The Cost of Living Essay Example For Students

The Cost of Living Essay With the 3600(A. Roy 16) hydroelectric dams either going up or already built in India, there will undoubtedly be over 33,000,000 people displaced by the big dams reservoirs (16), most of which are Adivasi or Dalits (18), natives of India. Without a proper resettlement program in place, many are left with no place to go. Much of the land thats needed for the reservoirs was confiscated, scammed away, or bullied into being sold by the government. And what land the government did buy, not everyone received the money they were supposed to. The resettlement programs that are in place, are best described by Roy I can warrant that the quality of their accommodation is worse than in any concentration of the Third Reich(20). From what I gather from Roy, these resettlement sites sound pretty inhumane and Im really surprised actions like that of the Indian government arent under fire of the U.N. Granted this doesnt seem to be the most publicized nor well documented ongoing incident. We will write a custom essay on The Cost of Living specifically for you for only $16.38 $13.9/page Order now As for the Nuclear weapon problem that faces India, Roy didnt seem to address it in great detail. And if she did, I read right through it. With lack of proper storage facilities and the threat of contaminating Indias extraordinarily expensive drinking water. It might be wise decision for the Indian government to either discontinue their nuclear weapons program or properly address these issues. I guess I really have no other choice but to agree with Roys opinions. Maybe if we were given some type of written response from the Indian government or anything from a different viewpoint. Anyone that has read this book, without any outside information, would have to have something against the Adivasi or seen something in the book that probably 99% percent of the people that have read it missed to disagree with Roy on the problems in India. The only people profiting from the dams are in the government, part of World Bank, Jai Prakash Associates, and anyone with enough money that needs the water. Moreover, it doesnt appear that any of the rural citizens of India will be sharing in any of the profits or even get water for quite some time. The cautious equation Roy calculates on pg. 17 that estimates 33,000,000 people have been displaced by big dams is a huge strong point in Roys argument. To add insult to injury, the people that are even lucky enough to get resettled, are put in tin shacks on inhospitable land, a far cry from what there used to. Before the dams, the displaced were self-sufficient and doing all right for the lifestyle they led. All of the evidence Roy offers about the Indian government points to a total disregard for human life or a great degree of incompetence. Either way, something drastic must happen before anything is really going to change. To be honest, I failed to recognize any weaknesses in Roys arguments. Im not trying to say there arent any, but I didnt find any. I chose to label as coming Roy from a social conflict perspective. I basically did this through the process of elimination. She is definitely not a structural-functionalist. She was certainly not trying to be objective, in the loosest sense of the word, while writing this book. This is another of the states tested strategies. It kills you with committees., she sounds pretty involved in that sentence while describing one of the committees suppose to conduct an independent review. Her equations, monetary reports, and percentages give her a little symbolic interaction flavor, but she definitely is more into the way her people are being treatedBibliography:The cost of living by andretti roy

SAT Cost, ACT Cost, and How to Save Money

SAT Cost, ACT Cost, and How to Save Money SAT / ACT Prep Online Guides and Tips If you're deciding between taking the SAT and the ACT and you have a tight budget, this guide will help. We'll cover the registration costs, reporting costs, and how you can save money no matter what test you choose. All Registration Costs for the SAT and ACT (Updated for 2019-2020) Let's first look at the cost of registering for the test, and extra fees. Fee Type What is this? SAT Cost ACT Cost Registration Fee The normal fee for each administration of the test you register for $64.50 ($49.50 without essay) $67($50.50 without essay) Late Fee Charged if you register after the regular deadline but before the final late deadline $30 $30 Waitlist Fee Charged if you register after the late registration deadline and are seated on test day. $53 $53 (standby testing) Change Fee Charged if you change the test center, test date, or test type $30 $30 Question and Answers An optional service that sends you the test questions and correct answers (useful for seeing what mistakes you made) $18 $20 International Fees Charged additionally if you're taking the test outside of the United States $43 to $53 $99.50 Sources: College Board and ACT, Inc The costs between the SAT and ACT are similar for registrations for U.S. students. If your schools require the essay section, taking the SAT saves you $1 per test. Clearly both tests charge through the nose for extra fees, punishing lack of planning ahead. As we'll cover below, planning early can represent a huge cost savings to you. All Reporting Costs for the SAT and ACT Once you take the test, you'll have to send your test scores to colleges. Each college you apply to will require its own SAT or ACT score report. If you apply to 12 colleges, you'll need to send 12 score reports. This is where the policies for the SAT and ACT really differ. Fee Type What is this? SAT ACT Free Score Reports The number of free reports you get when registering for the test 4 free reports, within 9 days after test 4 free reports, by the Thursday after the test Cost per School Charged for each report you send to a school outside of your free reports. $12 per school $13.00 per test per school Rush reporting Expedited sending of score reports $31 per school $16.50 per test per school Sources: College Board and ACT, Inc. Here's an elaboration. When you take the SAT or ACT, both tests allow you to send your scores to four schools for free. You will specify these four schools when registering for the test. The SAT gives you nine days after the test to decide those four schools, while the ACT only gives you six days. Outside of the free reports, both tests will charge you for sending score reports. This can happen if you're too late in specifying your free reports, or if you exceed the four free reports per test. The SAT and the ACT differ here in a significant way. The SAT can send all your College Board test scores to a school in a single report. This includes all SAT and SAT Subject Test administrations. The ACT, however, requires $13.00 per test per school. For example, if your school uses 'Superscoring', you might want to send two or three tests to combine the highest score.This can really rack up the cost really quickly.For example, if you're applying to ten colleges and you want to send three test scores, this will mean $13 x 10 x 3 = $390, just to send your scores to schools. All this money starts adding up. It pays to be proactive and to plan ahead. Here are four strategies to save as much money as possible on the SAT and ACT. 5 Tips to Save Money on the SAT and ACT If you're on a budget, you can save a lot of money by planning ahead. Here are important ways to get money back. #1: Apply for a Fee Waiver If You Qualify Both the College Board and the ACT know that low-income families find it difficult to pay for these expensive tests. Applying for a fee waiver can save you hundreds of dollars. With a fee waiver, both tests give you free registration for tests and free score reports. How do you qualify for a fee waiver? You qualify if any of the below is true: You're enrolled in or eligible for the federal Free and Reduced Price Lunch program You're enrolled in a federal, state, or local program that aids students from low-income families (like Upward Bound) Your family receives public assistance You live in public housing, a foster home, or are homeless. Your household income level falls below USDA levels for Reduced Price lunches To get a fee waiver, you MUST go through your school counselor. You cannot apply directly through the College Board or ACT, Inc. This takes time, so make sure you do this well before you plan to register for the test. Contact your school counselor as soon as possible if you qualify for a fee waiver. #2: Register Early The late fee for registration is around half the test of the cost itself, causing a 50% increase in the test cost if you're late to register. If you have a test date set in mind, register months in advance so you don't forget. Make sure you get a confirmation by e-mail so you have no surprises come test day. Even worse than paying the late fee is missing the test date registration altogether. If you've been prepping for a specific date, this will cause you to lose momentum from your test prep and lower your score. #3: Use the FREEScore Reports Both the SAT and ACT give you free score reports to send to schools of your choosing. Make sure you specify schools before registration so you don't