Compensation Case Study Example | Topics and Well Written Essays - 1000 words

Compensation - Case Study Example Under the skill factor, the cashier scores two points for experience and ability. Under supervisory, the Cashier scores 2 for fiscal and supervisory responsibilities. Under effort, the cashier scores 2 for physical effort and 3 for mental effort. Under working conditions, the cashier scores 2 for each of the categories. Total points scored are 21 out of 30. Job C: Prepared Food Manager The prepared food manger has executive management roles. The Manager is responsible for the prepared food department. Under skill factor, the manager scores 3 for each of the categories thus experience, education and ability. Under responsibility, the manager scores 3 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 26 out of 30. Job D: Back Room Shift Supervisor The shift supervisor is respon sible for supervisory functions during shifts. The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility functions and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. ... The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility function and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. Total score is 23 out of thirty. Job G: Prepared Food Department Assistant Manger The prepared food assistant manger has management roles. The assistant manger is responsible for the prepared food department. Under skill factor, the manger scores 3 for each of each of the categories of Experience, education and ability. Under responsibility, the manager scores 2 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 25 out of 30. Job H: Store Manager The stores manager rotates among stores offering man agerial assistants to the store team leaders. Under skill factor, the store manager scores 3 for experience, education and ability. In responsibility function the manger scores 3 for the both fiscal and supervisory function. Under mental and physical effort, the manager scores 3 and 2 respectively. Under working conditions, the manager scores 3 for each location, 2 for hazard and extreme and 2 for environment categories. Total score is 27 out of 30. Job I: Back room Staff He does cleaning duties at the back room. He scores 1 for education, 2 for ability and 1 for experience. Scores zero for fiscal and supervisory responsibilities. He scores 3 for location, hazard and extreme

I thought it was the end Essay Example for Free

I thought it was the end Essay I thought it was the end. I watched my own son slowly; painfully pass away for a crime he didnt commit. I couldnt believe that it was happening. Why? I kept asking myself and I just couldnt find an answer. My head was spinning and I didnt know or for that matter care where I was. All I knew was that I just didnt want to be there. Ever since the death of my son I have been growing old quickly and without pause. Its like the death of my son has made me age so quickly. Due to this I have realised that I am coming to the end of my life and that is why I am writing this. It all started the day I joined the farm.. I was there working away milking a cow when from above I could sense this presence, it was like a sixth sense. I looked up to see that it was Farmer Lodge (my employer). He seemed as if he needed something, like he wanted me to give it to him. I enquired as to what he wanted. But then I looked closer at the expression on his face, it was clear now that it was company that he wanted. He picked me up and led me to his house. At first we were just talking and everything was fine although a little surreal but that was soon to change. Thinking about it he didnt take advantage of me as I would have said a few years back it just happened. We slept together and for the first time in my life I felt as if someone actually wanted me for who I was not just as some type of sex slave as the village thought I was as I had slept with this guy who then left me. I wasnt and never was going to be. Nine months after sleeping with Farmer Lodge I was having a baby and as I hadnt slept with anyone since it must have been his. This was the birth of many troubles and problems to come but it was also to be the start of something magical and enjoyable. I was to have many moments of happiness, which far out weigh the bad points. Later on in the year I was to hear of a woman called Gertrude moving into the village. She was to become Gertrude Lodge, Farmer Lodges (my loves) wife. I was really disheartened by this and started to think about what had happened only 12 months ago now. Farmer Lodge was the father of my child and yet he didnt once do anything to help me or support me through this time; and now he was marrying a woman of whom I didnt know as she was a land owner, like him whereas I wasnt so I couldnt marry him. I felt this was unfair as not only had he loved me but also he got me pregnant and now he doesnt want anything to do with me. Perhaps it is true what they all say about men not wanting children and if they get their lover pregnant then they leave them as there was neither a form of contraception or abortion back then. Life as a mother was hard and trying. The income I brought in was low enough but to add to matters I had to feed and cloth a baby. I eventually plucked up the courage to go and ask Farmer Lodge for a raise and gave him the reason for my asking. I thought that it was the least e could do for me after what he had put me through all that mental torment and physical pain. As I walked in to confront Mr Lodge I could sense the strong smell of perfume, which arose out of the door almost like someone was trapped within. I realised Gertrude must have been there but I still persisted on my quest for freedom from this man and for also the help I deserved. As I put my hand against the door it was warm but at the same time damp due to the years of rain pounding down upon it. It was a vast oak door of which I couldnt push open on my own so I found the knocker on the door and banged it. The sound rumbled long and low until I had heard some movement and the door was swung open as if to say in a mild dismay, WHAT? I was to say the least surprised at the reaction Farmer Lodge had to me when he opened the door. His mouth half open as if he wanted to speak but some invisible force was preventing it. He He Hello, he said as if scared of me. Why hello, I replied in a sort of comforting voice. He appeared worried about something although I wasnt sure what and from the look of him it seemed he didnt know either. He invited me in after having stood around on the doorstep just staring at me as if in disbelief. On entry I looked around for Gertrude. In the corner of the room an extremely beautiful but also concerned looking person sat. I assumed that this was Gertrude and so as a nice person I said hello and asked her name. She didnt reply so I just went about my business and asked Farmer Lodge about the rise. The strangest thing of all is he stood up once the question was put forward, said yes then walked out of the room in a type of trance as if he was under a spell of a spirit or something of that origin. As soon as he left Gertrude sprang up from the corner of the room making me jump. She landed on me as if in an almost upset but dominating way she asked me to look at her arm. At first I thought that she was crazy but then as she persisted with the question I said yes. She pulled the clothing back from the arm to reveal a really bad withered arm. This put me into a flash back in which I remembered a dream I had acquired the previous night. It was of me lying in bed when Gertrude entered my room. She was taunting me with her wedding band and eventually I had snapped and grabbed her by the arm and flung her to the ground. At first I believed it to be a bad dream but this proved that the theory wrong. I decided that as I had got what I came for I should leave if not to hide my identity from Gertrude. For the next few months I avoided all contact with Gertrude and led a separate life in isolation. I decided to go and visit the conjurer and see what he recommended for my vision. After a lot of promiscuous contemplation he invited me into his room in which I looked into this portal type place. Only I could see what I saw but the bits I did see I didnt want to see again. I would tell you but these are secrets that only I will know as thats how I want to keep it. As a member of the Antidisestablishmentarianisms club I believe firmly in not allowing people to find out and manipulate the secrets that I have hidden for so many years and for so many reasons. Anyway after the conjurer I carried on with my life as a milkmaid looking after my son and earning less than the total minimum wage. At about 17 18 years of age my son was usually out most nights with his mates from the local school. He was out with friends one night when after indulging in a few pints from the local tavern he and others wondered back home. Making enough noise to wake the dead they did something, which was to change not all but only my sons life. The group of friends accidentally set a hey rick on fire. They all scattered but my son (to drunk to walk) couldnt so when the authorities arrived they found him next to it. He was sentenced to death by hanging. This wouldnt normally have happened but at that point there was a lot of destruction to land and property around that area so there was a inevitably a person now to make an example of. After the death the farmers wife Gertrude died due to stress and the withered arm. I decided to go and live somewhere away from the village but later returned to my dead end job as a milkmaid. There was however a small annuity left to me (from Farmer Lodge who funnily enough wasnt seen in the village again presumed dead) but I declined as I only had myself to live for and nothing to motivate me. This is how I have spent the rest of my life doing what Im best at milking cows.

Why Early Twentieth Century Women Made their Splash in Arizona Politics :: Essays Papers

Why Early Twentieth Century Women Made their Splash in Arizona Politics Since the beginning of Arizona history, women were confined to the traditional roles of housekeeping and child rearing due to the conditions of life on the frontier. At this time, Arizona was a land of chaos and therefore lacked a civilized community. In effect, women’s most important responsibility remained within her home to create a comforting and refined atmosphere which would ultimately raise the standard of living in Arizona (Fischer 47). These ideas continued to emerge in the twentieth century and left women with few choices and opportunities. However, two women, Josephine Hughes and Isabella Greenway, were able to free themselves from the constraints of society and undertake influential roles in the political realm because of the extraordinary but favorable circumstances in their lives. Both women were wealthy, courageous, persistent, or associated with powerful and influential men. Josephine Hughes amazingly rose above societal norms and played an active role in political movements because of her privileged financial status. Because she was a woman of means, her home had all of the modern conveniences of the time. For instance, her home was the first in the Tucson area to be illuminated with candlesticks while her neighbors used a burning rag in a saucer of grease as a means for lighting. Most importantly, the Hughes’ were the first to obtain a cistern which was considered a luxury because they no longer had to buy their drinking water from peddlers who sold it a very high price (Boehringer 99). These conveniences eliminated the monotonous, time-consuming activities necessary for a woman to sustain a household. Therefore, she had more time and energy to dedicate herself to various causes such as the suffrage and temperance movements. However, Josephine Hughes was able to surpass the restraints imposed by tradition because she possessed a quality that simply could not be bought: courage. She manifested such inner strength especially in situations when the odds were against her. In 1892, she made the treacherous journey from Pennsylvania to the West with her infant daughter. At this time, the Apaches conducted a series of violent raids that left many white settlers in the area dead. Because of the obvious danger, Josephine carried her baby in one arm and a loaded rifle in the other (98).

