The Private Pension Industry In Ghana Accounting Essay

The Private Pension Industry In gold coast bill EssayGhana, a role model in ground of frugal and political stability has recently been upgraded to a middle-income country following years of implementing conk economic policy and still political environment and with this upgrade comes its own ch aloneenges.Ghanas economy is strong and promises generous emerging return and the need for a often more comprehensive companionable protective hidinging system is to a lower placestood to be of huge importance. In 2004, the governing frame started a journey to reform the societal auspices measures/ bonus system and these reforms created an opportunity for the participation of the private sector in reward delivery. This proposed crinkle im times seeks to establish a legal guardian company, which will offer up support related products to the formal and wanton sectors of the Ghanian economy who maintain traditionally been excluded from the national aid system.The priv ate grant industry is a new and approximately untapped industry offering an opportunity to serve a large proportion of Ghanas workforce, as this section of the functional class is key in the achievement of developing a comprehensive allowance system. This industry is estimated to be valued at GHS and will insist of 2nd tier and voluntary 3rd mark pension system. The national pension evasion has seen an average annual increase in character of 10%.The target market for the proposed concern is a schoolgirlish adult among the ages of 16 and 45 years. The target market will consist of young professionals, self-employed individuals and those who traditionally do not yield a bun in the oven approach to the national pension organisation namely hairdressers, mechanics, etc. With the growing appreciation of securing wizs future, the target group demand quick and efficient services, products that meet their brisk and future needs and an industry that responds quickly to their needs.Currently, at that place is no existing service provider in the private pension industry further the life amends industry is expected to lead the way and be the dominant players in the provision of these services. The proposed stemma plan seeks to be consumer focus providing excellent customer services, constant quantity customer feedback and innovative and simple product design and use. The competitive advantage of the proposed strain include accessibility through the use of a comprehensive diffusion network, excellent customer service and product design based on need.The proposed business is a private pension provider rendering trusteeship, custodian and stemma management services. The company is a special(a) liability company with a proposed stated capital of GHS3, 000,000.00. Each of the business owners will raise GHS90, 000.00 each and the disagreement will be investment firmed using bank credit lines, private investors and asset financing. chthoniantaking the proposed business plan provides the following findingsGhanas economy remains positive and stable providing generous growth now and in the futureNew pension reforms and creation of new industry provides both threats and opportunityVast untapped informal market available to the new industryCurrent shortfalls in the national pension will be catered for by private providersProposed business provides opportunity for prohibitedgrowth of local capacity in pension design and managementWith robust regulatory system and effective strategic planning this propose business has a fair chance of succeeding and growing into a very successful business and being part of the development of the private pension industry in Ghana.1.0 The IntroductionResearch Background and MotivesOver the years concern had been raised about the current state of the Ghanaian loving security system which has been characterized by inadequate benefits which is extremely difficult to live on if not mere impossible. As poin ted out by the International affectionate security Association (2003), Social security systems in Africa atomic number 18 characteristically too exclusive and inadequate of which Ghana is not exception. Like otherwise fond security systems in Africa, Ghanas cordial security system covers only the formal workforce, which takes a small fraction, usually no more than 20% of the total labor force.This inherent characteristic of the societal security system admits societal security exclusive, as those outside the formal sectors do not overhear access to social security or a national pension. Furthermore due to the relatively small number of contributors to the national social security organization, benefits beneath the social security strategy is inadequate. Ghana desire many other African countries has institutions, laws and government structures that were ad favored from their compound know without much modifications and thought. The institutional structures were most of ten designed to meet the goals and objectives of the colonial masters who at that time were the elite. One may wonder why social security systems that are meant to provide protection for all in society tends to cover only a small fraction of society.The international social security association points out that, most social security systems like many other things were adopted from the colonial masters. These social security systems were really intended to cover a small body of employees who were at the time working in the colonial administration and mine players. This meant that all others outside this scope fell outside the social security system. This inherently remained, as most countries even after liberty were unable to devise social protection programs that were tailored to the needs and circumstances of the people.Based on the background above, I am motivated through this business proposal to highlight the importance of the development of a much-needed private pensions sch eme to augment the existing national social security system and excessively to provide those who are outside the national social security system an avenue to secure their futures and have enough to live on when they retire.1.2 The MotivesThe motive for undertaking this business proposal is to bridge the gap created by the current social security structure, which excludes those at heart the informal sector of the Ghanaian economy. Secondly, private pension plans will also provide extra revenue to those who have retired as the current benefits under the national plan is woe teemingy inadequate.At the end of this start up business proposal I hope to be able to infrastand current economic and business environment in GhanaUnderstand the structure of Ghanas social security systemTo crush current regulatory framework in place and its likely impact on the operations of the start upTo analyze the development of the chosen market and industryTo determine the essential inputs for the start -up and future development plansTo analyze any academic theory on successful business start-ups1.3 The ObjectiveThe main objective of this business plan dissertation is toIdentify if any, opportunities and challenges for a private pensions company in GhanaWith the opportunities I have determine and challenges write a start up business plan for a private pension company in GhanaProvide information on procedure to follow when setting up a company in GhanaIn this write up the main focus will be on the company operating in one specific area of pensions which is the tier three of the pensions act. Long-term strategies may see the company evolve to devolve other pensions/ savings products.1.4 Research MethodologyThe aim of this write up is to put unitedly a business plan for a start up private pension company in Ghana based on sound research on the subject matter of private pensions in the chosen market and academic theory on the principles entrepreneurship and business management.The research therefore will mainly be based on secondary data from likely governmental resources and non-governmental agencies. I will also make use of academic articles, journals and industry reports.1.5 StructureThe write up will be split into 5 dollar bill (5) chapters with details of each chapter as followsChapter 1 The offshoot chapter will have the introduction, which contains the background, the motives and objective, brief research methodology, structure of the write up and a comparative outline of social security systems in the developed and underdeveloped worlds.Chapter 2 Economic Overview of chosen market, history and importance of social security in chosen market, overview of the social security system now and then, social security structure, and challenges facing the national social security systemChapter 3 Description of the business idea, marketing plan/strategy, pricing, mission and vision, Human Resources.Chapter 4 Chapter four will be the financial plan. In this section will include financial assumptions and financial projections for the next tailfin years.Chapter 5 The conclusion, this section will contain exit strategies and also discuss any immediate or future impact of the proposed business on the Ghanaian economy. This section will also summarize key success factors of the proposed business.Chapter 2IntroductionUnder this chapter I will look at the economic overview, economic performance and outlook of the chosen market for the proposed business, I will then go further to look at the development of social security/ pensions in Ghana, and then look at the overview of the social security system of the chosen market, Ghana.As earlier stated under my aims for this project, I seek to provide somewhat insight as to what it takes to start a business in Ghana, therefore under this section I will also provide information or insight in relation to what procedures needed to follow when setting up a business in Ghana.2.0. Economic Overview of G hanaThe Republic of Ghana is a West African country with land area of 92,100 square miles, which is boarded by Cote DIvoire, Burkina Faso, Togo and Gulf of Guinea.Ghana has always been known as a country of great natural resources, hence the nickname, The Gold Coast. Ghana is rich in gold, timber, diamond and cocoa and has an economy that is heavily dependent on market-gardening. Ghana remains one of the leading producers of Gold and Cocoa in the world. Agriculture in Ghana accounts for 37% of GDP and employs an estimated 55% of the national workforce. It must however be remark that agriculture is still largely small home base, non- commercial and not mechanized.Ghanas economy is one of the most stable and fast growing economies in Africa and has achieved impressive growth as a result of the discovery of oil and natural gases. With such impressive growth and relative stability in the macro-economic indicators, Ghana attained a lower middle-income economy status according to the World Bank, however youth un exercise and poverty continues to be a major issue. 