Performance Appraisal as a Tool for Achieving Organizational and Employee Development

Overview of RMRDC The Raw Materials Research and Development Council (RMRDC) promotes the development of industrial raw materials in the Republic of Nigeria. It also oversees the utilisation of the same minerals, while its activities are considered part of the Nigerian government on a federal level.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More The organisation started in 1988 and has grown to become an essential institution that supports federal service. It serves many stakeholders who are involved in the country’s vast raw material sector. The organisation began when the country had limited foreign exchange earnings. At the time, Nigeria relied on petroleum products. With the functioning RMRDC, the country can lower its import bill by focusing on domestic raw material production, rather than rely o n imports (RMRDC, 2015). Background of the study This study will focus on the subject of performance appraisal. According to Armstrong (1998), researchers mainly concentrate on accuracy and fairness whenever they are conducting performance appraisal studies. This is a subject under Human Resource Management (HRM), and it refers to the use of tools and frameworks to enhance the productivity of human capital within organisations. When organisations measure their performance, they gain insights into their operations and can, therefore, address emerging issues related to performance. This can be in the actual sense of speed of delivery or the impediments to delivery. Being able to identify these areas allows the organisation to respond appropriately to avoid trouble and build on its past and ongoing successes. As a result, the use of performance appraisals can be a way of achieving competitive advantages.  Employees can offer their viewpoints on different aspects of their jobs with th e systematic evaluation and its related adjustments. They use the process to improve their performance and get a basis for earning rewards. This reason makes the performance appraisal concept crucial as an HRM tool and highlights its ability to help realise capabilities of an organisation’s human resources.  Although performance appraisal increases employee productivity, much is unknown about its effects on financial performance.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Pollitt and Bouckaert (2011), there is no research evidence available for the link. Nevertheless, the consensus among researchers and practitioners is that the process should be continuous and involve supervisors who regularly evaluate their approach to measuring the performance of subordinate employees. The benefits of appraisal include an increase in efficacy, productivity, and morale. Many organisations exist as hierarchical structures. Such organisations require structured performance appraisals so that they can tell what each department in different levels is doing and why the problems that arise at any level fail to be resolved. With the information, the organisation can streamline its decision-making processes and achieve a better execution of strategic choices. It also moves away from the chaos that can plague its administrative hierarchy (DeVries, 1983).  The definition of performance appraisal follows its tie to human resources, which is regarded as a source of competitive advantage for organisations (Farndale Kelliher, 2013). It can be a review, evaluation, or discussion about the development of employees in relation to the present standards. After examination, result documentation of the comparison occurs and the information serves as a guideline for intervening in employee relationships concerning their jobs and the realisation of an organisation’s objectives (Farndale Kelliher, 2013). The employment of performance appraisal leads to the identification of staff members needing training, promotion, demotion, retrenchment, firing, or recognition, among other eventualities within the mandate of human resource departments (Farndale Kelliher, 2013). Aim This study aims to look at performance appraisal in the context of an organisation’s determination to achieve employee development. Therefore, the study is going to focus on the Raw Materials Research and Development Council of Nigeria. In doing so, it will specifically concentrate on how subordinate employees within the organisation perceive the existing performance appraisal methods used by the organisation. It will also examine the outcome of the evaluation of management staffs and the subordinate staffs. Lastly, the research will consider the strengths and weaknesses of the performance appraisal program at RMRDC in seeking to find out areas that can be improved or intr oduced. Objectives To determine the perception of subordinate employees on performance appraisal program at RMRDC To examine the strengths and weaknesses of performance appraisal program used by RMRDC To examine the goal and outcome of performance appraisal in RMRDC on the subordinate employee level and management employee level To identify gaps in the efficacy of the current performance appraisal program in structure and purpose regarding best practices and organisational context. Justification of the research The research will be useful in the Nigerian organisations’ context because of the following contributions.