Bridging The Gap Between Cross Essay example -- essays research papers

Building effective communication skills and relationships within a single culture is often challenging. Bridging the gap between different cultures makes building communication skills and relationships even more difficult. I will discuss some of the challenges of cross-cultural communication and the pieces necessary to build effective working relationships.   Ã‚  Ã‚  Ã‚  Ã‚  Typically, some of the basic assumptions we make when communicating with people from our own culture must be questioned and modified when communicating with people of another culture. First on the list of items for review is verbal communication. Parts of verbal communication, such as, tonality, tense, gender generalities and structure vary greatly from culture to culture. A majority of these differences are based on core values and perceptions in different cultures; therefore, such differences must be acknowledged if effective communication and relationships are to occur.   Ã‚  Ã‚  Ã‚  Ã‚  A principle rule of mutual respect is the basis for success in communication and relationships. Mutual respect should be based on the following criteria: „h always allow for and assume differences, until similarity is proved „h emphasize description, rather than definition or judgment „h practice empathy „h treat your interpretation as a unproved theory until further understanding proves certainty   Ã‚  Ã‚  Ã‚  Ã‚  Often, cultural differences are easily identified and therefore, ea...

Gi Bill of 1944

A Building Block for the Future: The G. I. Bill of 1944 â€Å"We’re finally home boys! † shouted one of the young invigorated soldiers as the plane landed on the runway. The young men arriving from the European and Japanese fronts were filled with excitement but among them there resonated a feeling of unknown. World War II had finally come to a conclusion and what the future held for many young men in the middle of the 1940’s was completely unknown. The only feeling of security that the soldiers returning home was the feeling of winning.The feeling of satisfaction persisted among the American soldiers that they had avenged the tragedy of Pearl Harbor. The same feeling of satisfaction existed on the European front as they had helped the other European powers stop the Fascist Nazi’s. Among the men there was a contagious energy in which many had never had the opportunity to experience in many of their lifetimes. These men and women had just accomplished one o f the most incredible feats of the twentieth century and it was now time for them to return to America and start the rest of their lives.Most of the soldiers involved in the war grew up during the Great Depression of the 1930’s and had never known anything that resembled a comfortable lifestyle. As soldiers returned home from the Pacific and European fronts many questions arose about what their futures would hold. Among many Americans there was a general fear that the economy would return to its pre-war state in which people were starving and the unemployment rate was at an all-time high. Most believed that the war was responsible for the economic turnaround that had occurred in America due to the influx of money spent by the U.S. government for an arms buildup. This build up of arms provided many jobs to women and non-white races that had not had the opportunity to find a job before the war but the question that persisted was were these men going to return to work and put th ese people back on the streets? Many questions lingered in Americans minds, but a question that stood out for many Americans at this time was with the war effort now over and production down will America again fall into the deep depths of the depression?This question was answered with the passing of a bill and the pen of Franklin Roosevelt on May 19, 1944 when the American government made a down payment for their future. When President Roosevelt signed the Readjustment Act he was betting on the returning soldiers to have a lasting impact on America; the soldiers would not disappoint as many men used the bill to brighten their futures and in doing so made America a stronger nation. The G. I. Bill influenced America in many different ways in which all had positive effects.First, when soldiers returned home from the European and Pacific fronts many were still trying to get the horrific images that they had to endure out of their heads. Not only did many experience the loss of many of t heir closest comrades, but many were trying to overcome the symptoms of Posttraumatic Stress Disorder. The G. I. Bill offered financial aid for a year that would allow those soldiers that were struggling psychologically. These men were struggling with Posttraumatic Stress Disorder either could not find a job or didn’t have the ability to initially work after the war.The bill provided reasonable unemployment allowances that were payable each week for up to a maximum period of a year. As a result of the Great Depression and pre-war America the state of the economy was of utmost importance to President Roosevelt. He and the rest of the political leaders of America knew something needed to be done to create new jobs and stimulate spending. The leaders also knew that something had to be done to protect the future of the returning soldiers as such a large group of young men were returning home. Roosevelt’s core idea of the G. I. ill is exhibited by Altschuler when he writes, â€Å"To Roosevelt, this was neither educational opportunity nor government-guaranteed residential loans but the successful transitions of millions of veterans from military service to civilian work. He singled out ‘satisfactory employment’ as the most urgent need of service personnel and concluded the GI Bill would help that need. † Not only were the returning soldiers fearful of a return to the Great Depression, but clearly our political leaders were fearful represented by Roosevelt’s urgent need to stimulate jobs.Another portion of the G. I. Bill that had a considerable positive effect on the American economy was the government establishing provisions for the returning soldiers for fifty percent of certain loans made to them. These loans to the soldiers could be used for the purchase or construction of homes, farms, and business properties. This part of the act made it easier for entrepreneurs to try to start their own businesses resulting in a swellin g in the number of small business in the 1950’s and 1960’s. Not only did the G.I. Bill have a lasting effect on small businesses but also it transformed the way Americans lived in the cities. As veterans received the financial benefits from the G. I. Bill and began to make their way into higher paying jobs a housing boom occurred and suburbs began to quickly develop. The housing boom of the 1950’s affected not only the people that were living at this time, but the lifestyle of Americans forever. No longer was the middle class of America only relegated to living within the cities.With the housing boom of the 1950’s as well as the development of mass production of vehicles people could now live in the Suburbs and commute to their jobs in the cities. Vehicles before the 1950’s had been mass produced, but the difference between the 1950’s and before is the amount of people being able to afford vehicles increased drastically in the 1950’s. People could now afford to buy vehicles as a result of the education or benefits that they had received from the government years before due to their service during World War II.During the 1940’s and the ten years following the development of housing communities increased rapidly. According to Altschuler, who used the 1670 U. S. Census report writes, â€Å"the rapid movement of big-city dwellers to new homes outside the central city increased that proportion to 41 percent and in the 1950’s it grew again to 49 percent. Major cities did see growth at this time just not at the same rate. Sometimes during the early 1960, the area outside the nation’s largest cities surpassed these cities in population, and the balance has continued to shift. People at this point were establishing a pattern that is still followed in today’s society of living out in the suburbs and commuting to the city for work. After the invention of the suburbs there was a need for better roads at the middle of the 1950’s. President Eisenhower firmly believed America needed to modernize their roads in the form of an Interstate system that would be globally unrivaled. Eisenhower wanted a roads system that was even unrivaled by the Germans which is saying something because in the 1930’s there interstate system gave them a distinct advantage during the second war.Eisenhower believed a National Interstate System was essential to the United States not only as a result of the suburbs but also militarily. Eisenhower is quoted as saying, â€Å"together the uniting forces of our communication and transportation systems are dynamic elements in the very name we bear- without them we would be an alliance of separate parts. † Once the Interstate system was created the majority of America’s middle class was now living in the suburbs and a large percentage of the middle class that were building houses out in the suburbs were recipients of the G.I. Bill. The Bill transformed cities and it also provided a foundation for an increase in birth rates as a result of families being secure financially. The G. I. Bill along with families settling down in the suburbs are two major reasons for the large increase birthrates of the 1950’s and 1960’s and the Baby Boomer Generation. Even today, the period of the Baby Boomers in the 1950’s and 60’s is unrivaled when comparing birth rates during different times. Creation of jobs through great loan rates and unemployment are very important portions of the G. I. ill, but what helped to lay the groundwork for America more than anything was the financial aid that was offered for the returning soldiers to attend college. The bill stated the returning soldiers had access to tuition charges of up to $500 per school year; furthermore, the right to receive a monthly living allowance while pursuing their studies at universities. The school portion of the Readjustment Act created so mething many soldiers would have never had access to: the opportunity to rise to a higher socioeconomic status level as a result of a college degree.This opportunity is exemplified by Private Leslie Faulk and his incredible story. If it weren’t for the G. I Bill Mr. Faulk would most likely have returned home from Europe and would have come home to work in his native smoky western Pennsylvania industrial town where the days of the Great Depression were still apparent. Kiester writes, â€Å"Then he would look for work. If he were very lucky, he would move up from his high school occupations of caddying at the local golf course and racking balls in Kindler's poolroom.Maybe he'd even find what the town considered a â€Å"good job. † That meant he might be stoking a steel-mill open-hearth furnace or winding copper armatures in the Westinghouse generator plant. † However, with the opportunity that America granted Leslie he had the opportunity to go pursuit a college e ducation and eventually become an engineer for the United States military leaving the western Pennsylvania town behind. Thanks to the government’s aid Leslie along with hundreds of thousands of soldiers now had the opportunity to become an engineer, lawyer, or even a doctor.Before the Readjustment Act of 1944 someone that was from the lower class never even had the option to attend a university or trade school because to them it was just too expensive. For this reason of creating opportunity to a class of people that had never had such opportunity the G. I. Bill is one of the most significant pieces of legislation in American history. Kiester believes that there were two periods in American history when expanding education has eventually resulted in an economic gain for the United States.The two periods in which education has worked to expand the economy are the Land Grant for colleges of 1860 and the period of the G. I. Bill. He asserts, â€Å"G. I. Bill statistics are awes ome. Out of 14 million eligibles, 2. 2 million veterans jumped at the chance to attend college. At a cost of $5. 