25% of Ghanas youth are inactive and 37% of the population currently lives on less than $1.25 a day.Despite a 14.4 % growth in Ghanas economy in 2001 according to the World Bank, Ghanas impertinent debt over the last 3 years has increase by 125% from $8 billion in 2008 to $18 billion in 2011.In terms of investment, Ghana has Africas 3rd largest stock exchange with South Africa and Nigeria ahead of Ghana respectively.2.1 Economic Performance and OutlookGhanas economic performance over the last hug drug has been impressive. GDP average annual growth rate was 6% between 2005 and 2007, increased to 7.3% in 2008 but however declined to 3.9% in 2009 on the back of the planetary financial and economic crisis.Inflation increased by 41.7% from 12.7% in 2007 to 18.1% in 2008 however due to effective economic policies and austerity measures inflation for the last 3 years has steadily falling to its current rat e of 9% as at 2011 for the last 9 months since. Increase in non-oil imports and income outflows widened Ghanas current account dearth by some 38% at the end of 2011.Despite these challenges, Ghanas economy has outgrown the global economy for the past 4 years. Whilst the global economy grew at an annual average rate of 3%, Ghanas annual average growth rate has been 6.5%.The adoption of austerity measures to cut public spending and the stability of macroeconomic indicators have helped Ghana survive probably the worst part of the global economic meltdown and it remains one of the most promising economies in Africa. Based on the indicators above on the economic health of the country, Ghanas medium-term growth remains positive, largely driven by investments in the mining industries, public infrastructure and commercial agriculture according to the World Bank.2.2 Development of Pensions Scheme in GhanaPension systems in Ghana date as far back as the colonial era. The first kind of pensio n system was introduced in Ghana in 1946. The pension system was a non-contributory pensions scheme and its aim was to cater to the retirement benefits of those who worked within the colonial administration and also included mine role players. Kpessa (2010) noted that Ghanas social security system at the time was designed, as a means of supporting loyalty and efficiency within the colonial service as a result was quite exclusive. Like most programs introduced during this era, old age income protection policies were coifed to urban dwellers especially Europeans and a few Africans working in the colonial bureaucracy.It was not until 1950, the Pension Ordinance No.42 (Cap 30) and Superannuation schemes was established in an effort to have a social security system in place that covered a greater portion of Ghanaian workers. It was established as a pension scheme for public servants in the Gold Coast. These schemes covered certified teachers, University lecturers and all government wor kers however a vast majority of Ghanaians were unable to benefit from this scheme (Adjei, 2000).In 1965, the Social bail Act (No. 279) was passed to cover all private and public sector workers who were not covered under the Pensions Ordinance No.42. The scheme ab initio started as a provident gunstock, providing benefit for old age, invalidity and survivor benefit. This Act was repealed and the social security and national restitution act (SSNIT) was established under NRCD 127. The trust was established to administer the new social security scheme.The scheme was later converted to a social security pensions scheme and in 1991 morose into a defined benefit scheme following the enactment of the Social Security Act 1991 bringing some level of adequacy into workers pensions.For a worker to qualify for old age benefit, the worker must have worked for a stripped-down of 240 months and be at least 60 years of age. Workers in the extractive industries such as mining however have a re quired retirement age of 58 years under which they qualify for old age benefits.For workers who have been injured at work, they may qualify for payment under the invalidity benefit section of the social security system. Benefit is payable over a period of 12 months.If a retiree dies before reaching the retirement age his or her benefit is calculated as the present value of all contributions and nonrecreational to the surviving spouse or dependents.The Social Security and National Insurance Trust (SSNIT) has four major functionsCollection of contributionsRecord guardianship keeping up to date records of all contributing appendagesProcessing and payment of benefitsPensions fund management2.3 Overview of Social Security/ Pensions in GhanaA universal social security/ pensions scheme in Ghana has not been in existence for so long having been established in the 1990s earlier forms of social security were exclusive. The Social Security Pensions Scheme (SSPS) was established in 1991 unde r the Social Security Law PNDCL 247 and under the trusteeship of the social security and national insurance trust (SSNIT).Twenty-five years prior to this, Ghana run a provident scheme established under the social security act of 1965 (Act 279).Under the 1991 scheme, the Social Security and National Insurance Trust collected the contributions of the Ghanaian worker. The Act provided for compulsory coverage for workers in establishments that employ at least five workers. An establishment with less than five employees had the option to join the scheme, but there was no compulsion (Kumado Gockel, 2003). However, the following categories of workers, although they employed more than five persons, were exempt by law from joining the schememembers of the fortify Forces, the Police Service and the Prison ServiceForeigners in the diplomatic missions andSenior members of the universities and research institutions. ancestrying of defined contribution schemes is based on contributions made by the employer and the employee on behalf on the employee. These contributions are invested and when the employee reaches retirement age, becomes permanently incapacitated or dies prior to retirement the total contributions together with returns on the investment are paid as a lump sum to the employee or his/her dependents (Kpessa, 2010)Under the scheme the Ghanaian workers total contribution constitutes a total of 17.5% of his salary to the scheme towards his pension and the contribution structure is designed as followsEmployees 5% of employees salaryEmployer 12.5% of employees salaryTotal Contribution 17.5% of employees payUnder Ghanas pension scheme there are three basic benefits, which include Old Age Pension, Invalidity Pension and Death Survivor Payment. Pension benefits in Ghana are indexed annually using the average rate of increase in the contributions inflow from the previous year. This is done to prevent any distortions in the financial equilibrium of the scheme.In order to qualify for benefits under the pensions scheme one must meet the eligibility requirement and amounts payable under each section are as follows according to the Social Security and National insurance TrustOld Age BenefitTo qualify for old age across-the-board pension payment, a worker should have contributed to the scheme for a minimum of 240 months, which is equivalent to 20 years, and should have attained either the voluntary retirement age of 55 or compulsory retiring age of 60. The law applies differently to persons who have worked in hazardous conditions such as the mines. Such categories of workers under the law qualifies for a abounding pension at the age of 55 provided the worker has been engaged in such work for 240 months or more.The minimum pension payable is 50% of the average of the 3 best years salary for a minimum contribution period of 240 months. For any additional month served after the 240 months, a worker earns a pension right of 0.125%, i.e. 1.5% for every 12 months in addition to the 50% start off. Thus, a worker can theoretically earn up to 80% pension when he shall have worked and contributed to the scheme for 40 years.As earlier mentioned, workers who opt for early retirement at age 55 or retire anytime before they are 60 years are entitled to a reduced pension. Benefit due is calculated on an increasing scale from the age of 55 years, meaning that those who retire closer to the statutory retirement age receive a higher percentage of their full pension than those who dont. Percentages of full benefit due are as followsAge 55, 60% of full pension 56, 67.5% of full pension 57, 75.0% of full pension 58, 82.5% of full pension 59, 90.0% of