1984. vs. Animal Farm Essay

1984 versus Animal Farm George Orwell, the man behind two top rated books; 1984 and Animal Farm, follows the possibility that the foundation of a world class power in a general public produces sadness and dread. George Orwell is a creator normally known for his politically affected works in regards to communism. In Animal Farm, Orwell depicted an uprise of the livestock toppling their lord, Mr. Jones. Two pigs drove the creatures in this resistance; their names were Snowball and Napoleon. The two pigs occupied with a political battle, as them two needed to have the ability to lead the entirety of the creatures. In 1984, Orwell depicts a general public that is totally under extremist control, as the autocracy of elder sibling and his gathering in Oceania rule over the populace with inflexible laws and a particular chain of importance of social position. Winston Smith, a hands on external gathering part, is covertly discontent with his life. As Smith turns out to be increasingly insubordinate, his gathering intercedes and drives him to restore and adjust to their standards. In George Orwell’s 1984 and Animal Farm, the possibility of singularity and free idea is wiped out so as to save a spot for a higher and increasingly authorative force. Uniqueness is taken from the characters in both of the books, Animal Farm and 1984. In 1984, the external party is incognizant in regards to the truth that their lives are in effect totally controlled. A case of this obliviousness is the point at which the external party is informed that their chocolate apportions had been expanded, when in fact the proportions had been diminished the week earlier. The party’s fruitful ambush on the independence of its individuals prompted joy among the pioneers and an addition in power. In Animal Farm, Orwell showed the possibility that a basic mental perspective can without much of a stretch be controlled. The pigs controlled the creatures and caused them to accept that all that they said was right. The pigs demonstrated this hypothesis when they over and again changed theâ seven rules. At the point when they were addressed, they answered to the creatures that the â€Å"laws† had consistently been in their changed condition. Napoleon utilizes the fear welcomed on by the pooches to administer the homestead and none of the creatures acknowledge it. Both the gathering and the pigs exhibited that it is conceivable to cancel uniqueness and power individuals to carry on with the existence that is set before them. George Orwell effectively depicted the lives of individuals who were under finished tolitarian control in the books Animal Farm and 1984. The pigs and the gathering had the option to oversee their normal people by utilizing control and dread. Orwell demonstrates the peruser that it is anything but difficult to be exploited in these two books.

How organizational culture relates to innovation free essay sample

How Organizational Culture Can Support Creativity and Innovation when we think about the terms Innovation and innovativeness we naturally think about the Individual. We frequently ask ourselves, what can the Individual bring into an association? What kind of inventiveness does the Individual have that can bolster the association and how might it help the association develop? As we ask ourselves these inquiries we are regularly disregarding the significant perspectives that correspond to a people capacity of innovativeness and advancement It is critical to comprehend the setting In which the Individual capacities (Mclean. 05, pg,227). one vltal perspective Is the authoritative culture. hierarchical culture Is denned as the mutual qualities, convictions and customs that exist among people In an association. At the point when we allude to the way of life in an association we ought to consider if everybody In the association have shared qualities and convictions that contribute towards t he association. In the event that so what actions is the association taking to impact these hard working attitudes. We will compose a custom article test on How hierarchical culture identifies with advancement or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page It is significant that people keep up a solid authoritative culture since it is a discernible incredible point In the association. hitch potently affects the organization well lord and Its prosperity. Since we have investigated the Importance of authoritative culture, lets inspect by they way it tends to be finished. Innovativeness and Innovation comes into the association in a type of a cycle as a rule. These two angles are impacted by the hierarchical culture, while the authoritative culture is for the most part affected by the association itself and the experience the laborers carry with them tom past managers (Qwabe. 