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More It will enhance the view of performance appraisal and lead to its appreciation as a productivity tool for firms. It will result in the pr oper structuring of performance appraisals after highlighting the strengths and limitations of the current structure at RMRDC. The study will provide organisational insight that practitioners can readily apply to their respective institutions to realise the additional potential of their human resources. It will lead to the identification of the role and relevance of different stakeholders in a government agency, such as RMRDC It will highlight the benefits of performance appraisal from an empirical context. Purpose of the research The basis of this research is to understand the impact of performance appraisal program/s at RMRDC on the council’s staff. It will result in is a significant contribution of information that is integral in decision-making by stakeholders for the improvement of the program/s or process of performance appraisal. Evaluation of the Relevant Literature Performance management links corporate objectives, performance standards, and evaluation in one proces s, which is used by managers to serve the following three roles in an organisation. First, it assists in the administration, development, and communication functions of any entity (Beam, 2008). In its administrative role, it captures staffing, compensation, promotion, and punishment or rewards for members of the organisation to ensure that the human resource functions optimally. In its development role, it identifies and builds potential for future performance. It gives an organisation a capability that it can tap on when conditions are favourable. In its communication role, performance management seeks to offer feedback to employees concerning how they are executing their duties. According to Brown (2008), records of performance appraisals help employees to fight against wrongful dismissal.  The development of appraisal instruments so that the measurement of human effort is objective and accurate is an important research issue under performance appraisal (Cash, 2010). At the same time, Glaveli and Karassavidou (2011) noted that research tends to focus on supervisors and employee characteristics, thereby highlighting their bias on performance appraisal ratings. Lastly, research on the subject has also concentrated on the process as it is executed within organisations (Sinclair, 2005). Techniques of appraisal for management purposes can be observational or actual measurements. Organisations use ratings in their simple applications, and behaviour anchor scales in complex applications. This follows the theoretical assumptions of motivation. According to Watkins (2011), problems with performance appraisals relate to the lack of focus, poor training, inefficient communication, and biased criteria. A number of motivational theories can help explain performance appraisals. They include the Maslow’s needs hierarchy theory and the Herzberg’s two-factor theory because of their elaborate description and fit in organisational contexts (Watkins 2011). Accor ding to Watkins (2011), other relevant theories in performance appraisal include the expectancy theory, goal-setting theory, and the McClelland’s needs achievement theory.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The goal setting theory helps to explain better how employees operate in the work environment. It also offers insights on how to influence employee performance. It relates to the direction of employee attention. The theory encourages effort and provides avenues for encouraging persistence. Managers can use the theory to foster goal attainment and following of strategic action plans. The theory is relevant because every performance appraisal starts with a goal. The concept of performance appraisal management became famous in the mid-1980s, and Barry (2007) coined it. Since then, researchers have explored it further. Armstrong (2011) considers it a strategic and integrated approach. It offers sustained success of the organisation. This happens through the improvement of performance appraisal for people and the creation of capability teams and individual contributors (Armstrong, 2011).  Therefore, performance appraisal is strategic, systematic, and holistic. It concerns the broader i ssues facing an organisation, as much as it is detailed on specific individual performance. Based on the research by Bach (2004), performance appraisal relates to behaviour and results. Behaviour comes from a performer. It transforms performance appraisal into action. Behaviour is an instrument for the result, and it is an outcome of mental and physical efforts. However, this is only as long as the mental and physical efforts go to a specified task. Therefore, behaviour can be judged independently or as part of a task. In the end, performance appraisal is reactive. Theoretical framework Scholars have examined individual employee performance for many years. Nowadays, researchers and practitioners agree that employees play an important part in a firm’s competitive advantage realisation. Rao (2011) sees that competitive advantages, in this case, arise in the presence of four conditions. Based on the resource-based theory of the firm, the researcher notes that the conditions are addition of value to a company, rarity of skills or advantages gained, difficulty in imitating human capital investments, and the ability to structure and program jobs so that employees work as desired. These conditions were also supported by research by Waldman (2011) and Barry (2007) concerning difficulties in other firms replicating another firm’s strategy. Based on the above citations, it is clear that the behaviour of employees in a firm affects the performance of the particular company. Therefore, performance appraisal will result in changes in organisational performance because it affects employee performance. It can affect motivation and skills of staffs positively. The associated return on investment due to increased performance and growth should result in better financial performance. Based on the understanding, it is possible to use these effects as dependent variables. Review of empirical studies Studies show that individuals’ attitudes and feelings about t heir work affect their behaviour at work and their attitude towards work practices, such as performance appraisals that human resource departments use (Chang Chen, 2011). According to Waldman (2011), age, tenure, and job experience predict the results of an employee’s appraisal.   