Cubist interiorizations Essay Example | Topics and Well Written Essays - 3000 words

Cubist interiorizations - Essay Example ) by Sigfried Giedion and Transparency: Literal and Phenomenal (1963) by Colin Rowe & Robert Slutzky along with the insightful articles of the famous art critic Robert Hughes have helped foster the link between cubism and architecture even more. Interior design has always been an extension of architecture and in the modern world; interior design enjoys an elevated level of popularity. Interior design is a subject which bears a resemblance to beauty and fashion. Just as the world of fashion has trends and variability, interior design too has its share of trends and variations. Neo-modern architecture and interior design integrates a number of styles and components, which include pop art, art-nouveau and cubism. Since interior design greatly affects the comfort level and coziness of people, interior design is a very important area. In fact, one of the measurements for prosperity, status and success is the interior design of a place. The owner of a house or an office often asks the designer to design their interiors which best suit the budget and aesthetics of the owner. The size or dimensions of the interiors also play a big role in the choice of interior design. The interior designers often suggest a design which is more minimalist. Several color stylists and designers are now recommending an interior design which doesn’t have excessive decorative elements, complex constructions or contrasting color scales. They are rather encouraging designs which incorporate high end technology and the aesthetic appeal of the materials used in the design. This is the style which is called the neo-modern style of cubism. This present connection between interior design and cubism was perfectly understood by the Bohemian born Swiss historian Sigfried Giedion. He was born in 1888 and was one of the major influential figures in the area of architecture and cubism. Two of his books Space, Time and Architecture, and Mechanization Takes Command paved the way for future interior

English Lit Essay Example | Topics and Well Written Essays - 3500 words

English Lit - Essay Example This is true to some extent, but again it cannot be generalized. This thesis statement can be more closely introspected if we give a thorough gaze and reviewing glance to the two great American autobiographies of the contemporary times. The two books taken into consideration are â€Å"The Autobiography of Malcolm X† by Malcolm X published in the year 1965 and â€Å"I Know Why the Caged Bird Sings† by Maya Angelou published in the year 1969. â€Å"The Autobiography of Malcolm X† cannot be granted as an Autobiography in its truest sense as it was written by Alex Haley during the years 1964 and 1965. According to Haley, the book was written on the basis of the interview conducted by Haley with the great historical figure Malcolm X and the interview was conducted shortly before his death. The book was published in the year 1965 with an epilogue just after the death of Malcolm. Here lies the greatest controversy on the fact and fiction. Times Magazine claims â€Å"The Autobiography of Malcolm X† as â€Å"one of the most important nonfiction books of the 20th century† (Gray, 1998). But an autobiography should depend on the testimony and not on documentation. Haley himself admitted in his documentary â€Å"Eyes on the Prize† about the difficulty of recording the life and experience of Malcolm X as he was averse to talking about personal issues and was more keen on discussing about the â€Å"Nation of Islam† (American Experience, n.d.). Again, in a more controversial document, historian Manning Marable claimed that just before writing the book, Haley had collaborated with FBI to produce misleading criticism on Malcolm and his Nation of Islam. This is again a possibility for the distraction of truth and will always remain open for controversies and criticism (Democracy Now!, 2005). â€Å"The Autobiography of Malcolm X† encapsulates the upbringing of Malcolm in Michigan and his experience of adulthood to the quest of maturity in the city of Boston and New York.

