BANANA GARDEN Essay Example | Topics and Well Written Essays - 500 words

BANANA GARDEN - Essay Example In most cases, while men were travelling around to attend to their official duties, women were left behind to cater for their in-laws, children and farm activities. Gu Zhiqiong a member of the banana club used poetry to express her feelings to her absent husband. Despite them being apart for a long time, she missed him and wondered why her travelling husband should not come home. Her beauty was neglected by a husband who had gone to search for fame, but she feared that the search might not be successful.The neglect caused a lot of pain to Gu Zhiqiong, which resulted in weight loss and increase in illness. The stressful moments she was undergoing made her turn to drinking to alleviate the pain. Gu Zhiqiong’s belief that the quest for fame for her husband will not be successful showed an aspect weakness in males who at that time were regarded as superiors over females. Another member of the Banana Garden Poetry Club members was Chai Jingyi. In most of her poetry works, she avoided sections of more stereotypical feminine moods and topics. In her poem titled Huangtiandang: On Lady Liang, she showered praises to a lady beating the drum and argued that no one would believe that the person playing the drum was a beautiful woman (Berge, 2008). Despite women’s freedom of expression and movement being restricted it is clear that women have the capability of doing best what men could do. In 1129 during the Huangtiandang battle, Han Shizhong the Song dynasty general inflicted a decisive win over Jurchen Jin dynasty troops. The general’s win was mainly attributed to Liang Hongyu, who was his wife. Liang was a former courtesan and tirelessly played the drum, inspiring the Song army to superior efforts. The name of Liang often appeared in poetry in the seventeenth century as an example of devoted loyalty. Though men’s freedom of expression and movement was not restricted like the case in women, some of them

Queer culture from the 19th century through modern times Term Paper

Queer culture from the 19th century through modern times - Term Paper Example Notions of identity, freedom, and autonomy have marked the recent intellectual era. These serve as the as the fundamental and dominant principles and ideologies that underlie liberalism in the society. These ideals necessitate acceptance and respect towards a person’s subjectivity and dignity. However, human experiences are suffused with struggles for equality, rights and acceptance. Stories of oppression and subjugation of gays, lesbians, women, people of color and others have posed a question regarding the authenticity of the notion of the public sphere - the arena wherein equals meet, and where peers encounter. Thus, the search for the person within the public sphere has led to a gamut of discourses centering on the person, or focusing on the public sphere or in combination of - who is the person? and what is the public sphere? In the context of continued struggle of gays for acceptance and freedom, this study will be dealing with queer theory, focusing on gay literature. I t will assert the proposition that queer theory is one of the most viable approaches in explaining the current predicament of gay persons as they reaffirm facets of humanity that have been long denied as an authentic expression of being human. As such, the study aims to show the gay community’s struggle for equality in society as their plight is marked by marginalization, shame, discrimination and exclusion. Queer theory denotes a sense of difference or strangeness.2 The researcher acknowledges that queer theory can be learned from different perspectives, and that gay literatures provide valuable and particular view of queer theory rooted in gays’ experiences, articulations and existence in the world. 3 In light of this, the study will use genealogical methodology as it traces the historical underpinnings of queer theory from 19th century to the present. This is done with the supposition that the struggles, which queer theory seeks to explain, are rooted in centuries o f suppression as experienced by homosexuals. In addition, this study is significant, as it will attempt to clarify queer theory. The research will have the following structure. The first part is the introduction, which presents the topic of the research, the methodology use for research, the structure of the paper, and the probable outcome of the study. The following part will deal with the discussion of queer theory from the 19th century to the present. The first sub section will deal with the evolution of the terms ‘homosexual and gay’ focusing on the 19th century use of the terms. The second sub-section will deal with the 19th century status of homosexuals and the underlining factors that contributed to their predicament. The third part will deal with the first half of the 20th century situation of gay culture and the fourth part will be focusing on the second half of the 20th century with emphasis on gay liberation and other dynamic changes during this period. Final ly, the third and last part of the research deals with the critical analysis of the subject matter of the research. In this part, an analysis of the findings of the study will be undertaken. In the end, it is the hope of the researcher that this research may help dispel the notion that one of the definitive attributes of a person’s humanity is the construed gender and attach sexuality to person’s biological makeup. Queer Theory: 19th century to the Present Although this research does not address narratives about homosexuality prior to the 19th, it does not mean they did not exist prior to 19th century. Instead, aside from reasons of limitations in the research, the 19th century discussions of homosexuality pave the way for the modern understanding of homosexuality, thus, creating a break in the understanding of homosexuality and homosexuals. 4 The modern discourse has created and offered new approaches in understanding gay oppression as it establishes fresh viewpoints of homosexuality. In this regard, I will be undertaking a genealogy of queer theory f

