Graduate Admissions Essay Dos and Donts

Nearly all applicants to graduate school are required to submit one or several admissions essays, sometimes referred to as personal statements. This component of the graduate admissions application permits the admissions committee to see beyond the statistics -- to see you as a person apart from your GPA and GRE scores. This is your chance to stand out so make sure that your admissions essay truly reflects you. An essay that is truthful, appealing, and motivating can increase your chances of acceptance but a poor admissions essay can eliminate opportunities. How do you write the most appealing and effective admissions essay possible? Admissions Essay Dos Prepare an outline and create a draft.Answer all the questions asked.Make sure your essay has a theme or a thesis.Provide evidence to support your claims.Make your introduction unique.Write clearly and make sure it is easy to read.Be honest, confident, and be yourself.Be interesting and positive.Make sure your essay is organized, coherent, and concise.Write about yourself and use examples from your own life experiences.Use a mixture of long and short sentences.Discuss your future goals.Mention any hobbies, past jobs, community service, or research experience.Speak in the first person (I†¦).Mention weaknesses without making excuses.Discuss why youre interested in the school and/or program.Show, don’t tell (Use examples to demonstrate your abilities).Ask for help.Proofread and revise your statement at least 3 times.Have others proofread your essay. Admissions Essay Donts: Have any grammar or spelling errors. (Proofread!)Be wordy or use jargon (don’t try to impress the readers by using big words).Swear or use slang.Digress or be repetitive.Be boring (ask someone to read your essay).Generalize.Include cliches or gimmicks.Be comical (a little humor is okay but remember it can be misconstrued).Be defensive or arrogant.Complain.Preach.Focus on other individuals.Discuss politics or religion.Make lists of accomplishments, awards, skills, or personal qualities (Show, don’t tell).Write a term paper or an autobiography.Summarize your resume.Include information already cited on the application.Forget to proofread.

spelling pronunciation - definition and examples

Definition The use of a pronunciation that is based on spelling rather than in accordance with a words conventional pronunciation, such as the increasingly common pronunciation of the once-silent letters t and d in often and Wednesday, respectively. Also called over-enunciation.D.W. Cummings notes that spelling pronunciations are more typical of American English than British English, perhaps because of the national predisposition among Americans to follow the written word more than the spoken (American English Spelling, 1988). The converse of spelling pronunciation is pronunciation spelling: the creation of a new spelling form on the basis of pronunciation. See Examples and Observations below. Also see: Allegro SpeechDivergent SpellingSlurvianWanna Construction Examples and Observations Words borrowed from French such as hour, honour, and honest came into English without an initial [h] as did hospital, habit, and heretic, but the latter have acquired an [h] from the spelling. The word herb is pronounced with an [h] and without one (the latter mainly in the US), and though hotel has an initial [h], one still sometimes hears an (h)otel. . . .The traditional pronunciation of forehead is forrid, but it is common nowadays to hear fore-head, particularly in the US. This is an example of reversing a sound change on the basis of spelling. . . .Many people believe that the spelling is a guide to the correct pronunciation and argue, for instance, that it is wrong to include an intrusive r in the idea of it or I saw him, because there is no r in the spelling.(Barry J. Blake, All About Language. Oxford University Press, 2008) Spelling Pronunciation and Language ChangeSpelling pronunciations are one symptom of the shift from the aural to the visual bias. . . . A sampling of spel ling pronunciations provided by [Fred] Householder includes the following, all of which have modern pronunciations that are closer to their spelling than were their older, traditional pronunciations: yesterday, Wednesday, diphtheria, diphthong, harass, kiln, victuals, conch, draught, certain, author, yes, housewife, gold, bomb, jaunt, laundry, sewer (1971, 252-53).Though underestimated, spelling pronunciation is an important and respectable factor in language change. . . . It seems likely that something like spelling pronunciation was part of the process that led to the leveling of dialect differences in late Middle and Early Modern English. Michael Samuels says that the evolution and spread of standard English in the 15th and 16th centuries was primarily through the agency of writing, not speech (1963, 87).(D.W. Cummings,  American English Spelling: An Informal Description. The Johns Hopkins University Press, 1988) Middle English Spellings and Contemporary PronunciationsSome word s have not yet been accorded spelling-pronunciation, the words choler, debt, doubt, receipt, salmon, sceptre, victuals retaining the pronunciation better suggested by the Middle English spellings colere, dette, doute, receite, samon, ceptre, and vitailes. Words of a more literary flavour, e.g. victuals, are now occasionally heard with a spelling-pronunciation, and condemnation of such pronunciations as ignorant will probably not prevent their ultimate universal acceptance.(D. G. Scragg, A History of English Spelling. Manchester University Press, 1974) Pronunciation SpellingA pronunciation spelling is a spelling that more closely reflects the pronunciation of a given word than the words traditional spelling does. Over time the new spelling may become as acceptable as the original spelling, as is the case with the pronunciation spelling bosun for boatswain. Many writers use pronunciation spellings, as wanna for want to or talkin for talking, to convey speech.(The American Heritage Gui de to Contemporary Usage and Style. Houghton Mifflin, 2005)

Motivation And Performance Management The Concepts Of...