2013, P. 3). The association Influences from the earliest starting point of the recruiting procedure. From the choice procedure the organization picks a specific measure of Individuals where they eel have characteristics that can carry an uplifting viewpoint to the organization. These characteristics may incorporate; powerful characters, solid qualities and a reasonable vision on the most proficient method to work the business. Another way the organization impacts starting here is the kind of disposition the questioner is depicting to the interviewee. During the choice procedure the Interviewer gives a sense out their ethos and their disposition towards the organization. This methodology transmits to the Interviewee and Influences them so that can decide the eagerness on being recruited (Qwabe, 2013, P. 7) The other impact the authoritative culture has is the experience the laborers carry with them from past bosses and other outer powers. Past experience can influence the hard working attitudes and any commitment an individual may have with the present organization. The impact towards the authoritative culture can likewise be the other way around, In which the experience the organization had with the past representatives. In such case the association gains from basic encounters from the outside powers. As the learning happened, the associations history becomes recollections that After the determination procedure the association must proceed with the uplifting perspectives nd fill in as pioneers to keep up the positive conduct to guarantee long haul endurance for the association culture. At the point when the association chiefs rouses the representatives, the businesses are bound to feel connected with to their work coming about because of better and all the more agreeably work results (Sarrows, Cooper, Santora, 2008, P. 46). There are numerous strategies a few associations have created to transmit this inspiration and to upgrade the positive workplace inside the hierarchical culture. There are six factors in which the hierarchical pioneers use to advance the positive condition. These six are; articulating a dream for the future, giving a fitting good example, cultivating the acknowledgment of objectiv es, setting superior desires, offering singular help and giving scholarly incitement (Sarrows, Cooper, Santora, 2008, P. 46-147). Authoritative pioneers utilize these six variables to offshoot it into their own initiative style. This encourages them with the improvement of innovativeness and development by upholding the authoritative culture. There are four capacities in which help breath life into the associations culture. These four capacities incorporate hierarchical character, sense making gadget, aggregate responsibility and social framework strength (Qwabe, 2013, P. 12). The principal work that will be talked about is the hierarchical personality. At the point when an association has a feeling of personality it is giving the representatives a superior sense with what the association needs, giving the worker a progressively reasonable vision and comprehension to the associations objective. Therefor it is giving the worker an increasingly agreeable state where the representative can feel all the more piece of the strategic additionally reinforcing the foundation of what the organization is extremely about and a big motivator for they. The subsequent capacity is the aggregate responsibility. When alluding to aggregate duty we are alluding to the vitality the representative drives around the significant parts of the favors the association. It is significant for an association to verbalize aggregate responsibilities since when workers amass together and subscribe to their objectives and missions, the relationship among one another improvement. They feel ethically committed to encapsulate their own activities and rouse each other to arrive at their every day objectives. Social framework security is another capacity of hierarchical social, yet it is likewise a significant apparatus to the association itself. Social framework steadiness gives a progressively positive workplace giving the open door for the representatives to have an increasingly good work place. This capacity helps representatives with the capacity to determine clashes utilizing an issue centered methodology as opposed to an individual centered methodology or an accusing attitude. These methodologies help stay away from any potential clashes in the working environment making the work environment to be less strained and an increasingly agreeable condition. gadget the authoritative culture is being given a more extensive comprehension on what the companys procedure and qualities are. It gives the representative a kind of conduct molding cap helps workers a feeling of their environmental factors. With this capacity the representatives have a superior appreciation in to the target of the association, how the association capacities and how the association tries to succeed their objectives (Qwabe, 2013, P. 13-14). Taking everything into account it is set that hierarchical culture does undoubtedly bolster innovativeness and development. These articles have likewise prover that the association itself is enormously affected inside the individuals from the hierarchical culture. This is a significant part of an effective association. References Qwabe, N. P (2013). College of Fort Hare Faculty of Management Commerce Branch of Industrial Psychology. (ONINE) Available at:http://www. the scholarly community. edu/1964153/Organisational_culture_lnnovation_and_creativty. (Last Accessed 1. Nov. 2013). McLean, L. D. (2005). Authoritative Cultures Influence on Creativity and advancement: A Review of the Literature and Implications for Human Resource Development. Advances in Developing Human Resources, 7(2), 226-246. Sarrows, J. C. , Cooper, B. K. , Santora, J. C. , (2008). Building a Climate for Innovation Through Transformational Leadership and Organizational Culture. Diary of Leadership and Organizational Studies. 15 (2), pp. 145-148

Criminal Justice Research Methodology Paper Example | Topics and Well Written Essays - 750 words