Utilitarianism and Kantianism Essay Example for Free

Utilitarianism and Kantianism Essay In the history of ethics, two major viewpoints emerge: the consequentialist and the nonconsequentialist. The consequentialist view is based on or concerned with the consequences of one’s actions, while nonconsequentialist views are not. One major consequentialist ethical theory is utilitarianism. This theory, whose principle architects were Jeremy Bentham (1748-1832) and John Stuart Mill (1806-1873), derives its name from utility, which means usefulness. Utilitarianism is commonly found in two forms: act utilitarianism and rule utilitarianism. Act utilitarianism essentially states that everyone should perform that act which will bring about the greatest good for everyone affected by the act. Fundamentally, this theory requires that each individual assess the situation and determine which act would bring about the greatest amount of good consequences for the maximum number of persons involved. While act utilitarianism sounds nearly ideal, there are several criticisms to this theory. For one, it very difficult to ascertain what consequences are good for others, given that all individuals hold different sets of morals, values, and beliefs. Furthermore, there is a certain impracticality in having to begin anew because not all acts and situations are entirely different. It would also be difficult to educate others given there is no distinct set of rules or guidelines. And finally, one must consider the rights of those â€Å"few† whom do not benefit from that action which will bring about the greatest good. To provide answers to many of the above mentioned criticisms, rule utilitarianism was established. In this form, utilitarians believe that everyone should establish and follow those rules that bring about the greatest good for all concerned. In other words rule utilitarians, from experience and careful reasoning, try and establish a series of rules that when followed, will yield the greatest good for humanity (i. e. â€Å"never kill except in self defense†). Associated with rule utilitarianism are some of the same criticisms encountered with act utilitarianism. Again, it becomes difficult to determine consequences of others. Furthermore, non-rule moralists argue strongly that there is no rule in which one could not find at least one exception. In contrast, one major nonconsequentialist theory is Kantianism. This theory, often called â€Å"Duty Ethics,† was formulated by Immanuel Kant (1724-1804). Kant believed that nothing was good in itself, except the attribute good will, which acts in accordance with rules regardless of consequences. Another human attribute Kant proposed was equally of importance, was one’s ability to reason. He therefore believed it was possible to establish a valid set of absolute moral rules on the basis of reason alone without reference to God. Kant’s two requirements for an absolute moral truth include both logical consistency (cannot be self-contradictory as a statement) and universalizability (stated so as to apply to everything without exception). At the center of Kant’s moral philosophy is the categorical imperative from which all our moral duties originate. Such principles of morality are described as an imperative because they command a certain course of action. In other words, it is a categorical imperative because it commands, independently, particular ends and desires of the moral agent. According to Kant, these imperatives must be obeyed in their entirety, by all, and in all circumstances. For example, someone who is only inclined to be generous, rather than generous out of duty, is not fully moral. Like many other moral theories, there are several criticisms of Kantianism. In some circumstances duties, which Kant describes as universal, conflict. For example, should one break a promise (which is immoral by Kant’s standards) to keep another from being harmed? Sometimes it is impossible to ignore the outcomes of our actions. Kant’s approach also allows for no exceptions which can result in negative consequences. Another criticism to Kantianism is the question of whether or not a qualified rule is any less universalizable then on that is unqualified. In other words, Kant never distinguished between making a rule and qualifying it. And lastly, what happens when one’s inclinations and duties are the same? Does that then make them an immoral being in the truest sense of the word? Most would argue that it is better for someone to do something because they want to rather, than because it is their duty.

