Essay On The Journey In Heart Of Darkness - 769 Words

The movement in Heart of Darkness represents the journey in and out of literal and figurative darkness of the story. It represents the literal journey in and out of darkness because the main character describes the journey in and out of Mr Kurtz’ ivory cabin as the journey in and out of the ‘heart of darkness’. Another journey in and out of the darkness of the story is the moral darkness of the story when the main character makes more and more twisted decisions as the story goes on. The third journey in and out of darkness is in the reality of the story as the sun sets and the listeners can’t see the narrator, but they still listen to the story. The movement of the ship adds meaning to the story because it represents the literal journey†¦show more content†¦Hadnt he said he wanted only justice? But I couldnt. I could not tell her. It would have been too dark—too dark altogether. . . .† The last way movement adds to the meaning of the s tory is during the times when the actual narrator is describing what is happening while listening to Marlow’s story. Marlow’s story starts being told on a ship on the Thames in daylight. As the story is told, time passes (as it should) and the sun sets. By the end of the story, it is the middle of the night and the people listening to the story can barely see each other or Marlow at all and the ship that they are on hasn’t moved at all. The transition from day to night outside the story represents the listeners to Marlow’s story realizing how dark and twisted he actually is and the lack of actual movement on the ship in the Thames represents how Marlow has been this twisted since the beginning of the story. â€Å"Marlow ceased, and sat apart, indistinct and silent, in the pose of a meditating Buddha. Nobody moved for a time. We have lost the first of the ebb, said the Director, suddenly. I raised my head. The offing was barred by a black bank of clouds, and the tranquil waterway leading to the uttermost ends of the earth flowed somber under an overcast sky—seemed to lead into the heart of an immense darkness.† In conclusion, movement in Heart of Darkness adds meaning to the story in several different ways. The amount of physicalShow MoreRelatedEssay on A Journey into Darkness in Heart of Darkness1439 Words   |  6 PagesA Journey into Darkness in Heart of Darkness      Ã‚  Ã‚   Joseph Conrad, in his story, Heart of Darkness, tells the tale of two mens realization of the dark and evil side of themselves. Marlow, the second narrator of the framed narrative, embarked upon a spiritual adventure on which he witnessed firsthand the wicked potential in everyone.   On his journey into the dark, forbidden Congo, Marlow encountered Kurtz, a remarkable man and universal genius, who had madeRead MoreMarlow Journey in the Congo in Heart of Darkness by Conrad Essay712 Words   |  3 Pagespast as well as all the future† (109). The basis of Heart of Darkness is Marlows physical journey up the congo river to meet Kurtz. The main character Marlow goes through many physical and psycological changes from the beginning to the end of the story. In the beginning, Marlow is fairly innocent as he goes up the river, he gets closer and closer to Kurtz, and he moves closer and closer he learns more and more about the hearts of men and the darkness. When he eventually reaches Kurtz, Marlows perceptionRead MoreEssay on journeyhod Journey Motif in Heart of Darkness and Jasmine1046 Words   |  5 PagesJourney Motif in Heart of Darkness and Jasmine  Ã‚  Ã‚  Ã‚      In Joseph Conrads Heart of Darkness and Bharati Mukherjees Jasmine, the physical journey represents the setting for the psychological journey that both main characters undergo. Each stage of the journey is correlated to an emotional insight, and the implications are great enough to incur a change in the protagonists lives. Through the discovery of distant lands and foreign ideas, Marlow and Jasmine are prompted to look internally to findRead More Savage Journey in Joseph Conrads Heart of Darkness Essay927 Words   |  4 PagesHeart of Darkness:   Savage Journey  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Inherent inside every human soul is a savage evil side that remains repressed by society. Often this evil side breaks out during times of isolation from our culture, and whenever one culture confronts another. History is loaded with examples of atrocities that have occurred when one culture comes into contact with another. Whenever fundamentally different cultures meet, there is often a fear of contamination and loss of self that leads us to discoverRead MoreEssay on Feminist Theory in Heart of Darkness1199 Words   |  5 PagesMonsters in Heart of Darkness Joseph Conrad’s varying depiction of women in his novel Heart of Darkness provides feminist literary theory with ample opportunity to explore the overlying societal dictation of women’s gender roles and expectations in the late nineteenth and early twentieth century. The majority of feminist theorists claim that Conrad perpetuates patriarchal ideology, yet there are a few that argue the novel is gendered feminine. Sandra Gilbert and Susan Gubar claim â€Å"Conrad’s Heart of Darkness†¦penetratesRead More journeyhod Journey into Hell in Joseph Conrads Heart of Darkness953 Words   |  4 PagesThe Journey into Hell in Heart of Darkness      Ã‚   In Joseph Conrads novel, Heart of Darkness the environment is often symbolic as well as literal. The novel contains both the frame narrator, an anonymous member of the Nellie, representing the dominant society, and more importantly the primary narrator, Marlow, who too, is a product of the dominant society. For the novels narrator, Marlow, the journey up the Congo River to the heart of darkness is reminiscent of Guidos journey into hellRead MoreHeros in Heart of Dakness763 Words   |  4 PagesSharlyce Jones English 1301 November 22, 2012 Research Paper Word Count: Is there just One hero in Joesph Conrads â€Å"Heart of Darkness?