Benefits of DuPont Analysis

Benefits of DuPont Analysis The dynamic environment of the world today suggests that one should be apt enough to apply his skills immanent to a system and also external with respect to credit management function. These functions include financial planning, plausibility of a defined business strategy or whether a particular merger or acquisition is feasible or not. This has to be done in a rapid yet meaningful way so as to be of immediate need to a particular firm or investor. There are basically four major reasons for an effective financial statement analysis. These have been mentioned as follows: It is useful for long-run business viability so as to determine whether a firm would be able to provide adequate business return when compared to the amount of risks taken. This is essential for outside investors. It is also used by creditors so as to find out whether a potential buyer has the capability to service the loans that are being made or not. Also, the analysts concerned about the internal development of a firm, require financial statement analysis so as to monitor the outcome as a result of applying the policy decisions, to make future predictions with regard to the performance targets, and also make an assessment of the capital needs of a company. The function of DuPont analysis in this is that it is used as a tool to provide an overview of financial statement analysis for the purposes as stated and also provide a focus for such analysis. In order to assess the financial health of a firm from the perspective of an insider or an outsider, there are four major areas that are covered. These have been stated as follows: Liquidity Leverage Operational Efficiency Profitability In this process, the DuPont analysis can be used as a compass so as to help the analysts find out the areas that are of significant strength and weakness (as applicable) from the financial statements. DuPont analysis stands as an appropriate place to commence the financial statement analysis as it measures the Return on Equity (ROE). As this indicates the rate of growth of the ownersà ¢Ã¢â€š ¬Ã¢â€ž ¢ wealth, it becomes one of the most important ratios. So, DuPont analysis might not be able to provide a detailed description just like a proper financial statement analysis, but it certainly stands places in providing an excellent snapshot an impeccable starting point of financial analysis. It covers the major areas of profitability, operating efficiency and also leverage. It can be seen in the form of equations as follows: ROE = (Net Income/Sales) X (Sales/Average Assets) X (Average Assets/Average Equity) Net Income/ Sales: Profitability Sales/Average Assets: Total Asset Turnover Average Assets/Average Equity: Leverage Multiplier Further, as the requirement of the company stands, one can also calculate the Return on Assets (ROA) by making a DuPont Chart. This can be done in the following manner: ROA = (Profit before Income and Tax/ Total Assets) = (PBIT/Sales) X (Sales/ Total Assets) DuPont Calculations and Analysis (Note: In this case we are making a comparison of two years) Profitability: Net Income/Sales 2008 6,536,358,000/ 17,868,672,000 = 36.5% 2009 3,080,531,000/ 16,015,133,000 = 19% This ratio indicates the rate at which a company uses the sales to generate profits for the company. One can see that it has decreased tremendously over a year. This suggests that the company has been trying to lure the customers with better benefits so as to decrease its profits. As the total sales have increased only marginally, it indicates that the market is in a risky position with companies cutting on profits to maintain previous customers and generate new ones. Total Assets Turnover: Sales/Average Assets: Total Asset Turnover 2008 17,868,672,000/ 54,790,875,000 = 0.32 2009 16,015,133,000/ 60,690,798,000 = 0.27 Return on Total Assets indicates how well a company has been using its assets to generate sales. It is significant as a company might be generating a huge amount of profit out of sales involved, but then it doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t check the efficiency with which it is using the assets for generating the amount of sales involved. In this, case the operating efficiency has decreased which means that the company has either made long-term installations which have not been used to implement sales in the best possible manner or there is a deficiency in the company functioning. Leverage Multiplier: Average Assets/Average Equity 2008 54,790,875,000/ 36,536,040,000 = 1.5 2009 60,690,798,000/ 36,000,753,000 = 1.68 The leverage multiplier is used for determining the debt financing as compared to the equity financing of a company. Generally, if a company increases the debts over equity for financing its requirements, it does it as the cost of debt is less because of tax-deductible interests but then there is a larger risks involved here. A company would have to pay a certain amount for sure before they can make use of the net income. Here, the ratio has increased indicating the fact that Emaar has taken more debt than a year before which means that it requires immediate funding to carry out its operations. Return on Equity The above results can be combined to calculate the DuPont ratio which in this case is ROE. ROE for 2008: 18% ROE for 2009: 8.5% Now, we know that ROE determines the profit as compared to the shareholdersà ¢Ã¢â€š ¬Ã¢â€ž ¢ equity. This has decreased over a span of one year which signifies the fact that the company would find it difficult to arrange for internal cash as it seems less attractive for shareholders. This is also evident from the fact that leverage multiplier had increased significantly. Gross Profit Margin: EBIT/ Sales 2008 7,053,765,000/ 17,868,672,000 = 0.394 2009 6,811,358,000/ 16,015,133,000 = 0.425 The gross profit margin of the company has increased which is again indicative of the fact that the company is paying too much of interests which decreases the net income. Return on Assets 2008 12.0% 2009 5% The net return on assets of the company has also decreased indicating the fact that the company has so far not made the type of income it has been looking to make with the assets that it has. This shows that the company looks to make long-term benefits out of the assets that it has generated.

