Electronic Human Resource Management

Electronic Human Resource Management Chapter one: Introduction 1.1. Background: Since the mid 1990s, organizations increasingly introduce electronic Human Resource Management (HRM). It has different names, for example e-HRM, digital HRM and web-based HRM. The rapid development of the Internet during the last decade has also boosted the implementation and application of electronic Human Resource Management (e-HRM). Surveys of HR consultants suggest that both the number of organizations adopting e-HRM and the depth of applications within the organizations are continually increasing (e.g. CedarCrestone, 2005) in world wide. In addition, an escalating number of practitioner reports provide anecdotal evidence that e-HRM is becoming increasingly common and may lead to remarkable changes (e.g. Anonymous, 2001). Consequently, academic interest in e-HRM has increased, as several special issues of HR-related journals demonstrate (Stanton Coovert, 2004; Townsend Bennett, 2003; Viswesvaran, 2003). In the interim, there is an initial body of empirical research in e-HRM. Ho wever, since this research stems from several disciplines and is scattered throughout numerous journals and since initial reviews are not encompassing (Anderson, 2003; Lievens Harris 2003; Welsh, Wanberg, Brown, Simmering, 2003), the results of these studies remain unclear at present. Furthermore, changes in the role that HR fulfills in the organization and the implementation of e-HRM are related to each other, and should not be considered separately (Gardner et al., 2003; Fletcher, 2005). The implementation of e-HRM should fit well with strategic organizational needs regarding personnel in general and HR redesign in specific. Little is known about this fit, however. In relation to this point, the possible perception of e-HRM as an attempt by the strategic level within the organization to offload operational HR work onto employees respectively managers should be taken into account when analyzing acceptance of e-HRM systems. In the last decade the Internet has radically changed our social and economic lives, and has had a profound effect on the way organizations are managed. For example, it has altered human resource (HR) practices and changed strategies for attracting and retaining employees. The same strategies have become particularly important because organizations increasingly depend on workers knowledge, skills, abilities, and other attributes (KSAOs) to compete in todays economy (Ulrich, 2001) in Oman. In addition, the Internet has enabled organizations to become more collaborative, connected, and responsive to the changing needs of the workforce. For instance, new electronic human resource (e-HR) systems allow individuals to apply for jobs, change their job-related benefits, and enhance their knowledge, skills, and abilities (KSAs) through web-based training systems. The type of information technology adopted by HRM has been phrased, as it has evolved, differently over the years, for example: Hum an Resource Information System (HRIS), Human Resources Management System (HRMS), Human Resource Development And Information Technology (HRDIS), and the most current and popular electronic HR (e-HR). The use of IT by HRM is growing especially critical to the business nowadays when discontinuities (mergers, acquisitions, restructuring and downsizing) are altering the industry landscape in a drastic way. HRM executives, the key figures in organizations responsible for fine-tuning a capable workforce, must have the right and real-time information to measure, manage, and predict how workforce should be allocated and reconfigured effectively. With the analyzed information produced by the IT, HR professionals, more than ever, are able to align their management goals and the goals of individual employees with corporate strategy to deliver strategic plans with quantifiable results, and, ultimately, be able to deal with changes proactively. With the help from the information technology, HRM p rofessionals are also able to demonstrate the HRMs benefit to the bottom line by effectively managing knowledge, skills and abilities (KSAs) that create winning companies. Human resource management (HRM) departments using information and communication technologies (ICTs) is becoming an increasingly important phenomenon commonly referred to as e-HRM. Automating HR tasks and practices is transforming the traditional paper-and-pencil, labor-intensive HR tasks, into efficient, fast-response activities that enable companies to anticipate and profit from environmental shifts to create a much needed competitive advantage (Marler, 2006; Watson Wyatt, 2002). Even though the e-HRM concept is widely used today, there are hardly any explicit definitions. The few detectable definitions (Lengnick-Hall Moritz, 2003; RuÃÆ' «l, Bondarouk, Looise, 2004) are rather general and emphasize the Internet-supported way of performing HR policies and/or activities. Leaning on these intensions, the following definition of e-HRM can be specified: e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. This concept highlights several crucial aspects of e-HRM. At the outset, e-HRM utilizes information technology in a twofold manner: First, technology is necessary to connect usually spatially segregated actors and enable interactions between them irrespective of their working in the same room or on different continents, i.e. technology serves as a medium with the aim of connection and integration. Second, t echnology supports actors by partially and sometimes even completely substituting for them in executing HR activities. Hence, information technology serves additionally as a tool for task fulfillment. The planning aspect accentuates the systematic and anticipated way of applying information technology. The shared performing of tasks through at least two actors points out that the sharing of HR activities is an additional feature and underlines the aspect of interaction and networking. The consideration of individual and collective actors takes into account that e-HRM is a multilevel phenomenon; besides individual actors, there are collective actors like groups, organizational units and even whole organizations that interact in order to perform HR activities. Beside e-HR(M), there are some further concepts which obviously refer to the same phenomenon. Widely accepted are such terms as virtual HR(M) (e.g., Lepak Snell, 1998), web-based HR(M) (e.g., RuÃÆ' «l et al., 2004), or bus iness-to-employee (à ¢Ã¢â€š ¬Ã…“B2Eà ¢Ã¢â€š ¬Ã‚ ) (e.g., Huang, Jin, Yang, 2004). à ¢Ã¢â€š ¬Ã…“Virtual HRMà ¢Ã¢â€š ¬Ã‚  refers to technological mediated networks of different internal and external actors providing the firm with the HR services needed without the further existence of a conventional HR department which therefore becomes à ¢Ã¢â€š ¬Ã…“virtualà ¢Ã¢â€š ¬Ã‚ . E-HRM is additionally open to less developed varieties of technology application, e.g. the shared performing of an application process by a conventional HR department and an applicant via the Internet. à ¢Ã¢â€š ¬Ã…“Web-based HRMà ¢Ã¢â€š ¬Ã‚  couples the concept to Internet technologies. E-HRM, as well, is particularly web-orientated, but also comprises additional technologies like networked ERP-Systems. Finally, à ¢Ã¢â€š ¬Ã…“business-to-employeeà ¢Ã¢â€š ¬Ã‚  reduces the concept to the internal actor categories of à ¢Ã¢â€š ¬Ã…“businessà ¢Ã¢â€š ¬Ã‚  (presumably line managers and HR profess ionals) and à ¢Ã¢â€š ¬Ã…“employeesà ¢Ã¢â€š ¬Ã‚ . In contrast, e-HRM is open to further relevant actor categories like applicants or consultants. To sum up, these further terms undoubtedly direct attention to main characteristics of the same phenomenon but are of somewhat narrower intensions. Thus, in order to comprehensively embrace relevant aspects, the e-HRM term is used. Fundamental definition of HRM offered by numerous scholars remains to be the managing of people who work in an organization (Gomez -Mejia, Balkin Cardy, 