Motivation and performance management are two concepts of organizational behavior that are closely related. Motivation can be referred to as the process through which employees are stimulated to achieve their goals. Achievement of personal goals is a cue to the attainment of overall organizational goals. Motivation has to do with reasons why employees of an organization behave in a certain manner. Organizations can put various motivational strategies in place to influence their employees behave in a manner that is in line with attainment of organizational goals. On the other hand, performance management refers to measures that organizations put in place to ensure that organizational goals are being attained in an efficient and effective manner. Therefore, performance management and motivation can both be said to be an extension of each other. This paper will take a diverse analysis of the two concepts, discussing the theory of both concepts, how the can be applied in an organization al setting, and benefits that accrue from effective implementation of the two practices. Motivation and performance management are closely intertwined organization concepts and organization must apply both jointly to achieve effectiveness in operations. Theories of motivation and performance management Different theories have been espoused about motivation and performance. There are two main theories that explain the framework of performance management: The goal-setting theory and expectancyShow MoreRelatedThe Link Between Performance and Reward Management1061 Words   |  4 Pagesï » ¿Performance and Reward Management: Performance management is an important organizational aspect that is geared towards developing people with necessary competencies and commitment for working towards the achievement of common organizational goals. As a result, the frameworks of this component are developed in order to enhance both individual and organizational performance. This is done through identifying performance needs, providing regular feedback, and helping individuals in their career developmentRead MoreThe Impact Of Employee Motivation On Organizational Productivity, Employee Turnover, And Employee Satisfaction Essay1492 Words   |  6 PagesEmployee Motivation Motivation of employees plays a crucial factor in determining their performance with regard to productivity and engagement in their respective duties. Actually, employees who are adequately motivated tend to enhance their performance, be more productive, feel more satisfied, and be more engaged in their work. Managers should take responsibility to enhance their employees in order to enhance their contributions to the organization or company resulting in increased productivityRead MoreThe Theory And Integrated Control Theory976 Words   |  4 PagesThe second motivation theory is the Integrated Control Theory. The Integrated Control Theory offers a design for analyzing and processing work motivation and organizational problem solving. It allows individuals to develop expectations, plan and execute actions, receive environmental feedback, compare feedback to expectations and adjust behavior accordingly (Klein, 1989). Klein chose the name control theory because it is a compilation o f various overlapping theories of motivation. The theory alsoRead MoreOrganizational Behavior1284 Words   |  6 PagesBachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. This course equips students with the knowledgeRead Moreorganizational behaviour1261 Words   |  6 Pages Organizational Behavior MG6013 The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and job satisfaction; decision making; group dynamics; work teams; leadership; communication; power, politics and conflict; organization culture, structure and design; impact of technology; management of work stress; organizational change andRead MoreOrganizational Behavior : An Organization1521 Words   |  7 PagesOrganizational Behavior (OB) entails the study and usage of knowledge about how individuals, people, as well as groups function in organizations (Luthans Yousseff, 2007). Using a systematic approach, organizational behavior interprets people/organization relations in terms of the groups, individuals, entire organization, and social system. The main objective of organizational behavior is to help find or develop better relationships by attaining human objectives, social objectives and ultimatelyRead MoreOperations of Goodwill Industries International1190 Words   |  5 Pagesanalysis indicated that the huge gap or disparity between CEO and average employee pay resulted in l ow motivation among the workers.The paper explores the theoretical underpinnings of employee motivation as well as ways of improving employee motivation. Transformational leadership and employee reward systems prove to be some of the best ways of improving employee motivation and organizational performance. Introduction Organizations profile Goodwill Industries International is an independent, not-for-profitRead MoreManagement Learning, Performance And Reward : Theory And Practice1179 Words   |  5 PagesWe selected our article titled ‘Management Learning, Performance and Reward: Theory and Practice Revisited’, from The Journal of Management Development. This article looks at the extent to which organizational learning is encouraged and recognized by performance management systems, and whether these HR tools contribute to an organization’s effectiveness by acting as a competitive advantage. An organization’s leadership needs to integrate the process of individuals learning with the idea that theRead More Motivation Essay1377 Words   |  6 PagesThe focus of this paper is to discuss what motivation is and ways managers can acquire the most out of our employees. Managers must ask themselves certain questions in the work place when comes to motivation. Why do some people work hard and others coast? Why do some leaders have high-producing units and others, with employees of comparable background, have low producing ones? Why are some organizations noted for a culture in which employees are highly motivated and enjoy work, whereas others areRead MoreManagement Learning, Performance And Reward : Theory And Practice818 Words   |  4 PagesWe selected our article titled ‘Management Learning, Performance and Reward: Theory and Practice Revisited’, from The Journal of Management Development. This article looks at the extent to which organizational learning is encouraged and recognized by performance management systems, and whether these HR tools contribute to an organization’s effectiveness and by acting as a competitive advantage. This speaks to whether the the leadership has integrated the concept of individuals learning with the