Advantages and Disadvantages of Merges and Acquisitions

Advantages and Disadvantages of Merges and Acquisitions Acquisitions and Mergers sounds like it is a never ending story, the markets are global and the competition is already impossible. Lots of research have already found that nearly 50 percent of mergers and acquisitions are not effective economically ; so what is the main reason that MAs are still on progress. The possibility of being unsuccessful is increasing. The reason is that these companies are basically large and they are based on complex systems, after merger process, if the activity still shows low performance, the lost might be more than expected. Also this negative situation brings another research process which costs extra to the business while requirement to be successful is getting less for the firms. The process which should insist more details and have a better illustrative level of the business. The aim of my proposal is to examine advantages, disadvantages and motives of mergers and acquisitions. To find out if they show difference through the Merger process and there is any change along last decennium. To find solutions to these problems sometimes quantitive financial analyses will be used and sometimes management performance data. The data will be gained from different industrial organisations. My work is to evaluate the previous researches and theories to mention advantages and disadvantages of this process. INTRODUCTION This dissertation examines the firms mergers and take-over situations to make informative illustrations about company amalgamations. Some chances may be necessary for companies in order to improve their adaptability towards changing and developing markets all over the world. These changes take some forms such as mergers of the companies to increase their power or take – over of a firm by another one. Recent days, there is a tough competition between firms which produce exactly identical or similar products. The companies which keep doing business in the market by keeping their existing size stay behind some firms that merge their powers with others. In addition to these companies that have merger, the co-operations could be made with firms which provide production and logistic needs without any problems ; therefore, all work forces could be used effectively in appropriate profession. Furthermore, the companies which believe in adversity of the development by having a single product or service might try to reduce risk level by having a merger with a corporation which produces different product or service. Th is may cause the company mergers. The possibly important point in the merger of a company is the tax benefits . The company which makes a merger decisions should make some analyses for the purpose of inspecting the propriety of the decision. The reasons of the merger should be investigated very well and the results ‘ benefits should be presented beforehand. I will mention these points in my dissertation First of my dissertation will explain the meaning of the company mergers and the merger types and the reasons will be defined. In the process of the merger, the responsibilities of the companies will be presented and costing process will be explained. Secondly, historical development of the company mergers will be defined and the main company mergers in Turkey will be specified. Nevertheless, two examples of merger process will be explained with advantages and disadvantages respectively. LITERATURE REVIEW There are several motives that may be inside a MAs process. The common one is clear that the buyer company sees the MAs as a profit returnable business. Generally, researchers who have worked about MAs shows it as a different type of investment. Companies will work on acquisitions when they are the most profitable means of improving the business, gaining new techniques, producing different products or working on new countries, or creating new ideas and innovations. So, lots of the same reasons that influence an investment decisions would also influence merger activity ( Weston, Chung Hoag, Mergers, Restructuring Corporate Control 1990). According to Pitts (1977); internal growth and growth through acquisitions were equally attractive alternatives. Moreover Porter (1987) examined 33 larger firms and found that these firms had diversified their operations more through acquisitive growth than through alternative means. However, Porter (1987) discovered that acquisitions often resulted in unsatisfactory performance that in turn led to a large number of post-acquisition divestitures. Roll suggested that gains achieved through acquisitions or takeovers may have been overestimated if they exist at all (1986:198). Although there is some evidence to contrary, the most neutral and sometimes negative results achieved by the acquiring firm indicate that mergers and acquisitions involve trade-offs. For example, Fowler and Schmidt (1989) found that performance declined after a tender offer acquisition (using both accounting and stock market measures ) However, this general decline could be improved by previous acquisition experie nce and affected by percentage of ownership and firm age. Hopkins (1987) found that acquisitions often led to a decline market position. Mueller (1985) reported that companies acquired in conglomerate and horizontal acquisitions experienced substantial losses in market share. Another trade off is demonstrated by Pitts (1977) results showing that firms following an acquisitive strategy invested less in RD than did internal growth firms. Harding Rovit (2004) Mastering The Merger, briefly defined the four critical decisions that make merger successful or simple break the deal. This book is generally talks about the complicated, fast moving and sometimes high rewarded side of corporate deal making. By the help of this book I will have opportunity to learn how to deal in ways that will be useful for my dissertation. Basically, Mastering the Merger is insist of numerous ideas that a manager faces on the top of the dealing process. Moreover, by focusing on the four decisions that is important most, it will help me to clear and simplify complex ideas about merger process. However this book is not a technical book where I can find techniques or it will not give one by one control list. According to Harding and Rovit, most senior executives think that they are pretty good decision makers because of having a strong track record. But when it is time to make decisions sometimes standards changes. The point what I will use from this book is to learn practical ways to manage a deal. Grundy Slack (2005) gives information about mergers and acquisitions clearly. Generally the book talks about the adding value of mergers and acquisitions to companies. In contrast by arguing about adding and destroying value of mergers and acquisitions, it gives chance to me to inspect both sides of the problem. Moreover it includes about historical overview, case studies, examples from EU and ASIA and alternative perspectives of mergers and acquisition activity that I will mention in my dissertation. Also this book is more technical and consist of theories more than Mastering the Merger. By reading this book I am planning to define success of MAs and measure the impact of acquisitions on shareholders returns with examples from history. Watson Head (2007) suggested that the fundamental problem that faces financial managers is how to secure the greatest possible return in exchange for accepting the smallest amount of risk. Obviously this book will help me to write about merger activity more about accounting side. Also it mentions the trends about take over activities and gives real life examples from different