forget. Once the ACT test date passes, you won't be able to specify any more colleges to receive your test scores. The only reason you may want to not specify a college for the free score report is if you're not sure you're going to do better, and you want to make sure the college receives only your top scores. For all other cases, send it to colleges that are on your application list. #4: Self-Report Scores When Possible In an attempt to lower the barrier to applying even further, some of the top schools in the country now allow students to self-report their SAT and ACT scores on their applications; you'll only have to submit official SAT/ACT score reports if you're accepted. Prestigious national universities that allow self-reporting of SAT/ACT scores include Stanford, Columbia, Johns Hopkins, Northwestern, Caltech, Rice, WashU in St. Louis, and Emory. Most of the top liberal arts colleges also have adopted this policy, including Williams, Amherst, Wellesley, Swarthmore, Middlebury, and Pomona. For all schools allowing self-reported SAT/ACT scores, make sure to check their policy on superscoring/score choice so that you're maximizing your standardized testing profile. Also, while this should go without saying, don't lie when self-reporting your SAT/ACT scores on your application. Don't write a score you plan to get on the February ACT or March SAT before admissions decisions go out (unless the school you're applying to accepts February ACT scores) and don't lie about doing better than you did. This will most likely result in your admission being rescinded not just because you didn't do as well as you said you did, but because you lied; institutions of higher learning generally aren't super keen to welcome academically dishonest students into their community. #5: Use Your SAT/ACT Score to Qualify for Scholarships Many states and schools have scholarships where the major qualification is your SAT/ACT score. By doing well on the test, you can make back well more than it cost to take the test. Take the time to research these scholarships and apply for them if you qualify. What's Next? Now that you know how much the SAT and ACT cost, let's read more resources to learn more about these tests. Want a super high SAT score or ACT score? I teach you how to get a perfect SAT/ACT score, based on my own experiences. What are good ACT scores or good SAT scoresfor college? Is the SAT or ACT easier? Find out which you should take. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Policy of Hong Kong in Healthcare System Essay Example | Topics and Well Written Essays - 3000 words

Policy of Hong Kong in Healthcare System - Essay Example The paper presents that in the era of globalization and advanced technical knowhow countries are making significant reforms in their various sectors. In such a respect Hong Kong is also not left behind. The country has made a number of alterations within the healthcare sector. The reforms have been directed towards providing better health care services to the country’s citizens. The Department of Health is entrusted with framing policies for country’s healthcare care services and also to facilitate efficient allocation of resources. It has implemented new policies and modified existing policies. Several modifications have been made in healthcare practices and management. New pricing policy has been introduced in Hong Kong healthcare sector. The country in 2002 has introduced charges for patients who are admitted in hospitals under emergency situation or after meeting with an accident. The reforms have lead to noticeable reduction in death rates and increased life expect ancies. Better treatment is available from efficient health care professionals at a considerably low cost. Keeping this at the backdrop the current paper tends to present a critical review of the pricing policy that has been implemented for the health care system of Hong Kong. The public hospitals and clinics in Hong Kong receive a good amount of subsidies from the government so as to provide medical treatment to the citizens at the lowest possible cost. The government despite such high quality medical care has imposed low rates of taxes. However government is expected to bear the burden of expensive medical facilities which is likely to increase in the upcoming years. The estimates have shown a continuous increase in governmental expenditure for health care (Development and Financing of Hong Kong’s Future Health Care, 2007). Pricing Policy of Hong Kong Healthcare System Health care services in Hong Kong are considered to be a mixed one. The public sector has taken up the res ponsibility to give 92 percent of the hospital services. About 85 percent of primary care is provided by the private sector. Most people approach public hospitals for complex diseases in Hong Kong mainly due to the low cost of treatment (Fitzner, Coughlin, Timori and Bennett, 2000). The fees charged by public health care institutions in Hong Kong are very much less compared to other countries. Government has imposed strict regulations on these public sector fees. However patients have a hard time trying to get to the physician. The healthcare system is very time consuming. Patients have to pay a high cost in terms of inconvenience and time consuming treatment. Physicians often send their patients to emergency department in order to get a simple diagnostic test done. The emergency department remains filled with such patients depriving the actual needy ones from proper treatment (Hay, 1992, pp.35-36). However medical treatment for diseases like tuberculosis is performed free of cost. However to make such a low cost medical system sustainable for the country is a major challenge before the government (Hong Kong (China), 2010). It is becoming increasingly difficult for the government to meet the expenses of such low cost medical treatment. Recent economic predictions have shown increase in tax rates to finance healthcare needs. Such a pricing policy under health care system have made even the richer sections rush to public hospitals for treatment. The demand for such health care facilities has been continuously growing (Hay, 1992, p.51). Clearly Hong Kong has adopted a non- interventional for its public healthcare system. The pricing policy was aimed at providing medical facilities to those sections of population that cannot afford medical treatment elsewhere. Reforms have also been made in the structure of funds in Hong Kong to adopt such

Testing (HRM) Essay Example | Topics and Well Written Essays - 5000 words

Testing (HRM) - Essay Example To be effective in meeting long term objectives of the organization, human resource system must fulfil at least two needs of organizational objectives: (1) accurate forecasting the human resource requirements and (2) providing management with the tools and knowledge for sound personnel decisions. These two decisions serve as the foundation of the selection process that defines and measures the potential of the job candidate. Appropriate selection process saves the organization from severe damage that can be done to the careers of individuals and to the organization's human resource by procedures if classified individuals inappropriately. The labels attached to employees as a result of such procedures often dog their footsteps throughout their work life with the organization. It is not uncommon for supposedly infallible 'high potentials' to find that they cannot perform effectively in a different functional department or in positions with increased responsibility. It is in such failure-prone situations that work 'burnout' begins to appear and, depending on the organization's human resource policy, the afflicted individual may either be given extended leave and advice to seek help, put out to pasture in some non-sensitive position, or ruthlessly severed from the payroll. Just as bad, and more difficult to document, is the number of 'low potentials' who are never given the opportunity to try out for other positions (Baehr, 1992, p. 7). The sad results of the procedures are the flawed careers of individuals and the irresponsible expenditure of the organization's human resource. The Testing Process The testing process allows the organization to measure the standards of the individual as an employee so that his personal organizational practices at time of recruiting and selection inform the organization about his professional and behavioural capabilities. These effects generalize from the specific practices to a wide range of perceptions and work-related attitudes. For example, applicants form impressions upon the organization of general personnel practices, anticipated treatment by the supervisor, expected interactions with peers and perceptions of the organization climate. The results show clear conflicts between the organization's interest in obtaining valid information and attracting the individual versus the individual's interest in gathering information for his or her own decision-making process. Nevo (1989) has analyzed three solid reasons for gathering information from examinees about their reactions to testing procedures. First, it is in the moral rights of the examinees to be given a chance to express their opinions, secondly it is practically in their interest to be useful to find out what they think and, theoretically, it is interesting to learn about examinee's reactions from psychological point of view (Schuler et al, 1993, p. 65). Physical Ability Tests Physical ability tests provide us the means and measures to evaluate the physical abilities of an individual in context with the physical ability required to perform a particular job. An example is that of an employer who want to evaluate