The Open Boat By Stephen Crane - 1197 Words

Throughout time, many literature works of art have shown the common theme of man with the mindset that he is the superior being in control. Around the 1830s, literature took a turn from the romantic view of the world to a more natural take of the universe. One of the better portrayals of this naturalistic view is Stephen Crane’s â€Å"The Open Boat† in which the short story exhibits the lives of four men cast out at sea after their steamer, the Commodore, sank and they were then forced to take refuge in a life boat. This story follows the men through the focalizing viewpoint of the correspondent and descriptively as well as effectively portrays his psychologically changing viewpoints of the ocean and their take on nature as a whole. This short story is a classic representation of naturalism with the extensive use of literary tools such as personification, metaphors, and similes to convey the message that nature is indifferent to mankind and exhibits the steady-changing viewpoint of the correspondent as the story progresses. While reading this quite descriptive short story, it was incredibly easy to find many literary tools used to present the naturalistic setting in which these four men were trapped and how throughout the story their perception of nature changes. Initially the correspondent uses heavy personification to describe the boat in which the four are riding and the sea on which they struggle to conquer. â€Å"Many a man ought to have a bathtub larger than the boar whichShow MoreRelatedThe Open Boat By Stephen Crane1076 Words   |  5 PagesThe Open Boat Analysis The Open Boat is a wildly creative text. The author explores fiction and philosophy to achieve a balance of literature professionalism. The text is a masterpiece reality expressed through the creation of characters representatives of society and day to day living. Symbolic use of characters and human titles plays a key role in delivering the message of the author. Stephen Crane, the author exploits the power of harmony to establish a relationship where every individual isRead MoreThe Open Boat by Stephen Crane980 Words   |  4 Pagesâ€Å"The Open Boat† The relationship between man and nature Many stories talk about the idea of fate, the idea that no matter how much a person tries to survive, nature ultimately chooses the person’s path of life. The short story, â€Å"The Open Boat† by Stephen Crane illustrates the relationship between nature and man and how nature’s indifference towards man’s effort for survival. In this account, the narrator, Stephen Crane explains to the readers that no matter how hard one tries to fight nature inRead MoreThe Open Boat By Stephen Crane1709 Words   |  7 Pages The Open Boat, written by Stephen Crane is discusses the journey of four survivors that were involved in a ship wreck. The oiler, the cook, the captain, and the correspondent are the survivors that make onto a dingey and struggle to survive the roaring waves of the ocean. They happen to come across land after being stranded in the ocean for two days and start to feel a sense of hope that they would be rescued anytime soon. They began feeling down as they realize nobody was going to rescue themRead MoreThe Open Boat by Stephen Crane Essay1882 Words   |  8 Pages â€Å"The Open Boat† is short tale of endurance, suffering, and redemption. The story focuses on four interesting sailors on a journey towards survival. They try their best to overcome the adversities of the water and raging storm. Crane focuses on the constant struggle of man’s immobility to control his own life. â€Å"The Open Boat† is a nonfictional fiction some call it. It typically is argued as only fiction, but many lean toward its nonfictional quality. Crane wrote the story based off his real lifeRead MoreThe Open Boat By Stephen Crane1106 Words   |  5 PagesIn â€Å"The Open Boat† by Stephen Crane, four men – a captain, an oiler, a correspondent, and a cook - survive a shipwreck. They maneuver the rough waters in a dinghy, searching for land and signs of life. After they accept that the area around a safe-house they come across is unpopulated, the men also accept the fact that there is a very real chance that they may die. This passage d elves into the same thoughts that are rushing through all of their heads, but keeping to themselves. In such a situationRead MoreIrony In The Open Boat By Stephen Crane880 Words   |  4 Pagesthat contains a lot of irony is Stephen Crane’s â€Å"The Open Boat†. Crane uses irony in many different ways in the story to tell of four individuals who survive their ship being wrecked and everyone else aboard has drown. In â€Å"The Open Boat†, four sailors survive their ship being wrecked and must continually fight to find land and to stay alive without their survival boat capsizing. One of the first ways that Crane incorporates irony is through the captain of the boat. The captain is hurt during theRead MoreThe Open Boat by Stephen Crane Essay1323 Words   |  6 PagesIn the story The Open Boat, by Stephen Crane, Crane uses many literary techniques to convey the stories overall theme. The story is centered on four men: a cook, a correspondent, Billie, an oiler who is the only character named in the story, and a captain. They are stranded in a lifeboat in stormy seas just off the coast of Florida, just after their ship has sunk. Although they can eventually see the shore, the waves are so big that it is too dangerous to try to take the boat in to land. InsteadRead MoreThe Open Boat by Stephen Crane Essay587 Words   |  3 PagesThe Open Boat by Stephen Crane