full pension.Pensions are paid monthly, however retirees have an option of receiving payment in advance equivalent to 25% of 12 years pension as a lump sum and subsequently be on a reduced pension.If a worker before attaining the age of 60 is unable to have contributed the minimum 240 months to the s cheme he is entitled to receive all his actual contributions plus interest at half the prevailing interest rate on government treasury bills.DEATH/ SURVIVORSWith regard to survivors benefit, if a contributor dies while still a member, his dependents qualify for a lump sum of the earned pension. When a member contributes to the Fund for 240 months before dying, a lump sum equal to the value of his pension for 12 years shall be paid to his survivors. If a member dies without having contributed to the fund for 240 months, the payment to his survivors will be his proportional pension for a period of twelve years. Where a member who has retired dies before he is 72, his survivors will be paid in lump sum the unexpired pension up to age 72.INVALIDITY PENSIONTo qualify for invalidity pension, a member shall have contributed to the Fund for 12 months within the last 36 months before becoming invalid. In addition, the member should have been certified permanently invalid and incapable of gai nful employment by a medical board including2.4 Parallel Pensions SchemeOne may be tempted to think that the pensions scheme being administered by the Social security and national insurance trust covers all workers in Ghana, however as indicated above some sections of the working public are exempt from the national pension scheme. This is because such workers are covered under a different pensions scheme with pre-dates the national pensions scheme.The scheme, which is affectionately, called summit 30 (name derived from Chapter 30 of the Pension Ordinance of 1946) provides pensions for Civil Servants and the Armed Forces and some teachers. Today there are still members of these working sectors who are covered under CAP 30. Such members contribute 5% of their pre-tax salary, which is nevertheless not saved but recycled into the Consolidated Fund. However, it is still a non-contributory plan for the armed forces, the police, and the prisons services. These employees take home all of t heir earnings no deductions for pension coverage. This aside there are other features of the CAP 30 that offers superior value as compared to the Social Security and National Insurance Trust including10 years for full retirement vs. 20 at SSNIT70% of final salary compared to 50% of average of three highest years salary at SSNITCAP 30 pension payments are indexed annually to current salary scalesGhanas social security system lacks cohesion as evidenced in the disparities that exists under the SSNIT and CAP 30 an there is an urgent need for the harmonization of the social security system in Ghana by replacing the current systems with a comprehensive all comprehensive system2.4 Pensions Reform in Ghana and overview of National Pensions Act 2008Over the years concerns have been raised about the disparities and seemingly greater benefit under the CAP 30 as compared to the Social Security and National Insurance Trust (SSNIT) pensions scheme. Public sector workers further agitated over th e inadequacies of the current social security benefits and its inability to sustain a respectable life during retirement. Furthermore, the current social security system has failed to include those in the informal sector who constitute about 80 percent of the working force.The road to social security reform in Ghana began in July 2004, to provide a universal pension scheme for all Ghanaian workers following the agitations described above which lead to the drafting and passing of the National Pensions Act 2008. The Act is divided into four move the first part talks about the establishment of a National Pensions Regulatory Authority that will be responsible for the regulation of pensions schemes in Ghana as well as a three-tier contributory pensions scheme.The second part deals with the basic national social security scheme Part Three provides for occupational pension schemes, provident fund and own(prenominal) pension schemes and management of the schemes and finally the general pr ovisions of the Act is contained in part four. fit in to the Social Security and National Insurance Trust, under the new Pensions Act 2008, there is a three tier contributory scheme, which replaces the current Social Security Pensions Scheme and CAP 30. Under the new scheme a total contributory amount of 18.5% of a workers monthly salary will be paid towards their pension and this is distributed between the first two tiers. The first two tiers are needed and the third tier is voluntary. Below are the features of each tierFirst TierThe first tier is the basic national social security scheme, which incorporates an improved system of SSNIT benefits. This tier is mandatory for all employees in both the private and public sectors. The mandatory basic national social security scheme is to be managed by SSNIT.Contribution to the first tier will be 13.5% of an employees monthly salary. Whilst this tier is mandatory for all employees in the public and private sectors, self-employed members of the working class have an option to join the scheme and are under no agreement to do so. Of the 13.5%, 2.5% will be deducted and transferred to NHIF.Benefit due under this tier will be calculated using the average of the highest 3 annual salaries - 50% +1.5% of every additional 12 months contributed. A contributor under the first tier cannot be less than the age of 15 and not older than the age of 45 years when joining the scheme.Second TierThe second tier is occupational (or work-based) pension scheme and it is a mandatory scheme for all employees, however this tier will be privately managed. This tier was designed primarily to give contributors higher lump sum benefits compared to what is presently available under the SSNIT or Cap 30 pension schemes. A total of 5% of an employees monthly salary shall be allocated to the second tier provided the employee falls within the age limit stipulated under the first tier.If the worker however, falls outside the stated age limit, all of the 18.5% contribution shall be transferred to the second tier. The voluntarily provident fund and personal pension schemes are to be managed by approved trustees, licensed by a National Pensions Regulatory Authority and pension fund managers and custodians, licensed by the Security and Exchange Commission and registered with the Authority.Under this tier a defined benefit is payable to a retiree, spouse or dependent after expiry of service, retirement or death.Third TierThe third tier is a voluntary provident fund and personal pension schemes, which provides tax benefit incentives for workers who opt for this scheme in addition to the first two. As earlier mentioned, the previous pensions scheme was relatively exclusive and did not provide cover for 80% of Ghanas working population. The introduction of the third tier is an effort to address the issues concerning the old pensions system, which by design excluded those in the informal sector and did not provide avenue for the multi tude to arrange their personal pensions in addition to the state pension. The aim of the third tier therefore I believe, was to provide those in the informal sector to have their future secured by contributing to a private scheme and also provide those already covered under the national scheme to augment their existing benefits should it still be seen as inadequate.This tier is fully funded and is also privately managed by licensed trustees that will want to provide private pension schemes.2.5 institutionA National Pensions Regulatory Authority (the Authority) has been established to regulate both public and private pension schemes in the country. The Authority will approve, regulate and superintend Trustees, Pension Fund Managers, Custodians and other institutions relating to pension matters.To ensure that contributors interests are adequately protected, the National Pension Act has in-built safeguards. These include stringent approval and registration criteria by the Pensions Re gulatory Authority separation of functions of Trustees, Fund managers and Custodians on going monitoring among several others.Trustees licensed by the Authority would be required to take out adequate insurance to indemnify scheme members against any losses of scheme assets caused by malfeasance or misconduct of the trustees or their service providers.Among other impacts, the new scheme will ensure improved living standards of the elderly financial autonomy and independence of retirees increased national savings and availability of long-term funds for economic development and the Promotion of growth and development of the capital, mortgage and insurance markets.CHAPTER 3 THE BUSINESS IDEA AND PLAN3.1 BackgroundIn 2004, the government of Ghana started the adjoin of reforming Ghanas pensions system and in 2008 passed the National Pensions Act 2008, which saw the birth of a new pensions system in Ghana, the establishment of a new pensions regulatory body and most importantly the parti cipation of the private sector in the delivery of social security in Ghana.The opportunity presented through the National Pensions Act 2008, is what has motivated me to write this business proposal for the establishment of a pensions trust in Ghana to participate in the third tier of Ghanas pensions System.The new pension scheme will comprise two mandatory schemes and a voluntary scheme as followsFirst tier which is a mandatory basic national social security scheme will be managed by the Social Security and National