2001). Another popular definition of HRM specified the top management of the corporation as the only employer of the HRM staff (Renckly, 1997). Based on this thinking, HRM is to essentially establish, develop, maintain, and communicate personnel policies to the entire company, and thus, to represent, help, advise, and consult with the employees of the organizations. It is apparent that HRM was defined from an employer perspective, and was expected to serve and represent first, last and always the best interests of their only employer: top management. Beer and Spector (1985), representing another group of researchers and HRM practitioners, defined HRM from the relationship perspective as the management of this relationship between employees and the organization which, more specifically, involves all management decisions which affect the nature of the relationship between the organization and employeesà ¢Ã¢â€š ¬Ã¢â‚¬  its human resources. Nadler (1990), on the other hand, defines HRM from an organizational learning point of view as: the organized learning experience in a definite time period to increase the possibility of improving job performance and growth. As human resource (HR) management departments continue to move to internet or web-based technology (The Hunter Group, 2001), more research evaluating the use of web-based HR, or electronic human resource management (e-HRM) is needed. The fastest growing trend in the delivery of HR information is employee self-service (ESS) (Gueutal, 2003). These applications give employees the ability to access and maintain their personal HR information via the web. Another growing trend is the adoption of managerial self-service (MSS) which provides managers access to a variety of HR tools and information via the web (Gueutal, 2003). Most manager HR-related tasks can be completed via MSS applications including pay administration/compensation, performance management, staffing, and employee development (Gueutal, 2003). Another term used to describe these tools utilized within a given organization is human resource information systems (HRIS), which Kavanagh and Thite (2008) define as à ¢Ã¢â€š ¬Ã…“th e system used to acquire, store, manipulate, analyse, retrieve, and distribute information regarding an organizations human resources.à ¢Ã¢â€š ¬Ã‚  Lepak and Snell (1998) refer to the four à ¢Ã¢â€š ¬Ã‹Å"pressures of virtual HRM. First of all, HRM departments are asked to focus on strategic questions. Secondly, these departments need to be flexible in terms of policymaking and practices. Thirdly, HRM departments should work efficiently and be aware of costs. Fourthly, HRM departments should be service-oriented towards management and employees. In short, HRM departments must be strategy-focused, flexible, efficient, and client oriented; and all at the same time (Lepak and Snell, 1998). RuÃÆ' «l et al. (2004) highlighted an aspect that is fairly well covered by the above but that is nevertheless interesting to spell out, namely the changing nature of the employment relationship. With the supply shortage in the labor market (during the economic upturn of the 1990s), the individualization of society, and the increased educational level of citizens (and thus of employees), the power balance in the employment relationship has shift ed in the direction of the employees: they want to steer their own career paths. In the view of RuÃÆ' «l et al. (2004), a move towards e-HRM can provide the tools to support this development. This aspect fits into earlier-mentioned drivers such as improving service towards internal clients, but has an external societal drive. Yet another goal of e-HRM was stressed as the outcome of the case study research conducted by RuÃÆ' «l et al (2004): it is necessary to recognize that to improve a companys global orientation can become a strong drive to start with e-HRM. Theoretical debates suggest three goals of e-HRM are cost reduction, improving of HR services, and improving strategic orientation (Brockbank, 1997; Lepak and Snell, 1998; Stanton and Coovert, 2004). Few empirical findings supplement these goals with globalisation as a driving e-HRM force in international large organisations, but also show that those goals are not clearly defined in practice, and that e-HRM mostly direct ed at cost reductions and efficiency of HR services, and least at strategic orientation of HRM (Gardner et al, 2003; RuÃÆ' «l et al, 2004; Ruta, 2005). HRM effectiveness is often mentioned as HRM contribution to firm performance (see, for ex., Kane et al, 1999; Ostroff and Bowen, 2000; Wright et al, 2001). Especially during the past decade the HRM literature made attempts to show that progressive HR practices result in higher firm performance (Wright et al, 2005; Hope Hailey, 2005). Huselids (1995) pioneering study has shown that a set of HR practices labelled High Performance Work Systems were related to turnover, accounting profits, and firm market value. Since then, a growing number of studies have attempted to empirically test the relationships between HR practices and firm performance (see elaborated overviews by Delery and Doty, 1996; Ostroff and Bowen, 2000; Boselie et al, 2001; Tsui and Wang, 2002; Wright et al, 2005). For example, MacDuffie (1995) has found that bundles of HR practices were related to productivity and quality in his sample of auto assembly plants. Delery and Doty (1996) found significant relationships betwe en HR practices and accounting profits among a sample of banks. Youndt et al (1996) discovered that certain combinations of HR practices in their sample of manufacturing firms were related to operational performance indicators. More recently, the study of Batt (2002) examined the relationship between HR practices, employee quit rates, and organizational performance in the service sector, and revealed that quit rates were lower and sales growth was higher in call centers that emphasized high skills, employee participation, and human resource incentives like high employment security. 1.2. Problem Statement One of the principal and most integral objectives of Omans Vision 2020 is the development of Human Resources. The importance of Human Resource Development (HRD) has been given top priority throughout the Sultanate of Omans successive Five-Year Development Plan. In Omans vision 2020; economic conference held in Muscat in June, 1995, His Majestys address to the nation clearly emphasized the need for the private sector to undertake an active role in the development of the economic process and in the achievement of the national goals. Nonetheless, this was not considered in isolation from the development of the national human resources, but rather in conjunction as proclaimed by His Majesty Sultan Qaboos Bin Said: Development is not a goal in itself rather; it exists for building man, who is its means and producer. Therefore, development must not stop at the achievement of a diversified economy. it must go beyond that and contribute to the formation of the citizen who is capable of taking part in the process of progress and comprehensive development. (Vision 2020 Conference, June, 1995). In Oman, now as never before, the training and development of national (Omani) human resources to a high level of efficiency competency is a must. This is due to a number of reasons including less dependence on oil resources, less dependence on foreign (expatriate) workers, Omanization, implementation of a successful privatization program, diversification, industrialization, technological innovation and an increasingly competitive global market. To meet the goal of Vision 2020, electronic human resource management is the one of the essential part for the development of the human capital. In this sense it is quite difficult for effective e-HRM in firms in Oman. Technologically it will be new to the firms in Oman. Henson (2005) identifies workforce and technology as the heartbeat and the toolset of the HR business today. HRM is no doubt the business unit most directly responsible for the managing and the developing of the workforce, therefore, factors and trends that trigger the workforce changes need to be addressed with care. Researchers in 21st century have come to the realization of the greatest workforce crisis: the aging of the industrialized world (Dychtwald, Erickson Morison, 2006), resulting in an unprecedented shift in the age distribution of the general population and, specifically, the labor force. 