What is the importance of family in Roll of Thunder, Hear My Cry? Essay

What is the importance of family in Roll of Thunder, Hear My Cry? The novel Roll of Thunder, Hear My Cry, is set in Mississippi, in the Deep South of America, in the 1930's and covers a year in the life of the Logan family. The Logans are a respectable black family closely bound in love, respect, and support for each other. The story is told through the young eyes of Cassie Logan and through her experiences we see the great importance of family throughout the novel. Family plays one of the most important themes of the story and it seems as though the author, Mildred Taylor created the Logan family to present them as a role model family for life. Throughout the novel, the guiding role of parents is clearly shown by Mama and Papa Logan. They teach their four children by example at several points in the story. One of these times is when Mama covers the offensive pages in the books at school. The other teachers regard mama as something of a maverick because of her liberal views. When told that her children have, "got to learn how things are", she replies that they will, but they don't necessarily, "have to accept them". She glues paper over the offensive pages, despite what others think, and therefore shows Cassie and Little Man the way to behave when an incident like this occurs. Mama and Papa use firm discipline with their children throughout the story. This is shown when Papa whips the children for going to the forbidden Wallace Store, and when Mama whips Stacey for cheating in the test. Mama and Papa use this punishment to discipline their children, and, as a result, they learn their lesson. After the children are punished for going to the store they never go there again, proving that their parents ... ...ence of his grandmother is made clear. Mr Jamison says that, "Harlan's always lived in the past", and goes on to say that, "his grandmother filled him with all kinds of tales about the glory of the south before the war." This explains why Harlan Granger has such cold southern values; he learned it from his grandmother. This is yet another example of the powerful influence parents and elders have on their children from one generation to the next. Mr Jamison and his wife are a rare positive image of a white family, discussing and agreeing on all important issues that affect them. They, as a family represent a hope for a more tolerant society in the future. Mr Jamison shares the same respect for his family that the Logan family shares. He tells Papa that he and his wife talked about backing the loan in Vicksburg and, "discussed it fully", with each other.

The American Business Society

American business is in dire straits and the blame is being heaped on its leadership or, more aptly, the lack thereof. There are probably no fewer business leaders today than there were 50 years ago. There is not a shortage of good people, but maybe a lack of the right kind of people. People with the skills necessary to drive companies forward in a thoroughly different and rapidly changing world. I feel a leader should have several essential attributes:  · Trust. Leaders must be trustworthy, and they must trust their people, also.  · Vision. The nuts and bolts of running a business. Leaders must know where they want the company to be in the future. Also, get the whole company to share that vision. Leaders have to set the direction and get the company headed that way.  · Commitment. There will always be disloyalty among employees, but leaders need to seen as caring and nurturing.  · Integrity. A leader can†t lack integrity and still have people follow. Leaders must have values. They must have dedication to do what is right. The values of an organization are manifested on what a leader does.  · Creative Ability. Leaders must be positive. Always looking for possibilities, not perfection. This means that they must be open to different ways of doing things.  · Communication. A good leader is in constant communication with his or her people. He or she makes the rounds and knows what†s going on. Telling his people everything he can about what he knows and doesn†t know.  · Risk Taking. It is essential to be open to possibilities, and to question assumptions. Always allow people to be innovative without the fear of failure. AIDS is one of the most pervasive and difficult workplace issues. The community, not only for their life-style, rejects people with AIDS but also because the disease is incurable. AIDS is an acronym for acquired immunodeficiency syndrome, a disease caused by a virus that attacks the body†s ability to fight off infection. It now comes to be called HIV, human immunodeficiency virus. If a person is tested positive with the antibodies they are designated HIV+. It is presumable they have been exposed or have acquired the AIDS virus. The increase presence of AIDS in the workplace has crystallized a number of concerns for both employers and employees. However, Title I of the American with Disabilities Act covers those infected. The Act prohibits discriminating against individual with AIDS. States have different employment laws that apply to those infected. An employer can terminate someone from a job only if they cannot perform the essential tasks required for with