On the other hand, Sinclair (2005) considered age, tenure, salary, and education, and performance appraisal as having a negative relationship. Other studies that look at the relationship between job attitudes and behavioural aspects are Downs and Swailes (2013) – a capability approach to organisational talent management, Dimba (2010) – on strategic human resource practices and how they affect employee performance, and Farndale and Kelliher (2013) with a study on the exploration of performance appraisal on the implementation of performance appraisal. The three studies support the findings by Sinclair (1995). They record relationships between job attitudes and behavioural aspects that can lead to, interfere, promote, and arise from the individual performance evaluation.  The findings can be inconclusive and mixed. Meier (2005) indicated that the direction of the relationship between organisational commitment and other variables was conditional and relied on the types of commitment. On the other hand, a significant, positive relationship happened when there were affective commitment and performance appraisal. A negative relationship existed between continual engagement and performance appraisal, which was an illustration of the inconclusiveness of the present research and highlighted the need for additional studies on the same. According to Esu (2009), demographic factors and job attitudes like job satisfaction and commitment to a particular organisation are important because they are associated with positive results in an organisation. They lead to increased effectiveness and efficiency in the organisation. At the same time, Waldman (2007) indicates that diver sity in individual characteristics has the potential to affect decision-making for performance appraisal. Research Philosophy Research philosophy relates to the development of research background, research knowledge, and nature, with research philosophy being a broad framework that comprises of perception, beliefs, understanding of theories, and research practices. Therefore, research philosophy acts as a precise process encompassing the steps that the researcher will undertake to create a relationship between the objectives and questions that the research seeks to answer (Galliers, 1991). Philosophical and Methodological Considerations This research will use a mixed method approach, where there will be primary and secondary sources of data. In the main research part, data collection will take place using questionnaires as the instruments. The questionnaires will be delivered to RMRDC staffs chosen to participate in the research. Therefore, RMRDC will be the case study organisation. The study is going to include two interviews with two directors of the Council. The study timeline will cover the questionnaire survey first, before proceeding to the interviews with the directors. The expectation is that out of 30 questionnaires, at least 20 will be filled accurately and completely to aid in the analysis part of the study. The figure below elaborates the study process. Figure 1: Research onion showing the process of study (Saunders, 2009). The following section provides definitions and elaborations of the different concepts that inform the methodology of the proposed research. Data Collection Data collection relates to the act of getting information about a particular research question to inform decisions and analysis that seek to answer a research question. This study will use surveys and interviews among the available data collection methods. The survey uses questionnaires as an instrument for collecting data. With questionnaires, respondents get forms that hav e specified questions that they have to answer. Questions will be both structured and unstructured. Structured questions require a particular response, while the other questions provide freedom for the individual to answer. The research will try to interpret the responses based on the study criteria. Interviews differ from questionnaires in the way they are conducted. Interviews could embrace structured answers or unstructured questions, depending on the needs of the study. In this case, both will suffice. Usually the researcher and the interviewee meet physically or virtually. Cross-sectional Study Cross-sectional studies are specially constructed explorations into a research question. The study collects data for a defined population. Cross-sectional studies happen once or for a short time. The aim of a cross-sectional study is to estimate the existence of a hypothesis in a given population. The researcher surveys information from a set of literature as a way of doing it as a secon dary research. The literature sample will be selected using keywords, the focus of the studies consulted, and the time of research or any other relevant criteria. In this case, the keywords will be performance appraisal and human resource management. The focus will be on the keywords and public organisations, while the time will be the last decade. The findings will then be summarised to give a description of the secondary data. Case Study A case study is an in-depth investigation into an event or