Insurance Trust (SSNIT)Second tier occupational (or work-based) pension scheme will also be mandatory for all employees but privately managed by approved and licensed trusteesThird tier voluntary provident fund and personal pension schemes, supported by tax benefit incentives to provide additional funds for workers in both the formal and informal sectors who want to make voluntary contributions to augment their state pensions benefit.The Second tier and the voluntary thi rd tier will be privately managed by approved trustees licensed by the Pensions Regulatory Authority with the assistance of pension fund managers and custodians registered by the Authority. It is within the third tier that a business opportunity exists for the establishment of a trustee company that will provide pension products to individuals and organizations in Ghana.3.2 Benefits of the New Pensions SchemeThe new pension scheme offers a number of benefits above the old system. According to the Social Security and National Insurance Trust (SSNIT), workers within the formal and informal sectors stand to benefit from the following under the new pensions scheme homework of SuperannuationReduction of contribution period from 240 months to 180 monthsFull benefit increased from 50% of the average of the highest three years earnings to 80% provide of healthcare premium for all contributors to social security pensions schemeOccupational Scheme provides lump sum benefits to contributors af ter attaining the age of 50 years.Survivors benefit calculations increased from 12 to 15 yearsUsing lump sum benefits under the second tier to secure mortgages meaning workers can obtain their own houses by using their lump sum benefit as collateralBetter controls over personal pensions under the second and third tier

The Performance Appraisal Systems Performance

The Performance Appraisal Systems PerformanceThe look for explores the effect of procedure judgment on achievement of employees and in turn on companies as well. The purpose considers the operation of strap in UK and Pakistan to enhance its employee act. providedmore, the academic requirement, the look into aim and doubt argon specified in books available on death penalty approximation governance. Also with the supporting of related theory available by take for s, journals, articles and surveys, the critical review of literature is made in every the aspects of backsheeshic and concept of murder estimation system and its relationship to drive death penalty.The self administered questionnaire is distributed among the selected sample, like fount UK and trounce Pakistan staff members, besides a telephonic interview from the top public treasurys helped in allurement of the required data. Than data is analyzed through unlike ways of comparison and contrasts. Final ly the general recommendation of research findings is made on the current writ of execution approximation system and master(prenominal) driver of employee feat which company and employee wants.The study seeks to examine Analyze performance assessment system and its impact on employees performance working in different working environments a case study of Royal Dutch thump retail specific to operation in UK and PAKISTAN. In the 1980s Western world observed the acquisition of Japanese compositions. The principal(prenominal) featureor identified for this success was the recognition and proper utilization of their work force. This has subjective the key practiti iodiners and writers of western countries and they similarly start considering the consequence of proper steering of their work force, they name this management, Human Resource vigilance or HRM.Most the boldness is no longer rely on the determined resourcefulness of capital and technology to achieve competitive a dvantage in fast ever-changing and highly competitive environment(sparrow et ,1994).its mainly on the hiring and skilled retention, consecrate and motivated employees that allow give an physical composition a competitive edge. To improve the trenchantness of their employees judicature are more focusing on the management of their humans resources. According to Boxall and Purcell (2003) when the human resource practices are aligned to an organization business strategy it become more effective. Furthermore, McCourt and Eldridge (2003) propose the integration of individual human resource practices so that they balance each other.Nonaka and Takeuchi (1995) and Collins and Porras (2004) highlight organizations which rent successfully aligned their human resource practices with business strategy. Unfortunately, for many organizations the effective human resources management is still problematic.Therefore Bratton and Gold (1999), state that performance appraisal (pa) in organization is a continuous and problematic process which is non liked by both mangers and employees. According to Latham and Wexley (1994) performance appraisal is like a seatbelt which still necessary, is unpopular. Lawler et (1995) suggest that since it is noticed that performance appraisal fulfilled the needs of organization and the individual, which are different, performance appraisal will always be characterised by differences in purpose, miscommunications and ineffectiveness. Fletcher (2004) states that many organization move away with the effective performance appraisal. The term performance appraisal will be apply in this study to consign to the appraisal practice. Different organization called this on different names such as performance evaluation, performance review, performance rating ,employee evaluation and employee appraisal (ivancevich ,1995).after finding that employee performance can affect largely on productivity of organization ,they comprehend to endeavour to find out t he most effective way of managing its human resources. Performance appraisal is human resource practice expendd by organization for the development of their employee to best output potential and overall enhancement of an organizations performance and efficiency. scurf is known for exploring and producing oil and natural gas products and also famous for retail stations. lecture transport and trade oil and gas product for heavy industrial uses includes fuel and lubricant for ships and planes. Many other activities includes wind power, electricity intersection, and making solar panels, producing petrochemicals which are used for coatings,plastics and detergents, and build up juvenile technology for hydrogen vehicles .More strategicly, most 3% of the worlds oil and approximately 3.5% of the worlds gas is produced by Shell companies, similar to other major private oil and gas companies (Shell, 2005).Using royal Dutch quiver plc for research study is because it is international ga thering of cleverness and petrochemicals companies, operating in more than 145 countries and employing approximately 119,000 people ( musical scale, 2005). They are one of the biggest in the oil sector is known to be listed in the top 50 companies on number one in the world. (Fortune ,Global 500 ,2009).This research is going to look at the concept of HRM, draw up a co-ordinated work to examine its role on profitability and growth of businesses, and finally, investigate the current business context with regards to performance appraisal system of Royal Dutch Shell Plc.Literature review2.1 Performance appraisalPerformance appraisal is one of the strategic practices of human resource management started early in 1813 in United states of America ,(Bellows and Estep 1954m cited in wise and Buckley ,1998)so in that respect is increasing interest in and uses of performance appraisal system in the last iii decades verbalize by white potato and Cleveland ,(1995).therefore extensive lite rature available on this subject. in spite of this success ,many organization still struggling to make and implement effective performance appraisal system. all the thought given to process ,many of flaws still willful (wise and Buckley ,1998).performance management is a bigger picture in which performance appraisal is located (piggot ,Irvine ,2003),performance management focuses on providing a framework for guiding employee performance towards achieving organizational goals(Torrington et ,2002)performance management is therefore anxious with improving the performance of teams and individual to ensuring the best environment is available for their employees to enhance their performance (Armstrong ,2003).Wilson and westrn, (2003), and Cattell, (1999) argued that performance appraisal is looked in the broader term and that its begin in management by objectives, performance management is a continues repeated process of decisive performance expectation, supporting performance, evaluate performance and, managing performance standards (Analoui and Fell, 2002). Performance appraisal generally means the annual interview amidst the manger and employee to discuss the individuals job performance during the previous 12 months the result of action plans to encourage enhanced performance (Wilson and western, 2001).Armstrong and Barron (2003) verbalise that it is easier to achieve the desired goals and objectives when the manger and subordinates clearly know what is expected of them. According to Fletcher (2004), performance appraisal provides a prospect for a manger and for subordinates to discuss the previous performance work on agreed objectives and standards to reach an agreement on how the app force out can enhance job performance.Performance appraisal is spread in organization since 1960s for employee evaluation, for organization planning purposes, and it is becoming the important element for maximizing the effectiveness of all part of the organization ,from managem ent staffing and development to