â€Å"The Open Boat† Four men drift across a January sea in an open boat, since they lost their ship some time after dawn. Now, in the clear light of day, the men begin to grasp the full gravity of their situation. Realizing that their main conflict will be man versus nature, in this case, the raging sea. In the short story â€Å"The Open Boat,† Stephen Crane gives an itemized description of the two days spent on a ten-foot dinghy by four men a cook, a correspondentRead MoreStephen Crane s The Open Boat973 Words   |  4 Pagesyou are at starts to sink. How do you think people in the ship would react to this scenario? Stephen Crane, an American author, wrote the story â€Å"The Open Boat†. The story is about a boat sinking in the middle of the ocean with four men. The characters presented by Crane in the story are a cook, an oiler, a correspondent, and the captain. Although the story is narrated from the view of the correspondent; Crane gives the reader so me particular characteristics of the captain. The goal of this paper isRead MoreThe Open Boat By Stephen Crane1423 Words   |  6 Pagesperiod is Stephen Crane’s â€Å"The Open Boat.† This riveting short story presents several ideas that humankind and nature specially bonded through a diverse set of themes. In his short story â€Å"The Open Boat† Stephen Crane’s expression of naturalistic and realistic view on mankind’s relationship with nature is highlighted through three main themes: indifference, insignificance, and incessancy. First, the indifference of nature evidently illustrates its relation to mankind. In â€Å"The Open Boat,† nature is

Scholarly Articles on Leadership Free Essays

Scholarly Articles 1 by EDD 9100 CRN 35455 Leadership Seminar Nova Southeastern University February 4, 2012 Scholarly Articles 1 According to the authors of this article (Donaldson, Marnik, Mackenzie, Ackerman, 2009), principals need to concentrate on the development of skills and behaviors in order to be successful in motivating, leading, and changing the direction of a school. The successful principal understands that there exists a fine balance of caring for others and the need to accomplish specific tasks (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The following areas are targeted in this article: the need to become an effective consultant, the need to become a mediator and consensus builder, the need to become an individual that values relationships and to step back and reconnect on a regular basis to their core beliefs and values (Donaldson, Marnik, Mackenzie, Ackerman, 2009). We will write a custom essay sample on Scholarly Articles on Leadership or any similar topic only for you Order Now Interwoven through all areas is the need to realize that it takes time to develop the skills needed, experience being the best teacher of what works (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The underlying theme throughout the article is one of a need for open communication combined with a balanced and caring attitude towards staff. On the topic of becoming an effective consultant within their school it is pointed out that principals need to be less directive and more collaborative in their push towards improvement and the use of best practice in the classroom (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It is of rimary importance that they possess the ability to listen to the stakeholders and assist in the translation of concerns into practice (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In order to be able to effectively fill the role of consultant within their school principals need to possess a reasonable level of understanding of educational pedagogy and curriculum; and possess a skill set combining the ability to problem solve, actively listen, and support (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In terms of becoming a mediator and consensus builder the authors detailed the need for principals to possess relational leadership skills in order to be able to both facilitate groups and coach others on staff in the ability to facilitate their own groups, and stressed that the key to this is the ability to effectively participate in conflict resolution (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The authors suggested that conflict is part and parcel of school reform and that in addition to being able to deal effectively with conflict the successful principal needs to develop the ability for bringing about consensus within the group, noting that interpersonal and intrapersonal skills were as much or more important than knowledge (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In the area of relationships it was noted that principals that are most effective are those that place high value on people and relationships and that when this exists as a core part of the belief system of the principal it is noticeable and is communicated to staff in both subtle and explicit ways (Donaldson, Marnik, Mackenzie, Ackerman, 2009). According to the authors this sense of value comes through in all of the dealings that the principal has with stakeholders (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It shows in body language, expression, communication, tone and innumerable other subtle signals that help to set the tone of the school’s culture (Donaldson, Marnik, Mackenzie, Ackerman, 2009). Key to this being successfully implemented is for the principal to consciously think through a personal rationale that balances responsibilities and relationships (Donaldson, Marnik, Mackenzie, Ackerman, 2009). Principals need to occasionally stepping back to reconnect to their core values in order to maintain the balance needed to effectively lead (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It was noted that in all areas of the development process is the need to understand that these skills and beliefs come about over time. The truly effective principal is able uses past experiences to help hone and define these skills and beliefs to bring about change, growth and effective overall leadership (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The effective principal never stops learning from these day to day