Criminal Justice Methodology - Research Paper Example The scholarly writing in the field of criminology is giving expanding thoughtfulness regarding the variables that cause ladies to participate in criminal conduct. A few specialists have found that the standards of conduct seem to vary among female and male guilty parties (Block et al, 2010). Others have seen that elective research and evaluation methodologies should be applied to female guilty parties to increase a superior comprehension of freak conduct in ladies and to get progressively dependable information on violations submitted by ladies (Traqina and Sorensen, 2009). So as to survey the extent of peaceful wrongdoings detailed in Minneapolis, Minnesota the accompanying speculations will be tried: This investigation will use both quantitative and subjective philosophies with an end goal to increase a superior comprehension of the connection among age and sex and the detailing of peaceful violations. The contextual investigation approach is a valuable subjective device and assists with restricting the extent of the undertaking to a size that is reasonable. A substance investigation of the nearby news area of Minneapolis Star-Tribune paper for the years 2005-2009 will help with recognizing peaceful violations announced by the significant print media. This will help decide whether there seems, by all accounts, to be an inclination identified with sex or age in the violations that really make it into print. Quantitative information from the University of Minnesota for 2005-2009 will show every single revealed frequency of peaceful wrongdoing in Minneapolis classified by sexual orientation and age. The mean and standard deviation for the quantity of peaceful wrongdoings by sex and age will be determined and thought about. A cross arrangement will be built and the Pearson Chi Square will be utilized to decide measurable essentialness. The discoveries from the Minneapolis contextual analysis will be contrasted with different investigations announced in the scholarly writing. This is valuable in serving to

Cleopatra - Free Essay Example

Synopsis I have always been interested with anything to do with Egypt, and thought that Cleopatra would be quite a fascinating topic to study. I was interested in learning more about her life and thought it would be a good topic to gain a better understanding of her. I thought the mystery of her death would be an interesting addition to this assignment. To do this I wanted to look at the details of Cleopatra’s life and what events led up to her death. The three main theories of Cleopatra’s death is suicide by snake bite, suicide by poison, and the possibility that she was murdered. I analysed this information, along with the information I had gathered about the background of her life and came to the conclusion that she either committed suicide by poison, or she was murdered. The information is too strong and believable for the poison suicide, however I personally think it is more believable that she was murdered, as people would have more to gain from this, rather th an Cleopatra ending her own life over a broken heart. Who was Cleopatra, and how did she die? Queen Cleopatra of Egypt is the most well known of all the ancient Egyptian queens. She was born in Alexandria, Egypt in 69 B. C. during the reign of Ptolemy. Cleopatra was not Egyptian, but rather Macedonian, descended through a general of Alexander the Great. In 51 B. C. when Cleopatra was eighteen years of age, her father, Ptolemy Auletes, ruler of Egypt, died, leaving his kingdom and his will to Cleopatra, for her to become Egypt’s new queen. Little did they know she would be the last, after her mysterious death in 30 B. C. Cleopatra’s cause of death has presented many theories that have been contemplated for many years and continue to be to this day. The events of Cleopatra’s life have influenced these theories including her very special relationship with Marc Antony, which is to be believed the core motivation for two of the main theories. Suicide by snake b ite is the first theory for the mysterious death of Queen Cleopatra, the second; suicide by poison and the third; murder. When Cleopatra took the throne, Egypt was in turmoil. There was a famine in the land, and the Roman Empire was growing larger and becoming a greater threat to Egypt. In 48 B. C. Cleopatra was removed from her position as queen because of her actions which displeased some of the more powerful court officials. She was overthrown by them in favour of her younger brother, whom they believed would be easier to influence, causing Cleopatra to flee the country. She did not return to Alexandria until Caesar arrived to obtain the country from her brother, Ptolemy in 48 B. C. She knew important meetings would be held about the country and did not want to be left out of anything, so she had herself smuggled in to meet Caesar wrapped up in a rug. It is thought that Cleopatra and Caesar fell in love at first sight and immediately became lovers. Caesar dethroned Ptolemy and placed Cleopatra on the throne as a puppet ruler for the country, and before long she became pregnant with their son. They traveled back to Rome together, where many disapproved of Caesars affection for her. When the Senate in Rome realized that Caesar was preparing to position himself as the new king, they had him assassinated on March 15, 44 B. C. Cleopatra was afraid for her life and that of her child, so she fled back to her home in Alexandria. When she