production and customer services (Creamer and jonosik, 2000).it was used before in this century by larger organization mostly for the administrative purposes (peter and Liang ,2007).2.2 Why performance appraisal?Performance appraisal is one of the important among the HRM practices ,many organization is able to measure the development of their employee posture and behavior through the use of appraisal system.teh schooling which is get by this approach is used for the changing in the selection and training practices to chose and develop employees with the require behavior and attitude. The effectiveness of skilled employee is not in favor unless they are properly motivated to nose their job (Singh K, 2004). Wan et al (2002) explored that there is encouraging relationship among performance appraisal and employee performance or organizational performance. The basic object of performance appraisal is how productive and employee is and verify the way in which employee productivity can be improved.2.2 .1 Benefits of performance appraisal to employeeGenerally, performance appraisals serve an important purpose in the management of workforce and in achieving the organization objective. From employee perspective, performance appraisal give direction to employee that what exactly their way of required to do the job, also to motivate them to achieve their target and help them to improve their work performance. According to Brown and Heywood, (2005) performance appraisal is formalized way of monitoring the work force and it is proposed to be a management tool to enhance the performance and productivity of worker. Performance appraisal also improves the commitment of employee (Brown and Benson.2003).The Organization needs an appraisal system in recite to put their managers in charge of relation to the performance of organization because when employees are given their job responsibilities and duties, then they are liable for these responsib ilities.Also Fletcher (2004) suggested that performance appraisal provide a platform for employees to look forward their tough goals and objectives, which leads them in successful completion of their job. The positive feedback receive from the mangers in appraisal interview will motivate employees in improving their performance likely. Martin and Jackson, (2000) appraisal is also a method of enhancing employee training and development as it provide information about the strength and weaknesses in performance, which create a debate how to improve the performance of employee. In the end it helps the employees to understand their overall contribution in achieving organization goals (Martin and Jackson, 2000).2.2 .2 Benefits of Performance notice to organizationIn most of the organization performance appraisal are used to take meaningful decision regarding salary increases, promotion and transfer. Performance appraisal is also the known to be best for the training and consultation of individual employees by their superiors to improve job performance (Wan D et al 2002, Sels L 2003 Singh K, 2004).the performance related pay processes can also be used in integration with appraisal system. There are many ways by which organization will enhance the performance of their employees. They use performance found compensation to give rewards on successful completion on specific organization goals and objectives. Further research has given evidence that compensation to employees help in improving their performance (Gomez -Mejia wellbourn,1988 ., Milkovich Boudreau 1998). Another system is the bonus system which can also be used for motivating employee to work towards their achievement of the company (Pfeffer 1994).Empirical studies done and found that there is positive relationship between performance-related pay and overall company performance.2.3 problem with performance AppraisalDeming (2000) stated that performance appraisal is considered to be one of the seven deadl y diseases of management practice. He argued that rating employee on individual subjectd was not a suitable way of measuring performance since the working environment is controlled by manager contributes to and affects the way of employee performance. Many problems arise during performance appraisals, nigh arise from manger side and some from employee, and also some arise from other factors.2.3 .1 Employee and mangers perception about PAMostly employees dislike performance appraisal interview for the fear of uncertainty in handling the questions, fear of criticism, concern about promotion, and also fear because their future job with organization mainly depends upon the import of these interviews. Employees see these interviews as validation for those decisions which are already made concerning salaries, promotion and job tenures. Poorly conducted performance appraisal system can more terms the organization environment.In organization many managers also dislike performance appra isal interviews its difficult for them to explain employees about their poor performance they find it vitriolic and awkward. Some managers fear that performance appraisal gives employees self satisfaction and result in lower of performance. Due to these reasons, they not give any positive information to employees. Another reasons to give regular scheduled for taking appraisal interview. Some manger not involve in seriously performance appraisal they dependable taking it as job to be completed not a mean of exchanging or sharing suggestion and getting new ideas from their subordinates (Wells and Spinks ,1994).2.3 .2 Complexity of PA procedureArmstrong and Baron, (1998) has name performance appraisal as dishonest annual ritual because manger and staff disbelieve performance rating with the faith that performance related pay may function unfairly. Some problems with appraisal are known as complex procedure used in assessment, biased elements which wager wonder in the assessment, re wards and progress in the hand of single boss, employees have to work with their appraisers after the appraisal and idea is that performance appraisal aims to limit the bodied aspects of work. There are some common problems which are faced by both appraiser and appraise such problem like paperwork formality of the appraisal process .thats why performance appraisal has been termed as curse rather than a solution for organization (Taylor, 1998).2.3.3 Performance appraisal to organizationGrint (1993) argues that due to the subjectivity of performance appraisal is not grownup the positive expected result to organization and is unlikely to assist objective appraisals. He indicates that performance appraisal is not as ofttimes acceptable to line managers as it is acceptable to human resource managers. However he admits that performance appraisal still play important role in organization. Fletcher (1997) suggests that expecting too much from performance appraisal is danger since it in unlikely solution for all performance problems.In spite of the criticism, Fletcher (2004), Murphy and Cleveland (1995) argue that performance appraisal is important for improvement performance in organization and Simmons (2002) say again that nobody give reasonable alternative for appraising perfomance.Fletcher (2004), Murphy and Cleveland (1995) suggest that the process that is followed in design and implementation of such a system prohibits effectiveness rather than only performance appraisal is not responsible. Fletcher (2004) further argues that organization spends proper money, time and willing to spend effort can achieved successful performance appraisal system. He also acknowledges though that if organization has an effective performance appraisal system they still have to monitor continuously that system to make sure that it compels all needs of its stakeholders.2.4 Why performance appraisal failsFletcher and Williams (1985) point out that only assessment of people is not on ly thing involve in appraising persons work performance. in fact there are two incompatible roles involve in appraisal- these are judge and helper. In its unclear format, foot and Hook (2002) stated that some regular appraisal schemes have been accused of being run for the profit of personnel managers or top managers, with many other people in the organization not really understanding or appreciating what the performance appraisal scheme was trying to achieve.A sample of a typical form for performance appraisal using Management by Objectives (MBO) i.e. (based on objectivity rather than subjectivity) is drawn in appendix a below, that shows that the questions are quite straight forward and seems no direct confusion in terms of understanding2.4 .1 Expected many results from PAFoot and Hook (2002) raised the point that why the performance appraisal fails and where we are inconclusive? One major point is that too many purposes are attached to fulfil by the appraisal system. Usually, m ost of the appraisal schemes drop into one of trine categories i.e. they are concerned with performance, potential or reward. Failure to this occurs as they dont fall into one of the three categories described, but are expected to achieve all three in general.The recognition of appraisal system downgraded due to the reason that many managers claim that they give this sort of feedback all the time informally, and if they do this well there may indeed be no need for a formal appraisal scheme. Foot and Hook, (2002)But in general, it is important to say that it is unlikely that all managers in a particular organization will appraise their staff constantly and effectively, so we do not have enough argument against the use of performance appraisal systems.There are some other flaws in the approach of performance appraisal that are mentioned by Foot and Hook (2002) as