and year to year experiences and continues to hone and refine based upon them (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In the writer’s opinion it would greatly assist in the growth, development, morale and overall job satisfaction for the organization if the current leadership of which the writer is a member, were to possess the skills and beliefs noted in the article. This would most likely require training, coaching or the reassignment or hiring of new personnel for leadership positions in order to develop the capacity to exhibit a balance between the valuing of individuals and relationships, the need to and responsibilities of the position, and the skill set of effective collaboration, mediation, and consensus building. A leadership team that operates following these principals fosters a sense of openness, consistency and fairness among stakeholders (Donaldson, Marnik, Mackenzie, Ackerman, 2009). When this exists, staff feels secure. When staff feels secure it becomes more willing to step out and suggest or embrace change for the growth, development, and betterment of the organization. References Donaldson,G. , Marnik, G. , Mackenzie, S. , Ackerman, R. (2009). What makes or breaks a principal. Educational Leadership, 67 (2), 8-14. How to cite Scholarly Articles on Leadership, Essay examples

Social and Organizational Barriers-

Question: You are required to Critically evaluate group and Organisational level support for Creativity and Innovation in the context of your Workplace. Answer: Introduction The aim of this task is to inform about the social and organizational barriers affecting promotion of creativity in an organization. Creativity and innovation are the most important tools and techniques which are used in an organization to achieve success in the competitive world. Innovation helps the organization in implementing such changes in their management which not utilized by anyone in the external market. Due to such activities, the organization gains competences and eliminates competition from the market. So it shall be noted that such tools have become an important requirement for the organization now days (Drucker 2014). The report further discusses about the barriers faced by an organization while implementing innovation and creativity in their business process. Further it also tells about the climate which an organization shall attain in order to promote creative leadership, HRM/D, creativity and innovation in an organization. It also provides the recommendations with t he help of which an organization can implement innovation with the help adequate models and theories. Further details about the task are discussed below: Social and organizational barriers in creativity and innovation As considered in the above statements that creativity and innovation are the two most important tools used in an organization. So in order to implement such activities the organization faces many barriers in their course of action. Also it shall be noted that before understanding the barriers, there should be clear knowledge about different between creativity and innovation. Creativity refers to the art of doing things creatively and implementing creative ideas in every action whereas innovation refers to the art of creating a new product with the help of creative ideas (Chalmers 2013). But the fact shall be noted that it is noted for organization now days to use such innovation in their regular day to day business activities. Irrespective of the size of the organization, they faces social as well as organizational problems in implementing such activities. Further the barriers suffered by the organizations are discussed below: Lack of trust and motivation: motivation and trust are the two most basic things required in the business process so as to initiate and implement new activities. If the employees of the organization do not trust on the activities of their leader then innovation would not become successful in the organization. So, this is one of the most important organizational barriers which hinder the growth of the organization in competitive world (Siedlok, and Hibbert 2014). So, the organization needs to take the employees under their confidence and ask them to trust on their activities and follow the path then only they can successfully implement innovation in their organization. Further without motivation no person in the organization will put their hundred percent efforts to complete the task. Thus, it shall be noted that it is very important for the employees to trust on their managers and similarly it is important for the managers to regularly boost up the morale of their employees (Auernham mer, and Hall 2014). Lack of flexibility: The middle level managers who connect all the levels of management in the organization are rigid in adopting the new and innovative activities in the management due to which the lower level managers also becomes rigid to adopt such changes and implement them in the organization (Autio 2014). Condemnation from external factors: Critics given by the external factors highly influence the attitude of the workforce in the organization. Due to this, the whole environment of the organization become negative due to which the efficiency of the employees to work decreases (Canils and Rietzschel 2015). Climate for development of creativity, innovation, leadership and HRM/D in organization Talking about the climate for the development of innovation and its measures in the organization, it shall be noted that only positive environment can help innovation to sustain in the workplace and show its effects. Positive in the workplace management gives a push to the implementation of innovation and creativity in the organization. So, in order to implement such activities, initially the leader needs to creatively initiate leadership in the organization so as to motivate the employees and help them to trust on instincts of the company (Aldrich, and Martinez 2015). Creative leadership shall be adopted by the leaders in the organization and creative leadership can be implemented through transformation leadership process. Transformation leadership refers