returned, she had her brother Ptolemy XIV killed and regained the throne, making her four-year old son her coregent, always watching to seek the next man of power in Rome. In 41 B. C. , Mark Antony invited Cleopatra to Tarsus where they met and became lovers, despite his already existing wife. The two spent much time together and once Antony had finally divorced his wife, the Western part of the world had to acknowledge his relationship with Cleopatra. By doing this, he put himself at odds with the forces of Rome, and made hi mself the enemy of Octavian, the emperor. In 31 B. C. Octavians army defeated Antony in Greece. He sent for Cleopatra, but was lied to and told that she was dead. When he heard this news, he committed suicide with his own sword. Cleopatra eventually came to him before he died, and stayed with him during his final moments. After Antonys death, Cleopatra was taken to Octavian, where she was told that she would be displayed as a slave to all of the countries that she had ruled over. This would bring her great suffering and humiliation so she had her servants bring her a poisonous asp hidden in a basket. Her religion believed that if one died by snake bite, they would become mmortal. She died on August 12, 30 B. C. , when she was only 39 years old. It has been documented that the snake bit Cleopatra on the arm, but there have also been reports that the snake bit her on the chest. This incident was followed with a note asking to be buried with Antony. However, this method of suicide has been believed to be unlikely because it has too many contradictions. According to previous accounts, this method did not seem to be in Cleopatra’s nature as she was portrayed as a smart, charismatic woman who had shown great strength and courage. This makes it hard to believe that Cleopatra would resort to a method of death that involved so much pain, instead of researching a quick and painless method. Along with this is the lack of evidence of a snake in the mausoleum and the temperature for August would have been to warm for a snake to be with her at her time of death. Although the theory of suicide by snake bite has been the most popular over time, there are too many contradictions and missing or incorrect components for this theory to be correct. The second theory for Cleopatra’s death is that she committed suicide by poisoning herself, again, because of the loss of Antony. It has been known that Cleopatra studied different poisons to find the most effective and it is said that she kept poison in a hollow comb in her hair. German historian, Christoph Schaefer believes that hemlock, combined with wolfsbane and opium, may have been the deadly combination that led to death of Queen Cleopatra, based on the materials that would have been available to her at that time. It also fits the profile as this would have been the smarter option, because it would have been quick and painless. The third theory is that Queen Cleopatra was murdered. A criminal profiler found that Cleopatra did not fit the normal profile for a suicide victim, no matter how much she may have loved Antony. Cleopatra was a strong woman, and had nothing to gain by dying, which made the two suicide theories unstable and unbelievable. These facts support the theory that Cleopatra may have been murdered. Cleopatra was the last Queen to rule before the Roman takeover. This was a time when it was common for rulers to be murdered. It has been speculated that Octavia sent men t o kill Cleopatra and commanded them to make it look like a suicide. The fact that Cleopatra didn’t fit the profile for a suicide victim, combined with what could be gained from her death makes this theory more plausible. In addition to this, upon Cleopatra’s death, Octavia became the new pharaoh, which proves he had the motive to kill her. Cleopatra was a strong powerful, woman, who had an extremely eventful life, and a mysterious, puzzling death. There is no uncertainty that our historical knowledge of Cleopatra will continue to grow. So as we see the world and our association with bewildering situations continually change –the reputation and portrayal of Cleopatra will continue to develop, along with the many theories that give insight into her life and death. Bibliography https://heritage-key. com/blogs/ann/did-cleopatra-prefer-poison-suicide-snake * Informed me on how the snake bite theory could be proven wrong and good information on the poison theory. h ttps://penelope. chicago. edu/~grout/encyclopaedia_romana/miscellanea/cleopatra/rixens. html * This site had good visuals with a recreated image of the ‘death scene’. This provided some good information on the background with Antony and Octavia, as well as some details about the snake bite theory. https://www. kingtutshop. com/freeinfo/cleopatra. htm * This provided some good background information on Cleopatra, as well as some good information on the background of Cleopatra’s family. https://ancienthistory. about. com/od/cleopatra/a/Cleopatra. tm * This had some good information on Cleopatra’s relationship with Julius Caesar, and their first meeting, but did not help my investigation much. I was disappointed to find it did not have much information into the different death theories. MacDonald, F. (2003) Cleopatra: Queen of the Kings. Dorling Kindersley Ltd. Great Britain. * I found this book to have some quite good information about the three different de ath theories, I think this was a good help overall. It was set out nicely, visually as well.

