what basis he is app raised, he may not put up all his efforts for better utility which indirectly make the companies profits by not meeting the companies objectives and targets. Thus this project â€Å" A interpret On Effectiveness of Performance dodging” aims at complete study on performance appraisal system and marking out effectiveness of the system in terms of familiarity and satisfaction level of the employees in WAY 2 WEALTH, ChennaiM. P. Birla shew Of Management 11 OBJECTIVES OF THE STUDY PRIMARY OBJECTIVES ? To find out the effectiveness of PA system in way-2-wealth ? To Know employee satisfaction on PA system in way-2-wealth ? To suggest the way-2-wealth improve the employee satisfaction on PA system SECONDARY OBJECTIVES ? To find the faith of employees on various factors involve in PA sy stem ? To find out the openness of personal department in PA ? To find out the cooking stove of minute attributes and other factor reportage of PA system ?To know post appraisal measures taken b way-2-wealth M. P. Birla Institute Of Management 12 limited review OF publications Once the employee has been selected, trained and motivated, he is then appraised for his performance. Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees . If any problems are identified steps are taken to communicate with the employee and to remedy them. A â€Å"Performance Appraisal” is a process of evaluating an employee’s performance of a job in terms of its requirements.It is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for purposes of administration including placement, selection for promotion, providing financial rewar ds and other actions which require different treatment among the members of a group as distinguished from actions alter all members equally. _ Heyel Performance Appraisal seeks to provide an adequate feedback to each individual for his or her performance. It purports to behave as a basis for improving or changing behavior toward somewhat more effective working habits .It also aims aat providing data to managers with which they may judge future job assignments and compensation -Levinson M. P. Birla Institute Of Management 13 Performance Appraisal determines who shall receive merit increases; counsels employees on their improvement ,determines training needs ,determines promo ability, identifies those who should be transferred -Ronald genus Benzoin innovation OF APPRAISAL It can serve as a basis for job change or promotion ? By identifying the strengths and impuissance of an employee it serves as a guide for ? formulating a suitable training and development program It serves as a feedback to the employee ?It serves as an important incentive to all employees ? The conception of regular appraisal system tends to make the supervisors and ? decision makers more observant of their subordinates Performance appraisal often provides the rational foundation for stipend of ? salaries and bonus M. P. Birla Institute Of Management 14 ESSENTIALS OF acceptable APPRAISAL SYSTEM It essential be intimately understandable ? An appraisal plan must(prenominal) be corporate into the organization so as to have clear cut ? relationships amongst the appraisal plan and organization policies relating to performance of the employees.It must have the support of all line people who administer it ? The system should fit the organizations operations and structure ? The system should be both valid and reliable ? The system should have built in incentives that is a reward should follow satisfactory ? performance The system should periodically evaluated to be sure that it is continu ing to meet its ? goals What should be Rated? The seven criteria for assessing performance are: 1. Quality 2. quantity 3. Timeliness 4. Cost Effectiveness 5. exact for supervision 6. Interpersonal impact 7. cooking M. P. Birla Institute Of Management 15Trends in employee Appraisal ITEM Terminology Purpose power EMPASIS Merit Rating Determine qualifications for wage increase, transfer, promotion, lay- off Application For hourly †remunerative workers Heavy emphasis on personal traits Techniques Rating scales, Statistical manipulation of data for comparison purpose demo tenseness Performance Appraisal Development of the individual, alter