belowLack of clarityLinking appraisal with payKeeping information secret from the employeeAnd Subjectivity or attacks on t he appraises characterAs we now entered into the new millennium, so almost everything is reshaped and rethought for more effective results, so the performance appraisal as well. Mentioned by Stone (2002) that a study by William M. Mercer Consulting in 1995 suggested that 84 per cent of responding companies would continue to use the results of performance appraisals for its further improvement. So it is obvious that performance appraisals will be the keystone of performance management programmes. This studies show that absolute majority of organizations will continue to use some version of these systems with the passage of time.3 MethodologyThis research follows methodology of Saunders (2003) explain the research its in his famous research onion. The research methodology explained the overall process of implementing research which includes information about how the data will be collected, from whom, who will be included in the collection of data and how the involvement made in resea rch (Saunders,2003).In this research the assessment in detail of findings from the primary research. This will be done through the analysis and discussion of the result obtained through the unstructured interviews and questionnaire which was conduct with conglomerate personnel of the shell Pakistan, and Shell UK .The analysis and findings from the primary research, relates to the objective of the research mentioned in the literature review. The primary research findings will be discussed in detail in order to draw conclusions and recommendations, which will discuss in the organizational findings and discussion. In the research a total of 70 questionnaires spread among the targeted sample of shell Pakistan. A total of 28 completed and returned, showing the participation average rate as 47%, which is still a right(a) response rate for questionnaires. The feedback was expected at least 50% the reason behind was the good management cooperation and the researchers good recognition amo ng other employees. The management distributed and recollected the questionnaire in the time frame allotted for this activity and the management also shown their own interest due to the examination of coming(prenominal) results to find out the actual root of many problems. In addition to the overall result of the questionnaire, the telephonic interviews were also analyzed to see how it can modulate the whole results.While in Shell UK the same number 70 questionnaires distributed across the selected sample, mainly these questionnaires distributed in the shell retail patrol service stations. in which 35 of them completed and returned, which is the good expected rate of feedback 50 %.the reason is the mangers corporation and organization culture ,which always welcomes these research for the result which gives useful issue forth of information to the organization to help them in their organization development.4 Organizations findings and discussion4.1Organizational Context Royal-Dutc h Shell gatheringOverviewThe Royal Dutch Company for the development of oil properly in the Netherlands East indies was registered in Hague in 1890.than in 1949 the name is changed to Royal Dutch oil color company .Shell was first registered back in 1897 by brothers Marcus and Sam Samuel called as the shell transport and trading company, Ltd .(now it become PLC ,public limited company ).The first joint operating company Royal-Dutch /shell ,the Asiatic accelerator pedaleum company was first established in 1903 and in 1907,Royal-Dutch and shell merged their operation on an individual basis ,in 60 % Royal-Dutch ,40 % shell. correct though after merging their interests the main company remain separate like one can buy share in Royal-Dutch or in Shell-Transport, but not in the Group as such.US oil production increase due to the Group founded the American Gasoline Company to sell gasoline along the pacific coast and also to buy oil in Oklahoma establish the Roxanna petroleum in year 1912.this growth further boost up in 2000 resulting 34 per centum earnings from discovery and production and 4 percents is comes from the sales of oil products were generate in USA.(shell .com )(financial report 2009,Royal Dutch shell plc).4.2 Largest profitable MNCs( multinational corporation)The Royal Dutch /Shell Group is one of the largest and profitable MNCs in the world (Shell plc ,Annual report 2009 ) .The Anglo -Dutch group of companies is the Royal-Dutch shell group, the two holding companies which own the group is being the shell transport and trading company Plc (UK) and Koninklijke Nederland (Royal Dutch petroleum company, Netherlands).these companies have divided share between them are 40 percent and 60 percent respectively of the following three subsidiaries, which also own them further holding companies for more operating subsidiaries these areShell petroleum NV (Netherland)Shell petroleum Company LTD (UK)Shell petroleum Inc.(USA)4.3 SHELL UK4.3 .1 from oil well to the petrol pumpShell UK is best known for its energy product and services from the oil well to petrol pump, from the pit of North Sea to the warm house throughout UK, shell delivers the energy which full fill the Britain needs. Shell makes major contribution in UK economy, Shell is not just through providing product and services to UK customer ,but also contributes through employment ,investment and tax revenues which boost up economy. Shell has around 8,600 workforces in the UK. In UK energy that is use by millions of people for heating and powering their homes Shell is the major provider of energy in UK.(shell.co.uk)4.3.1,2 Upstream businessShell main upstream business is a leading player in the North Sea for over 30 years. In UK sector of North Sea, shell is giving interest to more than 50 fields, operated in more than 30 installation platforms, 30 subsea installations, three onshore gas plants and a marine terminal. Shell is producing approximately 15 % of UK oil and gas on beha lf of its co-ventures.(shell.co.uk)4.3.1,3 Downstream businessShell Downstream business includes 900 shell-branded service stations, operates the second largest refinery in the UK which providing products like premium fuels, chemicals for industry, and V-power patrol. The spherical headquarters of shell downstream supporting business functions is located on the south bank of the Thames in London. Shell technology centre Thornton, involved the largest community of interests of scientists working on huge range of research projects, and also working on technologies associated with fuels, lubricants, additives, and engineering.(shell.co.uk)In term of oil and gas production volumes shell is the largest geographic expedition and manufacturing companies operating in UK. Shell operates major number of its operation in UK continental with the 5050 joint ventures with ExxonMobil. Mostly UK oil and gas production came from the North Sea .in the Atlantic margin area, shell has an interests as non-operating contributor mainly in the west Shetlands area, which cover area of Schiehallion, Clair and loyal fields.4.3.2 Shell PakistanBovee, (1997) stated that today work place is completed of the people who differ in race, gender, age, culture, family structure, religion and educational background. Such cultural diversity is the second movement change towards the importance of ability of successful communication with people of other cultural. The business messages, how to create, planned, sent, received, and interpreted in the work place is also affected by diversity. (John v, fluctuate and Courtland, 1977).4.3.2,1Shell entry in AsiaThe brand name Shell enjoys a 100-year history in this part of the world, dating back to 1899 when Asiatic Petroleum, the extreme eastern marketing arm of two companies Shell Transport Company and Royal Dutch Petroleum Company began importing kerosene oil from Azerbaijan into the subcontinent. Even today, the legacy of the bygone is visible in a storage tank carrying the date 1898.4.3.2 ,2 PAKISTAN subcontinentThe known history of Royal Dutch Shell plc in Indo Pakistan subcontinent dates back to 1903 when partnership between the two big companies, The Shell Transport Trading Company and the Royal Dutch Petroleum Company struck and start supply petroleum to Asia.In 1928, to increase their distribution capabilities, the marketing interest of Royal Dutch Shell plc and the Burma Oil Company Limited in India were merged and Burma Shell Oil shop Distribution Company of India was born. After the independence of Pakistan in 1947, the name was changed to the Burma Shell Oil Distribution Company of Pakistan. In 1970, when 51% of the shareholding was transferred to Pakistani investors, the name changed to Pakistan Burma Shell (PBS) Limited. The Shell and the Burma Groups retained the remaining 49% in equal propositions. In February of 1993, as economic liberalisation began to take root and the Burma divested from PBS, Shell Petr oleum stepped into raise its stake to 51%. The years 2001-2 have seen the Shell Petroleum Company successively increasing its share, with the Group now having a 76% stake in Shell Pakistan Ltd (SPL) an expression of confidence. The company is among one of the best company in the country. The company provides the entire fuel products, competing with the international standards on the standard price.5 important findingsAfter the organizational context the main description of differences in implementation and adaptation of HR practices with the focus on performance appraisal system for their employees fleck working in the two different business environment ,which is shell UK and shell Pakistan.In research