to the process of understanding the needs and requirements of the employees present in the organization; and work in such a way so as to help them to achieve their personal target along with organizational goals. With such climate innovation can be implemented in the organization (Anderson, Poto?nik, and Zhou 2014). Also positive human resource in the organization supports the creative activities in the organization. If the human resource in the organization would be competent enough to manage such innovation then the climate of the workplace would automatically adjust according to the innovation. But if human resource of the organization is not qualified enough to initiate such activities in the organization, then the leaders would not be able to sustain the innovation practices in the organization. With respect to the human resource, the human resource wheel shall be initiated in the organization to develop and train the employees to work better. With such development the employees would become efficient to understand and positively adopt such measures to practice innovation in their regular business activities (Somech, and Drach-Zahavy 2013). Conclusion Thus in the limelight of above mentioned events the facts that shall be noted that innovation and creativity are two most important tools which shall be practiced by all types of organization in order to attain competitive advantage in the target market. Without using such tools no organization would sustain their growth in the target market. Thus, now a days organization shall become competent to adopt such measures in their regular day to day business activities to gain advantage in the target market and earn more profit (Ren, and Zhang 2015). Further innovation and creativity are two different tools which shall be utilized in the organization; such tools can be easily implemented in the organization by the way to creative leadership. Further the above mentioned report talks about the social and organization barriers affecting the promotion of creativity and leadership the organization and the climate for implementation of such practices. The report adequately supports the notions given in the task. Concluding to the above statement it shall be noted that innovative practices can be implemented in the organization if the employees in the organization are competent enough to understand the innovation and work on them and the leaders are efficient enough to help the employees to achieve the organizational objective by implementing creativity in their work. The leaders shall use adequate models and theories to support and initiate their activities in the organization. Recommendation The below mentioned are a few recommendation which shall be used by the organization in order to use the innovation and creativity practices in the organization. In order to eliminate the social and organization barriers, the organization shall initially develop a clear vision according to which they shall work in the organization. Vision will help the leader to creatively implement new practices in the organization which can help them to achieve their targets with full confidence. The defined goal will also help the organization to not get distracted from the path (Avolio, and Yammarino 2013). Further the organization shall also work on their communication skills so that growth of new and innovative ideas shall be emerged in the organization. Efficient communication will help the employees to share their view and ideas with each other and develop innovative measures to complete the task. Also with the help of communication, the leaders can also initiate to eliminate negative critics from the organization. Thus in this way communication can help and support the organization to achieve their respected target innovatively (Van Knippenberg, and Sitkin 2013). Training and development are the most important ways with the help of which the leaders can improve the skills of employees in and motivate them to work efficient and effectively. Human resource wheel can help the organization to develop measure to train the employees according to the requirement of the activities of the organization. This will help the employees to understand the business process in a better way and support the organization in achieving their goals by inputting their efficiencies. References Aldrich, H.E. and Martinez, M., 2015. Why arent entrepreneurs more creative? Conditions affecting creativity and innovation in entrepreneurial activity.Oxford Handbook on Creativity, Innovation, and Entrepreneurship, pp.445-456. Anderson, N., Poto?nik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework.Journal of Management,40(5), pp.1297-1333. Auernhammer, J. and Hall, H., 2014. Organizational culture in knowledge creation, creativity and innovation: Towards the Freiraum model.Journal of Information Science,40(2), pp.154-166. Autio, E., Kenney, M., Mustar, P., Siegel, D. and Wright, M., 2014. Entrepreneurial innovation: The importance of context.Research Policy,43(7), pp.1097-1108. Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Canils, M.C. and Rietzschel, E.F., 2015. Organizing creativity: Creativity and innovation under constraints.Creativity and Innovation Management,24(2), pp.184-196. Chalmers, D., 2013. Social innovation: An exploration of the barriers faced by innovating organizations in the social economy.Local Economy,28(1), pp.17-34. Drucker, P., 2014.Innovation and entrepreneurship. Routledge. Ren, F. and Zhang, J., 2015. Job stressors, organizational innovation climate, and employees innovative behavior.Creativity Research Journal,27(1), pp.16-23. Siedlok, F. and Hibbert, P., 2014. The organization of interdisciplinary research: Modes, drivers and barriers.International Journal of Management Reviews,16(2), pp.194-210. Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation implementation: The role of team composition and climate for innovation.Journal of Management,39(3), pp.684-708. Van Knippenberg, D. and Sitkin, S.B., 2013. A critical assessment of charismaticTransformational leadership research: Back to the drawing board?.Academy of Management Annals,7(1), pp.1-60.