5 billion, the first G. I. Bill turned out 450,000 engineers, 240,000 accountants, 238,000 teachers, 91,000 scientists, 67,000 doctors, 122,000 dentists, 17,000 writers and editors, and thousands of other professionals. † As these professionals entered the American workforce the impact was immediate, and it was a substantial impact.The more successful the G. I. graduates were the more of a return the America government had as a result of the taxes that these people would pay into the government for many decades to come. Ironically, the returning veterans had better access to the more prestigious schools which contributes largely to the high number of engineers, doctors, and dentists. According to statistics taken by the U. S. Office of Higher Education in 1948, â€Å"With tuition paid by the government, veterans attempted to enter the best institutions their record s would permit.In the fall of 1948 the majority of veteran men enrolled in privately controlled institution, while the majority of nonveteran students registered at publically controlled institutions. † This represents that returning soldiers were drawn to better known institutions and since the government was granting them a healthy sum of money for their schooling they could afford the best schools in the country. Those who opposed legislation of the Readjustment Act of 1944 feared that passing the bill would be another step in Roosevelt’s New Deal policy.Many right wing conservatives objected at the idea believing that the origins of the bill arouse from liberal ideologies. Liberals responded with their argument claiming the different nuances of the Readjustment act which included: compensation education and training benefits were designed in no measure to breathe new life into the New Bill. Liberals go on to make the point that the Readjustment Act of 1944 was put i n place for one reason only and that was to mitigate the effects of a postwar depression or recession.Many questions came about when different legislators were discussing the different mandates for the G. I. Bill. Question such as should every veteran receive the benefits or only those soldiers returning that are under the age of twenty five years old? Or another question that arose that is described in Altschuler’s book is â€Å"After one year, should government officials in the VA or the U. S. Office of Education select the best students in fields (like engineering) where shortages were anticipated- and authorize them to complete undergraduate, professional, or graduate degrees? Many more questions were being debated among legislators and it was a common perspective from right wing conservatives that the bill had ties to the Roosevelt’s New Deal. However, in the end the Republicans understood the importance of the bill to the returning soldiers and that is why the b ill was able to pass. The most pressing matter was the matter of the Readjustment was the part of the bill granting unemployment. Among the legislatures there was a debate over what was a fair number of weeks that a veteran could receive the unemployment benefits from the Readjust Act.Some argued for fifty two weeks and others objected claiming that if veterans returned home to America and were able to receive money for a year then they would become very complacent and not want to put forward the effort after a year to go find a job. When using a digestion of minutes by Ross during the Nation Executive Committee Meeting during the dates of November 18th through November 20th 1944, Ross makes the point, â€Å"Within six months of discharge, about 70 percent of veterans without disabilities had found full-time employment. Another 8. 8 percent had regular work in less than a year.Thus, â€Å"52-20† and job placement services, which was once the key issue sponsors and supporters would now see the issue as less pressing by the end of 1945. † With the resolution of the issue of unemployment resolved the bill could move forward in its debates. It is ironic to think that the most pressing issue of congress was the debate over the unemployment which in the end was the portion of the bill that had the least amount of impact and users. This strong debate over unemployment demonstrates the legislatures underestimating the amount of soldiers that would take advantage of the college portion of the G.I. Bill. When trying to gain an understanding of the mindset of people in the 1940’s I had a discussion with my grandmother on the G. I. Bill. Her husband Harold, who passed away before I ever had the opportunity to meet him, was directly affected by the Readjustment Act. She made the point to me that she was in high school as the war in Europe was coming to a close but he had actually been able to attend Colorado State University due to his years over in Eu rope and he made the point that the Readjustment Act was crucial to him to be able to go to school. When I asked her what she he told her about the G.I. Bill? She responded by saying, â€Å"He was just always very thankful for what the government had provided him with. Harold did not come from a lot of money and when he was drafted to the war he had a nervous feeling he used to describe to me. Once he got out he did know what he was going to do but the G. I. Bill allowed him to get a good education that provided him with a career opportunity. † My grandmother’s description of what her husband had told her about the G. I. Bill solidified to me the importance of the bill to so many different returning soldiers.It didn’t matter what region you were from or what your socio-economic status was at the time if a returning soldier wanted to better them through education it was now a possibility. Similar to Leslie Faulk from Western Pennsylvania, my grandfather had also risen out of poverty through the use of education that was made possible by the Readjustment Act of 1944. When conducting the interview with my grandmother Elizabeth, it showed me that as a history major that enjoys twentieth century American history I should be talking to my older family members to acquire more information.It would be interesting because it would be from my own family’s perspective on different issues I have acquired information about in my college history courses. The G. I. Bill had a lasting impact on so many individuals and is probably not recognized in history enough for the lasting impact that it had on the United States people and the government. The G. I. Bill’s largest weakness is not allowing the equal opportunity for returning women or at least telling them about it as they were being discharged out of the war. The Veterans Administration made no special efforts to inform women of their benefits to which they were entitled.Men were briefed a bout the bill when they were discharged; furthermore, once they were discharged they were provided with educational and vocational counseling. Metter explains the gender back that existed in the Readjustment Act, he writes, â€Å"it was provided only sporadically to women. † Going Back to Civilian Life, a pamphlet issues by the War Department, did not refer to women. Moreover, since women were far less likely than men to join a veteran’s organization, they lacked access to another important source of information and encouragement. † A woman not being given equal treatment to the distribution of the G.I. Bill funds is no surprise as over the course of history there are many different instances where women have not been on an equal playing field. As a result of this statistic education and training under the bill, were far less significant for female veterans. The difference in treatment of women at this point in history is demonstrated by the occupational segregat ion and wage differentials that were being place on all women jobs. For jobs that carried a certain amount of influence or high status within a community women rarely got hired for these positions and if they did they would make less much money.That factored into women not trying to pursuit a higher education because even if they were more qualified than a male candidate there was a good chance that the male would get hired due to gender discrimination. The uneven distribution of the G. I. Bill had a significant impact on the percentage of women in college. The uneven distribution of women in colleges is shown by Hartman when he writes, â€Å"Constituting 40 percent of all college graduates in 1940, women made up a mere 25 percent of degree candidates in 1950.Since veterans received preferential treatment in the most selective, private colleges, women often had to choose between a public institution or no institution at all. † By 1959 women accounted for a third of the colleg e graduates but there still existed a large disproportion between genders. Keith Olsen, the author of The G. I. Bill, Veterans, and Colleges actually does a case study on the University of Wisconsin and he uses a quote from the President of the University of Wisconsin that was taken in 1950. The President states, â€Å"For the past four years we have gone â€Å"all out: to be of service to the ex-G.I. s but the transaction has not been one-sided. Our 30,000 student veterans have been a stabilizing influence in Wisconsin Student life. Their maturity had enabled them to raise scholarship levels. Their great sense of responsibility has improved student-faculty relationships. † The overall excitement and satisfaction of the President of Wisconsin exemplifies many of the beliefs that most in the academic world expressed at most of the returning soldiers were responsible and cared about their academics. One of the headlines of the Daily Cardinal which was the paper in Madison read , â€Å"U.W. Will Admit All Students It Can House. † The want ads of the Madison newspaper demonstrated the shortage of housing that occurred on many other campuses nationally. In Madison tents were set up to provide veterans a place to sleep while searching for a room. While the amount of housing was eventually solved with temporary housing being brought in, the impact that these students had on the colleges still has a lasting impact. Olson writes, â€Å"In addition to their superior performances, the veterans left a heritage to the college generation that followed.They made the married student an accepted part of academic life and demonstrated the feasibility of a massive federal aid program to higher education. † Other impacts that the G. I. Bill had on colleges is it increased state financial support of universities around the nation. These first students graduated under the G. I. Bill laid the ground work for the path that many kids choose today. Those kids that come from lower socio–economic status or possibly didn’t do that well in school can now go to the military and receive financial aid for their military service. The G. I.Bill transformed America in so many different ways and the importance of the bill should never be overlooked. The veterans who made their way into the classrooms first wanted to be treated as students that were known for fighting in World War II. They wanted to be absorbed into college communities with as little disruption as possible and receive an education. With their hard work within the classroom and their aid on the two different fronts during World War II these men were able to provide a better life for themselves and their families and they succeeded in doing just that.The G. I. Bill allowed many people to live their own version of the â€Å"American Dream. † Bibliography Altschuler, Glenn C. , and Stuart M. Blumin. 2009. The GI Bill: a new deal for veterans. Oxford: Oxford University Pr ess. P. 66 Dwight Eisenhower quotes out of Snyder, Logan Thomas. 2006. â€Å"THE CREATION OF AMERICA'S INTERSTATE HIGHWAY SYSTEM. † American History 41, no. 2: 32-39. Academic Search Premier, EBSCOhost (accessed April 19, 2011). E. B. Fred, Report of the President, November 1950 from the book Olson, Keith W.The GI Bill, the Veterans, and the Colleges (University Press: Kentucky 1974) p. 74 Education Interests College G. I. s, â€Å"School and Society† (Feb. 10, 1945); Mettler, Soldiers to Citizens, 149-150 Hartmann, Home Front and Beyond, 107. Interview of Elizabeth Berckefeldt on March 12th, 2011 in Cheyenne, Wyoming. Grandmother of Dustin Gochenour Kiester Jr. , Edwin. 1994. â€Å"The G. I. Bill may be the best deal ever made by Uncle Sam. † Smithsonian 25, no. 8: 128. Academic Search Premier, EBSCOhost (accessed April 18, 2011). Olson, Keith W.The Gi Bill, the Veterans, and the Colleges (University Press: Kentucky 1974) p. 98 Ross, Preparing for Ulysses, 235- 236; â€Å"Digest of Minutes,† National Executive Committee Meeting, American Legion, Nov. 18-20, 1947, American Legion Archives, Indianapolis, Indiana U. S. Bureau of the Census, U. S. Census of Population: 1960. Vol, I Characteristics of the Population. Part 1 United States Summary (Washington D. C. : U. S. Government Printing Office, 1964 1-106) U. S. Office of Education, â€Å"1948 Fall Enrollment in Higher Educational Institutions,† Circular no. 248, 15 November 1948.