1.3. Research Question: 1. Does an e-HRM tool affect e-HRM function? 2. Is there any relationship between e-HRM tools and HRM function? 3. Is there any relationship between HRM function and firm performance in e-HRM practice? 1.4. Research Objective: Main objective of this study is to investigate the e-HRM effectiveness in oil industry in Oman. * To investigate whether the e-HRM tools and HRM function are related * To investigate whether e-HRM tools affect the HRM functions * To investigate whether e-HRM has an effect on firm performance 1.5. Significant of the Study This study will provide the human resource professional to more effective way to implement the human resource functions implementation in oil industry in Oman. This study also identified e-HRM features that deserve HRM practitioners attention and organizational resources. This in-depth examining of the set of e-HRM features can also serve as potential tools for the management to decide on the future adjustments of their e-HR system, and the implementation of the new systems. From a practical perspective, result like performances, either yielded by certain business division like HRM or by organizations, reflects an organizations capabilities in implementing competitive strategies and tools, and aligning its resources and goals. Therefore, by establishing and learning the relationships among the use of e-HRM system, the perceived importance of e-HRM features, HRMs functional performances organizational performances, and the perceived importance of the dimensions of the organizational performances, HRM practitioners shall be able to manage IT-related issues more effectively, and benefit better from the use of e-HRM. Although this study will be based on the oil industry in Oman; but the finding can helps the other organization also such as education, manufacturer etc. to practice human resource function through online more effectively. 1.6. Scope of the study We only use the technology factors and the HRM function implementation through online for HRM effectiveness in this study. There are some other opportunities for researcher to conduct the research on e-HRM effectiveness in Oman. They can add the strategic part of organization with these variables in future. Strategic variable such as the organization goal, objectives and so on can be considered for further study. . Beside this the technology factors such as system implementation also can be included. 1.7. Limitation of the Study In this study one of the major problems is about the sample. This study can take larger sample than it will be taken. An also the time is another limitation for conducting this research. Shortage of time make researcher to consider the sample for this dissertation in few firms only. Beside that money allocation is another problem for this research. Researcher is using his own money to conduct this study. So that he cannot cover the wide area of or many more firm for analyze. 1.8. Organisation of the study: Chapter two: Literature Review 2.1. Theoretical perspectives Given different interpretations and assessments of theory, there is an ambiguity concerning theories, frameworks and other phenomenological conceptualizations. Even acknowledging a broad intension of theory, only one-fifth of the studies rest on theoretical bases. Corresponding to the diverse disciplines and topics, the theories employed are also quite diverse. Often, several perspectives are employed in an eclectic manner. Predominantly, micro-level theories of psychological and behavioral provenance are adopted. Attribution theory and correspondence inference theory (ElginClapham, 2004), the attraction-selection-attrition and the similarity-attraction paradigm (Dineen, Ash, Noe, 2002), change management theories (Ruta, 2005), organizational citizenship behavior (Huang, Jin, et al., 2004), privacy theories (Harris, van Hoye,Lievens, 2003), procedural justice theory (Dineen,Noe, Wang, 2004), signaling theory (Cober,Brown Levy,Cober 2003), as well as social cognitive theory (Williams on, Lepak, King, 2003) are adopted in order to explain individual perceptions and reactions arising from e-HRM. Additionally, a learning theory is adopted to compare instructor-led and web-based learning (Coppola Myre, 2002). In addition, some theories stemming from information systems research are used. The technology acceptance model (Huang, Yang, Jin, Chiu, 2004), the unified theory of acceptance and use of technology (Ruta, 2005), and the theory of usability (Williamson, Lipak, King, 2003) are used to frame again problems of individual reactions and usage. Also, a conceptual IT-framework is used to structure e-HRM impacts on HR-professionals (Gardner, Lepak, Bartol, 2003). One single study pursues a microeconomic approach to explain e-employment markets (Nissen Gates, 2004). In brief, current empirical research in e-HRM is mainly non theoretical. The theories applied are micro-level oriented, diverse in nature and often eclectic in application. Interestingly, recognized ma cro-level theories of HRM (Wright McMahan, 1992) were not considered. 2.2. HRM Effectiveness To know the effectiveness of e-HRM, HRM functions are relatively come to the picture. The American Society for Personnel Administration (ASPA), the predecessor to SHRM, first defined HRM functions in 1975 as the technical competencies in the following areas (HRCI, 2006): * Employment, placement and personnel planning. * Training and development. * Compensation and benefits. * Health, safety and security. * Employee and labor relations. * Personnel research. Smith and Mazin (2004) reports the scope of the HRM functions covers the following areas of functionality: * Employee selection * HR policies, performance management * Performance Management * Training and development * Employee relations and retention * Compensation * Benefits * Regulatory Issues * Workforce violence and investigation * Termination and discharge Researchers also observed other dimensions to HRM as well, for instance, Huselid, Jackson and Schuler (1997) reports that HRM effectiveness has two essential dimensions. The first, the technical HRM, includes the delivery of HRM basics such as recruiting, compensation, separation etc. The second, strategic HRM, involves delivering those services in a way that directly supports the implementation of the firms strategy. Other academia and HRM professionals are also inclined to analyze HRM functions from various perspectives, for example: from the areas of activity (Nadler,1990), and from the areas of service rendered. Nadler (1990) first groups the HRM functions into three specific areas of activity: (1) training, which implies learning related to present job, (2) education, which implies learning to prepare the individual for a different but identified job, (3) development, which implies learning for growth of the individual, but not related to a specific present or future job. This f urther reinforces the thinking of HRM being learning-driven. 