Essay about Ancient Native American Traditions - 1474 Words

Ancient Native American Traditions The novel Reservation Blues does not describe or deal with real Indians. The real Native Americans were forever destroyed by the government the second that they set foot upon the makeshift reservation. That very second saw the perish of all the age-long values and traditions that, before that moment, defined, raised, and watched over every Indian boy and girl, every Indian husband and wife, and every Indian father and mother. The U.S. government easily and nonviolently accomplished what the army has been struggling to do for many years, it wiped out a whole race of people, turning them into a mindless horde that was of concern to no one. The result were people who were hardly more Indian than you†¦show more content†¦Members of the tribe were perfectly happy to finally be rid of their own kind, of the same people who they grew up with, and listened to in awe during the first few practices in the abandoned grocery store. The whole concept of unity on the Spokane reservation c an be summed up in the following quote. Now, I know some of you arent happy with how all this turned out, Big Mom said, but think of poor Joseph Polatkin. Think of how hard these kids worked. Think of your tribal responsibilities. Think of getting them off the goddamn reservation, shouted a voice in the back.(304) Native Americans always had pride. They knew about the ways of the world and about the ways of other cultures, and yet they chose to follow their own rules and customs since the very beginning no matter the interference from others, intentional or unintentional. A real Indian looked upon his tribe with admiration, having pride in belonging to it. The Spokane reservation was the complete opposite. Welcome to Wellpinit, Population: Variable.(3) People left that reservation regularly for the promise of a better life, the life of white people. They no longer were content with their Indian existence, and wanted everything the white man had. Possessions were no longer for the benefit of the tribe, but trophies of the persons prosperity. Dreams of money had taken hold of the whole tribe. The tribe had installed aShow MoreRelatedAncient Burial Grounds of Hawaii800 Words   |  4 PagesAncient Burial Grounds of Hawaii In recent years, ancient burial grounds have been frequently disturbed due to increasing surveillance by anthropologists and constructed on by state-of-the-art technology and are more critically protected than ever before. Understanding the importance of burial grounds gives an insight on the rich history of ancient Hawaii. They have influenced the burials performed, ancestors and their modern inhabitants, and how they have impacted modern Hawaii. 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War Against Terror and Human Rights Essay - 2059 Words

War Against Terror and Human Rights The Human Rights Act 1998 took full legal effect across the English and Welsh legal systems on October 2nd 1998. The Act, allows people to claim a number of the rights and freedoms that are set out in the European Convention on Human Rights. The Government had high hopes that when the act was passed it would create a Culture of Human Rights within the United Kingdom. The principal aim of the Human Rights Act 1998 was to give statutory and formal protection in UK law to a set of clearly distinguishable rights. It was also to allow people to claim their rights before their own courts without having to take long drawn out and costly cases to the European†¦show more content†¦A victim includes anyone directly affected by the actions or non-actions of one of the above public authorities. Whilst this directly affected principle is absolute, a victim can also include someone not necessarily directly affected by the actions of a public body, but indirectly affected. For instance, a person who is likely to be put under surveillance by the police will be able to call upon the Human Rights Act, even though they have not yet had their privacy interfered with. Where it is established that a Convention Right has been violated, the victim may be able to gain an injunction to stop the violation, force the public authority to take action, take judicial review proceedings or obtain damages and compensation. The Human Rights Act affects the different types of legislation in a number of ways. Primary legislation, which is Parliamentary Statute, the most sacred type of English law, has to be bought into accordance with the Convention Rights. If primary legislation does not comply with the Convention Rights then a Declaration of Incompatibility is issued. 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Strategic Human Resource Management for Performance- MyAssignmenthelp

Question: Discuss about theStrategic Human Resource Management for Performance. Answer: Introduction Employee performance is essential in determining organizations productivity level. Given the important role that organizational workers play in driving the various activities towards achieving the stipulated business goals, organizations are keen to monitor as well as evaluate the level of contributions that their employee makes in the firm(Micheli Manzoni, 2010). In the drive to optimize their performance and employee engagement, many organizations often use annual performance reviews which involve formal discussion on the workers' ongoing development as well as performance. The process entails planning the actions to be taken in the next period while reviewing the activities and achievement in the last period (Armstrong Taylor, 2014). However, in the recent past, the popularity of this performance management approach has declined as many business firms are ditching this method in preference to other strategies that are rather informal in nature. Many companies are abandoning