organisation. Data is gathered from different sources. A case study relies on several methods of research. Therefore, a case study is a research that includes all or any other research methods, such as surveys. It can be a cross-sectional study too, given that this research will be based on RMRDC. A case study allows the researcher to investigate a topic in a detailed way that would be impossible when there are so many participants and too many variables. In this regard, a case study is on ly an approach, but it is not a research method. It uses typical research methods highlighted above (Bryman Bell, 2011). Multi Methods As the name suggests, multi-method research relates to the inclusion of two or more methods of research in one study. It mixes qualitative and quantitative data, methods and methodologies, or paradigms to arrive at a comprehensive finding that would be impossible or shoddily done with only one method or research tool. It can be simply the inclusion of different standpoints, and may use many methods and standpoints (Bryman Bell, 2011). Inductive Research The inductive research follows the inductive reasoning, where the intention is to provide significant evidence for a conclusion. Thus, the study provides evidence to support a conclusion, which makes the conclusion probable pending further research that can confirm or deny it. The evidence presented in the study will support a conclusion about performance appraisal and its application at RMRDC (Brym an Bell, 2011). Positivist Learning Positivist learning concerns the collection of information that is observable and classifiable. It leaves out internal meanings, motives, and feelings or emotions of individuals, and only concentrates on the explainable and observable facts. Therefore, positivist learning relies on statistical data to facilitate learning. In positivist learning, correlations of different variables matter (Bryman Bell, 2011). Ethical Considerations This study will explain its importance to the organisation in question as a way of gaining acceptance. The researcher will seek permission from the relevant authorities before proceeding with the research. Respondents will volunteer information and the only information collected in relation to identity will be demographic collected used for specified exploration tenacities only. Here, staffs at RMRDC will receive requests for research and have seven days to respond. There will be no incentives used to obtain informatio n. The expectation of the research is that all participants will provide accurate information without coercion. The participants will only access their responses and will not find any opportunity to know what other participants will answer. This option seeks to safeguard the job interest of participants and prevent any victimisation by colleagues, supervisors, or directors at RMRDC. Contingency Plan I have earmarked two directors for the interview and two chief scientific officers as alternatives in case the directors are not available for the research. The intention here is to use 20 questionnaires. Nevertheless, the researcher will commence an inquiry with 30 questionnaires presented to the Council. Conclusion It is important to understand the performance appraisal from a particular organisation’s context so that other practitioners can have a credible example to relate. Using a positivist learning approach, this research will contribute significantly to the existing litera ture on factors affecting the realisation of performance appraisal objectives in public organisations. Other than the meeting of research objectives, the shortfalls of this research could arise because of a small sample size and failure of participants to provide accurate information. However, the study will rely on professional conduct of the research process to increase its validity. References Armstrong, M., Baron, A. (1998). Performance management: the new realities. London, UK: Institute of Personnel and Development. Bach, S. (2004). Employee participation and union voice in the National Health Service. Human Resource Management Journal, 14(2), 3-19. Barry, J. M. (1997). Performance management: A case study. Journal of Environmental Health, 60(4). Web. Bryman, A., Bell, E. (2011). Business Research Methods (3rd ed.). Oxford University Press. Beam, G. (2001). Quality public management: What it is and how it can be improved and advanced. Chicago, IL: Burnham Publishers. Berman, E. M., Bowman, J. S., West, J. P., Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes and problems (4th ed.). New York, NY: SAGE Publications. Bryman, A., Bell, E. (2011). Business research methods (3rd ed.). Oxford, UK: Oxford University Press. Cash, J. (2010, May/June). Human resource management handbook. Harvard Business Review, 3. Chang, P.-C., Chen, S. J. (2011). Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management, 22(4), 883-901. DeVries, D. L. (1983, August 26). Viewing performance appraisal with a wide-angle lens. Web. Dimba, B. A. (2010). Strategic human resource management practices: effect on performance. African Journal of Economic and Management Studies, 1(2), 128-137. Downs, Y., Swailes, S. (2013). A capability approach to organizational talent management. Human Res ource Development International, 16(3), 1-15. Esu, B. B. (2009). A case for performance management in the public sector in Nigeria. International Journal of Business Management, 4(4), 98-105. Farndale, E., Kelliher, C. (2013). Implementing performance appraisal: exploring the employee experience. Human Resource Management, 52(6), 878 – 897. Galliers, R. (1991). Choosing appropriate information systems research approaches: A revised taxonomy. In R. Galliers (Ed.), Information systems research: Issues, methods and practical guidelines (pp. 144–162). Oxford, UK: Blackwell. Glaveli, N., Karassavidou, E. (2011). Exploring a possible route through which training affects organizational performance: the case of a Greek bank. The International Journal of Human Resource Management, 22(14), 2892-2923. Harper, S., Vilkinas, T. (2005). Determining the impact of an organisation’s performance appraisal management system. Asia Pacific Journal of Human Resources, 43(1), 76-97 . Lawler, E. E. (1994). Performance appraisal management: the next generation. Compensation and Benefits Review, 26(3), 16 –19. Pollitt, C. Bouckaert, G. (2004). Public management reform: a comparative analysis. (2nd ed.). Oxford, UK: Oxford University Press. Rao, V. (2004). Performance management and appraisal systems. New Delhi, India: Response Books, a division of Sage Publications. Ristow, A. (1998). Transformational leadership and organisational effectiveness in the administration of cricket in South Africa, Rhodes University, Faculty of Commerce. MSc Thesis. Web. RMRDC. (2015). Raw Materials Research and Development Council. Web. Saunders, M., Lewis, P., Thornhill, A. (2003). Research methods for business students. Harlow, England: Prentice Hall. Sinclair, D., Zairi, M. (1995). Effective process management through performance measurement: Part III-an integrated model of total quality-based performance measurement. Business Process Management Journal, 1(3), 50-65. doi :10.1108/14637159510103220 Waldman, D. (2011) Performance in organisations: Determinants and appraisal. Glenview: Scott, Foresman and Company. Watkins, R. (2007). Designing for performance, PART 3: Design, develop, and improve. Perf. Improv., 46(4), 42-48. doi:10.1002/pfi.124 This proposal on Performance Appraisal as a Tool for Achieving Organizational and Employee Development was written and submitted by user Melody Gentry to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

UFO essays

UFO essays Since childhood most people are attracted by the mystery enclosed by the universe. The bright stars, are they only shining lights? The planets, are they only colored circles? Indeed, the unreachable areas have always fascinated us. The ignorance of what our cosmos truly contains represents a sort of failure for humans s intelligence. Through their excerpt entitled Cosmic Loneliness(1991), Goldsmith and Owen debate the eventual existence of an intelligent life in the universe. Over this extract these authors combine diverse theories with the evolution of peoples thoughts to show how the majority of human beings ask themselves about their real history and about the actuality of other species. As Goldsmith and Owen, I think that peoples captivation towards UFO s (unidentified flying objects) is due to their feeling of loneliness in such a large space. According to Goldsmith and Owen, during a log time people were convinced by the idea that a divine power is leading he natural functioning of the world, and that this deific supremacy has the responsibility of the human being s operations. However, over the years people changed their mind and felt concerned by their destiny and their environment. This modification in peoples mentalities has increased our sense of pride, which means that humans clearly understood their actions weightiness on Earth. I believe that for Mankind, this innovative vision of the world created a feeling of isolation and solitude, this new reflection was called Cosmic Loneliness. Therefore people began to be engrossed by the extraterrestrials being. Besides, I am persuaded by the fact that as people feel alone, it makes them invent stories just in order to make their life more exiting. Indeed people who pretend having experiences with UFO s are general ...

E-marketing Essay Example | Topics and Well Written Essays - 2000 words - 1

E-marketing - Essay Example Web 2.0 helps to create websites that look and can act like desktop programs. The web2.0 space leads to the evolution of three distinct areas – user-generated content sites, social media applications and true online communities (Young, 2007). User-generated content also known as consumer generated media (CGM) reflects the expansion of media production through new technologies one of which is blogs. The term ‘weblog’ was coined in December 1997 by Jorn Barger in his â€Å"Robot Wisdom Weblog† (Johnson, 2007) although some claim that the earliest blog was the first web site created by Tim Berners-Lee in 1991 (Herring et al, 2005). Blog is the short form of weblog and blogs are commonly referred to as diaries and is not traditionally associated with formal library communication. The definition of blogs also differs and there is no consensus on what it actually is supposed to mean. While the Merriam-Webster Online refers to blogs as a website that contains online personal journal with reflections, comments and hyperlinks provided by the writer, Yahoo calls it a non-commercial website that contains dated log format with links to other websites. Edelson (2005) describes it in simple words as "just" a browser interface to web site publishing. This sort of publishing is easier for the user and different for the systems administrator. In other words blogs are basically websites where content can be added through a web browser. The user just has to type into the field and click and the blog is posted. Other features include automatic archiving of posts, a search engine, a calendar, timed release of postings, and perhaps most significant, commenting. Blogs also provide RSS (really simple syndication) Feeds. Websites also can provide this feed but blogs automatically refreshes it. Software is available to create and maintain blogs that are posted in reverse chronological order (Herring et al, 2005). The concept of blogging gained