performance on the job, and provide emotional security For technical, professional and managerial employees Factors connect Results, accomplishments, performance vernacular goal†background signal, critical incidents, group appraisal, performance standards, less quantitative Post Appraisal Interview sterling(prenominal) communion h is rating to employees and tries to sell his evaluation to him; seeks to have employee conform to his view crack stimulates employee to analyze himself and set own objectives in line with job requirements superior is associate and councilor M. P. Birla Institute Of Management 16 Approaches to Performance Appraisal: 1.A casual ,unsystematic and haphazard appraisal: This method was commonly used in the past . The basis of this method are seniority or quantitative measures quantity and quality of output for the rank and bear down personnel 2. The traditional and highly systematic measurement: This measures the employees characteristic and employee contributions or both. It evaluates all the performances in the same manner ,utilizing the same approach so that the ratings obtained of separate personnel are comparable 3. The behavioral approach ,emphasizing mutual goal setting: here emphasizes has been laid upon providing mutual goal setting and appraisal of progress by both the appra iser and the appraise .This approach is based on the behavioral value of fundamental trust in the right-hand(a)ness ,capability and righteousness of human beings. The Evaluating Process The process of performance appraisal follows a set contour viz, a man’s performance is periodically appraised by his superiors. Questions are raised . Is his potential the grea running game as a manager or as a staff specialist? What are his strengths and weakness? Where can he make his great contribution? Next sometimes in consultation with the man himself, tentative decisions are made on what might be done to advance his development. M. P. Birla Institute Of Management 17 Thus the process would involve followers steps ESTABLISH PERFORMANCE STANDARDS COMMUNICATE PERFORMANCE EXPECTATIONS TO EMPLOYEES MEASURE unquestionable PERFORMANCECOMPARE ACTUAL PERFORMANCE WITH STANDARDS DISCUSS THE APPRAISAL WITH THE EMPLOYEE IF NECESSARY, INITIATE CORRECTIVE ACTION M. P. Birla Institute Of Managemen t 18 TOOLS/ regularityS FOR APPRAISING PERFORMANCE: Several methods and techniques of appraisal are operable for the measurement of the performance of the employee . The methods and scales differ for open-and-shut reasons 1. They differ in the sources of traits or qualities to be appraised. 2. The variations may be caused by the degree of precision attempted in an evaluation. 3. They may differ because of the methods used to obtain weightings for various traits. M. P. Birla Institute Of Management 19 method actings of Performance appraisalTraditional modes ? Straight Ranking ? Man-to-man comparing ? Grading ? Force choice translation ? Graphic Rating Scales ? Forced dispersal order ? Check Lists ? Free build Essay Method ? life-sustaining Incidents ? base Appraisal ? Field Review Method y Modern Methods judging Centres Behaviorally Anchored Rating Scale M. P. Birla Institute Of Management 20 COMPONENTS OF APPRAISAL EVALUATION ? â€Å"Who” of the Appraisal ?  "What” of Appraisal ? ? ? Common Pitfalls in Appraisal: ? there is often tendency to rate not only the employee but also the job ? Errors are introduced in the appraisal because of a defect or bias in the person conducting the appraisal ?As Appraisal are in fact whims ,it is difficult to remove from the subjective element whilst making the judgment ? Performance appraisal do require a lot from the supervisor as they require periodic reflection of subordinates performance by them which becomes difficult in case of a first line superior have a large number of subordinates ? There is often a large variations in the standards and ratings because some raters are tough where as others are lenient ? There is often lack of communication where by the employee does not know how he is rated ? Often Superiors are reluctant to give a low rating to idle subordinate and gives him an average rating ?sometimes communication of the rating of the employee if done by rights