annual reviews because they are complicated and expensive in terms of time and resource utilization yet with no significant improvement in performance. It is against this background that the present paper reviews the case study on Accenture and why it is ditching annual performance review to adopt regular feedback. The paper critically explores whether abandoning performance reviews was beneficial or costly to the organization in terms of operational expenses as well as employee performance. In the end, the paper provides some recommendations for other alternative approaches that Accenture could use to monitor and evaluate their workers' performance effectively. Accenture Abandoning the Formal Performance Reviews Noting from the case study, it is quite evident that it is a prudent move for Accenture to abandon the formal performance reviews totally. Formal performance review is regarded to have numerous drawbacks on the overall organization performance as it makes most employees uncomfortable operating under undue pressure. Carrying out a formal performance review is very crucial to the progress of every organization; however, this process is often challenging for many organizations. As noted by (Guest, 2011), a large percentage of employees are often concerned with how the management under which they work, perceive their level of competency. In most instances, workers try to resist and dislike the fact that they are being informed of the errors they have committed or that they are incompetent in certain aspects of the organization (Daley, 2012). This process of formal performance review thus results in mixed reactions in firms which make managers to highly disregard its use and adopt more fluid evaluation systems where workers get frequent reviews from their supervisors to their performance levels. Based on the case study, Accenture has decided to abandon the formal performance review since it did not manage to attain its primary objective which was to promote the performance of the firms staff. It is stated from the Accenture case study that only a minimal percentage (2%) of companies believes that conducting a formal performance review contributes positively to the general performance of the firms(Nankervis, Baird, Coffey, Shields, 2017). A greater percentage of companies thus have the perception that having formal performance reviews on their workers is very ineffective in enhancing performance. In most cases, as noted by Accenture, the process of annual appraisals consumes a lot of the organizations time, money, and effort which could be used to carry out other business operations to enhance profitability. (Wright McMahan, 2011) provide that the process of the annual performance review is highly flawed as an appraisal method and the author sites various possible outcomes of using such a process. This kind of review usually makes the workers in an organization to be nervous, and further, a single annual review meeting does not help build consistent feedback nor help coach the employees in the process so that they could enhance their skills and knowledge (Chuang Liao, 2010). Additionally, it is noted that this process often becomes a data dump in most cases for the inexperienced managers and is also regarded as a subjective act that does not provide an explicit explanation of organizations success, future anticipations and the available growth opportunities (Boselie, 2010). In essence, therefore, it was a good idea for Accenture to abandon the use of formal performance reviews totally. Based on its ineffectiveness in enhancing organization performance and employees, Accenture has decided to conduct a personal evaluation of its employees based on their individual responsibilities and performance levels and not a wholesome appraisal which is done annually. On this basis, therefore, it is recommended that the organization incorporate performance management in their appraisals having a more flexible system. This move is noted to result in limited employee disagreements, limited negative feelings from the workers and higher benefits (Guest, 2011). Possible Problems that could arise from abandoning Performance Management Reviews Emerging evidence suggest that while many business firms are in the run to ditch formal performance management procedures, employee ratings is essential for internal management of its pay and promotion systems. To (Dane Brummel, 2014) performance is simply the value of contribution that each employee brings to an organization over time and therefore, they are paid depending on their value to the business operations. Thus, without proper guidelines on how the workers value is measured against the stipulated standards, the firms overall performance and productivity might be compromised. (Bacal, 2011) observes that whereas informal performance tools such as regularly feedback conversations provide the organizational management the benefits of flexibility and sense of timeliness which enhances employee performance, they lack proper documentation or no paper trail to be referred to on a later date. Therefore, for Accenture which has 330,000 employees relying on personal conversations without having suitable structures and performance management systems, the company might lose track of its performance reviews. In agreement, (Aguinis, Joo, Gottfredson, 2011) notes that regular feedback option is often effective only in a small organization with a minimal number of employees to be managed and thus with a huge number of people like the case of Accenture, the adoption of this performance management methods might lead to a massive financial loss. Besides, without appraisal data which is often useful in determining the progress of an organization especially when the present status or position is viewed vis--vis the previous evaluation, it would be difficult for Accenture