Marshall Plan Essay Example for Free

Marshall Plan Essay How important was the Truman Doctrine and the Marshall plan to the crystallization of Cold War Tensions in Europe in the years 1945-1951? When considering the crystallization of Cold War tensions in Europe one can not overlook the impact of both the Truman Doctrine and the Marshall Plan. Although events were often ‘a cycle of action and reaction which makes the identification of ultimate causes difficult and probably impossible’ both the Truman Doctrine and the Marshall plan signaled a turning point in relations between east and west Europe. The solidification of Cold War tensions in Europe is, for the sake of this essay, the point at which it was clear that relations between the United Sates and the Soviet Union were unsalvageable as their ideological differences became increasingly polarized. Although the Truman Doctrine and the Marshall Plan were considered by the American administration as ‘two halves of the same walnut’ to fully explore the consequences of the American policies one must look at them separately. The Truman Doctrine hailed in a new era for the US’s foreign policy through the definition of containment and the introduction of formal institutions such as the National Security Council, the Central Intelligence agency and the Department of Defense. This showed a move towards a more assertive foreign policy, arguably provoking the Soviet Union and escalating tensions between the two powers. Similarly the Marshall Plan’s encroachment on what the USSR saw as their sphere of influence through their offer of financial aid triggered a threatened Soviet Russia to intensify their authority over satellite states. Their dramatic actions in Czechoslovakia can be seen as evidence of the importance of the role the Marshall Plan played in escalating tensions in Europe as these events can be viewed as a direct consequence of changing US foreign policy. However to fully appreciate the complexities of the issues covered when looking at the development of Cold War tensions in Europe one must place these events in a wider contextual framework. To ignore the political, social or economic issues which form the background of this timeframe would be to oversimplify the issue. It is therefore imperative to look as the situation from both US and Soviet viewpoints whilst considering the issues the nations were dealing with domestically. By 1951 Europe was undeniably divided, with two power blocs emerging, east and west. Whilst the formulation of these tensions had originated from a shared history dating back to before the war, the culmination of these tensions is undeniably linked to both the Truman Doctrine and the Marshall plan as they ‘solidified divisions of Europe’. The Truman Doctrine, through the role it played in outlining the Soviet Union as the enemy and defining the American policy of containment, was a hugely significant step towards the crystallization of Cold War Tensions in Europe. The Truman Doctrine argued that, after Britain’s need to reduce its participation in aiding Greece, congress must ‘immediately extend financial aid’ because of the threat of ‘communist domination’. However, far from solely asking for economic and military aid for Greece and Turkey the doctrine took on the role of calling for the ‘global containment of communism’. The combination of a definition of the United States’ foreign policy towards communism and the demonstration of their commitment through action did help the move towards a divided Europe. Furthermore it solidified and defined the ideology upon which US foreign policy was made. A key consequence of the Truman Doctrine was the changes it caused in the United States’ decision-making process. As Painter explains, the support elicited for the strategy of containment meant that American administrations were ‘able to act on their beliefs about the relationship between politics, economics and US security’. This signaled an era in which the US would base their foreign policy around their capitalist ideology, one completely at odds with the Soviet Union. These beliefs were strengthened by the introduction of new governmental institutions such as the National Security Council, the Central Intelligence agency and the Department of Defense arguably moving towards a more ‘activist foreign policy’ presenting a clear threat to the USSR. Kennan, seen as the father of containment was a crucial figure in the emergence of Cold War tensions in Europe through his writings that inspired the Truman doctrine. Whilst looking at the effects of the Truman Doctrine it is imperative that we look at the role Kennan took in not only promoting containment as a strategy of foreign policy but also defining the Soviet Union. From Moscow Kennan sent the ‘Long Telegram’ suggesting that the USSR was an aggressive nation and that the only successful form of American foreign policy would be a long term strategy of containment. Kennan encouraged the US to view the Soviet Union as ‘inherently expansionist and aggressive’, in effect suggesting that the USSR should be seen as the enemy. While Kennan explained his actions as not ‘directed at combating communism but restoration of economic health’ in Europe it is clear that his constant rhetoric describing the Soviet Union as a threat that needed to be contained did much to not only encouraging domestic fear and anti communist views but also to provoke the Soviet Union into changing its foreign policy. Kennan would further influence the escalation of tensions through the role he played in the Marshall Plan. The Marshall Plan, like the Truman Doctrine, may not have intended to divide Europe, for a number of reasons this was the final outcome. Based around the ideas that ‘The seeds of totalitarian regimes are nurtured by misery and want’ the Marshall Plan was seen as necessary to avoid the spread of communism. The Marshall Plan was seen by the American administration as the ‘next important step against the perceived Russian threat’ as it was imperative to remove the misery and want which was rife in an economically ruined Europe. However, to the USSR the Marshall Plan was perceived quite differently, it was a western attempt to encroach on their sphere of influence. The Marshall Plan had far wider reaching consequences that simply supporting a recovering Europe economically. Through looking at the Soviet reaction to the Marshall Plan we see that it played a key role in the crystallization of Cold War tensions in Europe. The reaction to the Marshall plan by the Soviet Union marked a turning point in relations between east and west Europe as they served to split countries whose ideologies were drifting further apart. As the Marshall Plan was arguably the spark set off the chain of events it can be seen as hugely important in the crystallization of Cold War tensions in Europe. Whilst the Truman doctrine may have put a strain on relations between America and the Soviet Union the Marshall Plan as Myrdal, who guided the Economic Commission for Europe saw it, it would ‘secure the iron curtain and bring on war’. The Marshall plan therefore seems to have been the point at which Europe was split as it presented to the nations of Europe the choice between the two great powers and their ideologies. To revisionist historians such as Kolko the Marshall plan served the purpose