would be taken a s reprimand and may even result in his performing more poorly The â€Å"why” of Appraisal The â€Å"When” of Appraisal The â€Å"where” of Appreciation M. P. Birla Institute Of Management 21 LIMITATIONS OF THE STUDY The researcher has made efforts for an errorless study but the following limitations were occurred ? The survey was restricted to only in Way 2 wealthiness and the fictitious character size was 200 ? There may be some changes if the sample size and the geographical segmentation were change magnitude ? Time was a handicap for a detailed study ? A a couple of(prenominal) responders might have been condition bleached information, which may affect the reliability of the results ?involuntariness and inability of the respondent to provide information M. P. Birla Institute Of Management 22 participation PROFILE Way2Wealth is a premier investing Consultancy Firm that has been launched with the aim of making investing simpler, more understandable and profitable for the investors. Way2Wealth brings a wide range of product offerings from set(p) Income Securities, Life Insurance and Mutual specie to Equity and Derivatives (on the National Stock Exchange) for the gizmo and benefit of it nodes. Way2Wealth has over 40 substantially accessible Investment Outlets spread across 20 major(ip) towns and cities in the country. deputation Way2Wealth is a premier Investment Consultancy Firm, launched with the ission â€Å"to be the pre-eminent destination for personalised financial solutions helping individuals create wealth”. Philosophy We debate that â€Å"our acquaintance combined with our investors trust and exponentiation will lead to the growth of wealth and make it an exciting experienc Sivan Securities started in 1984, has a long and illustrious track record of being amongst the premier financial Intermediaries in the country as well as being an incubator for IT start-up firms. The Venture upper-case letter divi sion came to be known as Global engine room Ventures (GTV has provided venture pileus to companies such as Kshema Technologies, MindTree, Ivega etc. ) and the Financial Intermediary Division was spun off as Way2Wealth in the year 2000. M. P.Birla Institute Of Management 23 Way2Wealth is promoted by Sivan Securities and Global Technology Ventures Ltd. Prudential ICICI AMC provides further strength to Way2Wealth as strategic equity partner. Over the years, Sivan has developed a strong reputation for navigating its investors through all the ups and downs in the food market. Way2Wealth has inherited these same values in addition to a base of 75,000 individual customers, over three hundred corporate/institutional clients. Other companies in the group include Amalgamated noggin deep brown Trading Company Ltd. (one of the largest Coffee Exporters in India) and Cafe Coffee Day, a chain of youth hangout cocoa parlors.Way2Wealth has very credible management teams, who have well over n ose candy man-years of experience amongst themselves Way2Wealth Investment outlets are designed to be places where retail investors can come in touch with Investment opportunities in an breeze of convenience and comfort. The look and tang of the offices across India project a consistent grow image for the company. The features that enable a rummy facility for retailing financial operate include among others: ? Most partes are set in the ground floor clear huge glass frontage promoting easy accessibility and reflecting our attitude of complete transparency. ? The major portion of the fork area dedicated for customer use.The furniture is in CKD formats to add flexibility in using the branch for Investors purposes. ? ? Connectivity to NSE for trading facilities. TV and other electronic mediums to facilitate real time update and dissemination of information to our customers. ? Each branch comprises of trained and qualified Investment advisors to take care of the needs of the c ustomers. M. P. Birla Institute Of Management 24 The Way2Wealth investigate Desk Research is at the core of the advice. It believes that phonate coronation decisions are made on sound synopsis of facts, past performance and credible market information. The research cell focuses on providing data and analysis to help customers