Strengths And Weaknesses Of The Football Industry Assignment

Strengths And Weaknesses Of The Football Industry - Assignment Example Weaknesses of the Football Industry The football industry has problems with transparency in governance. There have been several issues of match fixing that goes against the doctrine of fair play. Match fixing is much common in highly competitive tournaments such as the World Cup, EUFA Champions League and the Premier League (Hopkins & Treadwell 2014, p. 117). In addition, there have been issues with buying new players and transfers where football clubs enroll underage players or evade taxes. Another weakness of the industry is overreliance on a single source of income. Football teams rely on funds from subscriptions of supporters. The situation implies that the financial position of teams is dependent on the number of tickets sold. However, ticket sales are not constant and are affected by several factors such as team performance, weather, and the economic situation. In this regard, football teams have an uncertain future unless the industry diversify its sources of income. The football industry is reliant on the media for coverage and publicity. This means that the industry must maintain good relations with the media. People who cannot visit stadia often follow matches through television. The media houses benefit from broadcasting the football content by paying the teams specified amounts of money. However, the media houses benefiting from the content desire more control in the sport (Chadwick & Hamil 2010, p.249). The industry can suffer greatly if there are wrangles with the media and may lose supporters.

Strategy Essay Example | Topics and Well Written Essays - 2500 words - 2

Strategy - Essay Example strategic decisions which an organization has to make relating to factors such as the direction of an organization in the long run, the scope of its activities, stakeholders’ values and expectations, responding to the ever changing business environment, building on its capability as a business entity, and acquiring a higher market share relative to its competitors. These decisions tend to be complex as they have to be made in an uncertain situation. The discussion section of this essay focuses on strategic management with respect to merger between two companies such as Cranberry and GreenHealth. The organization Cranberry is considered to begin its operations in the year 1980. The organization is the process of manufacturing beauty products. It experienced significant growth on a year on year basis. The organization is considered to be cash rich as compared to its numerous competitors. The company is on the lookout for opportunities to expand on a global scale and also to grow its core business and broaden its horizon. It seeks to identify such opportunities which complemented its existing business. GreenHealth is considered to be an organization which focuses on manufacturing of herbal supplements, minerals, and vitamins. The organization used to be bureaucratic in nature in a sense that it consists of a lot of processes. The average age of employees in the organization is considered to be over 45 years and many of its employees have worked for the company for their whole careers. GreenHealth is considered to develop its employees and promote them from within the organizat ion. The products that are manufactured by the organization are considered to be modern but the ethos is traditional and crafted. Employees of GreenHealth do not like change and are considered to do things the same way for about 100 years. It is considered as a source of pride for the organization and is not seen as a source of criticism. Both the organizations such as Cranberry and

The Coca Cola Commercial

The Coca Cola Commercial Coca-Cola has one of the most recognized brands in the world, and that recognition is due in large part to the companys careful marketing and branding efforts. In an Essence magazine, I noticed that the Coca Cola uses warm welcoming colors such as gold, brown, and orange to set the atmosphere. Also symmetry plays an important role in this advertisement. For instance, the props are equally matching on both sides the table around the cake. There is one woman in the center of the group as a focal point; all the other women have their heads tilted toward her. Clothes in this ad even have a pattern. First, the woman to the far right has a pattern shawl; the woman next to her left is wearing a solid color blouse. As we continue to examine each woman clothes, every other woman is wearing either solid color or a pattern shirt. Facial gestures are scripted as well; if we look closer on each side of the table two women give the same face expression with their nose up and month open. Another symmetrical trait is the women hair styles. Therefore the women that match facial expression also match with having long hair styles. The storyline is simple; it takes place at someone house in the kitchen. Friends gather around the table to celebrate a birthday. Skinny African American women are look happy and are laughing having a good time. Then the advertisement states in lower case letters, whos counting? Coca Cola make it real. Coco Cola ad is targeting African American women in their mid twenty to mid thirties and promising them that no one care about the calories, age doesnt matters, and y ou will have a good time because Coca Cola is the real taste of soda. Evidently, the brand being advertised in the ad is unmistakably Coca Cola, and the product being promoted is Coca cola can. The characters