2.3. Implementation e-HR Kehoe, Dickter, Russell and Sacco (2005) points out that the organizations overall culture and HRM strategy determine the manner in which organizations will implement their e-enablement systems. The e-enabled programs can either be implemented as part of a broad e-enablement of HR processes and systems, or implemented independent of other HR processes and systems. It is even possible that specific e-enabled assessment applications may be implemented independent of each other. No matter what, organizations need to develop guiding principles regarding the following issues on the management of an e-enabled HR environment: * Risk management relating to employment discrimination * Buy versus build and the roles of internal HR IT and third party providers * HR expertise versus automaticity in the e-enabled assessment process * Whose functions the system will be designed to support * Ownership * The integration of e-enabled assessment with other HR systems and process * Free market versus regulated processes E-recruitment In terms of the organizations objectives, the primary goal of the recruitment process is to attract potential applicants (prospects) who have the KSAOs needed to meet the requirements of organizational roles. Thus, organizations are increasingly using the Internet to advertise job openings and attract qualified prospects. The web-based advertisements often provide prospects with information about (a) job vacancies, (b) job descriptions, (b) the organizations culture and its à ¢Ã¢â€š ¬Ã…“brand identity,à ¢Ã¢â€š ¬Ã‚  and (d) the inducements (e.g., pay, fringe benefits, learning opportunities, promotion prospects) offered its employees. Interestingly, some estimates indicate that 100%of large firms currently use the Internet to announce job openings, and 82% of large firms use intranet systems to post openings or identify qualified employees within the organization (Cedar, 2002). For example, organizations have developed sophisticated web-based recruiting systems to convey informat ion about job opportunities and give applicants the ability to complete applications online (Stone, Johnson, Navas, Stone- Romero, 2005; Stone, Lukaszewski, Isenhour, 2005). In addition, organizational intranet systems are often used to search employment records to determine if the KSAOs of current employees are consistent with the requirements of vacant or soon-to-be vacant roles. Such systemsmay automatically provide managers with lists of qualified employees, and notify individuals about new job opportunities. In addition, the same systems may send messages to employees that ask about their interests in job openings. Overall, e-HR-based recruiting systems are thought to reach a much wider set of prospects than traditional recruiting systems (Gueutal Stone, 2005; Stone, Lukaszewski et al., 2005). Internet-based e-HR systems are also used to provide job applicants (applicants) with virtual previews of organizations. For instance, some organizations use à ¢Ã¢â€š ¬Ã…“real timeà ¢Ã¢â€š ¬Ã‚  cameras to give prospects a preview of what it is like to work in the organization on a daily basis. Other organizations (e.g., Cisco Systems) use such systems to give job applicants the opportunity to à ¢Ã¢â€š ¬Ã…“make friends in the organization.à ¢Ã¢â€š ¬Ã‚  Through the resulting contacts, prospects can gather considerable information about the benefits and challenges of working for the organization. As a result of the availability of information about role requirements and inducements, applicants can determine if their (a) needs can be satisfied by offered inducements, and (b) KSAOs are likely to enable them to meet role requirements. Though a great deal of organizations believe e-recruiting systems permit firms to cast a wide net across a broad labor market, and is more likely than traditional recruitment sources to uncover individuals with unique talents and skills, researches show that e-recruiting only attracts greater numbers of candidates than other sources, but not necessarily attracts higher quality applicants or candidates who are most suitable for the companies than traditional sources (Chapman Webster, 2003; Galanaki, 2002). McManus and Ferguson (2003) discovers: given that some types of candidates may be more likely to use e-recruiting than the others (for instance, job hoppers or savvy internet navigators), the use of the e-recruiting systems may actually affect the characteristics of new hires in organizations, and influence the overall composition of the workforce. McManus and Ferguson (2003), Galanki (2002), Zusman and Landis (2002) further argue that there are age, gender, and ethnic differences in reactions to and usage of online recruitment sources, therefore, organizations should not use online recruiting as the sole recruitment sources. E-Selection There are three purposes for all the HR e-enablement (Kehoe, Dickter, Russell Sacco, 2005): (1) to minimize cost, (2) to maximize the utilization of the organizations human capital, (3) to enable sustainability which refers to the organizations willingness and ability not only to maintain the e-enabled system, but to progressively evolve the system to satisfy changing requirements, and capitalize on improvements in technology and the science of selection. The purposes for e-enabling selection are no any different from the above. While conducting the maximizing the utilization of the organizations human capital, organizations are required to design two measures into the e-enabled selection system: (1) the capital represented by each person who goes through the process (including the set of text scores, interview ratings, resum6 quality indices, background check results, drug test results, and any other quantifiable evaluation of the skills, experiences, abilities.. ..etc.), and (2) t he extent to which the process results in decisions that maximize the utilization of that capital (for example, ratio or difference between average test scores for selected candidates to average test scores for all candidates, percentage of candidates who satisfy minimum requirements such as for drug tests or background checks, retention rates, post-hire, new hire performance management results.. ..etc.). Organizations also need to enable sustainability by emphasizing on: clear ownership, funding strategy, business contribution, user satisfaction, and professional support. As for the implementation, Kehoe, Dickter, Russell and Sacco reports that more and more organizations nowadays prefer to acquire a vendors e-selection system because of the appealing features of specialized and flexible system solution products available on the market. E-Performance Management Researchers have previously compared online administrations and traditional paper-and-pencil (PP) administrations of organizational surveys (Thompson et al., 2003), measurement of psychological constructs (Cole et al., 2006), upward feedback ratings (Smither et al., 2004), and item responses to a 3608 assessment (Penny, 2003). Whereas researchers have contrasted online versus PP groups reactions to selection tools (Richman-Hirsch et al., 2000), no research has compared online versus PP administrations in the context of performance appraisal (PA). Although frequently defined as a measurement instrument or tool, PA is the social and communication process in which a supervisor evaluates an employees behavior in the workplace and communicates those ratings and feedback back to the employee (Murphy and Cleveland, 1995). The purpose of this study is to address this gap in the applied research literature and examine the extent to which an online PA system influences employees reactions to t heir PA. We believe this is an important applied research question that HR managers need to know the answer to before implementing e-HRM/HRIS PA tools. Though Cardy and Miller (2005) argues that the level of performance made possible by technological advancement has changed the standard for acceptable performance, appraisal satisfaction remains a relevant concern for organizations even when technology is either a primary mechanism for the feedback process, or already become the appraisal process, because high-quality performance feedback is a critical factor that helps organizations retain, motivate, and develop their employees, and, these outcomes are more likely to occur if employees are satisfied with

Mac vs IBM :: essays papers