† In the story â€Å"Heart of Darkness† there are a series of characters, but two particular men stand out; Marlow and Kurtz. Who is the hero; Marlow or Kurtz? Clearly both Marlow and Kurtz are the protagonists of the story; however, protagonist and hero are not always synonymous. Marlow is the hero in the traditional sense of the word, while Kurtz is the more modernRead MoreThings Fall Apart And Heart Of Darkness Analysis910 Words   |  4 PagesSociological Approach to Compare Chinua Achebe’s Things Fall Apart with Joseph Conrad’s Heart of Darkness In everyday life, we are always comparing, even subconsciously with even knowing it. When we compare things, we look at what the similarities are in said items such as a popular brand or a generic one. Comparing things such as two literary works, Things Fall Apart, by Chinua Achebe, and, Heart of Darkness, by Joseph Conrad, both have a lot of similarities that we will look at. In Things FallRead More Prejudice and Racism in Heart of Darkness? Essay872 Words   |  4 PagesHeart of Darkness: Racist or not?    Many critics, including Chinua Achebe in his essay An Image of Africa: Racism in Conrads Heart of Darkness, have made the claim that Joseph Conrads novel Heart of Darkness, despite the insights which it offers into the human condition, ought to be removed from the canon of Western literature. This claim is based on the supposition that the novel is racist, more so than other novels of its time. While it can be read in this way, it is possible to lookRead MoreHeart Of Darkness By Joseph Conrad1350 Words   |  6 Pagesyears, Heart of Darkness by Joseph Conrad was a treasured classic, with many honourable themes and messages, as the author reveals the true nature of humanity by following an European sailor’s journey through the dark jungles of Africa and down the river Congo, all while watching as his own humanity changes. As society has evolved, however, Heart of Darkness has come under scrutiny, as the language is quite racist. Chinua Achebe, writer of An Image of Africa: Racism in Conrad’s Heart of Darkness

The Health And Fitness Industry - 1217 Words

The Health and Fitness Industry generates over $80 billion globally with about 151.5 million members worldwide. Since 2009 the number of gym memberships have increased roughly 25% per statista.com. Due to these statistics combined with my past knowledge and work experience in the fitness industry I have decided to pursue a future venture idea in this industry. To help me further understand the ropes I reached out to celebrity fitness trainer and gym owner Gunnar Peterson. Although he doesn’t operate a large commercial gym location, Gunnar has made a name for himself as one of the most trusted trainers in the industry. Your Network is Your Net Worth Getting in contact with Gunnar Peterson is no easy task for most individuals; However,†¦show more content†¦Gunnar, sized him up to make sure he could keep up with his high intensity workouts. After agreeing to it, the individual asked how much he charges, Gunnar responded with â€Å"we will figure all that out when we get there.† Later that night he talked with his girlfriend and decided to take on the opportunity. Balancing his new client’s training sessions in-between his own personal workouts and work. A few days into it Gunnar started to receive more and more clients. It didn’t take long for Gunnar to realize that he was making more money training clients 3 days a week then he was making at the management company leading him to quit after just 10 days. Company Expansion and Pivots †¢ Started as a fulltime personal trainer working out of his car doing house calls. †¢ Client base expanded when a Chiropractor referred him clients. †¢ Decided that he needed to find a home base after he started to sing the jingle to KFWB news radio. †¢ Surveyed the area near his apartment for a gym to train his clients. †¢ Found a gym in Beverly hills to train his clients. 8 years later decided to train out of his home, after a year he purchased the home next door to turn into a gym. †¢ Purchased his first retail gym location with his wife. †¢ Lost his gym in a divorce, back to training clients at their homes. †¢ Found his current gym location and has developed a unique training environment bringing in highShow MoreRelatedA Study On Health And Fitness Industry1997 Words   |  8 PagesIn this article, I would like to touch upon a subject that is one of the most popular ones in the fitness industry. This post focuses on a macronutrient that enjoys a celebrity status in the fitness world and has definitely enjoyed the spotlight for a considerably long time. Yes, I am talking about PROTEIN PROTEIN The word protein is derived from the Greek word proteios which means primary or of prime importance. The name clearly shows how important this macronutrient is for us. ProteinsRead MoreCase Study : Health And Fitness Industry3211 Words   |  13 PagesRonak is a 25-year-old Indian American male with a bachelor’s degree in Finance