Stalins manipulation of the central organs of the Communist Party Essay Example for Free

Stalins manipulation of the central organs of the Communist Party Essay Stalins manipulation of the central organs of the Communist Party was they key reason for his rise to power by 1929. How far do you agree with this statement? Use the sources and your own knowledge to answer the question. The rise of Stalin to his position of extreme power is a result of a number of factors varying from Stalins personal characteristics and political skills to the situation of Russia in the years 1924.29. The argument that Stalin came to power as a result of his control of the central organs is strong. However, it is vital that the other factors are not dismissed as they all play an importance in Stalins rise to power. Source A strongly supports the argument that it was his control of the party that resulted in his rise to power by explaining how Stalin had total control over the party and was able to allows his supporters to move up to the higher levels of the party, in which his main rivals were replaced with. Stalins control and organisation of the Secretariat was a key factor that helped him to gradually replace his opponents with his supporters, therefore allowing him to maximise his support of the whole party. This source explains how it was not only the control of the central organs but also Stalins political cunning that was key to his rise in power. Stalins Source B supports this argument to a certain extent but explores other factors that were vital to his rise in power. This includes Stalins policies and in particular Socialism in one country which urged for modernisation through industrialisation without the help of those outside. This policy carried undertones of nationalism and patriotism, appealing to the masses despite it clearly going against the Marxist theory. Socialism in one country proved far more popular than Permanent Revolution as it gave the Russians historic roles. However, it was not just this one policy that contributed to his popularity. His positions on the NEP and his decision to go for rapid industrialisation at the end of the 1920s were supported by the majority of the party. It can also be inferred from the source that Stalins political skill played a major role as he was responsive to the mood of the times and exploited this to his benefit. An alternative explanation is found in source C where a modern historians intentionalist interpretation of Stalins rise to power informs of Stalins ruthlessness being of great benefit to him. Furthermore, during the 1920s Stalin would often speak last at Politburo (The key decision making body) and would float in and out of alliances. His lack of loyalty to any of his colleagues was extremely beneficial to him, as he would cunningly float in and out of alliances as a way of gaining popularity. This was the case with Stalins change of policy on the NEP when he turned and attacked the right wing of the party and adopted the very policies of which he had smashed with the left of the party. Stalins cunning and intelligent political attributes are key in his rise to power. Furthermore, the source offers the idea that his own personal characteristics, being a disloyal and ruthless, played a dominant part in his climb to supreme power. However, there are a number of arguments that have not been presented in the sources. Stalins political skills, personal characteristics, policies and his control of the party organs have all been contested in the sources but there are many other factors that must be considered. Firstly is Stalins position in 1924 before Lenins death. Stalin had began to lay the foundations for his rise to power before Lenin was dead by exploiting the weakness of the central organs due to Lenins ill health. As a result of Stalin laying the foundations when Lenin was still in power he was able to become General Secretary in 1924. This came about due to Stalin being the link between the leader Lenin and the Politburo. The position of Stalin before Lenins death is a factor that must not be ignored, as it was when Stalin began to lay the foundations of what became his rise to power. His role of the General Secretary was key to him becoming more powerful within the party and being able to have his supporters entered into the party at the higher levels. Secondly, Lenins funeral played an important part in Stalins rise, as he was able to show how he could manipulate events. Stalin played a crucial part in Lenins funeral promoting his intention of continuing Lenins work. Trotsky failure to attend the funeral just further added to Stalins growing popularity and raised questions about Trotskys respect towards Lenin. Another crucial factor that added to Stalins success was the weakness of his opponents and in particular, Trotsky. Trotsky attacked the policies of the party and believed that it was becoming far too bureaucratic. These comments were only to increase his unpopularity as the bureaucracy had grown in size during Lenins reign as leader; therefore Trotsky was criticising Lenins leadership. This was not a good idea as Lenin was a cult figure in Russia and a much respected past leader by the party members. He also came under particular pressure when faced against the Triumvirate (Stalin, Zinoviev and Kamenev). By this time Trotskys support was absolutely minimal and he made little effort to gain support or even organise the support he had. By 1926 Trotskys weakness was finally exploited as Stalin was in the position to expel him. By 1929 Trotsky was neither in the party or the country as Stalin had expelled him from the party and country. Finally, there is an element of luck that contributed to Stalins rise. For example, Lenins testament was not read out which was lucky for Stalin as he said that Stalin was too rude and even went as far as to say that he should be removed from his current post of General Secretary. Moreover, for most of the struggle for power, Trotsky, whom was possibly his closest challenge, was ill. Trotskys illness was the reason he was not in Russia for Lenins funeral and relied purely on Stalin for the date of the funeral.

Culture and Identity Essay -- Cultural Identity Essays

Culture and Identity Culture and identity could have many different definitions. Culture to me is what made you the person that you are today. The background and history of a person that is the reason of who they are and what they stand for. Identity to me is the certain characteristics that belong to a person that makes them different from everyone else on this planet. The world with no culture or a lack of identity would be a rather boring place. Identity and culture are what makes this world an interesting place, there is a distinct relationship between identity and culture and one without the other they could not exists. In the essay "Real Indians Eat Jell-O" by Laurie Carlson, it seems that she has trouble finding her own identity and culture. Carlson a native american living in a trailer park in Montana wants to know more of her culture to try to give herself an identity. Carlson states "Indian kids are supposed to live in wide open spaces, in deserts or forests. They have horses and coyotes and wise grandparents" (Carlson par. 2). Instead of making her own identity and learning about her culture now, she wants have the identity of someone else, she wants the identity of Indians from hundreds and hundreds of years ago. She looks to her grandmother for culture and does not like what her grandmother has to say, Carlson wants to hear stories of beadwork and tales of coyotes while her grandmother while her grandmother taps her "primrose passion" colored nails to the song on the radio and tells her "Honey, be yourself"(Carlson par. 7). Personally that is the best answer anyone could give a child who is looking to make an identity for themselves, because an identity is who you are and who you are is everything. Also Carls... ...more successful than my parents just like they were more successful then my grandparents and like my grandparents were more successful then my great-grandparents. My community culture growing up has given me the hardworking, go getting attitude that I need in life to grow up to be a successful person in this world. Culture and identity have a very close knit relationship between them. A persons culture helps them to determine their identity in life. Without knowing your own culture, weather it be a poor indian growing up in a trailer park or a rich white boy growing up in a huge house, your identity would be very hard to determine. A persons culture is the main part of a persons identity, and without knowing your culture it would be hard to figure out ones identity. Works Cited Carlson, Laurie. "Real Indians Eat Jell-O". Northern Lights. (Spring 1993).