Mechanical Properties of FRP Composites

Mechanical Properties of FRP Composites Fiber Reinforced Polymer (FRP) composites are used in a wide variety of applications. Their mechanical properties provide unique benefits to the product they are molded into. FRP composite materials possess superior mechanical properties including: Impact resistanceStrengthStiffnessFlexibilityAbility to carry loads When designing products out of FRP materials, engineers use sophisticated composite material software which calculates the known properties of given the composite. Typical tests used to measure the mechanical properties of FRP composites include: Shear stiffnessTensileFlexible ModulusImpact Components of FRP Composite Materials The two major components of an FRP composite material is resin and reinforcement. A cured thermosetting resin without any reinforcement is glass-like in nature and appearance, but often very brittle. By adding a reinforcing fiber such as carbon fiber, glass, or aramid, the properties are vastly improved. Additionally, with reinforcing fiber, a composite can have anisotropic properties. Meaning, the composite can be engineered to have different properties in different directions depending on the orientation of the fiber reinforcement. Aluminum, steel and other metals have isotropic properties, meaning, equal strength in all directions. A composite material, with anisotropic properties, can have additional reinforcement in the direction of stresses, and this can create more efficient structures at lighter weights. For example, a pultruded rod having all fiberglass reinforcement in the same parallel direction could have tensile strength upwards of 150,000 PSI. Whereas a rod with the same area of random chopped fiber would only have tensile strength around 15,000 PSI. Another difference between FRP composites and metals is the reaction to impact. When metals receive impact, they can yield or dent. While FRP composites have no yield point and will not dent.

To Kill A Mockingbird2 essays

To Kill A Mockingbird2 essays In the mid 1900s there were many types of families. Some families cared not about what other people thought about what they did, but about if it seemed right to them. Other families did not care what people thought nor did they try to behave descent. And still the families who did their best with what they had. In the novel, To Kill a Mockingbird, these three types of families seem best displayed in the Finches, Ewells, and Cunninghams. To begin with, the Finch family, with only one parent, portrays a well-rounded family. First, Atticus Finch raises two children on his own. Jem and Scout, both basically good kids although they grew up with only one parent. They both usually do as Atticus says unless they believe in what they want to do. "Don't go to him, he might not like it. He's all right, lets go home. I just wanted to see where he was." (p.151) Also, Scout has difficulty becoming a young lady. She has no mother figure to show her how a lady should dress and act. Aunt Alexandra moves in with the Finch family to show Scout how to act more like a lady. "Jem's growing up now and you are too. We decided it would be best for you to have some feminine influence." (p.127) "Aunty had a way of declaring What is Best For The Family, and I suppose her coming to live with us was in that category" (p.129) Finally, Jem Finch grows up very responsible with Atticus's influence very strong. Though not having a moth er figure also affects him in that in the beginning he has no respect for the way Scout should dress and act as a lady. Towards the end having Aunt Alexandra as a mother influence helps him to realize Scout's role as a lady. "It's time you started bein a girl and actin' right!" (p. 115) Besides the Finches, the Ewell family, a disgrace to the town of Maycomb, lives in poverty and ignorance. To begin with, Robert Ewell, an abusive, hateful drunk, has no intellect or dignity whatsoever. He l ...

The 5 Types of Interview Outfits That Will Get You Hired

The 5 Types of Interview Outfits That Will Get You Hired No matter what stage you are in your career, you need to dress to impress whenever you’re granted an interview. That might mean something different depending on your career status and the field you’re interviewing in, but the overarching point you should keep in mind when you select your attire is this: look like you care. Look like you put some thought into how you present yourself, because after all, if you don’t care enough to look nice and together when you’re on your best behavior, then why should a company think you will care enough to do your best on any random Tuesday after a few months into the job? Here are some tips for how to make sure you’re making the right first impression on the hiring manager. Show them through what you’re wearing how perfect you would be for the job, no matter what that job is.1. Super-CasualIn the past, the basic rule was that if you had a job interview, you better either buy a suit or make sure yours was d ry-cleaned and ready to go. But times have changed, and it’s really okay to match your attire to the personality of the company.For example, you don’t want to show up to a casual workplace in a suit and tie- you’ll look like you don’t really understand the culture, and they won’t be able to picture you adequately within their company. Try instead to focus on making sure you look clean and professional, despite the more laid-back style. Dark, clean, and crisp denim always works, with tasteful (again, clean) sneakers or sandals or flats, and a tidy, well-fitting top. Don’t bust out a concert t-shirt or anything, but a wrinkle-free polo works.2. Sort-of-CasualYou’re still not going to need a suit and tie, but you might have to trade your nice top in for one with buttons. Avoid jeans and go with a casual dress (one with sleeves, please), a skirt, corduroys, or other slacks instead. Keep your shoes relaxed, but elegant- nothing you would w ear to the gym, say. Maybe add a bit of a heel.3. Executive CasualYou still don’t absolutely need a tie in this situation (but certainly no one would think it out of place), but a jacket or blazer is often called for. Definitely no jeans. Keep the skirts or slacks on the dressier side, and go with the more elegant shoes- pumps for the ladies; something leather for the men. Add a pop of color or pattern in your shirt that will jazz up the monotony of your suit separates.4. Serious BusinessOkay. Here come the suits. Gents, here come the ties. You can wear your more colorful suits, darker ones, or subtle patterns- bright colors are fine here. Just because you need to look professional doesn’t mean you can’t have a personality. Keep the tops crisp and well-tailored, the heels closed-toe, and legs covered with hosiery or tights.5. Boardroom Big ShotIn the highest stakes situations, it’s best to go for the gold. Grey or navy suits for the men, with ties and wh ite dress shirts. The highest quality accessories are needed here- as neat and unobtrusive as possible. Ladies, keep your skirt lengths two-fingers above the knee or longer and stick with black tights and shoes.Remember to make sure you’re comfortable. And don’t make it look like you’re dressing up from Mommy and Daddy’s closet. Keep it simple, not too flashy, and you’ll do just fine. And, as always, dress for the job you want, not the one you have.

American Presidency Essay Example | Topics and Well Written Essays - 500 words - 1

American Presidency - Essay Example While this makes the presidency smooth to function, it also creates a fault line between the presidency and the other arms of the government, making the sharing of power by these three arms of the government more difficult. Needless to say, synergetic functioning of these three arms of the government is important because of a number of issues. First, the presidency is the only part of the government that is held by one individual and in cases where the individual fails to hold this office in high esteem such as was the case with Richard Nixon’s presidency, there is likely to be a very big damage. Secondly, the presidency needs checks and balances to be in place to always make sure that the integrity of the government is maintained. This leads to a paradox where the executive privilege of the presidency is needed abut at the same time is the risk that this privilege may be abused by office holders. The only solution, therefore, is to create boundaries that define which aspects of the presidency can benefit from these presidential privileges. However, creating these boundaries may not be easy since the functions that the president plays on a daily basis are versatile and not easy to handle. There have been many situations where the issue of presidential executive privilege has been put to trial. One of the most significant of this was the Richard Nixon’s presidency during his trial after he was charged with abuse of the presidential office. The court ruled that although the office of the president enjoyed the presidential privilege, this privilege was not absolute. In this case, where the court feels that the presidential privilege has more negative implications than positive ones, it may require the peeling off of these privileges. A similar decision was reached in Bill Clinton’s time where the court decided that the number of advisers that the president can have who are

BUSINESS LAW Essay Example | Topics and Well Written Essays - 1750 words

BUSINESS LAW - Essay Example In our case, Colin’s Computer (CC) is a computer garage offering repair services for computers belonging to other organizations, in return for a monthly payment. Colin’s Computers advertises its services through their website and through a local daily, which reaches the intended organizations that have the need for Computer repair, among them, Geoff’s Gym (GG). After receiving the information regarding CC’s services and the discount offer they are giving to their new customers, GG decides to go for the services and fulfill the necessary conditions that were attached by CC, so that it could benefit from the offering. However, as it turned out, GG never received the repair services for its computers from CC, which in essence did not receive the letter that was to be sent either through mail, text or post; to confirm the offer. The occurrences that follows after GG finds the services of CC and opts to purchase them are the subject of this discussion, with a f ocus on whether a contract occurred, who is liable for the breach of the contract, and whether the contract is enforceable through a court of law, if at all it occurred. ... reat, it invited the organizations in need of computer repair services to make an offer, which would in turn be accepted by CC, based on the fulfillment of certain conditions. The conditions attached for an offer to become complete were; that the organization in need of the services would contact CC either through mail, post or text before 8th June and inform them of the definitive date the organization would like the services to commence. On its side, GG posted a letter on 3rd June and followed the letter up, with a call to confirm to CC that the letter of offer had been posted. However, it turned out that the letter was not receive by CC, that is why CC did not go to offer the repair services to GG’s computers. The facts of this case prove that an offer was made, but the corresponding requirement of acceptance did not occur (Simpson, 1987). According to the ruling of the case in Partridge Vs Crittenden (1968), the display of goods by the seller does not amount to an offer, b ut rather an invitation to treat. The same applies to an advertisement made by the seller. Therefore, even when GG would want to enforce the contract based on the fact that they had accepted the terms made by CC, by posting a letter before the stated date, and even went ahead to follow it up with a phone call, just to confirm that they had posted the letter, they are not in a position to do this, because the advertisement made by CC on its websites and a local daily, regarding its offer of computer repair services, did not amount to an offer, but a mere invitation to treat (Koffman & Macdonald, 2007). Therefore, contrary to the belief by GG that they had met the requirement of the contract and thus CC was liable to compensate them for the breach of the contract, the reality is different. GG