companies. It also briefly mentioned about divestment point that the other books didnt. Furthermore it clearly shows the financing of acquisitions. Also there is one more point, which I couldnt find in any other reference books, about empirical research on acquisitions. Lumby Jones (2007) describes the merger process and technical terms such as synergy, revenue strategy, cost synergy, tax synergy, financial synergy, valuing synergy e.g. This book takes merger process and defines it simply by explaining technical terms to the reader. Furthermore it shows the potential complications that surround an acquisition decision. Previously, financing acquisition took place in Watson Head (2007) and also this book gives wide information about this process. Also take over defence is the other point what I will use information from this book. According to Lumby and Jones, takeover defence works if a company is subject to takeover bid that is unwelcome to the management team. Therefore they defined early warning system, city code and three stage defence strategy. Arnold (2005) examines the reasons for mergers ranging from the gaining of economies of scale to managerial empire building. It tries to find answer to this question if shareholders of acquiring firms gain from mergers or not. According to him less than one half of corporate mergers do the shareholders of acquiring firm benefit. Moreover it examines the merger decision process clearly and giving the definitions of merger, acquisition and takeover by mentioning the differences between them. He also mentions UK merger activity statics from 1970 to 2002. As the other books show, this books mentions what drives firm to merger widely. On the other hand he mentions the tactics that a company have take before and after the merger. In other words he gives clues to make merger process as successful as it can be. Copeland, Weston Shastri (2005) clearly defines the merger activity with theories and alternative growth strategies. Furthermore, it carries out a systematic research about mergers from past till today and study on the current merger models. Also it lists merger activity data from different countries together with MAs adjustment process. It also briefly mentions the ways to be more successful on MAs process. Brigham Ehrhardt (2007) mentions the merger process as the other book does. However, it point out the track record for acquiring firms in large deals has not always been good. In other word Brigham Ehrhardt mentions the negative ways of merger process with unsuccessful examples from different companies and merger mistakes. Moreover it explains the process with mini case studies . METHODOLOGY This dissertation will be semi qualitative and semi quantitative. There are varieties of data that I need to collect either qualitative and quantitative. The reason is that I will examine the managers behaviours and decisions at the same time I want to clear the MAs process as theory covers. Also I would like to show statics and use real business examples about management faults. Generally, I am planning to use case studies to explain the process widely with examples and simplify the theory. First of all I want to examine the automotive industry and I will use a case study to show the process from this industry. I will try to define the process with statics analyses and I will examine the results of this merger process. Also I will use online secondary data from websites of these companies and various related websites that will help me to make richer my dissertation. Moreover, I am planning to collect online secondary data from consultant companies about MAs and chosen company. I will also use the accounts of the companies which I will examine as case studies in my dissertation. They will be useful for me to make decisions about the previous and present economical performance. At the same time it will be useful and easier to explain the strategic decisions of the company. Also I will have chance to compare the success of MAs process by looking at the accounts of the companies. Moreover, I am planning to use the journals and economy news to add complementary ideas to my dissertation as secondary data. So by the help of authors and writers point of views, I will hold the control of my research easily. Basically, there are some limitations on MAs process to collect data about companies. it will be useful to use up to date information. So the data ,which I will be collected, will not be affected by the changes . Furthermore, I will request information from the companies which I will use in my dissertation as case studies. If it will be possible to gain information, I will have valuable information for my project and at the same time it will be primary data . I will try to use sources as many as I can to make my research richer to explain the MAs process effectively and answer the questions that I asked in the beginning of my proposal. BACKGROUND OF THE STUDY Mergers and acquisitions are becoming more popular year by year .But this process is very hard and the world is getting one economically. This situation brings more research prerequisite at the same time being successful is becoming harder for companies. Most of the researchers think that mergers and acquisitions coming to its end but in my point of view it is opposite. In contrast there is an issue about mergers as they cannot be successful anymore. Lots of researches have found that 50 percent half of mergers are not successful economically. Black and Carnes (2001) briefly defined that for 5 years period the profit were negative for MAs through 1985-95. Moreover Thomas Hogarty mentioned mergers as risk takers in 1970. So there must be a reason about why MA s are still being done. According to Jay B. Barney; if cost of MAs process is higher than the returns gained from by buying the company then it is not possible to expect a high economic performance. Assumption to this sentence, if there was a market to trade companies which guarantees to work rivalry then no one expects extraordinary profits. Basically, capital is the only driver behind MAs. But this process is not so simple although managers make decisions rationally, there are lots of facts that affects making decisions. There is an experiment which was made to a Turkish company that used outsource for its back office on integration. The results satisfied the management and showed that they reached an optimum growth rate by outsourcing .Cost saving is a way of increasing the financial performance after merger process. Managers of a company have to exploit situations such as overvaluation and opposite when firms over value or manager make syste matic faults then they have to turn back and correct these mistakes. Moreover, they are optimistic about outcomes which they fell like it is under their management. All these above shows the importance of corporate governance and managers must behave carefully not harm the company. If there will be a failure, it damages the company either the manager. I will use this theory to undertake merger process in my dissertation. The data of MAs performance process will be taken from dissimilar industrial companies. I will examine different companies from different parts of the world so we can say that this research will be general and global. Also different merger and acquisitions show differ from each other. Moreover, it affects the motives for MAs. To conclude my sentences above I will use the behavioural power of people and theories to find out peoples reactions and movements. Theoretically this research will fill the lack of misunderstanding of the merger process. Past acquisition and merger performance will analysed between companies with motives .