Process Design and Management Essay

Increased co-production of goods and services (Process Design and Management) The Internet has opened new ways for the customer to interact directly with a firm. Simple direct entry and monitoring of orders is only the first step in the progression of value-added services made possible through information sharing. 1. 0 Introduction The topic of process design and management will generally goes on explaining the word ‘design’, in its broadest sense, is right at the heart of operations management. The design is an activity that can be approached at different levels of detail. Design must reflect the needs of customers, and able applies to products, services and processes. It can be managed as an operations transformation process in its own right. Moreover, the design is starts with something very abstract which represents a concept and ends with something very specific, which means by the final design. Some defines that to ‘design’ is to conceive the looks, arrangement, and workings of something before it is created. First, the position of the process according to its volume and variety characteristics must be defined. Eventually the details of the process must be analyzed to ensure that it fulfills its objectives effectively. Product/service design and process design are interrelated. Small changes in the design of products and services can have profound implications for the way the operation eventually has to produce them. Similarly, the design of a process can constrain the freedom of product and service designers to operate as they would wish. The relationship between designing products and services on one hand and designing the processes that make them is an important point to consider. It is possible to separate product design and process design in manufacturing sector, however it is impossible in practice to separate service design and process design. This is because many services (especially high visibility services) are the same thing. Even in manufacturing industries there has recently been considerable effort put into examining the overlap between product and process design. There is a growing recognition that the design of products has a major effect on the cost of making them. Many of the decisions were taken during the design of products (for example, choosing the material from which the roduct is going to be made, or the way in which the various components are fastened together) will all define much of the cost of making it. , Therefore, to evaluate the various choices which the designer faces in terms of their effect on manufacturing cost as well as on the functionality of the product itself. Also, the way in which product and process design overall has a significant effect on the time between starting the initial concept design for the product and eventually getting it to market. 2. 0Discussion 2. 1Internet Contributed in Online Purchase Process With the advancement of technology, many aspects of the face-to-face interpersonal dynamics in service encounters between sellers and customers have been replaced with technology-based Internet interfaces. Internet can be regarded as sets of connected firms. A retailer can use an Internet presence to reach consumers all around the world. The Internet makes the expanded range of products, services, and information accessible for consumers from geographically distant and/or emerging markets. In recent years, e-commerce has grown dramatically in terms of volume and variety of goods and services traded. This has created significant opportunities to serve customers through internet stores. It is important for internet stores to focus on achieving higher customer satisfaction to increase co-production of goods and services and to retain customers. According to Field and Smith, internet interaction between a retailer and a customer from the point the customer arrives at the retailer’s website to the point the retailer fulfills the customer’s order, has quickly emerged to become an important class of service operations (Field et al. , 2004; Smith et al. , 2007). Co-production of goods and services in internet is growing steadily. For example, in the third quarter of 2009, internet retailing sales in the U. S totaled approximately $34 billion, a 4. 5% increase from the previous quarter. The quality of the internet on the purchase process has been found to affect customers’ purchase decisions, satisfaction, and loyalty in online retailing (Zeithaml et al. , 2002; Wolfinbarger and Gilly, 2009). Hence, to be competitive in the market place, internet is the paramount and as the new ways for the customer to interact directly with a firm. Besides that, the internet is responsive and convenient for customers in the online purchase process. Through internet, the firms being able respond to the unique needs and wants of individual customers by providing the â€Å"right content in the right format to the right person at the right time. † Retailers can facilitate a convenient and responsive online purchase process, serve their customers better, improve customer satisfaction and increase retention. Customer satisfaction is the ultimate result of meeting a consumer’s expectation from the performance of products. Most satisfied customers normally have the intention to re-purchase the products if product performance meets his or her expectation. Like traditional business, online businesses also need to satisfy their customers. Customer satisfaction is one of the central constructs in the study of consumer behavior both in traditional and online business environment (Alam et al. , 2008) found that website design is one of the unique features affecting online shopping environment (Shergill and Chen. , 2005) identified web site design characteristics as the dominant factor which influences consumer perceptions of online purchasing. It can be argued that online shoppers want to receive the right quality and right quantity of items that they have ordered within the stipulated time offer by the e-tailers. In addition, time and cost saving are the main advantages of online shopping. Time efficiency and store efficiency are reflected in time cost and price savings respectively (Devaraj et al. , 2002). These are the determinants of satisfaction. Delivery performance has significant influence on customer satisfaction (Lee and Joshi et al. , 2007; Ahn et al. , 2004; Ho et al. 2004); Grewal et al. , 2004 and Shih et al. , 2004). One of the examples of online firm that successfully increase their co-production of goods and services via internet is Amazon. In an annual study tracking customer satisfaction ratings with the top 10 online retailers, perhaps the biggest takeaway is that Amazon is the world’s biggest e-retailer for a reason that it just plain makes customers happier than their competitors (show by Table 1 below). Amazon continues to set the standard for e-retailers. For instance, upon arrival at the Amazon. om website, a registered customer is greeted by the customer’s name. The customer is then provided with recommendations of products that the customer might be interested in, based on the product searched for or those previously bought by the customer. The website provides the option of receiving reminders of special events like birthdays of loved ones or information about the arrival of the latest books by their preferred author. When the customer is ready to make the purchase, the website retrieves the personal account information such as shipping and payment. In the early stages of Internet development, trust is a critical factor in stimulating purchases over the Internet. Trust is not only a short-term issue but the most significant long-term barrier for realizing the potential of Internet marketing to consumers. An experiential survey of U. S. -based online surfers, new to Internet based shopping, found the shoppers fascinated by international shopping opportunities on the Web, but they were skeptical about actual purchasing from overseas sites. Others report widespread distrust among consumers about Internet-based merchants. To improve customer loyalty, some websites offer discussion groups in their websites and promote common interest to pull targeted customers. When the website contains valuable information about the product then the customer would be motivated to visit the website again. Just like any other medium of business, internet business should also focus on making their customers feel ‘special’. In any business, customer loyalty is a result of exceptional personal services and exceeding customer expectations. 2. 2Internet Strive to Born Global Firms More and more firms’ even very small ones have operations that bridge national borders soon after their founding. Due to the Internet and related information technologies (IT) that enable many of them, this new breed of firms began emerging in the 1990s and is dubbed â€Å"born-global† because their operations often span the globe early in their existence. The definition of born global firm is â€Å"a business organization that, from inception, seeks to derive significant competitive advantage from the use of resources and the sale of outputs in multiple countries. Born global firms begin with a borderless world view, and immediately develop strategies to expand themselves abroad. This is striking, given the great changes that have taken place in the marketing environment due to introduction of the Internet and other modern technologies that enable bypassing of conventional channels (Frazier et al. , 1999). It therefore seems justifiable to study the Internet-based channel strategies of born globals (Moen et al. , 2002). It is particularly interesting to examine the global expansion of the born globals and their use of the Internet as a sales channel (Servais, Madsen, & Rasmussen, 2007). A few studies have investigated the role of information and communications technologies in the international performance of born global firms. Loane (2006) examined the role of the internet in the internationalization of small entrepreneurial firms from various countries (Loane, 2006). Born globals use the internet for communication, for marketing communications, and to lesser degree for managing customer relationships as well as sales transactions and fulfillment activities. Most of the investigated firms also se the internet to support off-line sales, and about one-quarter used the internet to support distribution channels and intermediaries. A significant number of firms used the internet to support relations with partners, suppliers, clients, agents and distributors, R&D partners, and software coding developers, both nationally and internationally. The born globals also used the Internet as a tool for acquiring knowledge, such as market and competitive intelligence, which the n become part of the collective wisdom of the firm. The internet makes borders between countries less relevant and facilitates direct interaction between all types of business entities around the world. Born globals use the internet to convey their market presence abroad, support relationships with foreign partners, offer services related to their products, facilitate product development, and maintain relations with foreign customers (Servais, Madsen, and Rasmussen et al. , 2007). Logitech, the computer peripherals company, is perhaps one of the best early examples of a successful born-global firm. According to Benjamin M. Oviatt and Patricia Phillips McDougall, â€Å"Global Start-Ups: Entrepreneurs on a Worldwide Stage. † Focusing first on the PC mouse, the company was founded by two Italians and a Swiss. The company’s operations and research and development were initially split between California and Switzerland, and then it expanded rapidly with production in Ireland and Taiwan. With its stylish and ergonomic products, Logitech captured 30 percent of the global computer mouse business by 1989, garnering the start-up a healthy $140 million in revenues. 