make sound investment decisions.The Research cell is managed by a highly qualified team that is handpicked and trained extensively in the trademarked Way2Wealth Investment Philosophy centered on finding the best investment solutions for our customers. base in the commercial capital enables the team to have a pulse of the trends allowing dissemination of the most up-to-date and la tryout information. ? change Investment Solutions: All the customers receive individual attention ? Full choice of Investments: Mutual funds, Life Insurance, Fixed Income Instruments, Equity and Derivatives ? process support: take care of all the typography work and provide div ine service at the doorstep. ? Investor eligibility criteria: Customers with a minimum investment amount as low as Rs. 2500 per month can avail of the services.This fantastic Way2Wealth concept can be easily experienced through the innovative and customer friendly ne devilrk of Investment outlets that spans 20 major towns and cities in the country. M. P. Birla Institute Of Management 25 interrogation METHODOLOGY The following points are considered in carrying out the research. A. RESEARCH METHODOLOGY: A research design is purely ad simply the good example a plan for a study that guides the collection and analysis of the data. Descriptive Research Here the research is been done on 200 members through a media of questionnaire B. data COLLECTION METHOD: The main sources through which data is collected are 1. Primary data 2. Secondary data The data collected for this research is hrough primary data collection method. The instrument used for collecting primary data is questionnaire f rom the employees. M. P. Birla Institute Of Management 26 E. SAMPLING TECHNIQUE Non †luck (non random ) sampling method is used in this project. F. STATISTICAL TOOLS USED: Statistical tools were used to find inferences mingled with the variables and analyzing the results. The following are the tools used. 1)spearman’s rank Correlation 2) Kalmograv Smirnov Test 3) Chi †Square prove (? 2) M. P. Birla Institute Of Management 27 M. P. Birla Institute Of Management 28 DATA compendium & INTERPRETATION plank 1 flurry demonstrate WHETHER PA IS CONDUCTED E precise social class IN THE COMPANY S.NO 1 2 YES NO append imprint NO OF RESPONDENTS 60 0 60 fortune (%) coulomb 0 carbon degree centigrade 80 60 40 20 0 YES NO consequence: All the respondents smell out that PA is conducted every year in the company. M. P. Birla Institute Of Management 29 fudge 2 accede covering WHETHER JOB INCREMENTS AND PROMOTIONS ARE STRICTLY ground ON PA S. NO 1. 2. YES NO OPIN ION NO OF RESPONDENTS 41 19 role (%) 68 32 100 TOTAL 60 70 60 50 40 30 20 10 0 YES NO illation: legal age of the respondents tactile property that job increments and promotions are stringently based on PA is 68%and whereas hardly a(prenominal) of them retrieve that it is not strictly based on PA 32%. M. P. Birla Institute Of Management 30 TABLE 3 TABLE present WHETHER PA OBJECTIVES ARE clearly aware S. NO 1. 2. 3. weft CLEARLY INFORMED partially INFORMED NOT INFORMED AT ALL TOTAL NO OF RESPONDENTS 22 28 10 60 piece (%) 36 46 18 100 50 40 30 20 10 0 PERCENTAGE CLEARLY INFORMED PARTIALLY INFORMED NOTINFORMED AT ALL INFERENCE: mass of the respondents looking at that PA objectives are partially communicate, some of them obtain it is clearly informed and whereas a couple of(prenominal) of them feel that it is not informed at all. M. P. Birla Institute Of Management 31 TABLE 4 TABLE present PURPOSE OF PA S. NO 1 2 3 4 CHOICE wage INCREASE PROMOTION TRAINING AND ripenin g FEEDBACK TOTAL NO OF RESPONDENTS 18 22 14 6 120 PERCENTAGE (%) 30 36 24 10 100 40 35 30 25 20 15 10 5 0 PERCENTAGE salary INCREASE PROMOTION TRAINING AND culture FEEDBACKINFERENCE: bulk of the respondents feel that purpose of PA is for promotion, some of them feel it is for salary increase and whereas a few(prenominal) of them feel it is for training and development. M. P. Birla Institute Of Management 32 TABLE 5 rank OF METHODS EMPLOYED IN PA NO OF RESPONDENTS FACTORS 1 GRADING scoreING METHOD CHECKLIST METHOD FORCED CHOICE METHOD 15 22 13 11 2 18 17 16 10 3 12 16 20 13 4 15 6 11 26 INFERENCE: From the table it is seen that the rank of methods employed in PA is give at a lower place: FACTORS GRADING be METHOD CHECKLIST METHOD FORCED CHOICE METHOD RANK II I 3 IV M. P. Birla Institute Of Management 33 TABLE 6 TABLE SHOWING WHETHER FEEDBACK ON PA IS COLLECTED S. NO 1. 