Employee Performance Management At Colgate â€Myassignmenthelp.Com

Question: Discuss About The Employee Performance Management At Colgate? Answer: Introduction: The aim of the paper is to delve into different approaches to performance managements and their use in the organisations. The paper takes Colgate-Palmolive as the background of the study to illuminate the two types of performance management namely, traditional approach to management and the new approach to performance management. The paper is divided into several sections to enable the readers get a better grasp of the concepts. The first section introduces the concept of performance management and the company in question, Colgate-Palmolive. The next section deals with traditional approach to performance management followed by an analysis of its advantages and disadvantages. The next section throw light on the new approach to performance management analysing its strengths and weaknesses. Performance management: Performance management includes activities, which ensures that the employees achieve the goals and targets assigned to them efficiently. Managers today align their employees goals to the organisational goals to ensure high level of productivity. Performance management in multinational companies like Colgate-Palmolive attracts involvement of senior managers, departmental heads, lower level managers, supervisors and executives. The managers in these companies judge the level of performance achieved by the subordinates individually against the targets assigned to them. This judgement and management of employee performances leads to performance appraisals and promotions to higher level(Van et al. 2015) Overview of Colgate-Palmolive: Colgate-Palmolive is an American multinational FMCG products manufacturing company with its headquarters in the New York City. The company got its name in the year 1953. It is a public limited company and is listed on the New York Stock Exchange. Ian Cook, its President and CEO leads the company. The organisational structure of the Colgate-Palmolive is primarily business into four divisions namely, North America, Latin America, Europe and South Pacific and Greater Asia and Africa, all of which report to the president, Colgate Africa-Eurasia. The North American headquarters is in the States, the Latin American head office in Venezuela and the European headquarters in Russia, the United Kingdom, Ireland and France. The Asian market is divided into Thailand, China and Philippines, all of which report to the vice president and general manager. These continental headquarters report to the president. The Philippines market is divided into two divisions namely, oral, personal and home care and pet nutrition. The offices of the president and VP and GM ultimately refer to the CEO and the president. The company is financially extremely strong and earned a revenue of over $ 15.2 billion in the year 2016(colgate.co.in. 2017). The product portfolio of the company is divided into two main divisions namely, cleaning agents and personal care products. Colgate-Palmolive manufactures and markets products like Colgate range of toothpastes and toothbrushes, Palmolive range of skincare products, Fresh Start detergent and Listerine mouthwashes. The main international competitors of Colgate-Palmolive are British-Dutch multinational company Unilever and American gaint Procter Gamble. Colgate-Palmolive uses acquisition and direct subsidiary formats to enter foreign markets. The company has a very specialised supply chain and distribution chain throughout the world. The multinational company employs talents from all round the world and follows a stringent performance management strategy to ensure that it maintains a highly efficient human resources. The factors like able organisational leadership, ability to attract investment and sell products globally, efficient supply and logistics management and talented human res ources have placed the company in a high global position. Different approaches to performance management: The multinational companies like Colgate-Palmolive apply performance management to ensure their employees consistently meet the target level of efficiency assigned to them. The performances of the employees are aligned to the organisational strategies and the employees are judged on that basis. There are two types of performance management approaches followed in organisations namely, traditional performance management process and modern performance management process. Traditional performance management approaches: Traditional performance management systems emphasises on evaluation of the performances of employees based on the targets assigned to them for a given period like monthly and yearly. The departmental managers set goals directly to the subordinates at the beginning of a given time period like at the beginning of a accounting period. The managers then again review the performances of their subordinates in the middle of the year. They monitor the targets achieved by each employee against the targets achieved by them individually. The managers give grades to the employees on their achievements according to the performance parameters. The performances management parameters contain both quantitative and qualitative components. The quantitative performance management parameters relate to the target achieved by the employees against the targets assigned. For example, the sales executives are assigned the targets of achieving increase in the sales of Colgate-Palmolive products. The managers m easure the increase in sales achieved by each sales executive. The qualitative performance management parameters consist of intangible parameters like leadership initiative taken by the executives to motivate the junior employees and help them in achieving the assigned targets. The leading performance indicators show the outcomes of the target achievements during the period assigned. The managers evaluate their subordinates on the basis of these parameters and give their feedback. They then measure the performance of their subordinates at the year of the year. This year end review of the performance of the subordinates form the basis of their appraisal and promotions. Analysis of the traditional performance approach: An analysis of the traditional management approach shows that it is very straight forward and simple. accounting to Van Dooren and Van de Walle(2016), the senior managers assign targets to the subordinates and review them twice a year. The managers measure the performances of their subordinates based on the targets achieved by them against the targets assigned to them. It appears that the process is simple and leads to accurate evaluation of the performance of the employees. Bonet and Salvador(2017) contradicts this statement and state that the managers do not get motivate the employees to achieve their targets. They further show that the process of traditional performance leaves limited scope of the employees to participate in the planning of achieving the target. Pettigrew(2014) further points out that in case of traditional performance management, the managers merely assign the targets to their junior which they evaluate at the end of the year. He points that this system leaves li mited scope for employee empowerment and does not encourage leadership and decision making skills among the employees. The employees as a result do not develop managerial qualities and stand very low chances of being promoted. Thus it can be inferred that traditional performance management does not lead to development of efficiency among the employees which ultimately leads to lack of job satisfaction and low performance among the employees. Furusawa et al.