2. 3 . Value and Productivity in the Internet Economy Nowadays, many business companies had started practiced in using internet to make interaction with consumer, business people, corporate, and trading partners. The product and service designs and the management play an important role in their profitability and their company sustainability. The company had created the website as haphazard compilations of company brochure ware or static personal web pages as well. These things had come out it with the images that users merely shared with friends and family. It has quickly evolved into a myriad of highly sophisticated online pplications and business processes. On the other hand, the forward thinking company had introduced to attain new heights in productivity and the forward thinking companies could created by leveraging the internet massive public technology infrastructure. To increase the co- production of goods and services, the innovation and awareness of using internet are important to create value through the technologies component. Other than that, the human capitals are also important in operation of the business and managing the design in the company. Therefore, the employers must to be selective in recruiting, and hiring people, whomever that he or she are able to give their efforts into the jobs or task. The value added service could be made by proposing the internet way user whereby the customer can interact directly to the company to improve and enhance their quality service and product through fulfil the customer needs and satisfaction. All of these elements are need depends on the capability of the human resource which in not only posses the technologies equipment. The company have to construct the internet economy’s structure by referred the economics performance in traditional, among other things, technology, the transportation infrastructure, availability of raw materials, and the quality of a skilled labor force. In contrast, the Internet economy comprises the four-layered model shown in Figure 1. The Internet’s infrastructure consists of two layers which are including the global high-speed IP-based networks and applications, and consulting, training, and integration services. Each Internet economy layer has a complementary relationship with every other layer. For example, with advances in layers 1 and 2, ? rms at layers 3 and 4 can provide media-rich content to consumers as well as offering new digital products and services Besides that, complementary relationship implies that the value of doing more of one factor increases by doing more of another. Internet applications and e-commerce are strong complementary relationship between the network infrastructures in the Internet economy. For example, as the Internet bandwidth increases dramatically with the spread of broadband technology, application vendors are rushing to develop powerful multimedia software that can take advantage of the increased bandwidth. These factors lead to increased economic activity on the Internet in the form of media-rich content. The Internet had open the nature stimulates innovation in the network and applications infrastructure, leading to the vastly accelerated development and deployment of new technologies in the Internet marketplace. Figure 2 shows an import/export view of the Internet and physical economies that groups businesses in ? ve categories: 1st : pure digital-products businesses that offer content, knowledge, or services directly over the Internet. 2nd Internet-based companies that deal with physical products, importing goods to be sold from the physical economy. 3rd Traditional businesses that sell some of their products or services directly over the Internet. 4th content developers, Internet service providers, Web and applications hosting services. 5th companies that do not sell directly over the Internet. Unlike the physical economy, which relies heavily on physical resources, the Internet economy thrives on information and knowledge to create value, productivity, and efficiency. Firms that rely on these intangible assets are more likely to succeed in this new world than those that continue to focus on physical processes. The Web’s information and knowledge intensity is a crucial factor in driving performance metrics like online revenue and gross margin, and every partner in a value Web must adopt the Internet in its daily operations to maximize the bene? s of electronic business. T here were few examples for these phenomena that might be able to be the related with it. One of the example is car assembly lines, which had ? rst appeared in the dictionary in 1930 (Hirschhorn, 1984: 9), were argued to be the keystone to prevailing 20th century concepts of human management (Emery, 1976). It is thus hardly surprising that industrial value production was conceptualized in terms of the value chain. The taxation system developed at that time re? cts this. In industrial value creation, customers were seen as destroying the value which producers had created for them. On the other hand, the accounting systems emerging at that time thus wrote down the value of what was acquired to zero over a shorter or longer depreciation period. The end user in this scheme equals the ? nal customer. For producers, industrial value was realized in the transaction, which joined and separated them from customers. Value here equalled the price which the customer paid: in competitive terms, value is the amount buyers are willing to pay for what a ? rm provides them (Porter, 1985: 38); or, value is what customers are willing to pay (Porter, 1985: 3). 2. 4 The Impact Of Design Management And Process Management On Quality: An Empirical Investigation. Design management and process management are two important elements of total quality management TQM implementation. They are drastically different in their targets of improvement, visibility, and techniques. In this paper will review the establishment of framework for identifying the synergistic linkages of design and process management to the operational quality outcomes during the manufacturing process internal quality and upon the field usage of the products external quality. Through a study of quality practices in manufacturing plants from multiple industries, the both design and process management efforts have an equal positive impact on internal quality outcomes such as scrap, rework, defects, performance, and external quality outcomes such as complaints, warranty, litigation, market share. A detailed contingency analysis shows that the proposed model of synergies between design and process management holds true for large and small firms, for firms with different levels of TQM experience, and in different industries with varying levels of competition, logistical complexity of production, or production process characteristics. Finally, the results also suggest that organizational learning enables mature TQM firms to implement both design and process efforts more rigorously and their synergy helps these firms to attain better quality outcomes. These findings indicate that, to attain superior quality outcomes, firms need to balance their design and process management efforts and persevere with long-term implementation of these efforts. The manufacturing strategy literature has viewed product quality as one of the major competitive priorities for attaining a sustainable competitive advantage Hill, 1994. Recently, the speed of new product introduction has also been added to this list of priorities Kim, 1996 . From a quality management perspective, the speed of new product design and development indicates the importance of designing quality into new products. Because design efforts often have a limiting impact on attainable product quality, several researchers have stressed the importance of designing quality into products Juran, 1981; Juran and Gryna, 1993; Hauser and Clausing, 1988; Dean and Susman, 1989; Taguchi and Clausing, 1990; Boothroyd et al. , 1994; Mizuno and Akao,1994 . External and internal quality outcomes the notion that overall market and business performance can be realized through long-term product quality improvement is a cornerstone of the contemporary quality revolution George and Weimerskirch, 1994; NIST, 1998. Customers form their impressions about a firms products based upon their current and past experience with these products Garvin,1987. A satisfactory field performance of the products is accompanied by lower customer dissatisfaction, greater customer loyalty, and improved market share Crosby, 1979; Buzzell and Gale, 1987; Hardie,1998 . We label this aspect of quality outcome as external quality because it is related to the customer’s perspective of the products upon field usage. It captures Juran’s fitness for use dimension of product quality Juran, 1981; Juran and Gryna, 1993 . Specifically, we focus our attention on four long-term indicators of external quality: warranty work, litigation claims, customer complaints, and market share. The quality of products passing internal tests of reliability should affect the experience of customers who use the products in two prominent ways. First, customers perceive product quality in terms of their net value defined as the ratio of performance to cost: Artzt, 1992. Thus, for products with the same performance levels, lower price will drive customer choice and satisfaction. Second, customers willing to spend a certain amount of money will choose the products that offer maximum performance for that money. 2. 