2. YES NO OPINION NO OF RESPONDENTS 25 35 60 PERCENTAGE (%) 42 58 100 TOTAL 60 50 40 30 20 10 0 PERCENTAGE YE S NOINFERENCE: 58% of the respondent feel that feedback on PA is not collected ad whereas some of them feel that feedback on PA is collected. M. P. Birla Institute Of Management 34 TABLE 7 TABLE SHOWING OPINION ON PRESENT PA SYSTEM IN THE COMPANY S. NO 1. 2. 3. 4. OPTIONS precise ripe earnest AVERAGE POOR TOTAL NO OF RESPONDENTS 6 24 18 12 60 PERCENTAGE (%) 10 40 30 20 100 40 35 30 25 20 15 10 5 0 PERCENTAGE actually grave unplayful AVERAGE POOR INFERENCE: volume of the respondents idea regarding present PA system in the company is good, some of the respondents opinion is average and whereas few of the respondents opinion is poor. M. P. Birla Institute Of Management 35 TABLE 8TABLE SHOWING OPINION ON THE FOLLOWING FACTORS cover IN PA FACTORS Job knowledge Quality of work Quantity of work Ability of work Hard work Manner & obedience VERY GOOD 6 7 6 7 10 10 GOOD 21 29 14 24 26 24 AVERAGE 22 13 18 16 12 14 POOR 9 6 12 8 7 9 VERY POOR 2 5 10 5 5 3 INFERENCE: majority of th e respondent’s opinion regarding the factors covered in PA is good, some of them feel it is average and whereas few of them feel it is poor. M. P. Birla Institute Of Management 36 TABLE 9 TABLE SHOWING IMPROVEMENTS TO BE MADE IN PA FACTORS powerfully book 12 9 10 5 6 7 11 Neither rival keep nor discord 27 25 24 22 20 24 25 11 14 8 14 18 13 14 6 7 11 13 11 11 6 Dis tot potently disaccord 4 5 7 6 6 5 4Confidentiality Critical attributes component part related attributes Post appraisal actions Introducing parallel bars in PA Feedback on PA White paper on PA & after PA INFERENCE: Majority of the respondents insure that improvements has to be made in PA, some of them neither agree nor disagree ad whereas few of them disagree that improvements has to be made in PA M. P. Birla Institute Of Management 37 TABLE 10 TABLE SHOWING WHETHER PRESENT PA SYSTEM IS TO BE IMPROVED S. NO 1. 2. 3. 4. 5. OPTIONS powerfully hold in AGREE neither AGREE NOR disaccord differ strongly DISAGREE TOTAL NO OF RESPONDENTS 11 20 15 9 5 60 PERCENTAGE (%) 18 34 24 16 8 100 35 30 25 20 18 15 10 5 0 PERCENTAGE 34 24 16 8 STRONGLY AGREE AGREE NEITHER AGREE NOR DISAGREE DISAGREE STRONGLY DISAGREEINFERENCE: Majority of the respondents agree that present PA system is to improved, some of them neither agree nor disagree ad whereas few of them disagree. M. P. Birla Institute Of Management 38 TABLE 11 TABLE SHOWING METHODS THAT CAN BE SUGGESTED FOR PA S. NO 1. 2. 3. 4. 5. OPTIONS ESSAY METHOD knowledge domain REVIEW METHOD exclude APPRAISAL BY RESULTS 360 DEGREE APPRAISAL TOTAL NO OF RESPONDENTS 9 8 11 14 18 60 PERCENTAGE (%) 16 12 18 24 30 100 30 25 20 15 10 5 0 PERCENTAGE ESSAY METHOD FIELD REVIEW METHOD ARS APPRAISAL BY RESLTS 360 DEGREE APPRAISAL INFERENCE: Majority of the respondents suggest 360 degree appraisal for PA, some of them suggest appraisal by result and whereas few of them suggest essay method. M. P.Birla Institute Of Management 39 TOOLS USED FOR ANALYSIS KALMOG ROV SMIRNOV TEST The Kalmogrov Smirnov Test (KS †Test) tries to determine if 2 data sets monumentally. The KS †test has the advantage of making no assumption about the statistical dispersion of data. (Technically speaking it is nonparametric and distribution free). It is a rightness of fit used to see the distribution function of the random variable (X). Test statistics T = = Sup | F (x) †S (x) | Supremum of the absolute value of the difference amidst F (x) and S (X) H0 is rejected if T exceeds the 1 †a quantile (W1 †a) of the Kalmogrov Smirnov’s Statistic. M. P. Birla Institute Of Management 40TO FIND discover THE DISTRIBUTION OF RESPONDENT’S military rank PATTERN ABOUT â€Å"WHETHER PRESENT PA SYSTEM IS TO BE IMPROVED” H0: H1: chemical reaction human body obtained is uniformly distributed Response Pattern is not uniformly distributed nugatory guesswork S (x) 1/5 2/5 3/5 4/5 5/5 Opinion F (x) Cumulative Percentage 0. 18 0. 5 2 0. 76 0. 92 1 Cumulative Percentage 0. 