Free Essay: Use of Symbols and Symbolism in Three Green Windows :: Three Green Windows

Use of Symbolism in Three Green Windows Superficially, Anne Sexton's poem Three Green Windows is an account of an old woman daydreaming an the verge of sleep. Upon looking deeper the reader realizes, through the use of general symbolism, the author portrayed the daydreams about a better life by a middle-aged woman, recalling the events of her past, and picturing what her future will be like. The order of the stanzas followed the order of present, past, then future. The organization made the shoreline of the woman falling asleep more realistic. At first, the woman described her present situation: falling asleep while realizing her life was wasting away: "I have forgotten that I grow middle-aged" (line 6). The narrator, (the old woman), then went on to describe the simile of how she felt she looked in her present aging state. "I see three wet gargoyles covered with birds" (lines 10). The "gargoyles" symbolize how the woman felt her looks resembled; the ugly gargoyle covered with birds somewhat represents the woman's feeling of ugly wrinkles and loss of beauty with age. The last line which mentioned the skins of the gargoyles, backs up these views about how the gargoyles covered with birds represents the woman's face growing ugly and wrinkled with her age, "Their skins shine in the sun like leather" (line 11). Throughout the first stanza the narrator began to notice things which reminded her of her past and future. The second stanza moves into the woman recalling her past. The stanza begins with the simile describing the woman to be "as light as a sponge" (line 12) symbolizing her small state as a child in her past. In lines 14&15; this symbolism was prevalent, as the woman described her mother: "She is my mother. She will tell me a story and keep me asleep." The childhood innocence which the woman seemed to remember also obviously symbolized through the objects which she discussed. "I see leaves- leaves that are washed and innocent, leaves that never knew a cellar, born in their own green blood like the hands of mermaids" (lines 17-21). The leaves seemed to symbolize her childhood innocence, and obviously they also showed how the innocence was lost with her growing older. The narrator's future was portrayed through the use of symbolism in the third stanza. The reader is able to gather a feeling of being in heaven.

Effects of Radiation Therapy and Chemotherapy Essay -- Essays Papers

Effects of Radiation Therapy and Chemotherapy Throughout the years of my life, I have had to deal with people that I love dearly suffer from cancer. When I was 10 years old, I lost my father to cancer. It was a devastating blow to my life, even though I was young and didn’t really understand what was going on, the impact that it played made on me, made me think what was the point of living. As time went on many people that played a special role in my life died of cancer, and many survived and fought the dangerous disease. Just a year ago, another person to me that meant the world to me told me that they had cancer, and that was my mother. The first thing I thought, death, and how was I going to cope with it. My mother always taught me to think positive before negative, but the word cancer makes you think of death being the fact that it’s a deadly disease. Eventually my mother overcame the disease and is doing well, despite some things that she can’t do anymore due to the effects of radiati on. Radiation has not changed my mother at all, but it has made her a wiser person, and she is not ashamed to tell anyone her story. Cancer is a group of diseases characterized by uncontrolled growth and spread of abnormal cells. Cancer is caused by both external and internal factors. â€Å"More than 175,000 women were diagnosed with invasive breast cancer in 1999 and approximately 44,000 died of the disease† (Kasper and Ferguson 1). Many people with diets that include a high-level of fruits, vegetables, and fiber may lower the occurrence of some forms of cancer. â€Å"Statistically about 547, 000 people will die of cancer† (Cook 5). This is nearly 1, 500 people will die per day. â€Å"In the United States, brea... ...mes suicide. Most people can’t deal with the fact that they can’t go back living their normal lives. Some people won’t admit the guilt, resentment, anger that they feel. Family is a good source to turn to talk about your feelings, and how to cope with the issues your facing. In addition to family, religion is strength for a person to turn to. â€Å"There has been a steady rise in the cancer mortality rate in the United States in the last half-century† (Cook 5). The future of cancer has nowhere to go but up. With all the treatments that helped people overcome the dangerous disease, there will never be a cure for cancer, and if there is than we’ll just be in suspense. Many people survive and beat the disease, but 1 out of every 10 people that beat the disease, will experience the disease again, maybe in the same form, but often in a more serious stage.

Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA TABLE OF CONTENTS CHAPTER ONE3 1. 0 INTRODUCTION3 1. 1 Background of the Study3 1. 2 Statement of the Problem7 1. 3 Objectives of the Study8 1. 4 Research Questions8 1. 5 Importance of the Study9 1. 6 Limitations of the Study10 1. 7 Definition of Operational Terms10 1. 8 Chapter Summary10 CHAPTER TWO12 2. 0 LITERATURE REVIEW12 2. 1 Introduction12 2. 2 Approaches of Performance Appraisal12 2. 3 Effect of Performance Appraisal Accuracy on Staff Performance18 2. Effects of Employee Appraisal Feedback Management on Staff Performance24 2. 5 Effects of Appraisers’ Competence on Employee Performance26 2. 6 Conceptual Framework29 CHAPTER THREE31 3. 0 RESEARCH METHODOLOGY31 3. 1 Introduction31 3. 2 Research Design31 3. 3 Population and Sampling Design32 3. 4 Data Collection Methods34 3. 5 Research Procedures34 3. 6 Data Analysis Methods35 3. 7 Chapter Summary35 REF ERENCES37 CHAPTER ONE 1. 0INTRODUCTION 1. 1 Background of the Study Performance appraisals can mean different things to different people.In general, a Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on whic h employment and labour policies are based or can be based and are a routine process that organizations use to evaluate their employees. It is a systematic assessment that is as objective as possible of an ongoing programme or policy, its design, implementation and results.Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, impact and sustainability. The appraisal systems usually involves evaluating performance based on the judgements and opinions of subordinates, peers, supervisors, other managers and even workers themselves (Jackson & Schuler 2003). An employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time.Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance within organizations. Performance appraisal as a process is seen as a key contrib utor to successful human resource management, as it is strongly related to organisational performance (Erdogan, 2002). Murphy and Cleveland (1995) believe that performance appraisals can help organizations in four ways. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers.Second, they can enhance the quality of individual decisions, ranging from career choices to decisions about where to direct one's time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees' views of and attachment to their organization. Performance appraisal is a tool of management that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000). A common process for managing employees is the traditional practice of annual performance reviews.While these annual reviews have their shortcomings, companies around the globe continue to use them. However, to increase accuracy and to get a comprehensive and balanced feedback about employee performance, 360-degree feedback system is becoming more popular. In this system peers, subordinates and customers also do the appraisal. This is particularly relevant in the light of research, which has empirically proved that 360-degree feedback system improves employee performance significantly (Rai & Singh 2005).Performance appraisal is centrally managed by the human resource department in National Cereals and Produce Board. The aims of a performance appraisal are to give feedback on performance of employees, identify employee training needs, allocate rewards, forms a basis for personal decisions; salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between employee and administration and validate selection techniques and human resource policies to meet equal employment opportunit y requirements.Performance appraisal is an ongoing communication process between employees and supervisors. Supervisors should set expectations, monitor performance, and provide feedback to employees. By having this information, they will direct and develop employee performance by identifying training and development needs, correcting, and determining raises and promotions (Seldon, Ingraham, & Jacobson, 2001). Performance appraisal is evaluating employee’s current and past performance relative to his or her performance standards.Therefore, if performance appraisal is successfully carried out in an organization, the employees would be able to know how well they are performing and what is expected of them in future in terms of effort and task direction through an established plan for performance improvement Dessler (2005). To appreciate the purpose of performance appraisal one has to look at it from the different viewpoints of the employee and the organization.From the employee s view point, the purpose of performance appraisal is to enable the employee be guided on what is to be done and that he or she should receive a comprehensive feedback on how he or she performed. The employee also requires that the manager should help him or her improve on areas where gaps were identified in his or her performance and finally, expect to have appropriate recognition for good performance (NCPB Human Resource Policies and Procedures Issue 2010).From the organizations view point, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades, it has been known that one of the chief causes of organizational failure is non-alignment of responsibility and accountability. Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which the responsibilities and duties are performed (NCPB Human Resource Policies and Procedures Is sue 2010).The National Cereals and Produce Board which is the organization selected for this study is a body corporate that was established in 1985 under Cap. 338 of the Laws of Kenya. However, this organization has been in existence since 1939 when it was established by the then Colonial Government. The Board previously operated under diverse names which included West Kenya Maize Marketing Board, Maize Marketing and Control Board, Maize and Produce Board. It acquired its current name after the amalgamation of the Maize and Produce Board with the defunct Wheat Board in 1980 (NCPB Act, Cap 338).The Board’s main function over time has been to provide grain farmers with a marketing outlet, while at the same time it is charged with undertaking the food supply functions of the State. The Board trades in maize, wheat, beans and other scheduled produce such as millet, sorghum and rice. It also offers services like drying, grading, cleaning, pest control and storage of grain as well as weighing. Additionally, the Board offers for sale, such items like weighing scales, gunny bags, pesticides and tarpaulins.More recently the Board had engaged in the trading in farm inputs more specifically fertilizer with the aim of reducing the cost of production for the farmer and also diversify its products range to make it more profitable (NCPB Strategic Plan, 2009-2013). The organization has a network of 110 stations spread all over Kenya; in both the high potential agricultural areas like most parts of Rift Valley, Western and Central Provinces, as well as the low potential (food deficit) areas like North Eastern and parts of Eastern Provinces.The network is divided into six administrative regions which are Nairobi/Eastern, Northern, Coast, North Rift, South Rift, South Rift and Lake/Western (NCPB Strategic Plan 2009-13). The Board has since the early 1990’s been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Progr amme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.In a period of ten years (1993-2003), the Board released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 930 at the end of the exercise. The Board currently has an establishment of about 1020 employees falling under four broad categories, namely Senior Management (Job Group M and above), Middle Level Management (Job Group K-L), Supervisory Management (Job Group G-J) and Operatives (Job Group A-F) (NCPB Staff Establishment Audit Report, 2004).The organization has a fully-fledged Human Resource Department, which uses a detailed Resource Manual that contains policies and procedures that basi cally defines the relationship of the organization. The Board recognizes that human resource constitute its most assets, because people grow and develop over time and without them all the other resources (materials, money, methods and machines) will not be effectively utilized.According to the manual, Board’s Human Resources Management function is primarily concerned with the human relationship fields. It aims at bringing together and developing the human resource cohesive and an effective unit to complement all the other functions in the Board, while regard to the well being of the individual and groups of workers enabling them to make maximum contribution towards the successful attainment and sustenance of the Board’s corporate goals and objectives (NCPB Human Resource Policies and Procedures Issue, 2010).National Cereals and Produce Board has two forms of performance appraisals with the main one being carried out annually and involves the appraiser and the appraisee sitting together to review the latter’s performance in the preceding one year. They evaluate the extent to which the employee met the targets agreed upon at the beginning of the appraisal period.The other type of performance appraisal target employees on probation and those appointed to various higher capacities on trial basis and is conducted to determine their suitability or otherwise for confirmation on their respective positions (NCPB Human Resource Policies and Procedures Issue, 2010). 1. 2Statement of the Problem At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.Latham and Wexley (2001) assert that the effectiveness of an organization's performance appraisal system is a prerequisite for ensuring the success of its selection, training, and employee motivation practices. At a strategic level, the need for rapid and effective organizational change in today's dynamic social, economic, and political envi ronment requires that employees continually re-align their performance with the evolving goals and objectives of the organization (O'Donnell and Shields, 2002).The need to continually re-align performance characterizes many organizational departments which continue to struggle with getting their members to embrace the philosophy and practices that are geared at enhancing performance (Scrivner, 1995; Vinzant and Crothers, 1994). The organization since early 1990’s has been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.The Board has in a period of ten years (1993-2003), released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This has reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 1020 at present. The organization has frozen recruitment except for professionals and replacement of essential employees which has led to the re-allocation of the duties that were earlier being performed by higher number of employees to fewer people.In order to enhance employee performance the Board introduced employee appraisal system was introduced in 2010. At National cereal and Produce board, performance appraisals have been conducted but they have faced many challenges. Instead of boosting staff performance, they have ended up frustrating staff until some have ended up leaving because of the high level of disatisfaction. NCPB has offices in several locations including Nairobi, Nakuru, Eldoret, Moisbridge, Kitale among other major town.In order to improve the effectiveness of performance appraisals, the organization has tried to apply different approaches of performance app raisals but the result has not been any different. The study seeks to investigate the effects of performance appraisal system on staff performance at National Cereals and Produce Board. 