5Internet as tool to enhance global strategy It’s can’t be deny that the internet plays a major role in every aspect of our modern life. Moreover, Internet technologies play a major role in business. The internet has contributed to the success and growth of businesses. This journal article is emphasizing on Internet are used to enhance global strategy. Internet is a driver of globalization. Observing the more successful applications, commentators and researchers have suggested a number of industry characteristics which promote Internet use (Andal-Ancion et al. ,2003): digitizability of the end product (e. g. , most information-based products such as directories and encyclopedias), time sensitivity of the end product (e. g. , airline travel), high search costs (e. g. , books), potential for customization (e. g. , clothing retailers), insufficient matching of buyers and sellers (e. g. , business- to-business exchanges and consumer-to-consumer auction sites), and a tradeoff between richness and reach (e. . , retail brokerage, Evans and Wurster, 1999). First at all, the internet makes communication fast and cost efficient. Businesses use internet technologies such as Skype internet and video calls, email and video conferencing to make communication virtually instant. Next, the internet plays a big role in the growth of businesses. It gives businesses an opportunity to reach a wider global audience. Promoting through the internet is also a way to increase sales and reach the desired growth level. Business can also expand by having an online division. The effect of this decentralization of transactions and information transfer raises major questions about the role of bodies which would have traditionally had functions of control, such as governments and regulatory institutions. In terms of transferring, accessing information, companies are now much less dependent on local infrastructures. In the aspect of marketing, Internet was playing important role in advertising. Most businesses are taking advantage of the internet to market their products and services to a global audience. The most notable internet technologies here include search engines such as Google. Social networking websites play a role in business networking by connecting like-minded professionals. Through the internet, people have found business partners and great employees. Moreover, the internet has helped cut costs by outsourcing services to countries where it is cheaper to provide these services. Apart from that, outsourcing enables businesses to concentrate on their core services and become more efficient. One role of internet in business is the birth of ecommerce websites and online payment solutions that allow people to shop online from the comfort of their own homes. Furthermore, the internet has opened up new business opportunities and giving rise to a group of successful online business owners. This is a powerful role as anyone can now start an online business. Cost and speed advantages are also substantial. The Internet is a much less expensive way to send information, and this information can be received in real time anywhere in the world. For global businesses this has massive implications for the possible scale and scope of operations and redefines the traditional trade-off between richness and reach, allowing both to be achieved for relatively little cost. Internet also brings effects on global products and services. Global products and services are seldom totally standardized worldwide, but they are designed with global markets in mind, and they have as large a common core as possible. Some industries and categories, such as personal computers and air travel, allow the potential for a very large common core, while others, such as furniture and legal services, allow for less commonality. Deciding on the extent of global standardization poses a major dilemma for MNCs. Use of the Internet and websites eases this dilemma by making it easier to offer an array of global, regional, or local products, and local customization options for standard core products. While the same can be done through traditional media (brochures or sales calls), but the Web provides more options and the interactivity of the Internet provides for customization by the customer. This can seen from Dell Computer’s ordering system. As the lesson 4 in this article has mentioned the use of the Internet enables both globally standardized and locally customized products and services. Companies can now use the Internet to lessen the globalization tradeoffs they have had to make in regard to products and services. Now, let have a seen on co-production, which means delivering public services in an equal and reciprocal relationship between professionals, people using services, their families and their neighbours. Where activities are co-produced in this way, both services and neighbourhoods become far more effective agents of change (David B & Michael H. ) the co-production has a significantly role in the process design and management. As the Internet has designed to interrelated the product and service jointly to the customer. For instance, Dell Computer has promoted Dell Online Self Dispatch to the customer as it is a comprehensive part dispatch program designed to support efficient hardware resolution. Dell also declared the Dell Online Self Dispatch (DOSD) as one global portal for efficient hardware resolution. The customers can access the Website through Internet to had the hardware support from Dell by self-service. 3. 0 Conclusion In summary, product/service design and process design are interrelated. Small changes in the design of products and services can be profound implications for the way the operation eventually has to produce them. The process design and management is right at the heart of operations management. The design is an activity of approaching at different levels of detail and it must be reflecting the needs of customers, and able applies to products, services and processes. The design is starts with something very abstract which represents a concept and ends with something very specific, which means by the final design. The company must follow the processes designs according to its volume and variety characteristics. Eventually the details of the process must be analyzed to ensure that it fulfills its objectives effectively. The proposed model of synergies between design and process management holds true for large and small firms, for firms with different levels of TQM experience, and in different industries with varying levels of competition, logistical complexity of production, or production process characteristics. Finally, the results also suggest that organizational learning enables mature TQM firms to implement both design and process efforts more rigorously and the synergies between design and process management help these firms to attain better quality outcomes. Q5. Raising senior management awareness of operations as a significant competitive weapon (Job Design and Performance Management). 1. 0 Introduction Many senior executives entered the organization through finance, trategy, or marketing and built their reputations on work in these areas, and as a result often take operations for granted. The executives have creatively used operations management for competitive advantage. Raising senior management awareness of operation as a significant competitive weapon refers to the job design of the senior management and the performance of the management. Theoretically, workers  are  motivated  by  jobs  in  which  they  feel  they  can  make a  difference  in their perf ormance and the way the  tasks  give are  combined  to  for complete  jobs. Clear  job  descriptions  will motivate  workforce  and  be successful  in completion  of  tasks. It also important to have both of the employer and employee needed to share understanding of the work to be done with it and comfort with working environment. The employee and employer also need to face the challenges associated with employing a large of people in a wide variety of people in a wide of capacities. Most of the employee is assigned to do a job because they are perceived to be able to fill its requirements. Many  tasks  depending on ability time allotment and other constraints. The role of HR in the present scenario has undergone a sea change and its focus is on evolving such functional strategies which enable successful implementation of the major corporate strategies. In a way, HR and corporate strategies function in alignment. Today, HR works towards facilitating and improving the performance of the employees by building a conducive work environment and providing maximum opportunities to the employees for participating in organizational planning and decision making process. Today, all the major activities of HR are driven towards development of high performance leaders and fostering employee motivation. So, it can be interpreted that the role of HR has evolved from merely an appraiser to a facilitator and an enabler. Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programmes nd rewarding achievements. The process of performance management starts with the joining of a new incumbent in a system and ends when an employee quits the organization. Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. It is a means for promoting superior performance by communicating expec tations, defining roles within a required competence framework and establishing achievable benchmarks. A  performance management process  sets the platform for rewarding excellence by aligning individual employee accomplishments with the organization’s mission and objectives and making the employee and the organization understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviours, it helps the employees in understanding what exactly is expected out of their jobs and setting of standards help in eliminating those jobs which are of no use any longer. Through regular feedback and coaching, it provides an advantage of diagnosing the problems at an early stage and taking corrective actions. To conclude, performance management can be regarded as a proactive system of managing employee performance for driving the individuals and the organizations towards desired performance and results. It’s about striking a harmonious alignment between individual and organizational objectives for accomplishment of excellence in performance. 2. 0 Discussion 2. 