Mac vs IBM Technology has led the world into the 21st century. Competition between two main computer systems, creates controversy over which system is superior. IBM compatables have captured the largest market share, but Apple Macintoshes hold a special place in capabilities. Computer buyers need to keep in mind different capabilities and their own unique requirements when deciding which way to go. Although both provide state of the art computer systems, IBM compatibles and Apple Macintoshes attract their own distinct clients because of their unique operating systems and stand alone buying powers. Adequate performance and mediocre ease of use, bundled in an extremely low cost package, have allowed IBM compatible computers to lead the computer industry in personal computers. To begin with, the average computer generation is about six months, and with every generation IBMs increase their computers^ capacities to appeal more and more to the ^average Joe.^ Memory, normally measured in gigabits, is constantly increasing though most people cannot use as much as is available. One year ago 166 mhz was considered fast. Now 350 mhz is what is being advertised. With the ability to hold more information, graphics have also improved. Megahertz, one type of speed of computers, is increasing at a blinding rate soon surpassing the speed at which a user can operate his computer. In fact, the biggest drawback to IBM compatibles is their complexity. IBMs allow access to useless information that clutters the hard drive while confusing the user. On an IBM, all programs, including Wi! ndows, are DOS based which means one will, at some time, have to use the convoluted system that requires typing rather than point and click. Another problem is that viruses are very common on IBMs especially if connected to the internet. If a computer is contaminated with a virus, even further frustration, time and money may be lost. However, a good element of IBMs is their purchasing abilities. For IBMs there are millions of programs, including games, business tools, and other various varieties. Also, IBM compatibles themselves are relatively inexpensive, and this drives their popularity. A decent, fully equipped machine can be bought for as low as $700. While IBMs appeal to the general public with lower prices, Apple Macintosh has proven to be a better overall product. Unlike IBM marketing claims, which have mislead potential buyers about the superiority of their product by emphasizing their few strengths despite the value; modern Macs can easily outperform commercial IBM computers. Like IBMs the memory on a Mac often exceeds the user requirements. Today^s top of the

John Miltons Paradise Lost as Christian Epic Essay example -- Milton

Paradise Lost as Christian Epic John Milton's great epic poem, Paradise Lost, was written between the 1640's and 1665 in England, at a time of rapid change in the western world. Milton, a Puritan, clung to traditional Christian beliefs throughout his epic, but he also combined signs of the changing modern era with ancient epic style to craft a masterpiece. He chose as the subject of his great work the fall of man, from Genesis, which was a very popular story to discuss and retell at the time. His whole life had led up to the completion of this greatest work; he put over twenty years of time and almost as many years of study and travel to build a timeless classic. The success of his poem lies in the fact that he skillfully combined classic epic tradition with strongly held Puritan Christian beliefs. In Paradise Lost, Milton uses many conventions of the classic epic, including an invocation of the Muse, love, wa, a solitary voyage, heroism, the supernatural and mythical allusion. Milton writes, "Sing, Heavenly Muse, that on the secret top of Oreb, or of Sinai, didst inspire that shepard who first taught the chosen seed in the beginning how the heavens and earth rose out of Chaos." Here he invokes the traditional muse of the epic, yet in the same sentence he identifies the muse as a Christian being and asks him to sing of Christian tales. A central theme of Paradise Lost is that of the deep and true love between Adam and Eve. This follows both traditonal Christianity and conventional epic style. Adam and Eve are created and placed on earth as "our first two parents, yet the only two of mankind, in the happy garden placed, reaping immortal fruits of joy and love, uninterrupted joy, unrivaled love, in blissful solitude."(... ...le in one sentence. Thus, he successfully completes the tapestry which he has created, weaving the Bible and the genre of the epic closely together to create a work of art. Throughout Paradise Lost, Milton uses various tools of the epic to convey a traditional and very popular Biblical story. He adds his own touches to make it more of an epic and to set forth new insights into God's ways and the temptations we all face. Through his uses of love, war, heroism, and allusion, Milton crafted an epic; through his references to the Bible and his selection of Christ as the hero, he set forth a beautifully religious Renaissance work. He masterfully combined these two techniques to create a beautiful story capable of withstanding the test of time and touching its readers for centuries. Works Cited Scott Elledge, ed., Paradise Lost, second edn. (NY: Norton, 1993).

Accumulated Change vs. Definite Integral

Martyna Wiacek MTH 116 C- Applied Calculus 11/6/2012 Chapter 5 Writing Assignment There is a correlation between area, accumulated change, and the definite integral that we have focused on throughout Chapter 5 in Applied Calculus. When looking at one rate-of-change function, the accumulated change over an interval and the definite integral are equivalent, their values could be positive, negative or zero. However, the area could never be negative because area is always positive by definition. The accumulated change looks at the whole area of the function that is between the graph and the horizontal axis.For instance, if f (x) is a rate-of-change function the area between f (x) and the x-axis represents the accumulated change between x = a and x = b. However, the definite integral puts specific limits into the function and the area of a particular region can be determined. For example, if f (x) is a rate-of-change function it means that: is what you can consider the area. The accumulat ion of change in a certain function can be evaluated by using the area of the region between the rate-of-change curve and the horizontal axis.We also see a similar relationship between the rate-of-change graph and the accumulated graph that we saw in derivatives. A minimum in the accumulated graph is caused by the rate-of-change function crossing over from positive to negative. A maximum in the accumulated graph is a result of the rate-of-change function moving from negative to positive. When there is a maximum or minimum in the rate-of-change graph you get an inflection point in the accumulation graph as well. Also, we see that if the rate-of-change function is negative then the accumulated graph is negative and so the accumulation graph is decreasing.However, when the rate-of-change graph is increasing, it does not affect whether or not the accumulated graph is increasing or decreasing. There are several problems in our book that demonstrate this relationship. A specific example t hat I believe did a good job demonstrating it was: The graph in the figure represents the rate of change of rainfall in Florida during a severe thunderstorm t hours after the rain began falling: Part A: Use a grid to count boxes and estimate the accumulated area from 1 to x for values of x spaced 1 hour apart, starting at 0 and ending at 6.Record the estimates in a table. 0| 0| 1| . 4| 2| . 65| 3| 1| 4| 1. 35| 5| 2| 6| 2. 4| Part B: Sketch the graph of the accumulation function based on the table values: Part C: Write the mathematical notation for the function sketched in part b: Part D: Write a sentence of interpretation for the accumulation form 0 to 6 hours: After 6 hours of rainfall in Florida, the amount of rain should accumulate to an estimate of 2. 4 inches.