and Operations Management. The current issue he is facing is whether to quit or stay in his current job as a National Sales Associate at a startup company in the Health Fitness Industry. Ronak reports a considerable amount of disappointment with his current job. The last few months have brought a lot of change in his life and his attitude towards his job. Not only are the working hours long but also, his boss has startedRead MoreFitness Industry General Information : Gym, Health And Fitness Club1451 Words   |  6 Pages Fitness industry general information: †¢ Gym, Health fitness club †¢ Personal Trainer service †¢ Sauna †¢ Meal and beverage Fitness industry trends: †¢ Yoga studio †¢ Technology system †¢ Clean foods delivery †¢ Mobile health applications Sources you used to find this information: †¢ articles and advertisements: Advertising on internet. Ex, Google searching fitness plan or YouTube searching fitness plan. †¢ clients and suppliers: †¢ Suppliers who can give you a useful information about diet. †¢ Ex, ClientRead MoreGym, Health Fitness Clubs in the Us Industry Report.P Essay13388 Words   |  54 PagesWWW.IBISWORLD.COM Gym,HealthFitnessClubsintheUS June 2011 1 Working out: Business will stay strong as demand from health-conscious consumers grows IBISWorld Industry Report 71394 Gym, Health Fitness Clubs in the US June2011 2 AboutthisIndustry 2 2 2 2 Industry Definition Main Activities Similar Industries Additional Resources 16 International Trade 17 Business Locations TaylorHamilton 30 KeyStatistics 30 Industry Data 30 Annual Change 30 Key Ratios 19Read MoreAn Analysis of the U.S. Health Club Industry in 2004 and the Role of Bally Total Fitness3120 Words   |  13 PagesAn Analysis of the U.S. Health Club Industry in 2004 and the Role of Bally Total Fitness Executive Summary Introduction The rise of the U.S. health club industry can be traced back to the 1980s and 1990s when the majority of health clubs emerged. By 2004, this $14 billion industry claimed 41 million members. Although the health club industry operated in a perfectly competitive market, several prominent key players gained largeRead MoreThe Usefulness And Limitation Of Porter s Five Forces Framework1523 Words   |  7 Pagesused in different industries for structural analysis and corporate strategy formulation (Wu, 2012). Porter’s five forces model is considered to be a basic idea to analyze the rules of competition in an industry and stress the important elements for the purpose of achieving a long-term competition attractiveness (Wu, 2012). The main purpose of this essay is to explain how Porter’s five forces framework for industry analysis determine the competition attractiveness of an industry through a case analysis:Read MoreFitness Industry982 Words   |  4 PagesIndustry Definit ion for Fitness Industry in Australia The fitness industry can be categorized into four fields which are fitness sites, fitness goods, fitness media and fitness services. These field elements do not work in isolation but in cooperation and competition. Hence, there are arrows interconnecting the various field nodes. 2.0 DENT-PC Analysis |Marco Force |Trend |Industry Impact |Opp or Treat Read MoreHealth Fitness924 Words   |  4 PagesHealth Fitness Industry Health and Fitness are a big aspect in the world today. This industry has had an incredible amount of growth over the past 30 years. The industry first became popular in the 1970 s, with the idea that it would not always be popular. Most Americans rate their physical and emotional health as a top personal priority. This industry has two major demographic groups; The Boomers and the Gen Y generation. The main reason why the Industry has grown and is still growing isRead MoreThe Usefulness And Limitation Of Porter s Five Forces Framework1445 Words   |  6 Pagesused in different industries for structural analysis and corporate strategy formulation (Wu, 2012). Porter’s five forces model is considered to be a basic idea to analyze the rules of competition in an industry and stress the important elements for the purpose of achieving a long-term competition attractiveness (Wu, 2012). The main purpose of this essay is to explain how Porter’s five forces framework for indust ry analysis determine the competition attractiveness of an industry through a case analysis:Read MoreThe Usefulness And Limitation Of Porter s Five Forces Framework1498 Words   |  6 Pagesused in different industries for structural analysis and corporate strategy formulation (Wu, 2012). Porter’s five forces model is considered to be a basic idea to analyze the rules of competition in an industry and stress the important elements for the purpose of achieving a long-term competition attractiveness (Wu, 2012). The main purpose of this essay is to explain how Porter’s five forces framework for industry analysis determine the competition attractiveness of an industry through a case analysis:

Design of a Hall Probe Pressure Transmitter Using Bellows Free Essays