finding it is clear that the present appraisal system at Shell Pakistan is conducted annually in each and every department of the organisation. Also in findings it is clear that the annual appraisal system at Shell Pakistan consists of a formal appraisal system to evaluate the empl oyee performance. The finding also results in that a very short number of employee 15 % is fully apprised of objectives of performance appraisal system, 15 % of wholly respondent fully certified of it means that makes a very weak performance appraisal knowledge base for their recommendation. However, it is clear that in Shell Pakistan there is a significant weakness in conducting of effective training and development programmes by management. As employee working in the Shell Pakistan there is need of more awareness program to let the staff fully aware and get the maximum benefits from it.While in shell UK also uses formal appraisal system and uses the scorecard for the performance appraisal, employees are rewarded individual performance and also the team achievement in put to sustainability. As comparison to Shell Pakistan, In research findings it is clear that very good percentage number of employee like 40% of wholly respondent is fully aware of performance appraisal and reward management. They know that they can assess on the number of grounds works and will get rewarded according to their individual and group performances. There is also continues training and development program running time to time for the awareness of Shell UK employees. That why employee working for Shell UK is getting much more benefits compare with the employee working for Shell in Pakistan.Although Shell Pakistan has already been practicing it, there still consist some necessary considerations to PRP (Performance Related Pay).Contingent pay covers various methods of providing additional rewards for individuals or teams. As a cost effective factor, stated by Armstrong (2002) that increments may be withheld for unacceptable performance although this is rare, and some structure have a merit bar which limits increments unless a defined level of merit has been achieved. In the table 1 of appendix has straight merit increments shown as exercise of merit pay. The increments percentage wi ll depend on total merit pay budget for each performance grade, the number of employee in each performance level and finally their current level of base pay, (John Shields 2007).One of the best ways of motivation is linking pay directly to employee performance, in Shell UK finding results 70 % of the questioners respondents were strongly agree to this statement while 20% agree, 7% disagree and 3 % strongly disagree. It implies that there is need of contingent pay in the company. Even though pay for performance and contingent pay is difficult in mange, but include many methods of providing rewards for individual or team (Armstrong and Stephens, 2002).Improved team working is one of the core elements in the business strategy for the Shell Pakistan, so it is good to attach/associate individual performance pay to the performance of individual and teams. On the other hand ensuring that this scheme is distributed fairly so can meet the desired level of performance, competence, contributio n or skill and thus improve organizational performance regarding team based tasks while not de-motivating those who cannot currently compete. (Armstrong M, 2002).here HR and operation manager is agree on the point that recognise those who can meet assured targets is practicing in Shell Pakistan. To maintain these scheme is hard because of political instability in the Pakistan which influence the shell operation .these factor includes limit on production, civil unrest ,international conflicts, and due to local security concern that affect the safe operation of the shell standards in country. Here also employee keen interest in performance pays more than reward because the uncertainty of business environment there is fear of job loss.While UK economy is one of the best stable economies for business operation, where Shell UK deliver very affective performance appraisal system for their employees. To analyze the performance of team and individual Shell UK have very stable roots in cou ntry can focus in increase the business perfor

Bertolt Brechts Caucasian Chalk Circle - Role of Minor Characters Essa

The pocket-size characters of a playfulness are integral in conveying the major thematic concerns of the playwright. Such a theory can be blatantly exemplified throughout Bertolt Brechts acclaimed play the Caucasian Chalk set in which the minor characters have been constructed to help the reader understand the thematic issues expressed. produce in 1944, the Caucasian Chalk Circle is a clever idea of crystalize found societies and has been carefully written to depict the disparity that exists between the swiftness classes and the proletariat. The minor characters of the play create a highly class based context for the narrative to occur within and ultimately through the resolution of the play the auditory modality is positioned to interrogate the rigid social structure that is dominated by characters such as the elderberry bush and Younger ladies and condemn those who aspire to be accredited by such a lodge, Lavrenti and his wife. This text, through the character of Michae l, instead fights comparison in society, a social conscience that suggests we should con spatial relationr the prosperity and happiness of all, non a privileged few.Throughout the play, Brecht utilizes Epic theatres old innovation, the Verfremdungseffekt (or distancing effect) to encourage the audience to view the performance intellectually rather than emotionally. This persuades the audience to side with the characters on an objective level and to view the story in a universal sense in which the moral of the story is more important than the genuine events. To help convey his concerns Brecht avoids constructing characters that will invite an emotional response from the audience, rather, he creates minor characters in the text as archetypes or representations of certain classes within feudalistic socie... ...rcle in an attempt to encourage viewers to reassess the capitalist society we live in. The diverse class system inherent in such a society is negatively represented in the play through minor characters such as Natella Abashvill. Through the minor characters Brecht is open to encourage the audience to promote a form of equality between different classes. Brecht, as a Marxist, believed there should not be different levels of well being depending on what class you belonged to. In an effort to highlight this idea Brecht uses characters such as the Elder and Younger ladies to clearly outline the how individuals were treated by the upper classes according to where they fitted in the class divide. Ultimately, through Brechts careful construction he is able to proffer a fierce indictment of the capitalist way and encourage the audience to consider his own Marxist opinions. Bertolt Brechts Caucasian Chalk Circle - position of Minor Characters EssaThe minor characters of a play are integral in conveying the major thematic concerns of the playwright. Such a theory can be blatantly exemplified throughout Bertolt Brechts acclaimed play the Caucas ian Chalk Circle in which the minor characters have been constructed to help the reader understand the thematic issues expressed. Published in 1944, the Caucasian Chalk Circle is a clever appraisal of class based societies and has been carefully written to depict the disparity that exists between the upper classes and the proletariat. The minor characters of the play create a highly class based context for the narrative to occur within and ultimately through the resolution of the play the audience is positioned to interrogate the rigid social structure that is dominated by characters such as the Elder and Younger ladies and condemn those who aspire to be accepted by such a society, Lavrenti and his wife. This text, through the character of Michael, instead promotes equality in society, a social conscience that suggests we should consider the prosperity and happiness of all, not a privileged few.Throughout the play, Brecht utilizes Epic theatres primary innovation, the Verfremdungsef fekt (or distancing effect) to encourage the audience to view the performance intellectually rather than emotionally. This persuades the audience to side with the characters on an objective level and to view the story in a universal sense in which the moral of the story is more important than the actual events. To help convey his concerns Brecht avoids constructing characters that will invite an emotional response from the audience, rather, he creates minor characters in the text as archetypes or representations of certain classes within Feudal socie... ...rcle in an attempt to encourage viewers to reassess the capitalist society we live in. The diverse class system inherent in such a society is negatively represented in the play through minor characters such as Natella Abashvill. Through the minor characters Brecht is able to encourage the audience to promote a form of equality between different classes. Brecht, as a Marxist, believed there should not be different levels of well b eing depending on what class you belonged to. In an effort to highlight this idea Brecht uses characters such as the Elder and Younger ladies to clearly outline the how individuals were treated by the upper classes according to where they fitted in the class divide. Ultimately, through Brechts careful construction he is able to proffer a fierce indictment of the capitalist way and encourage the audience to consider his own Marxist opinions.