The New Deal for 18-24 year olds (New labour deal) Essay

The New Deal for 18-24 year olds (New labour deal) - Essay Example It offers help for 18-24 year olds who have been unemployed for about six months. Its ultimate aim is to reduce employment by helping young people to get jobs and assist them in many other possible ways. Everyone on New Deal gets a personal adviser who is his or her point of contact throughout the programme. The personal adviser is appointed to understand you, let you share your experiences, interests and goals. The idea is to get you into a suitable job. Its aim is to meet your needs of finding and keeping a job, or becoming self-employed. New Deal for Young People gives you a chance to take the skills and experience you may have already and polish them to create better opportunities for work. New Deal help people with job search, skills acquisition, work experience, and so on. The main aim for the deal was to reduce the unemployment outflow rates, and how far it has succeeded in this aim will remain dependent on the facts and figure to decide. According to the research by (Anderton bob, Riley Rebecca and Young Garry, 1999) 1. While unemployment was lower in the first half of 1998 than it had been in the first half of 1996 for all age and duration categories, it had fallen by more in the pathfinder than the comparison areas. The largest relative decline was for 18-24year olds who had been unemployed for more than 6 months (the target group). ... 2. Outflows from unemployment in the pathfinder areas relative to the comparison areas clearly rose for the target group. There is also evidence of a rise in relative outflows of older long term unemployed. 3. Outflow rates from unemployment were generally higher in the first half of 1998 compared to the first half of 1996. The outflow rates of the target group rose substantially in the pathfinder areas. 4. While outflow rates were generally higher in the first half of 1998 than two years earlier, the increase was more marked in the pathfinder areas for virtually all age and duration categories. 5. Inflows to unemployment were generally lower in the first half of 1998 compared to the first half of 1996. This pattern was common to both the pathfinder and comparison areas. Another briefing (Briefing document, May 2004) argues that the New Deal has, overall, been successful. It discuss that however there have been some successes but that was in some part of the country. It mainly focuses on some major groups, more particularly the black ethnic groups has gain less from the new deal than any one else. It states that Britain has the problem of racial inequality in employment. "Black and minority ethnic people are more than twice as likely to be unemployed as white British people. There is a gap of nearly 17 percentage points in employment rates." Says the report. According to (tutor2u) Data on New Deal, participants published in the autumn of 2000 showed that up to the end of July 2000, over 518,000 people had passed through the New Deal scheme, 402,000 have left leaving 116,000 currently on the programme. 237,040 young people had entered employment. Of which 180,600 were in sustained jobs, and 56,440 in jobs lasting less than 13 weeks. 79,000

Play Essay Example | Topics and Well Written Essays - 1000 words

Play - Essay Example Both Jay and Billy are surprised to find no one else for attending the funeral. Wondering about the shape and color of the funeral urn, Billy finds from Jay that he wanted to have a proper death Jar as this urn, for his father, instead of going for depressing grey ones. This shows the feeling of Jay for the deceased, as he wanted the funeral to be bright. Perhaps this is the reason for him being disappointed to find a dark empty room, as he entered the hall. The father of these siblings has died and the urn is for his funeral, although he had been an atheist. However, the setting has little relevance to the urn and the church, as sister and brother virtually fight over the kind of life their father lived. While their parents had divorced, mother was suspected to have cheated upon their father, when he was away from home, to Russia. She married another man, Peter and betrayed their father. The reason for their failure to see each other, for a long time, has its root in the breaking of family, many years back. While their mother did not attend the funeral, other relatives avoided it, fearing that she would be there. The play highlights the grudge these siblings have against each other, as they feel that each-one has taken the side of father or mother. While they feel justified for taking such action, the oral fight resulted in the violence, as Jay cobra strikes his sister and she hits back, during the funeral setting, as both tried to defend their deeds. However, the theme of the play is strikingly conveyed to the audience in its last dialogue, when both miss having a family where brother and sister could live together. They are together, emotionally, for that moment, at-least. (Screenplays) This play by Ryan Isenhart has two characters, Jackie Keller and Wesley O’Connor, both around the age of 60 years. While both have been fighters, Jackie has won prize, in such contests. The theme of the play lies in the fighting spirit, which both have,

Strategic Management Research Proposal Example | Topics and Well Written Essays - 1500 words

Strategic Management - Research Proposal Example The signing of new contracts and venturing into new partnerships is a way in which this can be achieved. However, there is the question of the transaction cost. That is to say, the cost incurred during the process of an exchange. Williamson’s transaction cost approach assumes that the transaction is the fundamental unit of analysis and through understanding its economization one is able to evaluate how their governing structures serve in their economization. In short, to understand a transaction, one must scrutinize the terms under which the transaction is taking place and ensure it is in the interest of the business. Asset specificity refers to the features of an asset that make it useful for single or multiple specific purposes and is the most important dimension (The economics of organization: The transaction cost approach – AcaWiki 4). Based on this, the more the specificity of an asset, the lower its chances for resale or redeployment. An example is workers trained to perform only a single task. Uncertainty basically is the state of an asset being unreliable to the goal. Uncertainty differs from risk in that risk can be measured through prior or situational probability while uncertainty is not measurable at all. Being a multidimensional aspect, it holds an important role in the decision making process of the stakeholders, thus must be taken into consideration before contracts are signed. Lastly the frequency is the repeated times in which a transaction will occur between specific or multiple parties. Also, one has to consider the frequency of disturbance in the market. This is to say, the adaptation of the market to the change that is brought about with the transaction. This has to be accounted for, such that it must be known if the transaction is a one time deal or will it will be repeated. Having considered all the above in the for the transaction

Play Essay Example | Topics and Well Written Essays - 1000 words

Play - Essay Example Both Jay and Billy are surprised to find no one else for attending the funeral. Wondering about the shape and color of the funeral urn, Billy finds from Jay that he wanted to have a proper death Jar as this urn, for his father, instead of going for depressing grey ones. This shows the feeling of Jay for the deceased, as he wanted the funeral to be bright. Perhaps this is the reason for him being disappointed to find a dark empty room, as he entered the hall. The father of these siblings has died and the urn is for his funeral, although he had been an atheist. However, the setting has little relevance to the urn and the church, as sister and brother virtually fight over the kind of life their father lived. While their parents had divorced, mother was suspected to have cheated upon their father, when he was away from home, to Russia. She married another man, Peter and betrayed their father. The reason for their failure to see each other, for a long time, has its root in the breaking of family, many years back. While their mother did not attend the funeral, other relatives avoided it, fearing that she would be there. The play highlights the grudge these siblings have against each other, as they feel that each-one has taken the side of father or mother. While they feel justified for taking such action, the oral fight resulted in the violence, as Jay cobra strikes his sister and she hits back, during the funeral setting, as both tried to defend their deeds. However, the theme of the play is strikingly conveyed to the audience in its last dialogue, when both miss having a family where brother and sister could live together. They are together, emotionally, for that moment, at-least. (Screenplays) This play by Ryan Isenhart has two characters, Jackie Keller and Wesley O’Connor, both around the age of 60 years. While both have been fighters, Jackie has won prize, in such contests. The theme of the play lies in the fighting spirit, which both have,

Case study - knowledge management strategy Essay - 1

Case study - knowledge management strategy - Essay Example MOTO is a large car manufacturer and has underscored to streamline its operations to be environmentally user friendly. Thus, the objective of this proposal is to put forward the strategies pertaining to the knowledge management at MOTO. The strategies proposed would help the company and its employees to have a participatory approach in ensuring proper generation, processing, storage and disposal of knowledge. The strategy has been carefully formulated in relation to the objectives and the vision of the company. The key role of the proposed plan is to utilize and integrate the raw information from different spheres of the organization to aid its vision and key emphasis is on sustainable environmental management by MOTO. The raw information on environmental strategies from the staff comprising of different nationalities would be collected and scientifically analyzed using the proposed knowledge management system. The proposal also covers the peculiar measures to be taken so that the knowledge is stored and retrieved as per the requirements of the policy to be formulated. The market performance of the company, staff participation, their consensus, cost factor, time factor and the conceptual adherence with the key policies of the company are other key factors which have to be taken into consideration during the implementation process. The company’s responsibility towards the environment and the society is well documented and its mission would help shape the formulation process of the environmental policy. The technologies recommended for knowledge management within the environment of MOTO is thus environmental friendly and community oriented. Latest innovations in the knowledge management systems which uphold these values have been carefully selected. To formulate the strategy for the change process, it is important

Principles of Safeguarding and Protection in Health and Social Care Essay Example for Free