Design of a Hall Probe Pressure Transmitter using Bellows as Sensor R. Sarkar, Animesh Ghosh, Lipika Ghosh and N. Mandal Asansol Engineering College Vivekananda Sarani, Kanyapur, Asansol-713305 E-mail: rajan_maa@rediffmail. We will write a custom essay sample on Design of a Hall Probe Pressure Transmitter Using Bellows or any similar topic only for you Order Now com, ghoshanimesh. ghosh63@gmail. com, nirupama_cal@rediffmail. com Abstract: Bellows, an elastic type pressure sensor is generally used as a local indicator. To transmit the signal of bellows to a remote distance some technique is needed. In the present paper a Hall probe sensor has been used to convert the bellows movement into voltage signal which can be converted into 4 – 20 mA current signal and transmitted to a remote indicator. It has been observed that the transducer and transmitter outputs against pressure have a very good linearity and repeatability. The necessary theoretical equations along with experimental results are reported in the paper. Keywords: pressure measurement, bellows, Pressure transmitter, Magnet, Hall Probe. I. INTRODUCTION Pressure is an important measuring and controlling technical parameter during industrial production process. In order to operate industrial production well, pressure should be accurately measured and controlled. Pressure can be measured in terms of absolute or gauge. The absolute pressure can be measured in terms of height of a liquid column in a manometer whereas the gauge pressure is measured by different types of sensors [1-4]. As for example bourdon tube, diaphragm, capsule, bellow element etc. operate as primary sensing elements for measuring positive or negative gauge pressure. The sensors like strain gauge, piezoresistance, LVDT, capacitive element, inductive element etc. ct as secondary sensors to measure positive or negative gauge pressure. The negative gauge pressure or vacuum pressure can also be measured by many other sensors like pirani gauge, ionization gauge, McLeod gauge etc. In industrial application it is required to transmit the measured pressure to a remote distance. Hence in a pressure transmitter, the change of sensor parameter due to the change of fluid pressure is co nverted into an electric or pneumatic signal by using a suitable transducer and that signal after amplification is transmitted to a remote receiver. Thus the pressure transducer is a vital part of any pressure transmitter and its performance determines the reliability of operation of the transmitter. Many works on development of reliable pressure transducer are still being reported by different groups of workers. B. Raveendran et al. [5] have designed and developed a MEMS based wireless modular pressure transmitter. A Bourdon tube based pressure transmitter unit using an improved inductance bridge network has been studied by S. C. Bera et al. [6]. Y. Ruan et al. 7] have developed a multipoint wireless pressure transmitting system composed of pressure sensor PTB203, A/D converter ADC0804, MCU STC89C52, wireless communication module CC1101, receiver module STC89C52, CC1101 and display module LCD1602. Zeng Mingru et al. [8] have developed a HART Protocol based intelligent pressure transmitter which is compatible with both analog and digital signals. K. Subramanian et al. [9] have developed MEMS type capacitive pressure sensor with s ensitivity of the order of few fF/ kPa. Universal frequency to digital converter (UDFC) technique has been used by S. Y. Yurish [10] to develop an intelligent digital pressure transducer. A multiplexed frequency transmitter technique has been used by R. Vrba et al. [11] to design a reliable pressure transducer using ceramic diaphragm. In the present paper, a hall probe based pressure measurement technique has been developed. In this technique a permanent magnet is placed on the tip of the bellows with the Hall probe sensor on the top of the outside fitting of bellows chamber as shown in Fig. 1. The movement of the bellows tip is measured by a hall probe sensor. With the change of pressure the distance between magnet and the hall sensor decreases and so the magnetic intensity at the sensor increases. The Hall sensor senses this increase of magnetic field intensity and accordingly its output voltage increases with the increase of pressure. This signal is nonlinearly related with the movement of float. But for very small movement of the bellows this voltage will be almost linear. The experimental results are reported in the paper. The block diagram of the proposed transducer is shown in Fig. 1. Necessary athematical equations have been derived to explain the theory of operation of the transducer as well as transmitter. A prototype unit along with the signal conditioner has been designed and fabricated. The experiments have been performed to find out the static characteristics of the sensor, transducer and transmitter. The experimental results are reported in the paper. A very good linearity and repeatability of results with adjustable sensitiv ity of the transducer has been observed. [pic] Fig. 1: Diagram of the proposed transducer along with float and hall probe sensor II. METHOD OF APPROACH In the present paper the pressure is sensed by a bellows. A magnet is placed on the top of the bellows. And the hall probe on the bellows chamber. The float movement of the bellows is converted into voltage by a hall probe sensor. Output voltage is amplified by an instrumentation amplifier INA101 and then converted into 4-20 mA current signal using signal conditioning circuit. This signal is then transmitted to remote station with negligible loss. Let the pressure is [pic] and the corresponding height of the bellows tip from reference is [pic]. In bellows the height of the tip is proportional to pressure and is written as [pic](1) where [pic] is the constant Now the distance of the hall probe from the magnet is [pic](2) where [pic] is the total length of the hall probe from reference. In the present work the magnet is selected to be a