1 JOURNAL: THE EFFECT OF MANAGEMENT COMMITMENT TO SERVICE ON EMPLOYEE SERVICE BEHAVIORS: THE MEDIATING ROLE OF JOB SATISFACTION Refer on the journal; the proposed model in the Thai hotel work setting indicates that management service initiatives, particularly training, rewards, and empowerment deliver a strong message to employees that the management is devoted to quality service, ultimately creating the positive affect (i. e. , employee satisfaction). Furthermore, the result showed that when employees are satisfied with their job, this positive feeling about their job motivates them to go the extra mile for customers and help co-workers and supervisors in need. Currently, not all hotel operators in Thailand favour the four management service initiatives because those options can be costly. However, it seems to be clear that management should consider allocating more resources to implement such initiatives. Among the four management service initiatives, rewards displayed the largest effect on Thai hotel workers’ job satisfaction, with the largest path coefficient. In general, two kinds of rewards are available: financial and nonfinancial rewards. Rewards also range from a simple thank-you note for an exceptional service to a large reward such as wage increase and promotion. Rewards given to employees, regardless of the type, must be meaningful to the employees and the organization. In other words, rewards should be based on employees’ job performance and reflect the organization’s goal and service standard. Most rewards in the Asian culture, including Thailand, are in monetary form. However, because of the growing influence of the Western style of management, rewards in the form of recognition, such as being selected as employees of the month (or the year) with a certificate, are getting popular in Thailand. This kind of recognition can increase employees’ morale and make workers feel that they are appreciated and valued as a member of the organization, leading to job satisfaction and organizational loyalty. Panmunin (1993) reports that Thai hotel employees suffer from low self-esteem because the Thai caste system disparages servants as low caste individuals. The result of the present study seems to emphasize the importance of appropriate rewards for Thai frontline hotel workers, who may be often neglected and unappreciated in the caste system (high-power-distance culture), to improve their work morale. Next, this study demonstrates that training cannot be overlooked to satisfy hotel workers. Through training, Thai employees master the basic skills necessary to perform the daily duties of the position and develop job competence. In addition to the basic skills, more Thai hotels are offering training such as dealing with guests’ complaints. It is a new type of training that originates from the Western hotel companies. Typically, when Thai employees encounter disgruntled or difficult guests, they have supervisors or mangers handle the situation. This new training program broadens frontline employees’ responsibilities and teaches proper techniques to resolve conflicts and deal with problems immediately to build customer satisfaction. The result of this study seems to suggest that Thai hotel personnel are satisfied with this new, additional training. Third, this study implies that empowered Thai employees are satisfied and exert more positive service behaviours. This result contradicts the proposed hypothesis. Despite the vertical culture, more and more hotel organizations in Thailand are embracing the concept of empowerment by allowing frontline personnel to make more decisions to take care of in-house guests. Although empowerment is a relatively new concept for hotels in Thailand, the result indicates that line employees are quickly adopting such a work practice and are happy about it. In general, frontline employees are much younger than managers in Thai hotels. The young generation has been more exposed to the global influence of U. S. culture. Thus, young Thai hotel employees may regard a Western management practice such as empowerment highly. We also speculate that the positive empowerment outcome is attributed to the new additional training and the Western style of rewards. Research has shown that empowerment often involves training and rewards to be more effective. Another possible explanation regarding the positive effect of empowerment is the growing size of tourism. Thailand is one of the popular travel destinations in the world, and hotels are receiving large numbers of international customers. In Western countries, it is common to see frontline employees empowered to meet the guests’ needs immediately. Travelers, particularly from the United States and Europe may be accustomed to such a level of customer focus and expect Thai hotels to offer a comparable level of service. The management in Thailand is becoming aware of the phenomenon and therefore expending more effort to make use of empowerment to please international hotel guests. Finally, there is no significant effect of organizational support on hotel employees’ job satisfaction. In this study, organizational support focuses on help offered to frontline workers when necessary, appropriate job design, and support for frontline employees’ goals and values. This insignificant result may be partly associated with the high power distance between supervisors and subordinates. In the Thai hotel organization, managers are more likely to be valued and respected than frontline personnel, and Thai managers with authoritative leaderships are least likely to place a high priority on the well-being of frontline employees and assisting in their job. Although the organizational culture is changing slowly, and large Thai hotel companies are adopting Western management styles, it takes a long time for employee perceptions to change. Thai frontline personnel are more likely to recognize strong organizational support (i. e. , they feel they receive enough help at work, their job is designed to be rewarding, and their goals and values are as important as managers’ goals and values) in the future. In the conclusion of organizational behaviour, service quality initiatives such as rewards, empowerment, training, and organizational support have been a revolving theme tied with employee satisfaction and performance. This study presents how these initiatives work in a culturally different setting such as Thailand. The results of this study indicate that the service quality initiatives, which mostly originate from the U. S. or Western (horizontal) culture, are worthy of trial in Asian hotels (with a vertical culture) because such initiatives may help improve frontline employees’ morale and self-esteem and ultimately increase the overall effectiveness of the hotel operation. In summary, hoteliers should continue to increase decentralization of authority, develop attractive compensation, and improve frontline workers’ knowledge and skills through ongoing training. Then, all these efforts are likely to pay off by yielding happier, committed staff members who care about guests and other co-workers. 2. 2 ARTICLE JOURNAL: SHAKING UP INTEL’S INSIDES Performance-based, standardized job descriptions provide employees with clear and attainable job duties and responsibilities as well as the resources needed to accomplish them (Mahdieh,2013). We work with employees to explain the tools and their importance to achievement of the organization’s mission and goals a critical factor in retaining valuable staff and preventing costly burnout. Employees are an organization’s most valuable resources. Companies spend considerable amounts of money and time developing and supporting their human resources. A critical component of this development and support is employee performance management. An employee’s performance is a measure of the ways in which their work-related behavior contributes to achievement of the organization’s business objectives. In this article, they have problem in new employee, employees are now â€Å"on stage† when they’re meeting with customers and â€Å"off stage† when they’re in a back office handling paperwork. And he implemented an exhaustive â€Å"playbook† that has scripts for everything down to the language with which tellers are supposed to greet customers. Still, at one Boston branch McGee visited, Paul J. Hillson, a consumer marketing manager, concedes that he encountered initial resistance from some FleetBoston tellers: â€Å"What you hear is, ‘But I already know that customer. â€Å"‘ McGee agrees that changing employee behavior â€Å"is still a work in progress. â€Å". Managing this performance is the key to producing high achieving and reliable human resources. Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization(Memoona,2013). More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. In this case we can see analysts said, has been the efforts of McGee and his team to overhaul Fleet’s branches, from products to training to culture. To lure new customers, BofA dangled free checking and free online bill-paying, a service for which many New England banks still charged. And while the old FleetBoston simply gave customers the 800 number for an outside mortgage lender, BofA has outfitted roughly two-thirds of Fleet branches with special software that approves or rejects a customer’s application for a mortgage or home-equity loans within 30 minutes. As a conclusion, this is in line with results in the emotions and justice literature that negative appraisals are influential drivers of employee behaviours and attitudes (Brown et al. ,2011). Performance appraisals are a basis component of human resource management, the outcomes of appraisals are used as the foundation of many human recourse decisions. While organizations devote considerable resources and time into performance appraisal this collected study has demonstrated that the quality of the employee performance appraisal experience are different. There are employees with low quality performance appraisal experiences while at the other end of the scale, there are some employees who state high quality experiences of the performance appraisal process. Moreover, this research demonstrates that organizations pay a price for letting low quality performance appraisal experiences, when employees have low quality performance appraisal experiences the organization will likely to bring a penalty in forms of lower job satisfaction and higher intentions to quit. 2. 3 ARTICLE: BOFA’S HAPPY SURPRISE In this world of competition as organizations effort to remain competitive and sustainable, human resources professionals and strategic planners should collaborate strongly in designing strategies which are more productive and useful (Dazel. 2103). Among these functions, one of the most critical ones that bring global success is performance appraisal . It is more considerable than other processes because its results show the success of the awareness of the other areas in the field of Human Resources and other personnel activities. In the other perspective, assumptions of corporate management show that performance appraisal makes people to be really engaged in the business of the organization. In this situation, the article shows he’s making it clear to employees that, under his leadership, Intel truly are entering a new era. Otellini, who officially takes the helm on May 18, will be the first chief executive without an engineering degree at a company where gear heads have reigned supreme. He believes that to keep Intel growing, every idea and technical solution should be focused on meeting customers’ needs from the outset. So rather than relying on its engineering prowess, Intel’s reorganization will bring together engineers, software writers, and marketers into five market-focused units: corporate computing, the digital home, mobile computing, health care, and channel products PCs for small manufacturers. The development of an organisational culture indicator followed a review of the organisational culture literature, in which particular attention was given to the instruments that have been most commonly used in its measurement (Michael, 2013). In this article, we can see that the new regime will cause a jolt to the culture. For decades, employees have been compensated for their own work. Now teams will be judged as a whole. Engineers, long the top dogs, may resist working with others. â€Å"It’s like saying to a baseball player, ‘Gee, we’re deciding to play pro football,†Ã¢â‚¬Ëœ says Edward E. Lawler, a professor at USC’s