in the advertisement give a picture of young African American women, probably in their mid twenties to mid thirties celebrating a birthday party. Undoubtedly, the advertisement is specifically meant for them. According to Goddard, women in such an age group are faced with a couple of decisions to make, which include but are not limited to marriage, career status, and independence (121). Additionally, these women are usually faced with dietary and weight problems, matter that forces them to watch their eating habits more closely. It would seem unusual to see a woman in this age group celebrating some good moments without the company of men. This leads to majority of them being insecure, unhappy, and less confident. Conversely, the ad gives another scenario of the situation that is sure of attracting emotions. The women in the ad are all happy, as e videnced from the facial expressions and the celebration. Interestingly, they seem independent and able to treat themselves without help from any male presence. Pickton Masterson postulate, Coca cola products give a clear impression that it is the ideal drink for the occasion (15). The advertisers make of use hype to illustrate a certain impressions. Hype refers to vague and meaningless statements as such as Coca Cola Making It Real and no one is counting. This makes the whole scenario to sound good. Another attention-seeking hook towards the target market in the advertisement is the use of femininity and culture. The Coca cola ad is all-feminine with complete presence of females. Additionally, the setting of the advertisement is the kitchen, a place commonly associated with the female species. Robinson Warwick argue that gender stereotype is sure to capture the attention of the African American woman who loves to share issues affecting them during social settings such as in friends parties and social settings (50). The Coca cola can fit in properly to such a scenario given that they are all females celebrating a birthday party of one of their own. Culture is applicable in this situation given that the advertisement specifically targets females of African American origin. The feminine scenes of African American women depict the culture being targeted in the ad (niche marketing). Beauty is among the outstanding features of this Coca Cola ad in that images of average African American women are used to glamorize the whole scenario. Robinson Warwick goes further to claim that, Even if their ages can easily be categorized into a particular group, they still manage to give an impression of beautiful and happy African American women having fun (55). Additionally, the impression of beautiful and happy African American women does not necessarily tell anything regarding the Coca Cola product but all the same, the impression is capable of relaying emotional transfers about the product and making someone to feel good through influence and manipulation. According to Pickton Masterson, the technical effects in the advertisement that are key to adding the intended effects to the commercial (20). For instance, the camera angles made sure that all the necessary details in the advertisement had been given the desired perspective. Emphasis was provided by ensuring that the images were taken from a close-up angle. The set and setting was preferably the kitchen to give a feminine impression to the targeted audience. This in turn serves to generate an emotional impression to the audience that the product being advertised is ideal for their normal environment whereby independence can also be exercised. Accessories are featured mainly in the advert to promote an element of beauty to the Coca Cola product being advertised. The African American women featured in this advert are nice dressed as evidenced from their hairstyle, to stylish and elegant clothes, and jewelry (necklace and earrings). These accessories truly give images of beautiful women, an element that the target audience can easily associate. In the ad, the poses and clothes by the second and fourth persons are similar. Their necks of their clothes are both v-shaped, the color being the only differentiating thing. Moreover, they both wear accessories (earrings and necklace) to complement their beautiful appearance. The first and the last women seem to share some similarity as evidenced from their poses. Finally, the third (middle) woman seems to share the same amusement with the other women thereby completing a happy moments that they seem to be sharing. The Coca Cola product completes the celebrating mood by relaying the intended message of happiness and beauty. The whole advert is sure to persuade the target audience that they can be happy, attractive, and beautiful. The use of color in the advertisement helps in giving life to the situation. The golden color that seems to be illuminated by the lighting of the room completes the delightful moment typical of celebrations such as birthday parties. The candles, the cake, the table, and most of the elements in the background are matched to draw emotional attention. Additionally, the color matches with the golden and/or chocolate complexion of the African American characters in the advert. The scenario looks beautiful to the eyes and is likely to be associated by the targeted audience. The contents of the product are sure to fit in to the situation for it matches with the hair of the characters giving a matching effect to the elements in the advert. Again, beauty and happiness is a sure thing to be associated by the targeted audience. The message promoted in the commercial is simple, beautiful women are always happy. The slogan-Coca Cola make it real gives the message that if happens to the characters