circular permanent magnet. Let the radius and width of the magnet be ‘[pic]’ and‘[pic]’ respectively. Hence magnetic field at the hall probe due to magnet is [pic](3) where [pic] is the constant depending on the pole strength of the magnet, its radius and permeability of air which are all constants. Since [pic] equation (3) is reduced to [pic] (4) [pic](5) The above equation is equally true for very low pressure also. Since at low pressure [pic], so equation (5) is reduced to [pic] (6) Now the output hall voltage [pic] of the hall sensor is proportional to [pic] if the current passing through the sensor be kept constant and hence it is given by [pic](7) where [pic] is the constant of proportionality. Hence from equations (5) (7) [pic] (8) or, [pic](9) where [pic] is another constant. Therefore from equations (1), (8) and (9), the output from hall probe is given by [pic](10) pic] (11) [pic](12) Therefore output is linearly related with pressure. III. DESIGN In the present design a cylindrical permanent magnet is selected of inner radius [pic], depth [pic], width [pic]. In our present design, [pic]. The output of hall sensor is amplified by INA101 based instrumentation amplifier. The gain of the instrumentation amplifier is set by external resistor R1. This output signal is first converted into amplified voltage signal [pic]in the range 1-5 volt D. C. and then into current signal[pic] in the range 4-20mA D. C. y a signal conditioner circuit as shown in Fig. 2. After calibration the output of the transmitter becomes 4mA when [pic]is 1 volt and pressure[pic]is zero psig and 20mA when [pic]is 5 volt and pressure[pic]is at maximum range [pic]of the bellows. Hence the transmitter voltage output[pic] in volt and current output[pic]in mA may be written as, [pic] (13) and [pic] (14) From (13) and (14), [pic] (15) where [pic]and [pic](16) [pic] Fig. 2. Block diagram of the proposed pressure transmitter using bellows element as sensing device pic] Fig. 3: Circuit diagram of hall probe based pressure indicator IV. EXPERIMENT The experiment is performed in two steps. In the first step, the proposed transducer was designed, fabricated and mounted on the outside cover of bellows chamber as shown in Fig. 1. The bellows with the above sensor was first fitted with a dead we ight tester and the dead weight of the dead weight tester was increased in steps and in each step the Hall voltage output is measured and the characteristics of the hall sensor based transducer unit is determined. The characteristic graph obtained by plotting Hall voltage against Pressure is shown in Fig. 4. Experiment was repeated both in increasing and decreasing modes for several times and the standard deviation curve for six observations is shown in Fig. 6. In the second step the output of the pressure transmitter is taken in terms of current signal and he characteristic is shown in Fig. 7. [pic] Fig. 4: Characteristic graph obtained by plotting Hall voltage against Pressure [pic] Fig. 5: Percentage deviation Curve of the Hall Probe based Pressure Transducer [pic] Fig. 6: Standard Deviation Curve of the Hall Probe based Pressure Transducer [pic] Fig. 7: Characteristic graph of hall probe based pressure transmitter V. DISCUSSION The characteristic of hall probe sensor is nonlinear in nature. But change of hall probe voltage is quite linear as shown in Fig. 4. The linear nature of the curve is due to the fact that the movement of the tip of the bellows for the entire pressure range is generally very small and hall probe voltage due to small change of distance between hall probe and magnet lies almost in the linear zone. The percentage deviation curves from linearity as shown in Fig 5 also indicate that the percentage deviation from linearity also lies within the tolerable limit. A very good repeatability of the experimental data was also observed as shown by the standard deviation curves in Figs. 6. The characteristic of the whole transmitter is almost linear as shown in Fig 7. The design of the system is very simple and the hall probe the permanent magnet are now available at a very low cost. Hence the cost of the pressure transmitter will be low. References: 1] J. P. Bentley, Principles of Measurement Systems, 3rd ed. Longman Singapore Publishers (pvt) Ltd. , Singapore, 1995. 2] E. O. Doeblin, Measurement System Application and Design, 4th ed. , McGraw-Hill, New York, 1990. 3] B. G. Liptak, Process Measurement and Analysis, 3rd ed. , U. K. Butterworth Heinman, Oxford, 1999. 4] D. M. Considine, Process Instruments and Control Hand Book, 2nd ed. , McGraw-Hill, New York, 1974. 5] Raveendran, B. ; Su bhash, K. M. â€Å"Design of modular pressure transmitter with wireless capability† IEEE Conference on Electrical, Electronics and Computer Science (SCEECS), 2012, pp 1 – 3 6] Bera, S. C. ; Mandal, N. ; Sarkar, R. â€Å"Study of a Pressure Transmitter Using an Improved Inductance Bridge Network and Bourdon Tube as Transducer† IEEE Transactions on Instrumentation and Measurement, Vol 60 , Issue 4 , Year: 2011 , pp 1453 – 1460 7] Yaocan Ruan; Minghao He; Shuran Song; Tiansheng Hong â€Å"Multipoint wireless pressure detecting system† 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC), 2011 IEEE Conference, 2011 , PP 4091 – 4094 8] Zeng Mingru; You Wentang; Qian Xin , â€Å"The development of intelligent pressure transmitter based on HART Protocol† IEEE Conference on E-Health Networking, Digital Eco systems and Technologies (EDT), Vol. , 2010 , pp 121 – 124 9] Kanakasabapat hi Subramanian, Jeffrey B. Fortin, and Kuna Kishore, â€Å"Scalable vertical diaphragm pressure sensors: device and process design, design for packaging† IEEE Sensors Journal. , vol. 6, no. 3, June 2006, pp. 618-622 10] S. Y. Yurish, â€Å"Intelligent digital pressure sensors and transducers based on universal frequency-to-digital converters† (UFDC-1), Sensors Transducers Journal. , vol. 60, no. 10, October 2005, pp. 432-438. 11] Radimir Vrba, Miroslav Sveda and Karel Marecek, â€Å"Pressure transducer with multiplexed frequency transmitter†, Slconi04 – Seoron for industry Conference, New Orleans, Louisiaiib, USA, 27th -29th January, 2004, pp. 07-10. How to cite Design of a Hall Probe Pressure Transmitter Using Bellows, Essay examples