Marshall School of Business. â€Å"All of a sudden, the rules of the game are very different. † Otellini has begun to put the pieces in place. Now he’ll need the teamwork of his people to pull it off. As conclusion, this article established that there was no existing tool which adequately met our requirements for a comprehensive, up-to-date measure, easily completed by all levels of the workforce. Through the review process we were able to identify the cultural dimensions most frequently assessed in organisations and deemed important in this extensively researched field. A parallel search of literature on current manufacturing practice highlighted other areas less traditionally examined in culture research, but which we thought relevant in capturing critical aspects of organisational culture in the manufacturing sector. Performance  management  is a significant tool in business  management  today. Management activity of this type makes it easier to evaluate the productivity of individual employees as well as entire departments. As a result, the company will function more efficiently, may keep overhead low, and has a better chance of succeeding. There are many benefits of  performance management  that have a direct bearing on the day-to-day operation, which in turn makes the overall picture for the company much brighter. Inside the company of The New York Times, there have a lot of job design and performance management that occur and be built by the employer to their employees. Many advantages can we get by doing the implementation of job design and performance management. Through the implementation of performance management, the employer can get the result for what actually their employees doing in managing their work. The use of specific metrics in a performance management program allows employer to make decisions regarding performance breakdowns. Initially, it allows employer to pinpoint problems and take the proper corrective actions to immediately rectify them. For example, as our research in year 2003, according to the journal of The New York Times, Arthur Ochs Sulzberger Jr. , the current proprietor, faced what seemed to be a publisher’s ultimate test after a loosely supervised young reporter named Jayson Blair was found to have fabricated dozens of stories. The crisis was emerged between the employer and its employees after the employer getting know about their employee’s attitude. The employer can strictly blot for whom employees that making a wrong attitude and breaking the rules of their job ethics. The effects of these crisis has causes the company’s performance lagging. The companies had difficult moments eventual through allegations received due to errors employees. However, it can be improved by making implementation of performance management. Performance management allows employer to make decision and focus their feedback on issues or crisis directly related to the achievement of the individual employee’s goals and objectives. Any other issues or crisis distracting the employee that don’t contribute to the unit or department’s performance can be quickly and effectively handled and eliminated. One of the examples of performance management that can be found in the journal of The New York Times is where Keller has made so many high-level personnel changes whereby two-thirds of all newsroom workers now report to a new boss. Other than that, Keller has also put into practice a string of reforms suggested by several internal committees formed in the wake of the Blair affair. Meaning to say, these include the appointment of a standards editor and a public editor, or ombudsman. After making this system, the company performances was increase and improved and at the same time the whole of operation managements can be run smoothly. According to journal, The Times posted its gains despite boosting the price of a subscription by more than 20% on average. As a conclusion, a good performance management system works towards the improvement of the overall organizational performance by managing the performance of teams and individuals. That is for ensuring the achievement of the overall organizational ambitions and goals. The Times can built more an effective performance management system that can play a very crucial role in managing the performance in an organization such as ensuring the employees understand the importance of their contribution to the organizational goals and objectives. Other than that, by ensuring each employee understands what is expected from them and equally as pertaining whether the employee possess the required skills and support for fulfilling such expectations. Ensuring proper aligning or linking of objectives and facilitating effective communication throughout the organization and facilitating a cordial and a harmonious relationship between an individual employee and also the line employer based on trust and empowerment. 2. 4 The Effects of Job Rotation Practices on Motivation: A Research on Managers in the Automotive Organizations This article is about the use of data envelopment analysis (DEA) to calculate and analyze the level of technical, allocate and cost efficiencies of Australian hospital food service operations. As we know, every provision of food to the patients is the responsibility of each individual hospital. To prepare the food their must cooked and plated and serve it in hot condition, that can we call as a â€Å"cook-serve system†. Therefore this system required substantial labor input and always created tension arising because of the necessity of working tight schedules and need to achieve high quality standards. In 1970, the new system of foodservice was introduced which is the introduction of the hybrid and cook-chill system. These new system require large initial capital investment. There has been an essential expansion in the use of cook-chill systems throughout the different states because of the technology changes. However, the last health service report published that inefficiency is still a problem with most hospital foodservice operation because of the underutilization of production capacity. Actually, this is the on how performance management taking place to overcome this problem. There are a lot of the significant of making implementation of performance management. The primary reason to make sure performance management processes are functioning properly is to tighten the link between strategic organizational objectives and day-to-day actions. Effective goal setting (including timelines), combined with a method to track progress and identify obstacles, contributes to success and bottom line result. Frequently tracking progress against performance goals and objectives also provides the opportunity to recognize and reward employees for performance and exceptional effort, contributing to job satisfaction and productivity. Employees want to feel successful, to do well at their job and feel there are making a valuable contribution. In order to ensure this happens, employees need a clear understanding of individual goals and how they fit into the larger organization. New technology-based solutions offered can provide goal visibility across entire organizations, offer extensive reporting option and can reduce paperwork by as much as 90%. Clear visibility, regular individual analysis and company-wide employee appraisals help identify corporate competencies and skill gaps. With this valuable data, organizational can identify training and development plans. Performance management best practices result in a wide range of the advantages for employees, employer and whole organizational. In a nutshell, the performance management inside every organizational is one of the essential tool to gain a goal and objectives of organizations. Therefore, the organization like hospital can considered more about their performance management to overcome their problem. At the same times gain successful services to their patient. 2. ARTICLE JOURNAL: THE FUTURE OF THE NEW YORK TIMES – BUSINESSWEEK Human Resource is the most important resource compared with other resources like machine, material, land, etc. In the organizational context, the effectiveness of human resource depends on designing the job according to human capability and characteristics. Job design is the most important function of Human Resource Management. It indicates that, designing of contents, metho ds, functions of a job. The performance of an employee is that, how well an employee performs his or her task duties and responsibilities. Employees’ performance is also crucial. Because the achievement of goals and objectives of the organization is assessed by performance of its resources, employees’ performance should be assessed and maintained periodically. At work, in a human-focussed approach, the human oriented process designs have shown its importance as much as the technical issues, from a productivity aspect. Several human-focussed applications such as increasing motivation at work, improving workers’ physical working conditions, obtaining job security, and increasing job satisfaction, increasing quality nd productivity, decreasing costs to become competitive are increasing it’s importance by the day. Within the natural development process of work, maybe human-centred problems exceed technical problems and even the cost of investment in personal has gone beyond the point of technical investment. Job analysis, training, performance measurement, re-organisation projects, re-engineering studies and especially applications related to job design which support this approach have an important place among human resources applications. Job design related applications began to take shape with a scientific management approach in the 1900s. Models related to job design able to be classified as job rotation, job enlargement, job enrichment, job engineering, quality of work life, social information processing approach and job characteristics approach, have extremely important effects on increasing the productivity of human resources. It is predicted that job satisfaction and productivity will be highest when both job enlargement and job enrichment are jointly applied to redesigning work systems From a conceptual perspective, job design is defined as determining the specific job content, the methods used at work and the relationships between jobs to correspond the firm’s technological and organisational, and the employees’ social and personal expectations. In accordance with this definition, it is stated that a well-designed and defined job increase employees job satisfaction, increases motivation, decreases workplace-related stress, encourage learning efforts and is therefore have a positive effect on employees’ performance. There are many studies published in related literature investigating the relationship between job design and employees’ motivation. The common points of these studies is that the application of job design has a positive effect on the specifics of job performance, like motivation, flexibility, job satisfaction, self-control, and skill development. The relevant studies are shown in Table below.