1. 3Objectives of the Study 1. 3. 1Broad Objective of the Study The broad objective of the study is to investigate the effects of performance appraisal systems on staff performance at the National Cereals and Produce Board. . Specific objectives 1. 3. 2. 1To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. 1. 3. 2. 2To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. 3. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. 4. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board. . 4 Research Questions 1. What are the types of per formance appraisal approaches used at the Kenya National Cereals and Produce Board? 2. What are the effects of performance appraisal accuracy on staff performance at the National Cereals and Produce Board? 3. How does employee appraisal feedback management affect staff performance at the National Cereals and Produce Board? 4. How does appraisers’ competence affect employee performance at the National Cereals and Produce Board? Methods Population/SampleThe population in this research is all employees’ program participants, their supervisors, and management team. The sample for this research will be forty employees participants, 20 supervisors participants and 10 management participants and performance appraisal evaluators. Data Collection A survey will be used to collect all of the information for the research project. Surveys will be handed out to performance appraisal evaluators and turned in when the performance appraisal is complete to the researcher.Also, employees ’ participants and their supervisors’ participants and managers’ participants will complete surveys at semi-annual performance reviews. The surveys will be filled out at the end of the performance appraisal session and turned in to the research evaluator. Data Analysis Qualitative analysis will be used to analyze the open-ended questions on the survey. Common subjects and similarities will be examined to draw conclusions about the strengths and weaknesses of the performance appraisal. 1. 5Importance of the Study 1. 5. 1National Cereals and Produce BoardThe research will be of importance to the Board as it will advocate for the importance of performance appraisal in the organization and will enable the management of NCPB to come up with a streamlined performance appraisal system and at the same time communicate to employees what they are expected to do in order to achieve the organization corporate goals. 1. 5. 2Human Resource Department The results of the resear ch will enable the Human Resource Department to examine the existing performance appraisal system, highlight the main deficiencies affecting the system and point out possible ways of improvement.The system would then transform the employees into a hardworking and highly committed workforce that will enable the organization achieve its objectives efficiently and effectively and thus create a competitive advantage. 1. 5. 3Other Organizations Parastatals within the Ministry of Agriculture and other stakeholders in the grain sub-sector will use the research findings to improve their employee performance appraisal systems and the use of performance appraisal system as a management tool. The performance appraisal system will be a useful tool in complementing performance contracting currently used in all Government ffiliated offices. 1. 5. 4Future Researchers Future researchers will also be able to use the research findings as a benchmark to their research on performance appraisal system a nd its effects on staff performance. In addition, the findings of this study will serve as a source of reference in future research. The study will also suggest other areas where future researchers can further their knowledge. 1. 5Scope of Study The study will be carried out within the National Cereals and Produce Board Headquarters, Industrial Area, Nairobi. 1. 6Limitations of the Study 1. 6. Non response because of fear to reveal detailed information concerning the organization due to fear of exposing the weaknesses the organization is facing and the confidentiality of such information in terms of business practices. The researcher foresees a challenge in collecting the required data from the respondents. The respondents may fear giving information stating that the information requested may be used against them. To limit the effects of this limitation, the researcher will carry with her an introduction letter from the University confirming that the data requested will be used for academic purposes only. . 6. 2Lack of co-operation from some of the respondents for fear of victimization from their supervisors. 1. 6. 3 The researcher also foresees a challenge where the respondents are likely to give the ideal scenario instead of providing the situation they way it is now. This may affect research finding as it will distort the study findings. 1. 7 Definition of Operational Terms Respondents- the persons from whom information were sought in the study Public sector-the civil service and organizations operating under the State Corporations Act Appraisal-to evaluate or assess the worth of somethingPerformance -is the act of carrying out something Research-to make a detailed study or investigation of something 1. 8Chapter Summary This chapter covered introduction of the study where it discussed the key concepts in the study including performance appraisal and employee performance and how they relate to one another. 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