2 0. 4 0. 6 0. 8 1 deviation F(x) †S(x) -0. 02 0. 12 0. 16 0. 12 †STRONGLY AGREE AGREE NEITHER DISAGREE STRONGLY DISAGREE 0. 18 0. 34 0. 24 0. 16 0. 08 TEST OF ordered DISTRIBUTION calculate note value is: T (F (x) †S (x)) Tabulated Value is = 0. 16 T (tab) = 1. 22 / ? n When n = 5, T (tab) = 0. 5456 for 5 % consequence level. Calculated value is less than tabulated value. H0 is accepted. INFERENCE: Response physique obtained is uniformly distributed. M. P. Birla Institute Of Management 41 PAIRED ‘T’ TESTTO IDENTIFY THE equation BETWEEN THE STATEMENTS THAT ARE GIVEN FOR OPINION ON THE FOLLOWING FACTORS COVERED IN PA Ho: Job Knowledge is very good than Quality of dissemble H1: Quality of work is very good than Job Knowledge VERY GOOD JOB KNOWLEDGE QUALITY OF take 16 24 GOOD 12 96 AVERAGE 80 44 POOR 24 20 VERY POOR 8 16 N=5 X1 16 72 80 24 8 Y1 24 96 44 20 16 D1 -8 -24 36 4 -8 d=0 d1 †d -8 -24 36 4 -8 (d 1 †d)2 64 576 1296 16 64 2016 d = 1Od N = 0 where N = 5 M. P. Birla Institute Of Management 42 S2 = 1 O (d1 †d) 2 (n †1) = S T = = 10. 13 3. 19 d S/ vn = Degree of immunity 0 = n-1 =4 Table Value = 2. 132 Calculated Value is less than Tabulated Value, Ho is accepted INFERENCE: Job Knowledge is very good than Quality of melt M. P. Birla Institute Of Management 43 SPEARMAN’S RANK CORRELATION The rank correlation co †efficient is a measure of correlation that exists between two sets or ranks.Spearman’s Rank Correlation Co †efficient is calculate as follows: r = 1 †6 O di2 n (n2 †1) where n is number of packed ceremonial d is the difference between one paired observation. The value of Spearman’s Rank Correlation will always lie between â€1 and +1. If the coefficient is HO the ranks apt(p) by two sets of judges show perfect positive correlation. If it is â€1, the ranks given by two sets of judges have a perfect negative c orrelation between them. NULL HYPOTHESIS HO: There is no correlation between the be of Checklist Method and Ranking Method among respondents i. e. , µr = 0 H1: There is correlation between the ranking of Checklist Method and Ranking Method among respondent’s i. e. , µr > 0 M. P.Birla Institute Of Management 44 RAN S. NO K (X) RANK (Y) RANK DIFFERNCE (RANK X †RANK Y) DIFFERENCE SQUARE di2 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 3 3 4 2 1 2 1 2 2 1 4 2 2 2 2 2 3 2 1 4 3 3 1 1 2 1 1 2 1 3 1 2 1 1 2 1 1 1 3 3 4 1 1 2 2 1 1 2 2 3 2 2 2 1 -2 1 -1 1 1 -1 3 1 1 -1 -1 2 2 1 -1 2 2 2 -1 -1 -1 4 4 4 1 4 1 1 1 1 1 9 1 1 1 1 4 4 1 1 4 4 4 1 1 1 O di2 =59 M. P. Birla Institute Of Management 45 X = CHECKLIST METHOD Y = RANKING METHOD Spearman’s r = 1 †6 O di2 n (n2 †1) = 1 †6 x 59 25 (252 †1) = 1 †0. 0226 = 0. 977 or tabulated or (t), n = 25 at 5% level of significance or calculated or (c) = 1 vn †1 = 1 v25 †1 = 0. 20Upper limit (U1) = µr + or (t) x or (c) = 0 + 0. 3977 x 0. 20 = 0. 08 INFERENCE: Since the ‘r’ value = 0. 977 it lies in the rejection region therefore we reject the nonentity hypothesis at 5% level of significance and we accept the alternate hypothesis. Hence, we reason out that there is positive correlation between the ranking of Checklist Method and Ranking Method among the respondents. M. P. Birla Institute Of Management 46 ki †SQUARE TEST Chi †Square is an importance non †parametric test and as such no test are necessary in respect of the type of population. We require only the degree of independence (implicity of course the size of the sample) for using this test.As a non †parametric test, Chi †square can be used (i) as a test of goodness of fit and (ii) as a test of independence. Since the researcher used test of independence only the details about test of independence is given below. TEST OF INDEPENDENCE o2 test enables us to explain whether or not two attributes are associated. In order that we may apply the chi †square test either as a test to judge the significance of association between attributes, it is necessary that the detect as well as theoretical or expect frequencies must be grouped in the same way and theoretical distribution must be adjusted to give the same total frequency as we find in case of observed distribution.Karl Pearson developed a test for exam the significance of discrepancy between data-based values and the