Principles of Safeguarding and Protection in Health and Social Care Essay Principles of safeguarding and protection in health and social. Ai; Physical Abuse is when somebody causes feelings of physical pain, injury other suffering or bodily harm, such as hitting, kicking, scratching, pinching, shaking. Sexual Abuse is where you are forced to do, say and watch sexual things. Eg; being undressed or having sexual contact when you do not want to or even touching another person, being made to say sexual things and being made to watch porn is also sexual abuse. Emotional Abuse is a form of power that someone has over you to cause depression, anxiety, stress. It is bullying someone by calling them names that hurts their feeling or to scare them and even threaten them. Financial Abuse is when another person steals or takes something that belongs to you. Eg; stealing your money, making you buy things you are not willing to, refusing to allow individuals to manage their finances and tricking individuals to hand over their property. Institutional Abuse is not only confined to large scale physical or sexual abuse, individuals can also be abused in many other ways in settngs where they could exoect to be cared for and protected. Eg; Individuals not given choice over decisions (meals, outings, clothing.) Mistreated to their medication. Privacy and dignity also not respected. Self-neglect is when an individual neglects to attend to their basic needs. Eg; personal hygiene, appearance, feeding not bothering to obtain medical help or an unwillingness to see people or go out. Neglect by others is when the victim is being looked after by somebody else but fails to provide adequate care. For example failure to provide sufficient supervision, food or medical care, or the failure to fulfil other needs that the victim is unable to provide for herself or himself. see more:explain the importance of an accessible complaints procedure for reducing the likelihood of abuse. Signs and symptoms of abuse. Physical abuse Aii; Bruising Fractures Burns Fear Depression Weight loss Assault Cowering Flinching Welch marks Malnutrition Untreated medical problems Bed sores Confusion Over sedation Emotional abuse:. Fear Depression Confusion Loss of sleep Change in behaviour Onset of phobias No communication Sexual Abuse: Loss of sleep Diseases Repeated urinary infections Bruising Soreness around the genitals Torn, stained bloody underwear or bed sheets Preoccupation with anything sexual Excessive washing Reluctance to be alone with an unknown individual Financial Abuse: Unexplained loss of fundsor withdrawels from bank accounts Inability to pay bills Change in lifestyle/standard of living Basic needs not being met Loss of property Unnecessary building work or repairs to property Not trusting anyone around them Self-neglect: Poor hygiene (smell of urine faeces) Dehydration Weight loss Abnormal body temp Inappropriate clothing Not taking medication Infections Illnesses Institutional abuse: No flexibility at bed time Waking up to a routine Dirty beds and clothing Missing clothing, possessions, documents and letters Excessive or lack of medication Lack of consideration of dietary requirement’s Aiii; If you was to suspect an individual was being abused you should report your concerns to the manager. Also ask to write a private account for your records, making sure it doesnt go in the care plan in case the abuser comes across it. Aiv; If a client was to tell you they are being abused, you should stop what youre doing and listen carefully to them. All conversations should be treated with confidence and information only passed on to those who need to know. Even if the person speaks in the strictest of confidence, line managers must still be informed and the discussion must be written down. Never agree with the client that you wont tell anyone else. Say that youll only tell someone who can do something about it. Av; Make a written record of messages (e.g answer phones) to ensure they are not lost. Include the date and time and sign them. Ensure written records  (notes, letters, bank statements,medication records etc) are kept in a safe place. Do not tidy up, wash clothes, bedding or any other items. Do not try to clear or tidy things up Try not to touch anything un;ess you have to for the immediate wellbeing of the victim- if you have to try make a record of what you have done. If any sexual offence is suspected try to discourage the vicim from washing, drinking, cleaning their teeth or going to the toulet until the police are present. Preserve anything used to warm or comfort the victim (E.g: a blanket). If you can try to ensure that the alleged perpetrator does not have any contact with the victim. Record any physical signs or injuries using a body map or hand drawing write a description of any physical signs or injuries including size, shape colour etc. Always remember to sign and date your notes and any other records you have made. Avi, Avii: No secrets- set out a code of practice of how commissioners and providers of care services should protect vulnerable adults. Criminal records bureau- DBS will filter certain old and minor cautions and convictions, reprimands and warnings from criminal records certificates. DBS- Disclosure and barring service. In safe hands(wales only)- sets out roles and responsibilities of CCIW in relation to other statutory bodies including local authorities who have the lead role in coordinating the development of local policies and procedures in adult protection. Office of the public guardian -agency with responsibilities then extend across England and wales. If supports the public quardian in the registration of enduring powers of attorney and lasting powers of attorney and the supervision of debuties appointed by the court of protection. The code of practice- sets out the criteria against which a registered providers compliance with the requirements relating to cleanliness and infection control will be assessed by the care quality commission. It also provides guidance on how the provider can interpret and meet the registration requirement and comply with the law. Local Partnership boards- committed to preventing the abuse of adults and responding promptly when abuse is suspected. Safeguarding adults means that local authorities, police and NHS agencies involved with adults who might be at risk of abuse have a duty of care to ensure that procedures  are in place, that encourage reporting of suspected abuse, and take action to stop the abuse. Care Quality Organisations (CQC)- registered over 18,000 care homes and publish all inspection reports, which check on the essential standards of quality and safety. Aviii: Social worker- Protect and support vulnerable people, and place them in a safe environment away from risk of danger. A risk assessment is used to decide what help is needed and the correct actions to take. They also investigate any reports. Police- Protect the community, investigate allegations of abuse, prepare court cases and make case reports. Informal agencies or third sector agencies- Research and raise awareness, campains, charities. Offer support (counselling services) Health care practitioners- Perform examinations and report finding relevant authorities . Serious case review chair person- Review serious investigations and/or failures that have previously been investigated and look at what changed need to be made. Aix: Many local Authorities run free, multi-agency, safeguarding courses for anyone who works with vulnerable children and adults, and so should any decent employer in this field. Ask your workplace training department about this. You can also find more information through their local safeguarding team in the Social Services Department or the Independent Safeguarding Authority. Direct.gov Cqc.org.uk Lancashire county council.