Critical Evaluation on Performance Management Systems

Question: Discuss about theCritical Evaluation on Performance Management Systems. Answer: Introduction Performance management is a management tool that assists in the organizational strategy development with a futuristic long term focus. Performance management is applied to all employees with a vision to achieve maximization of both the future labor force potential and the current organizational potential (Hillgren Cheatham 2000). The need for effective performance management lies in the need of having a competitive edge over rival organizations in terms of productivity and labor force costs. The benefits of performance management range from the modeling of organizational human capital, talent development, channeling ability and competency to appropriate roles and creating value to employee skills. This paper is a critical evaluation on performance management system as a tool in the human resource field. The paper discusses on the effectiveness of various considerations that have to be considered in developing a performance management model for a 45-year-old not for profit organizati on that provides services to support groups, elderly citizens and young youths with disabilities. Critical Evaluation Job description plays a major role in the management and running of any organization. It becomes the point of reference when matters relating to performance are in question (Williams 2002). Job description and guidance also ensures that all the activities and actions that are to be carried out are done by the respective individuals and within the stipulated time. Additionally, this ensures that all the organizational targets are met using the stipulated outlines and channels. An organization handling young individuals with disabilities and also old members of the society has a dire need for a desirably structured job description for all the employees involved in the processes. It is clear that the organization has taken a good amount of consideration to provide all the staff employed with a detail breakdown of what they are expected of and the requirements they have to meet to perform the tasks to be assigned. Havin this in place ensures that only those individuals who are qualified in terms of educational achievement and practice experience are tasked to perform specific tasks (Ghorpade 2000). This also forms a strong basis through which hiring and promotional process are carried out. Besides this, all the staff develops an insight on how the tasks they perform has a connection to the organizational achievements on revenue and growth. Having the supervisors as guides and mentors to the employees is a strong strategy used by the organization as it ensures a seamless transfer of skills and experience to the junior staff from the more senior staff. This ensures a successful in job training process and delegation. Role profiling and matching within the organization is a sure way through which a perfect service delivery and performance is achieved throughout all its departments. Impacting a code of conduct among employees ensures that interactions between the employees and with the community that the organization serves uphold the image deemed fit for the organization. All employee and organizational interactions always have to be given both a legal and moral consideration (Cardy 2003). This is to ensure that there is a desirable professional relationship between the employees. The organization has adopted a strong strategy through which impacting the code of conduct and responsibilities on legal and moral concerns are achieved. Through the framework laid down by the organization, the employees ensure that they meet all that is required of hem. This ensures compliance with local and national regulations. In performance management, besides the targets that employees are given, how they meet the targets also have to be regulated to eliminate unscrupulous alternatives which the employees may engage in. According to Greguras et. al. (2003), performing risk assessments and having a laid down process for a risk management process is a strong way through which organization can impact on employee performance. Assessment on potential risks and their possible impact on the process has enabled the organization to formulate solutions in the event. It also ensures that such occurrences are arrested at the earliest notice possible. The organization has put down mechanisms through which risks can be assessed and be detected for amicable solution. This process ensures that in the event that a risk materializes, there is a well laid down framework that enables its management and eventual elimination. It also ensures that the organization has physical and structural firewalls to