to measure its growth or even failure in meeting the business goals. In their paper, (Lengnick-Hall, Beck, Lengnick-Hall, 2011) observe that formal performance reviews offer an organizational management an excellent opportunity to take cognizance and agree upon some of the individuals training and development needs. The assessment of needs is always tied closely to the performance outcomes of the workers and therefore when done properly, the firm stands a chance of rekindling commitment of the staffs in their roles towards achieving the objectives of the company. According to (Boxall Purcell, 2011), formal performance appraisals offer the employees with social recognition of their input in the organization. The power of recognition by the organizational management has long been noted to act as a strong incentive that motivates the workers and even enhances their job satisfaction. Interestingly, (Aguinis, Joo, Gottfredson, 2011) observes that people would prefer to receive negative recognition in preference to getting no recognition at all. By ditch ing annual performance reviews, Accenture in the case study will lose its strongest avenue of motivating its employees, and this will result in a high turnover of the workers. Subsequently, the company will end up using considerably high operational cost in recruiting, training and retaining workers. In response, (Moynihan Lavertu, 2012) recommends that instead of Accenture abandoning the performance management reviews; it should integrate it with other informal approaches such as constant one-on-one feedback. Recommendations for how Accenture could effectively monitor, Assess, and Improve the Performance of their Employees The following are some of the recommended strategies that will see considerable improvement in the organizational performance. Regular goal setting: It is worth mentioning that contrary to the traditional annual performance review, effective assessment of performance may involve regularly setting the target goals. (Yuan Woodman, 2010) recommend that Accenture aligns its workers goals more often to ensure that it improves the employees commitment while at the same time drive the business outcomes. According to (Love Singh, 2011)effective setting of the employees goals and aligning them to match the firms overall strategy is a recipe for business performance. In agreement, (Boxall Purcell, 2011) maintains that proper goal alignment is essential in realizing business success. In his argument, the author contends that regular goals setting allows all the workers in an organization to have a proper glimpse of the general business direction as well as provide them the window of visualizing their specific roles and contributions to the organization in the big picture.' Continuous coaching and feedback: In his article, (Bacal, 2011) observed that providing the employees with constant coaching especially on how to handle specific tasks that are oriented towards achieving organizational goals is vital to improve their commitment and performance. In his view, the adoption of informal and yet regular feedback by Accenture would provide the supervisors the right moment to coach their employees in the right direction and thus strategically shoving them to the direction of organizational success. Besides, through continuous engagement and interaction with the workers, the companys management will be in a god position to closely monitor as well as assess the individual employees input in the organization. In this way, the supervisors will easily be able to identify some of the weakest spots that need training and development in the drive to enhance overall employee performance. Flexible System; Accenture decided to overhaul their formal performance reviews since it failed to fulfill its primary purpose. The flexible system will enable the employees to have frequent opportunities of interactions with their immediate supervisors (Chuang Liao, 2010). The close relationship built between employees and their supervisors will enable the employees to be open and discuss any possible problems they are facing with their supervisors and get feedbacks on arrears of improvement on a frequent basis rather than waiting to be evaluated after they have performed poorly. Open communication system; Accenture aims at continuously supporting their workers all throughout their working experience without having to evaluate them annually on how they have performed. Having an open system enables workers to easily and freely communicate with the management, giving them a feeling of interconnectedness with the organization becoming part of the organization thus making them provide high levels of performance (Daley, 2012). Since the firms always strive at employing the best, this process will give the workers the freedom and authority that they need to innovate and enhance the profitability of the firm without undue pressure. This open system will enable the organizations management to easily monitor and assess the performance of the employees identifying areas that they can improve to enhance their performance levels. Conclusion and Recommendations Research indicate that traditional annual performance review is considerably flawed and is ineffective for proper monitoring, assessment, and improvement of employee performance. Arguably, it a good idea for organizations such as Accenture in the given case study to abandon it in favor of informal performance management approaches. Thus, unlike the formal annual reviews, the informal methods entail close monitoring of the employees by their immediate supervisors, and this brings onto the offing the possibility of improving organizational success. Through this approach, the employees are given regular feedbacks on how they perform their respective responsibilities. 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