in the audience, it can also happen to them. Age is a major factor in the advert given that the target audiences are African American women in their mid twenties to mid thirties. Usually, such women are coupled with identity issues to do with their ages, social status, and independence. They are often mirrored by the society and are expected to have achieved something under their name. Leading on the list is marriage or family responsibilities. Additionally, they can never do anything without their motive being questioned. This includes but not limited to having fun and enjoying themselves. This advert promises to give them reassurance through the do not care attitude that nobody is counting and therefore they should have uncontrolled fun. Instead, they should have it real as it is just as portrayed by those consuming the advertised product. Conversely, advertising has a lot to do with conveying the intended message. This is attained by use of words that are capable of generating straightforward meaning without having to struggle much. Tomlinson emphasizes, Coca cola advert uses a mixture of signs, texts, and gestures to drive the desired meaning to the audience (65). Images of those featured in the Coca cola commercial contains some iconic qualities that the audience can easily associate. Those images belong to normal, average African American women enjoying themselves in a normal setting and it provides resemblance effects to the audience. Symbolic gestures and facial expressions give illusions of some people who are happy and it is clear that they are consuming the advertised product and happy altogether. Finally, the presentation of the Coca Cola advert can be categorized as being simple and compound. It is simple in the sense that most of the intended information is relayed on a neutral background (Tomlinson 71). The target audience is not only easily identified but also the product being advertised. Alternatively, it is characterized as being compound in the sense that it employs realistic pictures of African American women in straightforward situations. For instance, drinking is common during birthday celebrations and therefore Coca cola comes in handy. Additionally, it unusual of people in a celebration party to be sad and thusly, the women in this advert are portrayed as being happy. Strategy is also evident in the Coca cola avert. Firstly, the brand image takes the lead in the advert for the only evident brand in the picture is that of coca cola. The brand is fore grounded so that everyone can see. Goddard asserts, Generic and pre-emptive messages are included to persuade provide the audience with the necessary personalities (122). For instance, the messages whos counting and make it real are included in the advert add meaning to the brand image. The Coca cola commercial is sure to provide the targeted audience with the promise of improving their personalities by connecting concrete features of the product and the driving force.

Sweden :: essays research papers

History, Science and Technology, Justice, and Environmental Issues of Sweden During the seventh and eighth centuries, the Swedes were merchant seamen well known for their trade. In the ninth century, Nordic Vikings raided and ravaged the European Continent as far as the Black and Caspian Seas. During the 11th and 12th centuries, Sweden slowly became a united Christian kingdom that later included Finland. Queen Margaret of Denmark united all the Nordic lands in the "Kalmar Union" in 1397. Frequent tension within the countries and within the union gradually led to open conflict between the Swedes and the Danes in the 15th century. The union's final disintegration in the early 16th century resulted in a long-lived rivalry between Norway and Denmark on one side and Sweden and Finland on the other. During and after World War I, in which Sweden remained neutral, the nation benefited from the worldwide demand for Swedish steel, ball bearings, wood pulp, and matches. Postwar achievement provided the basis for the social welfare policies characteristic of modern Sweden. Sweden followed a policy of armed impartiality during World War II and currently remains independent. Sweden became a member of the European Union in 1995. Many of Sweden’s science and technology activities are carried out by the Embassy of Sweden’s Science and Technology office. The main mission of the Science and Technology Office is to help cooperation in research and development and other exchange of knowledge between Sweden and Japan. This is done by telling decision-makers in Sweden about developments in Japan, and by arranging study visits, workshops and other events. The office preserves widespread contact networks in Sweden and Japan, mainly with key persons and organizations involved in research and innovation in government, academia, and industry. Most of the activities of the Science and Technology Office are carried out within the framework of â€Å"programs† operated in close partnership with, and financed by, Swedish government agencies and other organizations with responsibilities in the particular area covered by a program. Current programs cover the following areas: (1) Information and Communication Technologies (ICT), (2) Life Sciences and Bio-industry, (3) Sustainable Development, and (4) Overall Development of Japanese Science and Technology Policy and Innovation System. Sweden is a constitutional monarchy with a parliamentary form of government. According to the Swedish Constitution, all public power derives from the people. Sweden's head of state, the King, has only ceremonial functions. The top branch of the national government is the Parliament, which has 349 members in one chamber.