Path of Democracy Throughout the French Revolution

â€Å"The French Revolution was a decisive period in the shaping of the modern west. It implemented the thought of the philosophies, destroyed the hierarchical and corporate society of the Old Regime, which was a legacy of the Middle Ages, promoted the interests of the bourgeoisie, and quickened the growth of the modern state† ( Perry. Chase. Jacob. Jacob. Von Laue, p. 462). The aristocracy of France was also weakened by the Revolution. The nobles no longer had their ancient rights and privileges making them ordinary people. In the nineteenth century, the ruling class was no longer decided upon by noble birth but by property.This trait was shown before the Revolution. Also the French government was now ran by the aristocrats and the bourgeois. With the bourgeois being given high positions because of their wealth, talent, ambition, and opportunities, they would have an important role in the political life of France. The French Revolution changed the Old Regime, based on a dynas tic state, into the modern state it is today. The Declaration of the Rights of Man and of the Citizen concluded that the state was no longer a separation of provinces or estates; it was also no longer a possession of the monarch's that he believed belonged only to him.The idea of the Declaration showed that the state now belonged to the people as a whole and its power must come from the people to succeed. The people now had the characteristic of individuality of no longer being separated into nobles and commoners. Many surrounding lands took the ideas and reforms of the French Revolution as inspiration to create their own revolution over their land. â€Å"During the nineteenth century, the French Revolution served as a frame of reference for the various political constellations: liberalism, socialism, and conservatism† ( Perry. Chase.Jacob. Jacob. Von Laue, p. 462). Before the Revolution, the state was still closely linked to its religion. Each state had a state church that w as the ruling power. â€Å"By disavowing any divine justification for the monarch’s power, by depriving the church of its special position, and by no longer limiting citizenship to members of a state church, the Revolution accelerated the secularization of European political life† (Perry. Chase. Jacob. Jacob. Von Laue, p. 463). The Revolution did away with administrative ways of the Old Regime, and imposed rational ways to the state.Highest ranks of land and position were given to men by their talent and no longer by their birth line. The Revolution also did away with peasantry working obligations, and based taxes on the people’s income. By showing that an ancient order could be overpowered by a new one, The French Revolution inspired other generations to revolt against their abusive model societies. This created three forces with the modern state: total war, nationalism, and a fanatic utopian mentality. These ideas went against the ideas of the Declaration of t he Rights of Man and could be destructive to what the French Revolution was creating. The French Revolution also gave birth to the modern nationalism† ( Perry. Chase. Jacob. Jacob. Von Laue, p. 463). During the Revolution, the entire nation was directed loyalty. This view was seen as dangerous by many philosophers because it was feared that it would setback the progress of the Revolution. The Revolution looked to reconstruct society on the basis of Enlightenment ideals. These ideas were soon crushed by the terrors and fears of the dangerous forces that had begun to rise in the later years of the Revolution. These forces almost succeeded in ruining what the French reformers had created.

Hamlet Essay: Deception

Shakespeare’s Hamlet: Bomb Makers who gets Blown Sky High by their own Weapons Lies and deception are some of the many actions that have disastrous consequences. For the most part, they destroy trust and leave the people closest to us feeling vulnerable. In Hamlet, one of Shakespeare's many plays, the theme of lies and deception is very significant. This play shows that every character that lies and practices the act of deception is ultimately punished for doing so by their treacherous deaths. Hamlet has lied and practiced deception several times which has prolonged his primary goal and also causes his death. Additionally, Rosencrantz and Guildenstern’s unskilled acts of dishonesty and disloyalty towards Hamlet have all backfired; as a result, this is the cause of their ironic deaths. Furthermore, Polonius’ selfish act of using others to his own advantage has all polished the table for his treacherous death. In this play, characters who manipulate the act of lie and deception eventually end up facing their own death. Hamlet, the Prince of Denmark and the protagonist of the play, performs many deceptive acts that all leads up to his death. After he has conferred with the ghost who claims to be his father’s spirit, old King Hamlet, he is shocked when he finds out the truth about his tragic death. In response, he pretends to be insane. He feigns his insanity to distract his mother, Gertrude, his uncle and step father, King Claudius and their attendants from his true intentions of gathering information to eventually expose Claudius for the murder of his father. It is evident that he is pretending to be crazy because he mentions it several times to his friends. He explains to them in Act 1, Scene 5 that he will â€Å"put an antic disposition on† (191). The word ‘antic’ means ‘clown’ or an actor who plays a comic role and requires absurdly ridiculous behavior. In other words, he will pretend to be a madman in order to achieve his goal. Additionally, for the purpose of love, Hamlet lies to Ophelia about his love for her during one of their conversations in Act 3, Scene 1. Hamlet: I did love you once. Ophelia: Indeed my lord, you made me believe so. Hamlet: You should not have believ’d me, for virtue cannot so Inoculate our old stock but we shall relish of it. I lov’d you not. Ophelia: I was the more deceiv’d (123-129). In this heartbreaking scene, we cannot truly say how much of Hamlet’s words are true and how much of an act he has put on. This is because he seems to know that Ophelia will report his behavior to her father, Polonius, who will then disclose the report to King Claudius. However, we can see through his corruptive and deceptive act because he denies that he has ever loved Ophelia right after claiming that he has loved her once. One could then argue that Hamlet is purposely pretending to be an insane lover. Furthermore, in Act 3 Scene 2, Hamlet organizes and directs a delusive play called â€Å"The Mousetrap† before the royal audience. The play itself is an elaborated deception because Hamlet tries to determine Claudius’ guilt through it. The play depicts the murder of Duke Gonzago in Vienna by the antagonist Lucianus, thus mirroring Claudius’ assassination of old King Hamlet. Like Claudius, Lucianus, the player pours poison in Gonzago’s ears and soon after marries his wife, Baptista. Hamlet is convinced of his uncle’s guilt when Claudius gets agitated and rises from his seat. Shortly after, he orders his attendants to â€Å"[Bring him] some light† (3. 2. 