(2016) further points out that multinational companies like Colgate and Palmolive carry on continuous training of the employees to enable smooth succession plans. These trainings help the employees to develop managerial competencies like leadership and decision making power which leads to promotion and career growth. These trainings also ensure that competent employees succeed the retiring and resigning employees. Thus, in the light of the above analysis it can be inferred that traditional performance management is not appropriate for dynamic multinational companies like Colgate and Palmolive. New performance management process: The new performance process in comparison to the traditional approach enables more coordination between managers and the subordinates. The managers at the beginning of the year encourage employees to participate in deciding the targets. The managers on regular basis review the performance of the employees and provide them with guidance and advices to achieve their targets. The managers emphasises on both team and individual performances because they consider team performance because of excellent individual performances. The managers support their teams and mentor weak performers. New performance management process is characterised by continuous communication between the managers and their subordinates. The managers provide feedbacks on the performances of the employees and points out their shortcomings so that they can rectify them. This regular review of the employee performances and guiding of employees contribute towards over achievement of the targets by the end of the year. Analysis of new performance management approach: An analysis of the new performance management approach shows that the process is extremely time consuming and complex. Goetsch and Davis(2014) point that compared to traditional performance management approach, the new performance management approach is costly because the senior managers review the employee performances on regular basis and offers training to weak employees to enhance their performances. These continuous training sessions often add to the cost of operations of the companies. Jaca et al. (2014) further add to the opinion of Goetsch and Davis and state that continuous training and meeting sessions are extremely time consuming. Navimipour and Zareie(2015) electronic learning facilities allow employees to participate in trainings according to their conveniences and does allow them to obtain training without hampering their daily jobs. They pointed out that in fact, online training methods allow the employees to develop their skills, which help to improve their productivi ty, and ultimately contributes to high organisational performances. This high organisational performance helps the company to serve its customers better and earn more revenue. Thus, this analysis clearly shows that though the new approach to performance management appear to costly and time consuming, it ultimately in fact leads to increase in revenue generation. Moriano et al.(2014) point out that as opposed to traditional management approach, the new management approach encourages participation of subordinates in formation of target achievement plans. This participation makes the employees feel more responsible towards their job performances and motivates them to improve their performances. Stiles et al.(2015) in support of Moriano et al. state that in multinational companies this participative team planning helps the managers to allocate the jobs among their subordinates according to their qualifications and eligibility. This motivates the employees to over achieve their targets, which ultimately transpires into high organisational performances in the market. Vasan et al.(2017) supports the new performance management approach and state that the continuous review of performance and appropriate guidance from managers act as support system for the employees. The continuous support from managers make the employees feel important and motivate them to perform better. According to Wong and Laschinger(2013) this enhanced performance leads to job satisfaction among the employees. The managers are able to obtain employee participation while making plans to achieve targets. This participation of the employees and managers stimulate better and clearer understanding about the targets and the ways to achieve them. This results in over achievement of the targets. Jacobs, Yu and Chavez(2016) further point out that strong communication between managers and subordinates allow fast flow of information which lends flexibility to the business strategies which is a prerequisite of multinational companies like Colgate-Palmolive. It helps the managers to adapt t heir strategies and plans to achieve business targets according to the market conditions. The managers in multinational companies like Colgate-Palmolive use this strong communication network to get latest market information and make more market oriented strategies, thus taking advantage of the situations and gaining supernormal profits. Fernndez-Gi et al.(2016) further point out that this free flow of communication in fact, help managers to control conflict among employees. This analysis shows that new approach to performance management help organisations to deal with employee conflicts and ensure uninterrupted productivity. Thus it can be inferred from this detail analysis that new performance management is very much applicable in Colgate- Palmolive. Conclusion: The discussion shows that traditional performance management approach is less expensive and time consuming because of minimum communication between the subordinates and the managers. It can also be said that the new approach is better than approach because it gives employees opportunities to enhance their skills. These skilled employees result in high organisational performance as a whole. Thus, this leads to higher competitive advantage in the market and higher profitability. 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