that job. The employer is required to make a reasonable accommodation to the individual†s needs and requirements. Accommodation cannot be made if it will cause hardship to the business. Affirmative action was created 30 years age as a remedy for the under use of minority and female human resources in the workplace and classroom. The term refers to active measures and passive nondiscrimination, as means of increasing the recruitment of minorities and ensuring equal opportunity. Title VII of the Civil Rights Act of 1964 is the most comprehensive statute on civil rights ever enacted in the United States, banning discrimination in employment, voting, public accommodation, public education and all federal assisted programs. Executive Order 11246 requires that employers with federal contracts worth more than $50,000 and 50 or more employees have written affirmative action plans. Affirmative action was once a bright synonym for equality of opportunity. In recent years, it has been entered the political lexicon, as a sinister euphemism for reverse discrimination, a bitterly divisive issue. In recent years, affirmative action has appeared in politics. Most politicians† support either eliminating or revising it, including President Clinton, who supports a reform version of affirmative action. Changes have already begun in some states and will spread across the nation. Some critics view affirmative action as a departure from the principles of meritocracy and individual striving. Also they feel as a policy it primarily hurts white men. With all the demographic changes occurring in our nation, it may be time to change affirmative action. The achievements of it have been great, but the premises that underlie it have changed and may require revising. The focus on affirmative action may provide with an opportunity to shift to affirming diversity. Under the Age Discrimination in Employment Act (ADEA) a victim of age discrimination in entitled to be † made whole†, being placed in the position that he or she would have been in but for the discrimination. The act protects workers between the ages 40 and 70 from arbitrary age discrimination in employment. The ADEA encompasses issues of hiring, firing, pay, promotion and fringe benefits. In recent years, more and more employees have been filing grievances under ADEA. Faced with expensive pensions and health costs, companies are trying to find ways to minimize their burden. The Older Workers Benefit Protection Act (OWBPA) is an act that prohibits discrimination based on age in connection with all employee benefits programs. Older workers get the same benefits as the younger workers. Companies can ask outgoing workers to sign a waiver, not to sue for age discrimination. A company faces an indefinite future of court-mandated payments and damages if they are found guilty of violating age discrimination regulations. The American ideology is base on capitalism. A capitalistic system is a system in which the means of production are privately owned. The market operates to guide production and distribute income. The terms free or private enterprise are used interchangeably with capitalism. The theory of capitalism is founded on two fundamental assumptions. One, people are capable of understanding the natural order of the universe. Two, the role of government in economy can and should be limited. These two barriers led economist to believe that all artificial barriers affect our economic behavior. If government or monopolists who enjoyed unnatural powers in the marketplace did not interfere, the market would benefit everyone in society. All activities in a free enterprise must return a profit. However, free enterprise is never totally pure. Every nation has values and goals that place it on a continuum between free enterprise and a planned economy. Each determines where it lays on the continuum by the priority it gives to specific values and goals. It is never too early or too late to start planning for retirement. Definitely, early is better. Starting any time is better than not starting at all. A large number of people are not saving and investing, as they should. The more a person saves now, the more options they will have later. Maybe a person won†t be able to stop working completely, but they will not have to work as hard later. The dream of having a financially secure future is attainable, but there are a lot of sacrifices. To begin building a realistic financial plan that will allow you to retire with enough money, start with five basic dynamics: 1. Where do I stand now? That includes your personal savings and investments, your pension plans and your income prospects until retirement, as well as your debts and spending patterns. 2. How much money you†ll need to retire? Figure that you†ll need about eighty percent of your income to maintain your lifestyle after your regular paychecks stop. 3. Where will that money come from? Your regular paychecks. 4. How much time remains until retirement? Your strategy to achieve a worry-free retirement will depend on the target date you†ve set and how much progress you†ve made so far. A person can also shoot for an early retirement with the right planning. 