261). This play has prolonged Hamlet’s goal of avenging his father’s death. If Hamlet has believed the ghost during their first encounter and has avenged his father’s death earlier, Hamlet could have had a prosperous life ahead of him. However, unfortunately, he chooses to slowly analyze the truth before taking any reckless actions; therefore, this causes him to lose his life at the end of the play. In relation to Carl Jung’s Archetypal Theory, Hamlet is not merely a hero; he is a tragic hero who has died in vain while accomplishing his goal of avenging his father’s death. He is a hero who makes sure his story would be known that he has conquered the ambitious Claudius. However, in the process, he lost everyone he loves including his own life. Hamlet is in fact a tragic hero. According to Aristotle’s definition of tragedy, a tragic hero is a great person who has the potential for greatness but is defeated. This protagonist must come into conflict with a force who or which directly opposes to what he should want. He must also suffer from a tragic flaw, which inevitably brings about his own downfall. In Hamlet, Hamlet is the protagonist who suffers from the flaw of inaction while he is faced against Claudius. To conclude, because of Hamlet’s great inability to act earlier, his lies and deceptive acts have all prolonged his primary goal which has resulted in his tragic death. Hamlet’s childhood friends, Rosencrantz and Guildenstern both try to deceive Hamlet. However, their unskilled uses of dishonesty and disloyalty have resulted in their ironic death. They are introduced in the beginning of Act 2, Scene 2 as Hamlet’s childhood friends who are sent for by King Claudius for their services. When they first meet Hamlet and are asked the reason for their arrival, they answer: â€Å"To visit you, my lord, no other occasion† (2. 2. 8). However, Hamlet has already seen through their attempted act of trying to fool him and then replies: â€Å"You were sent/for, and there is a kind of confession in your looks, which/ you modesties have not craft enough colour. I know the/good King and Queen have sent for you† (2. 2. 285-288). Through this reply, it is evident tha t Hamlet has the ability to see through someone’s deceptive act because he knows that they would not have come to Denmark without a reason. He also alludes that they must have done something wrong to be punished by Fortune since they are here in the Denmark which he considers to be prison. Additionally, Guildenstern again tries to get information about Hamlet’s disorder after the play, ‘The Mousetrap’. When Rosencrantz approaches Hamlet to talk about his â€Å"distemper† and that he should â€Å"[tell his] griefs to [his] friend†, Hamlet furiously replies: Why, look you now, how unworthy a thing you make of me. You would play upon me, you would seem to know my stops, you would pluck out the heart of my mystery you would sound me from my lowest note to the top of my compass; and there is much music, excellent voice, in this little organ, yet cannot make it speak. Why, do you think I am easier to be played on than a pipe? Call me what instrument you will, though you can fret me, you cannot play upon me (3. 2. 325, 349-357). Their attempt to get Hamlet to confide in them has failed and as a result, Hamlet makes an analogy between playing a musical instrument and deception to demonstrate why his friends cannot â€Å"play† on him. This is because they are simply not skilled enough. Furthermore, when Hamlet finds out about the command letter that Rosencrantz and Guildenstern are carrying to the King of England instructing to have him killed, he steals the letter and rewrites it to command the death of â€Å"the bearers of this note,† which is Rosencrantz and Guildenstern. Then, without remorse, puts the note back in their possession. They brought upon themselves their ironic deaths because of their failure of being honest and loyal towards their friend Hamlet. In relation to Jung’s Archetypal Theory, both Rosencrantz and Guildenstern are the shape shifters in the play Hamlet. A shape shifter is a type of character whose identity or allegiance changes and is often unclear. Their personality has changed from loyal childhood friends to deceptive and backstabbing snakes. They have changed sides over the course of their friendship with Hamlet because they are looking to put themselves in a good position with King Claudius and are hoping for â€Å"a king's remembrance† or reward from him in exchange for their services as he has promised in Act 2, Scene 2. In conclusion, their ironic deaths are the price they pay for being dishonest and disloyal towards a good friend. Another character that uses deceit often as a means of investigation is Polonius. These acts of personal conduct have resulted in his death. Upon Laertes’ departure to France, Polonius deceives his own son when he sends Reynaldo after him. In Act 2 Scene 1, Polonius tells Reynaldo: Marry, sir, here’s my drift, And I believe it is a fetch of warrant. You laying these slight sullies on my son, As’twere a thing a little soiled I’th’working, Mark you, Your party is converse, him you would sound, Having ever seen in the prenominate crimes The youth you breathe of guilty, be assured He closes with you in this consequence ‘Good sir,’ or so, or ‘friend,’ or ‘gentleman,’ According to the phrase or the addition Of man and country (43-54). Here, hoping that deception may be the best way to find out the truth, Polonius orders his servant Reynaldo to spread rumours about his son and to pretend to know Laertes so that he can find out the truth about his son’s whereabouts from his friends. He is also hoping that Laertes will, in due time, open up to Reynaldo about his secrets and Reynaldo can then report back to Polonius. Furthermore, Polonius deceives his daughter, Ophelia by using her love for Hamlet for the King’s benefit. King Claudius, in the presence of Polonius, says: For we have closely sent for Hamlet hilter That he, as’twere by accident, may here Affront Ophelia. Her father and myself, lawful espials, Will so bestow ourselves that, seeing unseen, We may of their encounter frankly judge, And gather by him, as he is behaved, If’t be th’addliction of his love or not That thus he suffers for (3. 1. 33-41). Here, both King Claudius and Polonius are planning to use Ophelia and her love to determine whether Hamlet’s behavior is the result of the affliction of his love for Ophelia. Also, from this scene, we can see that Polonius does not care for his daughter because he has agreed to use her in order to get closer to Claudius. To him, she is like a mere pawn in a chess game that is only used to protect the king, Polonius. In connection to the Jungian Literary Theory, Polonius represents a shadowed character in the play. The ‘shadow’ is the psychic space in a person’s mind where they store their darker impulses in addition to unpleasant thoughts and memories. In Polonius’ case, these two examples show his darker side as someone who would spy on his own son and use his daughter’s love for the man she loves to his own advantages. Moreover, Polonius is the representation of a failed mentor. A mentor is defined as someone, usually older and more experienced, who advices and leads a younger, less experienced person into the right path. As a father, he gives outstanding advices to Laertes. For example, in Act 1, Scene 3, before Laertes’ departure, Polonius explains to him about how he should behave with honor and uprightness. He also admonishes his son to be sociable but not necessarily friendly with everyone. However, along with many other advices from lines 63 through lines 84, Polonius himself does not act in accordance to his own words, hence the phrase, failed entor. Instead, he usually uses others such as Reynaldo and Ophelia to spy and pry on other people’s business. This kind of behavior is not upright and definitely not honorable. In the end, he is ultimately punished and pays for his exploitive actions by the means of his own death. Throughout this play, it is evident that lying and deceiving others usually have disastrous endings. Shakespeare tries to shows his readers that the lies and deception that Hamlet performs towards his parents and his lover as a result of his inability to act sooner has resulted in his tragic death. He also shows how one’s unskillful use of dishonesty and disloyalty can lead to death. Lastly, he shows that deceiving others for one’s own benefits is not at all beneficial as it can also end one’s life. Overall, the theme of deception is prevalent in Shakespeare’s Hamlet, and many characters use this act. However, it is evident that deception is not the path someone should take in order to complete a goal. It goes without saying that our actions could create unintended consequences in our lives. That consequence may be one’s death which can cease someone’s life and everything in it.