eliminate such. The organization has a laid down risk matrix for fast assessment and prioritization dependent on risk levels. There are risk levels laid down by the organization to assist in determining the procedures tha t are to be followed to determine the risk weight and subsequent steps to follow in addressing the risk. The regular review of the risk policies and procedures laid down on the schedules ensures proper and effective procedures for the risk potentials. The organization has laid down a process for talent and performance recognition among the employees to facilitate fair professional development and promotional purposes. The provision of professional development opportunities to the employees in the organization promotes on employee motivation and value due to the growth and development impacted on them. Performance reviews assists in helping individual employees identify their strengths and weakness for a given period to enable them improve on those particular areas and also to enable skills matching with the area of specialization (Shen 2004). It also enables the organization have the detailed picture of representation of all the employees in terms of skill set and performance index. Performance management systems enable the management to use such data gained from such activities to take decisive actions in line with performance levels. As such the organization acquires the desirable skill sets and mix to meet the needs it has in a ttending to the old and young youths with disabilities. In line, the organization is able to operate optimally while meeting all its targets and obligations. In job promotion is always a difficult task to achieve within organizations. It involves the assessment of all employees who have the potential to meet the requirements for the specific role and selecting the individual with the best skill set to fill the given position (Suutari and Tahvanainen 2002). This organization has ensured a seamless process through which employees are regularly assessed and the outcomes documented and backed up. The positions within the organization are also regularly assessed and updated. The process the organization takes in making use of the assessment information collected from the employees to perform appraisals ensures that the process is competitive and effective. Only the best individuals are promoted to occupy higher roles while the weaker employees are given time to improve and gain experience. The process eliminates favoritism and preselection which may in other words cause tension and discouragement among the employees. The employee is also consu lted to determine if he or she is comfortable with the proposed position. This makes the transition process very effective and fair throughout the various employment levels. The competitiveness nature of the process on excellence also encourages the employees to commit to their work to achieve better ratings. According to Walsh et. al. (2002), performance by employees are not always guaranteed especially where the number is large. Some employees always need to be placed on performance management plans and coaching programs to meet their performance targets and requirements. The organization has laid down a clear process through which the employees can access assistance and also ask for help from their seniors. This has been laid down to enable performance improvement by the employees. Through these process, the employees get a fair treatment to ensure attainment of the basic standards within their areas of work. The organization understands the need for constant mentoring and guidance for effective management and process execution. There are qualities that are driven and impacted on the employees on such processes to ensure success. In the event that an employee is not performing well having discussions with them enables the management identify problems which may be impacting on the negat ive performance. It also allows the management to come up with alternatives which can aid in the improvement in terms of performance by the individuals. In the event of persistence then the employee need to be monitored while placed on performance improvement plan to enable improvement in the performance which may be followed by dismissal if there is no sign of improvement. Having an employee representative in all these processes ensures that the employee receives a fair and equitable judgement while at the same time receive support. The organization in this manner eliminates the chances of employee victimization and misrepresentation which may cause unfair dismissal or warnings. The organization has ensured a complete participation of the employees in the construction of the employee development plan. In this manner, all the employees have a deep insight in to the development plan in line for professional growth. According to Weatherly (2004), through the participation, the management has been able to single out all the support and developmental needs that they need to provide the employee with. Strategies and courses which provide a clear means of meeting performance targets are also attained. The company also does regular feedback geared information collection to enable addressing emerging issues and also those that have changed to ensure in time control for all circumstances surrounding the organizational performance. Improvement on the employees are made a continuous process with trainings and team support provided at regular intervals. There are always