5. How much risk you†re willing to take? When it comes to investing retirement money, risk is a balancing act. If you take too little, your investment will not grow. But if you take too much, there will be a crack in your investment that will be too difficult to repair. The more time you have until retirement; the more risk you maybe able to take. The less time you have, the more risk you may need to take. The message here is that is can be done. You can take control and plan for a financially secure future regardless of where you stand right now. A 401(k) is a tremendous two-fold tax shelter. Tax advantages number one: Money you contribute to the plan, up to a yearly maximum, is subtracted from your taxable income. Tax advantages number two: Funds inside you account grow tax-deferred until withdrawn. The IRS can†t tax the earnings each year and you can keep more in the plan for long term compounding. I recommend a person start to invest in at least a 401(k) plan. It is the hottest retirement savings deal. It eases a tax shelter power and wealth building potential. A 401(k) may be the single most important ingredient you can add to your retirement plan. With a 401(k), you can set aside a percentage of your salary, which your employer may match, in a retirement account you control. Money in the plan grows untaxed until you tap the account in retirement. If your investments do well, they win. If they don†t, the nest egg will be smaller. In either case, you bear the risk. People find it difficult to make decisions about ethical issues. Ethical principles and standards vary widely among individuals, organizations and cultures. Business ethics are based on individual and collective moral decision making at every lever in the corporation. Standards for moral behavior are sometimes informal, but more often they explicit and embodied in a written document. Managers must decide which issues are important to them and how to identify and manage them. Here are some questions I think are important to ask one-self. 1. Have I Defined the Problem Accurately? Make sure you have an understanding of the problem. 2. How Would I Define the Problem From the Other Side? You must look at the issue from the perspective of those questioning your ethics. 3. How Did This Situation Occur? Look into the history of the situation. Make sure there is a real problem and not symptoms. 4. How Does My Intention Compare with the Likely Results? Despite the goodness of your intentions, the results may be harmful. Think about the probable outcome. 5. Whom Could My Decision or Action Injure? This issue is particularly difficult. Even a product for good use could fall into the wrong hands. These questions could help managers sort out their own perceptions of ethical problems. The asking of questions could create discussions about subjects left to one individual. If management do not implement clear policies to instill ethical behavior through the firm, managers are likely to come cynical. There has been a steady increase in the number of sexual harassment cases since the 1991 Clarence Thomas/Anita Hill hearing. A recent Supreme Court ruling that an employer can be held liable for sexual harassment, even if the employer is unaware of the incident. This should serve as a warning to business owners to develop or refine company policies. The ruling falls under Title VII of the Civil Rights Act, which also protects non-victims form working in a â€Å"sexual hostile† environment. In essence, an employee can sue a company if he or she witnesses others being harassed, reports and nothing is done. Follow these steps to protect your company:  · Develop and establish a policy. Your company policy should clearly define sexual harassment, list several examples and explain procedures for filing complaints and follow-ups.  · Investigate every complaint. Take immediate action when informed of an incident. Carefully research the allegations and respond with the appropriate actions. Seek outside counsel if necessary.  · Many managers aren†t sure how to handle a claim of sexual harassment. Provide training for management and staff so they clearly understand what harassment is, how to prevent it and how to handle it.  · Have a clear procedure for filing complaints. Employees should have a non-threatening process in place to report an incident, discuss any behavior they feel is unprofessional. Stress confidentially and that you, the employer, will not tolerate retaliation against any employee for coming forward. Give all the employees the names and phone numbers of human resources and other staff to contact. Provide sexual harassment training. There are countless words to describe stress. The fact remains that stress is an essential part of life. It is inescapable and in moderation, a good thing. I think stress makes people feel vital and interested. The crucial difference between stress that clobbers and stress that invigorates is usually no more than an individual†s reaction. There are myriad ways to deflect the damages such as meditation, drug therapy or changes in lifestyle. Stress often undermines physical, emotional and intellectual energies exactly when strength in these areas is most needed, periods of heightened pressure. The body mobilizes energy to deal with the crisis by releasing the hormone adrenaline, which causes a racing pulse, accelerated breathing, in a sense of feeling