Performance Appraisal System

Performance Appraisal System Procedural justice and Interactional justice: Assessing employees perception of fairness of performance appraisal; an empirical study of a small manufacturing company. ABSTRACT This research identifies procedural justice and interactional justice influences on perceived fairness of performance appraisal at a small private manufacturing company located in Newcastle, UK. Distributive justice refers to the perceived fairness of procedures used to determine the appraisal ratings. Interactional justice refers to the perceived fairness of the raters interpersonal treatment of the ratee during the appraisal process. A qualitative and quantitative case study method was used to obtain an understanding of employee perceptions of the fairness of their performance appraisal. Data from both interviews with nine employees was collected along with questionnaires completed by these participants. Two hypotheses were developed. Both hypotheses were supported by research data. 1.1 Aim of the researcher The researcher will assess the relationship between perceived fairness of justice among employees of the performance appraisal system. The aim of this research is to prove through this study that level of employees satisfaction with the appraisal system is influenced by the employees perceived fairness of procedural and interactional justice of the performance appraisal session. 1.2 Introduction Performance appraisal is a process designed to evaluate, manage and ultimately improve employee performance. It should allow the employer and employee to openly discuss the expectations of the organisation and the achievements of the employee. That is, the primary emphasis is on future development of the employee within the objectives of the organisation. There is no universally accepted model of performance appraisal. However, more often than not this process is designed around the following elements: setting performance goals and objectives; measurement of performance against those goals and objectives; feedback of results; amendments to goals and objectives. Performance appraisal systems can provide organisations with valuable information to assist in the developments of organisational strategies and planning. The information gained from this process can assist: in identifying and developing future management potential; in increasing performance and overall productivity; it works towards identifying strengths and managing weaknesses; in providing clarity to employees about an organisations expectations regarding performance levels; in providing an opportunity to audit and evaluate current human resources and identify areas for future development. Managers may conduct appraisals primarily to affect employee input through the feedback process, or justify some sort of human resource action (termination, transfer, promotion etc). Jawroski and Kohli (1991) identify other benefits that can be obtained from performance appraisals. Among these benefits are increase in role clarity, performance, and job satisfaction. Given the positive returns obtained from performance appraisals, one could reasonably expect that organisations would devote considerable resource to the appraisal process. Correspondingly, it may be anticipated that managers try to make certain that the dimensions of the appraisal process are known, understood, and supported by the participants. Theres probably no management process that has been the subject of more research than the performance appraisal. At the best managed companies, the performance appraisal is no joke it is a serious business that powers the success of the organization. (Montague, 2007) It has been suggested that to enhance satisfaction, managers should consider expanding the evaluation criteria to include those criteria which are important to the employee, perhaps creating a participatory performance appraisal system. (Thomas and Bertz 1994) In fact, employee input into the process has been described as having an impact on the perceived fairness of the evaluation (Latham at el. 1993). It has been stated that the opinions of employees, as they pertain to the appraisal system, may be greater determinant of the systems effectiveness than the validity or reliability of the system itself (Wanguri 1995). As stated by Thomas and Bretz (1994) without a sense of ownership, both managers and employees may view the process with fear and loathing. Thus, they contend that a major concern in the evaluation process is an acceptance of the system by those employees being evaluated. To this end, if employees believe they are evaluated based upon inappropriate criteria, it would fol low that their commitment to and satisfaction with the organisation supporting this particular evaluation system would be correspondingly reduced. Academic background 2.1 The social context of performance appraisal Levy Williams (2002) argue that identifying, measuring, and defining the organizational context in which appraisal takes place is integral to truly understanding and developing effective performance appraisals. Further, it is believed that this has been the framework driving the performance appraisal research since about the 1990 and into the beginning of the 21st century. Whether it is discussed as the social-psychological process of performance appraisal (Murphy Cleveland, 1991), the social context of performance appraisal (Ferris, Judge, Rowland, Fitzgibbons, 1994) the social milieu of performance appraisal (Ilgen at al. 1993), performance appraisal from the organisational side (Levy Steelman, 1997) the games that rates and rates play (Kozlowski, Chao Morrison, 1998), or the dues process approach to performance appraisal (Folger, Konovsky Cropanzao, 1998) it is argued along with other scholars that performance appraisal takes place in a social contact and the context plays a major role in the effectiveness of the appraisal process and how participants react to the process (Farr Levy, 2004). It has been suggested elsewhere that research over the last 10 years has moved noticeable away from a limited psychometric scope and toward an emphasis on variables that compose the social context (Fletcher, 2001). Distal factors Levy Williams (2002) definition of distal variables is generally consistent with Murphy and Cleveland (1995). Specifically, distal variables are broadly construed as contextual factors that affect many human resource systems, including performance appraisal. In other words, distal variables are not necessarily related to performance appraisal, but they may have unique effects on the performance appraisal process that are useful to understand and consider. Distal factors include but are not limited to organisational climate and culture, organisational goals, human resource strategies, external factors, technological advances, and workforce composition. Levy Williams (2002) believe these factors have an effect on rater and rate behaviour, although not directly. For instance, an organisation that espouses a continuous learning culture may structure and implement a very different type of performance appraisal system than an organisation without such a culture. A review of the performance appraisal literature over the last 7-10 years reveals little systematic empirical work on the distal variables other than some studies on culture, climate and technology issues (see, e.g. Hebert Vorauer, 2003). While this is at some levels disappointing, it is rather understandable. First, there is little theory specific to performance appraisal to methodically guide this level of research. Second, the breadth of the constructs Levy Williams (2002) construe as distal make it difficult to measure and implement within the research setting. Third, given the distal nature of these factors, their direct effects on performance appraisal behaviour may be small. Perhaps closer examination of the relationships between distal and proximal relationships would prove more fruitful. Even with the difficulties regarding this type of research, however, it is believed it will be important to continue examining these factors to fully understand the social context in which performance appraisal operates. (Levy Williams, 2002) Process proximal variables The next two section of the paper will underscore those proximal variables (both process and structural) receiving attention in the recent appraisal literature. Some researchers chose to categorize the proximal variables as either process (i.e. having a direct impact on how the appraisal process is conducted including things such as accountability or supervisor subordinate relationships), or structural (i.e. dealing with the configuration or makeup of the appraisal itself and including areas such as appraisal dimensions or frequency of appraisal). Rater issue Rater affect is one of the most studied rater variables. Although the literature has not been consistent regarding a formal definition of affect in performance appraisal (Lefkowitz, 2000), a good general definition linked to most of this research involves liking or positive regard for ones subordinate. The Affect Infusion Model (Forgas Georges, 2001) suggests that affective states impact on judgements and behaviours and, in particular, affect or mood plays a large role when tasks require a degree of constructive processing. For instance, in performance appraisal, raters in good moods tend to recall more positive information from memory and appraise performance positively. Consistent with the Affect Infusion Model, a few recent studies have examined the role of mood or affect in performance appraisal. Lefkowitz (2000) reported that affective regard is related frequently to higher appraisal ratings, less inclination to punish subordinates, better supervisor subordinate relationships, greater halo effect, and less accuracy. A couple of recent studies have looked at the role of similarity in personality and similarity in affects levels between raters and rates, finding similarity is related to appraisal ratings. Antonioni and Park (2001) found that affect was more strongly related to rating leniency in upward and peer ratings than it was in traditional top-down ratings and the this effect was stronger when raters had observational time with their subordinates. They concluded from this that raters pay so much attention to their positive regard for subordinates that increased observations result in noticing more specific behaviours that fit their affect-driven schema. It was also found that although affect is positively related to appraisal ratings; it is more strongly related to more subjective trait-like ratings, then to ostensibly more objective task-based ratings. Further, keeping performance diaries tended to increase the strength of that relationship between affect and performance ratings leading the authors to conclude that perhaps affect follows from subordinate performance level rather than the other way around. A second broad area related to raters that has received considerable research attention has to do with the motivation of the raters. Traditionally, research seemed to assume that raters were motivated to rate accurately. More recently, however, researchers have begun to question whether all or even most raters are truly motivated to rate accurately. One line of research related to raters motivation has focused on the role of individual differences and rating purpose on rating leniency. Most practitioners report overwhelming leniency on the part of their raters and this rating elevation has been found in empirical papers as well as surveys of organisations (Murphy Cleveland, 1995). The role of attributions in the performance appraisal process has also attracted some recent research attention. In some of these studies investigators have examined how the attributions that raters make for ratees behaviours affect their motivation to rate or their actual rating. For instance, using a traditional social psychological framework, researchers found that whether individuals opted for consoling, reprimanding, transferring, demoting, or firing a hypothetical employee depended in large part on the extent to which rater believed that the exhibited behaviour was due to ability or effort. It was found that both liking and attributions mediated relationships between reputation and reward decisions. More specifically, raters consider ratees behaviour and their reputations when drawing attributional inferences and deciding on appropriate rewards. The implications of this line of research are clear: attributional processing is an important element of the rating process and these attributions, in part, determine raters reactions and ratings. (Murphy Cleveland, 1995) A second line of research related to rater motivation has to do with rater accountability, which is the perceived potential to be evaluated by someone and being held responsible for ones decisions or behaviours (Frink Ferris, 1998) With respect to performance appraisal, accountability is typically thought of as the extent to which a rater is held answerable to someone else for his or her ratings of another employee. They concluded that accountability can result in distortions of performance ratings. It is demonstrated that raters told that ratees had been rated too low in the past responded by inflating ratings while others told that they would have to defend their ratings in writing provided more accurate ratings. In a follow up to this study it was hypothesized that the accountability pressure on raters to justify ratings may operate through an increased motivation to better prepare themselves for their rating task. This was manifested in raters paying more attention to performanc e and recording better performance-related notes. A related study looking at accountability forces in performance appraisal found that raters inflated ratings when they were motivated to avoid a negative confrontation with poor performers, but did not adjust ratings downward when good performers rated themselves unfavourably (Levy Williams 1998). Ratee issues A second major of focus of performance appraisal research consist of research centred on the performance appraisal ratee. Two areas were covered, in particular, the links between performance ratings and rewards; those elements of the performance appraisal process which increases ratees motivation such as participation. Related article argues the while pay is an important motivator along with recognition, work enjoyment , and self-motivation, very few organisations actually link the performance appraisal system to pay or compensation in a clear, tangible way (Mani, 2002). Both traditional academic research (Roberts Reed, 1996) and more practitioner-focused research (Shah Murphy, 1995) have identified the significance of participation in the appraisal process as an antecedent of ratees work motivation. It suggests that participation is simply essential to any fair and ethical appraisal system. It was identified that participation and perception of fairness as integral to employees pe rceptions of job satisfaction and organisational commitment. Roberts Reed (1996) take somewhat similar track in proposing that participation, goals, and feedback impact on appraisal acceptance which affects appraisal satisfaction and finally employee motivation and productivity. Performance appraisals are no longer just about accuracy, but are about much more including development, ownership, input, perceptions of being valued, and being a part of an organisational team. Focus on reactions to the appraisal process Cardy and Dobbins (1994) arguing that perhaps the best criterion to use in evaluating performance appraisal systems was the reactions of ratees. The claim was that even the most-psychometrically-sound appraisal system would be ineffective if ratees (and raters) did not see it as fair, useful, valid, accurate, etc. Good psychometrics cannot make up for negative perceptions on the