cases of indiscipline and breach of codes of conduct which calls for disciplinary actions on the specific individuals. This calls for establishing guidelines and mitigations through which such occurrences are handled. The organization has put in place a counselling unit to assist with analysis and discussions in to different factors and issues which affect employee performance and behavior. The counselling units offer guidance and encouragements to the employees to lower risks of extreme pressure and emotional outbursts among the employees (Stanton 2000). The organization has also ensured that all employees who undergo the counselling process are provided with fair and natural justice principles in the process. In the event the condition is extreme and unacceptable, eventual termination is unavoidable. This occur in instance where an employee has breached ethics and conduct codes or in instances where the performance is poor even after further assistance. Prior dismi ssal, the alleged reason reported is investigated adequately while maintaining both equity and fair treatment of the employee. The employee has to be issued with a termination letter with a proper reason for termination. This safeguards the organization against legal reprimand on grounds of unfair dismissal. This also protects the organization in terms of compliance to employee social regulations. Documentation of employee performance records provides a number of benefits to an organization (Engelmann Roesch 2001). The documentation done assists in trend determination, challenge definition and goal setting for the employees. The management makes use of such documentations to enable improvement and determine weaknesses and strength for planning purposes. Driving people management among employees makes a process through which the management can model leadership skills, communication skills, culture and presentation skills. All these can be applied at different stages in the organization. Through these processes, organizations make an impact on performance and improvement while gaining control on the employee performance and behavior. Conclusion There are a lot of benefits that organizations engaging in people management gain as compared to those who do not. The practice has a great impact on performance both at the organizational and at the individual levels. People management also equips employees with the desirable skills and knowledge to enable the most desirable performance within their roles. An effective performance management system should be able to impact strong training, moral support, counseling and management practice to all employees in their specific roles. Performance management should not be limited to just employee assessment and monitoring (Lee et. al. 2004). It should have a long-term consideration on the employee professional development and growth including application of people skills in their roles. A performance management system should provide a clear structure of the leadership line in an organization while upholding teamwork among the employees. Where possible, the management need to develop profe ssional alignments which are geared towards promotion of collective organizational objectives and strategies. In this manner, development of effective improvements on team work and process efficiency can be attained. There is also a strong need to have a clearly laid down guideline on how the chain of command for the organization has been structured. This has provided all the staff with clear information on reporting and subordination process and promoting process accountability in an organization. Reference Cardy, R. L. 2003. Performance management: Concepts, skills, and exercises. Armonk, NY: M. E. Sharpe, Inc. Engelmann, C. H., Roesch, R. C. 2001. Managing individual performance: An approach to designing and effective performance management system. Scottsdale, AZ: WorldatWork. Ghorpade, J. 2000. Managing the five paradoxes of 360-degree feedback. Academy of Management Executive, 14(1), 140-150. Greguras, G. J., Robie, C., Schleicher, D. J., Goff, M. 2003. A field study of the effects of rating purpose on the quality of multisource ratings. Personnel Psychology, 56, 1-21. Hillgren, J. S., Cheatham, D. W. 2000. Understanding performance measures: An approach to linking rewards to the achievement of organizational objectives. Scottsdale, AZ: WorldatWork. Lee, J., Havigurst, L. C., Rassel, G. 2004. Factors related to court references to performance appraisal fairness and validity. Public Personnel Management, 33 (1), 61-78. Shen J. 2004. International performance appraisals: policies, practices and determinants in the case of Chinese multinational companies, International Journal of Manpower, Vol. 25, No. 6: 54763. Stanton J. M. 2000. Reactions to employee performance monitoring: framework, review and research directions, Human Performance, Vol. 13: 85113. Suutari V. and Tahvanainen M. 2002. The antecedents of performance management among Finnish expatriates, International Journal of Human Resource Management, Vol. 13, No. 1: 5575. Walsh P., Bryson J. and Lonti Z. 2002. HR capability and organisational agility in the New Zealand public and private sectors, Asia-Pacific Journal of Human Resources, Vol. 40, No. 2: 17792. Weatherly, L. A. 2004. Performance management: Getting it right from the start. SHRM Research Quarterly, 2, 1-10. Williams R. 2002. Managing Employee Performance: Design and implementation in organisations. London: Thomson Learning.