keyed up. The next stage is less obvious but more dangerous if allowed to go unmonitored. Sugar and fats are reserved for emergencies then released into the bloodstream, creating pressure and fatigue. This when people start to self medicate with coffee, cigarettes and alcohol. Generalized anxiety, poor concentration and memory loss become common, as with minor illnesses. Finally, as energy reserves are drained, bodily systems begin to malfunction. Sleeplessness, disruption in eating patterns and personality changes often occurs. This stage is exhaustion, which leads depression. Employee assistance programs (EAPs) are very useful in reducing stress. Companies can develop EAPs themselves or outsource them. Experts advise companies to help workers find a way out of their stressful situations through counseling, friendship and communication. Most people have used a brain altering substance at some time, be it alcohol, an anti-anxiety medication, or a stimulant. Such substance can be helpful in removing our inhibitions, enabling us to relax, or making us feel better about things. While most can take them or leave them, an increasing number of people are finding that using these substances is no longer a choice, but necessity. They need them to function normally and will suffer physical symptoms of withdrawal without them. In medical term, they are substance dependent or addicted. There are myriad treatments and approaches to substance abuse. As with most mental illness, a combination of medical treatment and psychological counseling is usually most effective. Medical treatments may alter the body†s reaction to a substance, reducing cravings, or change a substance†s effect. There is usually a mental disorder that coexists with substance abuse, depression or anxiety. For the disorder psychoactive medications are often prescribed. First a person must want or ask for help. They may want to talk to a clinician if they feel comfortable doing so. If you have access go to mental-health clinics to speak with someone who specializes in treatment. Whomever you talk with, the issue must addressed in depth. If not seek out another healthcare professional.

Importance of Performance Appraisal

A major challenge for every business owner or manager is to have employees who are passionate about what they do and constantly strives to perform at their best. Many managers take the integrated approach known as Performance Management, to manage the performance, consisting of setting goals, training employees and then appraising and rewarding them (hrm). It can be explained as a process that consolidates goal setting, performance appraisal and development into single, common system, the aim of which is to ensure that the employee’s performance is supporting the strategic aims. (hrm book 315).. A performance management system would be only effective when the employees in Mambo are clear about their duties and job standards and the organizational goals so that they work with their full potential to meet organizational objectives. Mambo should develop a well planned performance management system as it will provide information on taking decision about the promotion and salary of the new as well as currently employed staff members. Moreover it would provide the senior management (Brett and Simone) to review the employee’s work related behaviour and developing a plan for correcting any deficiencies both for manager and employee as well. During the implementation of the performance management system the organisation has to expressly pay attention to fostering and improving the behavioral factors of performance management, in order to increase the chances of better result by the use of performance management system. A key element of Performance Management System is Performance Appraisal as it identifies, evaluates and develops employee performance to meet employee and organizational goals Brett and Simone have to choose an appraisal method so that actual performance can be measured as to what has been set in the organisation. Selecting one appropriate method from many is not easy as. It is The classification of appraisal methods helps make it more straightforward. If conducted properly appraisals can achieve a number of benefits for all parties. The organization, the manager and the appraisee can: establish current levels of performance and benchmark across departments or functions; identify ways of improving performance, individually and collectively; set clear goals for the future; assess potential and desire for development; establish the appropriate means of motivation; and improve communication throughout. Mambo would be benefited in reviewing the performance of the employees by using the balance scorecard method as it is a measurement –based management system that translates organizational vision and strategy into action. (hrm 321). Under the balanced scorecard system, financial measures are the outcome, but do not give a good indication of what is or will be going on in the organization. Measures of customer satisfaction, growth and retention is the current indicator of company performance, and internal operations(efficiency, speed, reducing non-value added work, minimizing quality problems) and human resource systems and development are leading