Steppenwolf

The story of Steppenwolf (1927) is the Herman Hesse’s most widely read book. The main character Harry Hiller, Steppenwolf, is influenced by Hesse’s exposure to Western philosophers as well as Indian and Chinese philosophy. Concepts of Eastern spiritual wisdom which Hesse was interested in can be seen in the novel. Following the record of Harry Hiller’s manuscript, Hesse exposes the struggle of human mind through describing the lack of acceptance, rejection, broken dreams and division in the society and individuality to the readers. This is a realistic picture of despair, depression and isolation.Eastern wisdom such as Indian and Chinese philosophy plays an important role in the structure of the novel. The introduction of ‘magic theatre’ in the novel exudes a sense of transcendence from place and time. In effect, ‘magic theatre’ brings about a tinge of Eastern charm and Indian cultural identity. Indian philosophy on the discovery about â €˜centrality of consciousness’ states that dualistic nature exists in individuals. Personal identity of the ‘Witness self’ is the crucial point of our individual nature, and is also utilized in the realization of the Absolute Self.The Indian spiritual and philosophical wisdom sees the finite self characterized by the individual ‘I’. The concept of such relates to physical body and mind, and prevents the individual from engaging with the infinite self. Infinite self expands the finite mind a soul and realizes our true unification with the ‘Godhead’. Hesse incorporates this ideology into the Immortals for example, Hermine, as well as the human part of Steppenwolf. Harry cannot be a peace with himself due to his wolf inner tendencies.He cannot gain peace in society because everyone else is fixated on the finite self. The only way Steppenwolf can achieve unity with the Godhead is through suicide. (Kheper, 2001) The ideology of Chinese phi losophy also can be seen in novel. The themes of Confucianism emphasize the importance of humaneness towards others (ren), righteousness (Yi), integrity and human-heartedness. (Confucianism, n. d. ) Fairness and devotion of one’s life passively for the sake of moral value of ren and yi are considered trademarks of honor. Cheung, 1999) Steppenwolf despises bourgeois society. When he attempts to reveal his true identity, in order to gain acceptance, individuals who are used to order, logic and restraint are frightened. These individuals are the representative of middle class. The middle class’ commitment to respectability, responsibility, and morality reflect the Confucian thought and the sense of honor. Taoist theory argues that individuals move through a series of state of being in order to search for immortality.Taoist theory focuses on the interrelationship between humanity and the cosmos, promoting harmony and peace with nature and the universe. (Herzog,n. d. ) Both teachings of Confucianism and Taoism are present in Steppenwolf. Harry’s numerous encounters and experiences revealed aspects of his true nature and this prepared his participation into the Magic Theatre. In the Magic Theatre, the Steppenwolf is forced to confront his multiple souls, his past and his future. At last, he is told that he simply takes life too seriously.The concept of change in the Magic Theatre mirrors the Taoist theory of changing states. Hesse’s other writing, Siddhartha, tells the story of a young Indian man’s journey of seeking spiritual knowledge and salvation. This book is published in 1921 and it has become the culmination of Hesse’s studies of Eastern philosophy. In Siddhartha Eastern wisdom is an essential foundation for the religious and philosophical ideas of the narrative. (Herzog, n. d. ) Elements of Eastern wisdom such as Hinduism, Buddhism and Taoism can be seen from this work.The ending of Siddhartha turns to be more Taoist ic than Indian. The master of Taoism Lao-Tse says that the gentlest overcomes the strongest. One instance in the writing, Hesse’s description of Siddhartha’s merging into ‘unity’ displays the core idea of the doctrine of Tao. In the novel, it states that ‘real doing is that same as suffering; both are the execution of fate; to wait, to submit. ’ This is the teaching of the Vedanta and of Lao-Tse. Siddhartha delivers himself to God’s will as the result of waking by God.This is synonymous with the idea of accepting the inevitable fate, the enlightened passiveness of the Chinese-Taoistic philosophy and the submission of the Bhagavad-Gita. When Siddhartha dissolved all conflicts after reaching a degree of intensification of feeling, Siddhartha had merged into unity. These words of Hesse can be referred to Lao-Tse’s Tao Te King: ‘Can you discipline your soul to embrace the one without destroying itself? (Herzog, n. d. ) Although Hesse was brought up in a Pietist family, however his later visit to India in 1911 initiated his study of Eastern religions.His discovery of eastern mysteries and religious belief are reflected in his work. Reference List Confucianism (n. d. ) Retrieved at 20th of May From http://confucianism. freehostingguru. com/ cheung L,P (1999), Confucian Ethic of Death with Dignity and its contemporary Relevance Retrieved from http://arts. hkbu. edu. hk/~pclo/e5. pdf Herzog, PH. (n. d. ) Hermann Hesse and China II Chinese influence in Siddhartha; Steppenwolf and the journey to the east. Kheper, (2001), Eastern Philosophy, The centrality of consciousness-the ego and the self, retrieved from http://www. kheper. net/topics/eastern/ego_and_Self. htm