part of those involved in the system. Folger et al. (1992) define three elements that must be present to achieve higher perceptions of fairness: adequate notice, fair hearing, and judgement based on evidence. Although they identified specific interventions that should be implemented to increase due process, they cautioned that â€Å"due process mechanisms must be implemented in terms of guiding principles (i.e. designed with process goals in mind) rather than in a legalistic, mechanical, rote fashion. In general studies have found that both ratees and raters respond more favourably to fair performance appraisal systems (e.g. less emotional exhaustion, more acceptances of the feedback, more favourable reactions toward the supervisor, more favourable reactions toward the organisation, and more satisfaction with the appraisal system and the job on the part of both rater and rate) (Taylor et al. 1995, 1998). Trust issue Researchers have posited that trust is the key element in managing the supervisor employee relationship. According to Mayer and Davis (1999) trust is made up of three components: ability, benevolence, and integrity. In other words, if an employee believes a supervisor has the skills to properly appraise, has the interests of the employee at the heart, and believes the supervisor upholds standards and values, the employee is likely to trust that supervisor. Interest in understanding the processes related to trust are the result of research that support both direct and indirect effects of trust on important organisational and individual outcomes. For instance it is supported by research the relationship between trust and outcomes such as employee attitudes, cooperation, communication, and organizational citizenship behaviours. As with appraisal perceptions and reactions it is also believed that trust issues can limit the effectiveness of performance appraisal. If ratees have low level s of trust for their supervisor, they may be less satisfied with the appraisal and may not as readily accept feedback from the source. More to come 2.2 Behaviourally Anchored Rating Scales (BARS) performance appraisal Behaviourally Anchored Rating Scales (BARS) are a relatively new approach to performance evaluation. They are in effect a combination of the graphic rating scales and the critical incident method. An actual description of important job behaviour is developed and â€Å"anchored† alongside the scale. The evaluator is then asked to select the description of behaviour which best matches actual employee behaviour for the rating period. In a controlled field study, Silverman and Wexley (1984) used BARS to test the effect of rate participation on the appraisal process. BARS were developed for each of the following job classifications: clerical, non-clerical staff, technical and professional, nursing, management/supervisory. Those employees who participated in creating, and were evaluated by, the behaviourally-based scales, had a more positive reaction to the entire performance appraisal process. Specifically, they felt that the performance appraisal interviews were more useful, that their supervisors were more supportive, and that the process produced more motivation to improve job performance. BARS address many of the problems often found in traditional evaluation approaches such as the halo effect, leniency, and the central tendency error. In addition, research suggests that many employees prefer this evaluation method (Rarick Baxter, 1986) BARS are however not a panacea for management and do possess both advantages and disadvantages. According to Rarick and Baxter (1986) advantages of BARS are: clearer standards both subordinate and superior have a clearer idea of what constitutes good job performance. Ambiguity concerning expectations is reduced; more accurate measurement because individuals involved with the particular job develop the BARS instrument they have a good understanding of the requirements for good performance; better performance feedback since the BARS is based on specific behaviour it provides a guideline for improving future work performance; better consistency BARS have been shown to be more consistent in terms of reliability than more traditional e valuation methods. In other words, when more than one supervisor rates the same employee, the results are more similar when BARS is the evaluation method. Behaviourally Anchored Rating Scales are, however, not without drawbacks. Disadvantages of BARS are: more costly more time and effort, and eventually more expense is involved in the construction and implementation of BARS; possible activity trap since BARS are more activity oriented, they may cause both supervisor and subordinate to become more concerned with activity performance rather than accomplishing actual results; not exhaustive behaviour scale even if the rator posses lengthy listing of behaviour examples he/she may not be able to match the observed behaviour with the stipulated anchor. As Rarick and Baxter (1986) note Behaviourally Anchored Rating Scales have the potential to increase both the accuracy of employee appraisal and ultimately the effectiveness of the organization. BARS are equally useful as a judgemental instrument and as an employee developmental device. They are designed to make performance appraisal more accurate by minimising ambiguity and focusing on specific behaviour. BARS move employee performance appraisal away from the subjective opinions of the evaluator and closer towards on objective measure of true performance. 2.3 Limitations in performance appraisal The advantages and disadvantages of using performance assessment in making employment decisions are well documented (e.g. Murphy Cleveland, 1995). The limitations of performance assessment, such as inflated ratings, lack of consistency, and the politics of assessment (Tziner, Latham, Price Haccoun, 1996), often lead to their abandonment. Managers responsible for delivering performance reviews who are uncomfortable with the performance rating system may give uniformly high ratings that do not discriminate between rates. Poor ratings detract from organisational uses and increase employee mistrust in the performance appraisal system (Tziner Murphy, 1999). Employees on the receiving end of the appraisal often express dissatisfaction with both the decisions made as a result of performance assessment and the process of performance assessment (Milliman, Nason, Zhu De Cieri, 2002), which may have longitudinal effects on overall job satisfaction (Blau, 1999) and commitment (Cawley, Keepin g Levy, 1998). The extensive research on performance appraisal (Arvey Murphy, 1998: Fletcher, 2001: Fletcher Perry, 2001, Murphy Cleveland 1995) has not addressed the fundamental problems of the performance appraisal process the performance appraisal is influenced by a variety of relevant, non-performance factors such as cultural context (Latham Mann, 2006), that it does not provide either valid performance data or useful feedback to individuals (Fletcher, 2001) , or that performance appraisal instruments often measure the â€Å"wrong things† (Latham Mann, 2006). Murphy and Cleveland (1995) state that â€Å"a system that did nothing more than allow the making of correct promotion decisions would be a good system, even if the indices used to measure performance were inaccurate or measure the wrong set of constructs.† No assessment system, however, would meet with success if it did not have the support of those it assessed. In developing a new performance appraisal system it is important to use past research on performance appraisals that identified a number of factors that lead to greater acceptance of appraisals by employees. Firstly, legally sound performance appraisals should be objective and based on a job analysis, they should also be based on behaviours that relate to specific functions that are controllable by the rate, and the results of the appraisal should be communicated to the employee (Malos, 1998). Secondly, the appraisals must be perceived as fair. Procedural fairness is improved when employees participate in all aspects of the process, when there is consistency in all processes, when the assessments are free of supervisor bias, and when there is a formal channel for the employees to challenge or rebut their evaluations (Gilliland Langdon, 1998). In addition to perceptions of fairness, participation by employees in the appraisal process is related to motivation to improve job performance, satisfaction with the appraisal process, increased organisational commitment and the utility or value that the employees place on that appraisal (Cawley et al. 1998). 2.4 Blended approach Competencies To overcome the problem of job-specific performance dimensions, the performance assessment system was based on behaviourally defined core competencies (Dubois 1993; Klein 1996). The core competencies had been previously identified through an extensive process as being common to all positions; these competencies were to become the basis for training new recruits and for the continuous development of existing members (Himelfarb, 1996). Fletcher Perry (2001) stated the â€Å"the elements constituting what we normally think of as performance appraisal will increasingly be properly integrated into the human resources policies of the organisation using the same competency framework for all HR processes, linking individual objectives with team and business unit objectives framing the input of appraisal to promotion assessment in an appropriate manner, and so on† making it â€Å"more effective mechanism and less of annual ritual that appears to exist in a vacuum.† Along the s ame lines, Smither (1998) went on to note that the same competency model should guide â€Å"numerous human resource initiatives†. The competency development process used for this study followed the suggestions of Fletcher Perry (2001) and Smither (1998) and included a review of functional job analysis data for general police constables that covered a majority of the different job positions. In this sense, the competencies were blended by incorporating the values and specific attributes (Schippmann et al., 2000). A blended approach is one that couples and organisations strategy in the derivation of the broad competencies with the methodological rigor of task analysis. As Lievens, Sanchez, and De Corte (2004) note, blended approach is likely to improve the accuracy and quality of inferences made from the resulting competency model because a blended approach capitalizes on the strength of each method. Strategy is used as a frame of reference to guide subject matter experts to identify those worker attributes or competencies that are aligned with the organisations strategy and the to use the task statements to pro vide more concrete referents for the associated job behaviours (Lievens et al., 2004) 2.5 Justice of fairness The study of justice of fairness has been a topic of philosophical interest that extends back at least as far as Plato and Socrates (Ryan, 1993). In research in the organizational sciences, justice is considered to be socially constructed. That is, an act is defined as just if most individuals perceive it to be on the basis of empirical research (Cropanzao Greenberg 1997). Each approach propose a different way of conceptualizing justice, from the provision of process control (Thibaut Walker, 1975) to a focus on consistency control (Leventhal et al. 1980) and an examination of interpersonal treatment (Bies Moag, 1986). Performance appraisal systems are among the most important human resource systems in organizations insofar as the yield decisions integral to various human resource actions and outcomes (Murphy and Cleveland 1995). Reactions to appraisal and the appraisal process are believed to significantly influence the effectiveness and the overall viability of appraisal systems (Bernardin and Beatty 1984; Cardy and Dobbins 1994; Carroll and Schneier 1982, Lewer 1994), For instance. Murphy and Cleveland (1995:314) contended that â€Å"reaction criteria are almost always relevant and an unfavourable reaction may doom the most carefully constructed appraisal system†. Perceptions of fairness are important to all human resource processes, e.g., selection, performance appraisal, and compensation, and particularly so, to the performance appraisal process. Indeed, a decade ago, Cardy and Dobbins (1994:54) asserted that â€Å"with dissatisfaction and feelings of unfairness in process and inequity in evaluations, any appraisal system will be doomed to failure.† Other researchers have also acknowledged the importance of fairness to the success or failure of appraisal system (Taylor et al. 1995). 2.6 Procedural justice Procedural justice refers to the perceived fairness of the procedures used to determine appraisal outcomes (Greenberg 1986a), independent of favourability or fairness of the performance rating or its administrative consequences (Skarlicki, Ellard and Kelln 1998). Folger et. al (1992) have developed a procedural justice model for performance appraisal, rooted in the due process of law, and possessing three basic factors: adequate notice, a fair hearing and judgment based on evidence. Adequate notice involves giving employees knowledge of appraisal system and how it affects them well ahead of any formal appraisal. More specifically, it entails developing performance standards and objectives before the appraisal period commences. These standards and objectives must be well documented, clearly explained, fully understood and preferable set by mutual agreement, with employees only held accountable for standards and objectives properly communicated to them. Adequate notice also involves hi gh appraisal frequency and giving employees constant feedback on timely basis throughout the performance evaluation period, so that employees can rectify any performance deficiencies before the appraisal is conducted (Folger et al. 1992). Studies show that adequate notice is important to employee perceptions of procedural fairness. Williams and Levys (2000) study of 128 employees from three US banks revealed that system knowledge significantly predicts appraisal satisfaction and procedural fairness, controlling for the much smaller effect on organizational level. The second factor that affects employee perceptions of procedural fairness is a fair hearing. A fair hearing means several things in a performance appraisal context. These include: an opportunity to influence the evaluation decision through evidence and argument, access to the evaluation decision, and an opportunity to challenge the evaluation decision (Folger et al. 1992). Fundamentally, a fair hearing entails two-way comm unication, with employee input or voice in all aspects of the appraisal decision-making process. Several researchers have consistently found the ‘voice effects procedural justice in a variety of work contexts (Greenberg, 1986; Korsgaard and Robertson, 1995). In a study of 128 food service employees and their 23 supervisor at a large, US university, Dulebohn and Ferris (1991) found that the informal voice provided by influence tactics affected employee perceptions of fairness in the appraisal process. Two types of influence tactics were differentiated: the first on the supervisor and the second on the job. Influence of the supervisor focused on, for example, efforts at ingratiation. Influence on the job focused on, for example, manipulating performance data. Uses of supervisor-focused, influence tactics were positively associated with employees perceptions of procedural justice, but uses of job-focused influence tactics were negatively associated. The authors argue that this negative association may result from reverse causation: perception of unjust appraisal procedures ma y encourage employees to adopt job-focused influence tactics. The third procedural justice factor is the judgment based on evidence. This means convincing employees that ratings do accurately reflect per