theoretical values obtained under some theory or hypothesis. This test is known as o2 test of goodness of fit. Karl Pearson proved that the statistic o2 = ? (O †E) 2 / E O †Observed oftenness E †judge Frequency o2 is used to test whether difference between observed & expected frequencies are frequent. M. P. Birla Institute Of Management 47 To find o2 table value degree of freedom should be calculated. Degree of freedom is calculated using t he formula (r †1)(c †1). The table value for this degree of freedom is seen using 5% or 1% of significant level. If o2 table value is greater than o2 calculated value, vigour Hypothesis is accepted or Null Hypothesis is rejected.To determine whether there is significant difference between sexual practice & whether PA is inherently unsporting Ho: There is no significant difference between gender & whether PA is inherently unsportsmanlike H1: There is significant difference between gender & whether PA is inherently unfair GENDER CHOICE MALE distaff TOTAL NO OF RESPONDENTS YES 28 20 48 NO 104 48 152 TOTAL 132 68 200 Expected Frequencies are: (48 * 132) / 200 = 31. 68 (152 * 132) / 200 = 100. 32 (48* 68) / 200 = 16. 32 (152 * 68) / 200 = 51. 61 M. P. Birla Institute Of Management 48 calculation OF O2: Observed Frequency (O) 28 104 20 148 Expected Frequency (E) 31. 68 100. 32 16. 32 51. 68 (O †E) 2 13. 54 18. 66 18. 66 13. 54 (O †E) 2 / E 0. 427 0 . 168 1. 14 0. 261 2. 01 Calculated o2 = ? O †E)2 / E O †Observed Frequency E †Expected Frequency = 2. 01 Calculated o2 = 2. 01 Degree of Freedom = (4 †1)(2 †1) = 3 d. o. f at 5 % level of significance Therefore, Tabulated o2 = 7. 815 Since Calculated o2 < Tabulated o2 Therefore, we accept the hypothesis. i. e. , There is no significant difference between gender & whether PA is inherently unfair M. P. Birla Institute Of Management 49 M. P. Birla Institute Of Management 50 FINDINGS OF THE STUDY. ? All the respondents feel that PA is conducted every year in the company. ? Majority of the respondents feel that job increments and promotions are strictly based on PA and whereas few of them feel that it is not strictly based on PA. Majority of the respondents feel that PA objectives are partially informed, some of them feel it is clearly informed and whereas few of them feel that it is not informed at all. ? Majority of the respondents feel that purpose of PA is for promotion, some of them feel it is for salary increase and whereas few of them feel it is for training and development. ? From the table it is seen that the ranking of methods employed in PA is give below: FACTORS GRADING RANKING METHOD CHECKLIST METHOD FORCED CHOICE METHOD RANK II I III IV ? 58% of the respondent feel that feedback on PA is not collected and whereas some of them feel that feedback on PA is collected. Majority of the respondents opinion regarding present PA system in the company is good, some of the respondents opinion is average and whereas few of the respondents opinion is poor. ? Majority of the respondents opinion regarding the factors covered in PA is good, some of them feel it is average and whereas few of them feel it is poor. ? Majority of the respondents agree that improvements has to be made in PA, some of them neither agree nor disagree ad whereas few of them disagree that improvements has to be made in PA. M. P. Birla Institute Of Management 5 1 ? Majority % of the respondents prefers PA by the HR department, some of them prefer by trey party and whereas few of them prefer through top level management. Majority of the respondents agree that present PA system is to improved, some of them neither agree nor disagree ad whereas few of them disagree. ? Majority of the respondents suggest 360 degree appraisal for PA, some of them suggest appraisal by result and whereas few of them suggest essay method. M. P. Birla Institute Of Management 52 SUGGESTIONS The top management should take up periodic programs to explain the objectives and the related issues to the executives and queries should be thoroughly cleared It is necessary to improve the performance analysis and review system in following areas ? There should be clear definition of rewards basing performance ?PA’S should have direct bearing in promotions ? PA should be incident