Essay --

The Power of ConformityThere are many type of social concepts however, there is peerless that I in person experienced through social conformity. Conformity is a type of social influence involving a change in belief or behavior in order to fit in a group. Growing up as an immigrant is a perfect example for changing me in order to adapt to a new environment.Conformity can also be simply defined as yielding to group pressures (Crutchfield, 1955). Group pressure may vary in many forms such as bullying, persuasion, teasing, or criticism. Conformity is also known as group pressure. The term conformity is often used to describe one side arguing with the other side by a desire to fit in or be liked, or because of a desire to be correct, or simply to conform to a social role. The desire to be accepted and belong to a group is every humans get hold of. However, how does this need affect an individual? There are many researches that include groups can change their members thoughts, feeling s and behaviors. There are several types of conformity include compliance, internalization and identific...

Henry Ford :: essays research papers

The Success of a ManTo say that Henry Ford dilly-dallied around before last establishing a serious cable car company would be invalid. The 40 year old man had been acquiring valuable knowledge regarding business, engines, management, and most importantly cars. straightaway it was beat to take a leap of faith.In 1903 the Ford Motor Company came to be. Ford, on with other investors including John and Horace Dodge raised $28,000 and in the graduation 15 months produced 1700 theoretical account A cars. These cars were known for their reliability, yet were still too expensive for the average American. Over the next five years Ford and his engineers produced models with the garner B through S, the most successful of which was the Model N (priced at $500) , and the least successful was the Model K (priced at $2500). It was obvious from the Model N that the key to the companies success lay in inexpensive cars for a mass market. The answer that Ford and the American consumer were loo king for was the Model T.The Model T, a small, tough four-cylinder car with an attractive design and a top speed of 45 mph, hit the market in 1908. It&8217s success came from it&8217s attractive price, at $850, and more than 10,000 were sold in the first year alone. It was easy to operate, maintain, handle on rough roads, and immediately became a success. Along with success came expansion, and in 1910 he established another assembly plant in Highland Park, Michigan. Through interchangeable parts, standard manufacturing, and a division labor, the demand greatly increased for the Model T. It was at this time in 1913 that Ford introduced the assembly line and forever changed our economy, our industry, and our culture.Ford&8217s concept of an assembly line sprang from the thought that a car could be produced much quicker if each person did one, single task. He applied this in his Highland Park plant, and cut down production time of one Model T to a fraction on the time. The carefully t imed pace of a conveyer belt moving the parts along further speeded the process. With these new tactics, a factory could produce 40%-60% more cars per month. By late 1913 he had established assembly plants in Canada, Europe, Australia, South America, and Japan. At this point, the Ford Motor Company was the largest manufacturer of cars in the world.

To Resurrect a Ghost Essay -- Philosophy Dualism Papers

To Resurrect a GhostCartesian dualism has largely been replaced by empirical theories of the discernment. Central to this development is Gilbert Ryles literary criticism of an immaterial refinement inhabiting the material machine of the body. A metaphysical self is incredible, and even if it is credible, both it and its manifestation in phenomenal experience are unknowable by others. hardship of this approach occurs when it is realized that existence of the physical is just as incredible as existence of the metaphysical. Free will is also inconceivable without the assumption of a metaphysical self, it being the ghost in the machine after all. As for consciousness, it is presupposed by the empirical. What counts as physical manifestations of mind are the effects or causes of phenomenal experience. Without this criterion the individual is a unity, it being impossible to separate the psychological since effectively it encompasses every aspect of the individual. Additionally, it is in phenomenal experience that the empirical is observed, and expression is the basis of empirical verification. To advocate the scientific method of intersubjective verification while denying the existence or significance of the phenomenal is inconsistent. At root, the mental attributes are ontologically distinct. control to only one ontological substance, empiricists either redefine or exclude troublesome attributes, commiting the error of confusing distinct kinds of substances. Dualism can accommodate all of the properties of mind in a single coherent theory by acknowledging these kinds of substances.IPerhaps the most influential recent philosopher of mind is Gilbert Ryle. Beginning with his criticism of Cartesian dualism, empiricism has come to dominate cu... ...f causal sequences. There is no precise point in a chain of events beyond which is to go besides far. All things in experience being contingent, a condition for their existence is presupposed. This condition in turn can always be understood as the real thing since it is more basic. Acceptance of this is mistaken because the condition for it can now be understood as the real thing and so on. With no way of avoiding this process, resolution is possible only by simply understanding mind as some one alternative. All concepts being potentially infinite, their effect is circumscribed by denomination in order to avoid indeterminacy. Each constituent conceptualization composes an autonomous representation of mind in this way, a opposite way of considering it. As such every one individually is a sufficient condition for the whole, mind being conceivable in terms of every one.

Building Of Dwelling Houses In Estonia :: essays research papers

Building of Dwelling Houses in EstoniaNot wanting to analyze the building of dwelling houses in Estonia inefficientlyand seemingly scientifically (where would I have got competent statistics from),I simply try to express the thoughts which are connected with that topicssomehow and have come into my mind. What kind of scientific analytic thinking it couldbe or who should make it, if even the architectural critics seem non to managewith the simplest things. That reminds me an article in the EE some time ago nigh a Finnish lady (naturally in Finland) completing or taking her doctorsdegree. She was examining Finnish post-war modern house, its morphology, thestructure of the Finnish family, the connections between them and makingconclusions which extend to this day. Those observations approximately architecture weremuch more smarter than those that the most of self-confident architects could do.Unfortunately it has to be confessed that I dont remember such a research workor sentiments in Estonian science, but no doubt, they could be necessary. Thetypology of the houses used by most of the architects goes back to the livingmodel of the middle class at the end of the nineteenth century. That model wasidealized and carried on through a hundred of years up to the end of thiscentury. No doubt that our living style is changing reiterate banalitiesparadigm changes as well as the composition and make-up of the family. Therewas a news in a newspaper about Estonia which declared that 50 % of the childrenare illegitimate (it is possible, of course, that some parents live togetherwithout getting married officially) and 12,5 % of the born children know nothingabout their fathers. The living with grandparents is not so democratic any more.(As to the models of living it is worth of observing what has happened in North-America though some europercentage followers dont accept that it may happenthat we will be on the same development level soon. In that country the grown-upc hildren dont want to live with their fathers and mothers, at leaststatistically). Even such an every day activity as cooking is changingessentially. An apartment or house is not a small production unit with itsstorages, kitchen and dining room any more. The kitchen can be as presentable asthe dining room, also the furniture and the quality of the activities, they canbecome more melted. There are some theorists who admit that not only eating butwashing procedures as well will leave the house to so-called town-social level.