indicators of company performance(hrm 321) A performance measurement system such as the Balanced Scorecard allows an agency to align its strategic activities to the strategic plan. It permits — often for the first time — real deployment and implementation of the strategy on a continuous basis. ( balance score card, bsc,and performance management, David Chaudron, oct 2000 (www. articles911. com/Performance_Management/Balanced_Scorecard) By this approach Mambo can track and improve its strategic performance and results by developing, measuring, collecting and analyzing the data from both internal business processes and external business processes and can get feedback needed to guide the planning efforts. This meth od not only analyses how the organisation has been doing, but also how well it is doing (â€Å"current indicators†) and can expect to do in the future (â€Å"leading indicators†). It provides a clear picture of reality. As their current strategy is to focus on the global competition they are about to face from the existing players of the market they need to integrate the performance appraisal into an ongoing culture of communication where regular feedback is part of a culture of success. Ultimately, goal of Brett and Simone, when conducting performance appraisals should be to impart a true appraisal of the employee’s performance (including behavior and attitude) from management’s perspective. Employees typically are anxious at the prospect of receiving negative comments on their work, and managers may be uncomfortable offering that criticism. When done correctly, however, appraisals can be positive experiences that motivate staff members to reach their potential and achieve their professional goals. In addition to assessing past performance, appraisal meetings provide an ideal opportunity to look at future objectives. Encourage employees to stret ch their abilities, yet make sure goals are realistic. Performance evaluations allow employer to reinforce expectations and communicate with your staff one-on-one about their career objectives and simultaneously provides an overview to establish the standards of remunerating employees. An increasingly large number of corporations have explored how rewards, particularly money, could be linked to desired behavior and/or performance outcomes to improve effectiveness. This has led to widespread and growing development of pay for-performance plans. â€Å"Pay for performance† refers to any compensation system that links pay and performance. A pay-for-performance system is only as successful as the performance management program on which it depends. There are two categories of pay merit pay and variable pay. The type of performance evaluation most often associated with merit pay plans are appraisals that focus on individual performance and typically use a combination of quantitative and qualitative performance elements thus Brett and Sim one must use the concept of merit pay, which would link the individual performance with the mission of the organization. pay for Performance: Your Performance Management Program Is the Foundation, jay Schust, april 2007 , http://www. work911. com/cgi-bin/links/jump. cgi? ID=773) However attracting, motivating and rewarding employees is about much more than wages and salaries. Mambo should establish a clear line of sight between business strategies and total reward philosophies so that an effective strategy can be formulated for attracting, motivating and retaining employees(hrm 373) Total rewards refer to monetary and non monetary rewards made up of salaries/wages and benefits an employee get for performing a certain job. As the employees with high salary and incentives are less likely to quit the organisation and work with their full potential to reach organizational goal. (hrm 373), thus Brett and Simone should make an effective pay structure for the employees. They should offer bonus on top of the salaries to the employees, if they achieve the desired targets set by the company. This can be done during performance appraisal by balance score card approach as it measures the performance of employees in terms of strategic improvement of the organisation. Title: The effect of performance management on the organizational results of a bank Author(s): Andre A. de Waal, Vincent Coevert Journal: International Journal of Productivity and Performance Management ISSN: 1741-0401 Year: 2007 Volume: 56 Issue: 5/6 Page: 397 – 416 DOI: 10. 1108/17410400710757114 Publisher: Emerald Group Publishing Limited title Performance appraisal across organizational life cycles. Chen, Hai-Ming1 Kuo, Tung-Sheng Human Systems Management; 2004, Vol. 23 Issue 4, p227-233, 7p sorce Time to Reappraise Performance Appraisals. Find More Like This Receivables Report for America's Health Care Financial Managers; Jun2007, Vol. 22 Issue 6, p10-11, 2p By Lauren Stiller Rikleen .( balance score card, bsc,and performance management, David Chaudron, oct 2000 (www. articles911. com/Performance_Management/Balanced_Scorecard Developing Effective Performance Reviews. By Max Messme, business source complete, .( Getting the most from appraisals — from both sides of the desk. Find More Like This Yemm, Graham1 Source: Management Services Management Services, Spring2005, Vol. 49 Issue 1, p36-37, 2p, 2c; )