specific & productivity linked & not as per personal linking. ? Self-appraisal d ebateion with the assessing ships officer & then the officer recording his appraisal will be ideal. Awareness is less in catering department ? Employees to work hard to achieve & a control board of officers with which interaction happens during the course of your job should be appraising officer ? Every year a appraisal letter should be given to employee because that can make a employee to show great affection to their job ascertained ? Subordinate & peers also should have a role in individual’s assessment ?Before or during PA, the reporting officer may discuss with the employee about his plus or minus points in order to educate & improved the employee’s performance in future ? Most of the assessment is based on personal interaction with evaluating officer ? rather of giving overall rating in the paper good workers should be appreciated by the way of given supernumerary perks or increment ? The decision obtained at performance analysis should be implemented. M. P. Birla Institute Of Management 53 CONCLUSION The effectiveness of a system is to be fit(p) by the people in it, the system cannot become effective automatically. Simply by basing upon few assumptions about the people involved in it.The same is the case with the executive appraisal system of Way 2 Wealth a considerable number of them have come under annulus effect and stereotyping Objectives of the appraisal system are not clear to most of the employees and behavioral dimensions are not clearly understood Unsatisfactory opinion in respect of existing system and self-assessment Wide bedcover between formal appraisal system and self-assessment Training needs are not met by the organisation inspite of doing serious ferment in identifying them There is lot of paper work in this system of appraisal by which the appraisal is time consuming The analysis has shown that most of the executives are in favour of a better appraisal system, which is more transparent and has provisions for unprejudiced assessment of performance M. P. Birla Institute Of Management 54 M. P. Birla Institute Of Management 55 BIBLIOGRAPHYPERSONNEL MANAGEMENT STATISTICAL METHODS MANAGING tender RESOURCES HUMAN RESORCE MANAGEMENT †C. B. MAMORLA, S. V. GANKAR S. P. GUPTHA BOHLANDER ASHWATHAPPA M. P. Birla Institute Of Management 56 QUESTIONNAIRE 1. Gender : Male ? Female ? 2. Employee form: 3. Age Group: 4. Experience: 5. Is every year PA is conducted by the company? Yes ? No ? 6. Job increments and promotions are strictly based on PA? Yes ? No ? 7. PA objectives are Clearly informed Partially informed Not informed at all 8. Is PA inherently unfair M. P. Birla Institute Of Management 57 ? ? ? Yes ? No ? 9. PA serves the purpose of wages increase Promotion Training and development Feedback ? ? ? ? 10.What methods are employed in PA Grading Ranking method Checklist method Forced choice method ? ? ? ? 11. PA forms/procedures are Management point Employee oriented M. P. Birla Institute Of Management ? ? 58 12. afterwards PA, Feedback on PA is collected Yes ? No ? 13. The opinion on present PA system in the company? really good Good Average miserable ? ? ? ? 14. Your opinion on the following factors covered in PA? FACTORS Job knowledge Quality of work Quantity of work Ability of work Hard work Manner & obedience VERY GOOD GOOD AVERAGE POOR VERY POOR M. P. Birla Institute Of Management 59 15. What is to be improved in PA? Strongly agree Neither Agree Agree nor disagree dissent Strongly disagree FACTORSAppraisal by result Confidentiality Critical attributes Role related attributes Post appraisal actions Feedback on PA 16. Among the following which one do you prefer? PA by the HR department PA by the third party PA by top level management Assessment center ? ? ? ? M. P. Birla Institute Of Management 60 17. Is the present PA system is to be improved? Strongly Agree Agree Neither agree nor disagree Disagree Strongly disagree ? ? ? ? ? 18. What m ethod you can suggest for PA? Essay method Field review method BARS Appraisal by results 360 degree appraisal ? ? ? ? ? M. P. Birla Institute Of Management 61 M. P. Birla Institute Of Management 62 M. P. Birla Institute Of Management 63\r\n'