of bringing Soviet fears to the fore and thus increasing tensions. It is clear that the Marshall plan ‘forced Stalin to reassess his stance towards East and West Europe’ which escalated Cold War tensions. Many revisionist historians will argue that the Soviet reaction to the Marshall Plan was one natural for a country that felt weak and under attack. It could be argued that the Marshall Plan in the eyes of the USSR was a concerted attempt by the United States to undermine Soviet influence in Eastern Europe. To Taubman and Kolko it is therefore clear that it was the Marshall Plan that sparked the escalation of tensions. Whilst it could be argued that this was not the case as the Marshall Plan was open to Soviet participation Crockartt shows that the US administration took steps to avoid communist participation in the plan. Kennan, who as aforementioned had been clear about his views on containment and the Soviet Union made sure that the plan ‘be done in such a form that Russian satellites would either exclude themselves†¦or agree to abandon the exclusive orientation of their economies’. This therefore encouraged divisions within Europe, as now there was a clear indication of whether or not the country subscribed to East or West ideologies. Furthermore many argue that the inclusion of Soviet states was due to a ‘desire not to invite the charge that the ERP was an anti-communist measure’ rather than a genuine offer of financial aid. One could therefore argue that it was not surprising that the plan caused tensions, as soviet inclusion was highly unlikely. The extent to which the Soviet Union felt threatened can be seen through actions taken as a result of the Marshall plan, seen by historians such as Gaddis as a turning point in the development of the Cold War. The Soviet Union now seemed to act on a wish to unite the communist parties around Eastern Europe through the introduction of organizations such as Comiform. The Communist information Bureau can be seen as an attempt by Stalin to bring the communist parties around Europe under more soviet control. Furthermore the Molotov Plan, seen by many as a Soviet version of the Marshall plan, aimed to provide financial aid for struggling economies that fell under soviet influence. The influence the Marshall Plan can be seen clearly through the introduction of the Molotov plan as it suggests that either Eastern European countries were so affected by their rejection of the Marshall Plan they needed a similar proposal or Stalin felt so threatened he felt the need to create his own version. However perhaps the most striking Soviet reaction to the Marshall Plan was the events that took place in Czechoslovakia in 1948. The impact can be illustrated in the fact that the only remaining non-communist leader in Eastern Europe was removed, shocking the United States and heightening the divisions between east and west, polarizing both powers. The Czech coup, in which the communist part, with strong Soviet support assumed total control over the Czech government and purged any non communist political figures. Furthermore the ‘Stalinization’ of both Czechoslovakia and Hungary’s societies due to fears brought about by the Marshall plan further intensified the differences between east and west. Through the introduction of the collectivization of farming, an emphasis on manufacturing and a suppression of opposition eastern European countries were forced to become more extreme in their politics, separating Europe and increasing Cold War tensions. The reaction by the US illustrated the impact of events in Czechoslovakia as they it aided the swift implementation of the Marshall Plan, the creation of West Germany and in under a year the creation of NATO. It is clear to see therefore that the Marshall Plan played a key role in escalating tensions between the east and west in Europe. However, these views have been challenged. Although the impact of the combination of the Marshall Plan and the Truman Doctrine was undeniable in moving Europe towards a period of Cold War tensions the extent of their impact is a source of debate. The importance of the Marshall Plan is undermined by a number of issues that show that although it may have played an important role in the crystallization of Cold war tensions in Europe it was by no means the only influence. Historians such as Crockartt will point out the fact that one needs to consider the fact that both nations had hugely differing political styles and circumstances. The Soviet Union entered this period with ‘enhanced prestige after playing a key role in defeating the Nazis’and possessed, through ruling communist parties, tight control over their sphere of influence. The United States however placed a much greater emphasis on the justification of their actions abroad through official documents and formal organizations, as they did not, as the communists did, have puppet rulers in foreign governments. Therefore it could be argued that these differences in political style were the truly important factors in the consolidation of Cold War tensions rather than particular events or policies. However, whilst the differing political styles may have been important these were long term issues that had a constant role in the diplomacy between the USSR and the US. It would be difficult therefore to argue that these played any decisive part in the crystallization of the tensions these differences helped to create. Therefore it could be argued that actions such as the announcement of the Marshall Plan and documents such as the Truman doctrine were the real cause of the solidification of these tensions. One must look at this period of time not just as a chronological series of events but place these events within the framework of the political, social and economic features also prominent at the time. Much of the post-revisionist historiography, with the benefit of hindsight, takes into account these complexities and sees the causes of Cold War tensions in Europe as far more diverse. When these issues are taken into account we see that there was a host of issues at the time all culminating to solidify Cold War tensions in Europe. As aforementioned the Soviet Union entered the period with a new identity, that of a great power of the world. Both the US and the Soviet Union had to react to this change of order and historians such as David Reynolds will even argue that the Cold War was inevitable given the shared history between the two powers. However although tensions may have been inevitable, as mentioned earlier, the solidification of these strains seems to revolve around the implementation of the Truman Doctrine and the Marshall Plan as they polarized the nations ideologies and pulled them further apart. As Crockartt explains revisionist historians view American economic expansionism for capitalist profits as at the heart of tensions between the United States and the USSR and it was the differences in the two nations ideologies that solidified divisions. American determination to keep ‘western Europe (as a) safe arena for international capitalism’ was the fundamental force of strains between the US and the Soviet Union. The wording of President Truman’s message to congress on March 12 1947 regarding US involvement in Greece and Turkey arguably shows the intertwined nature between American foreign policy and capitalist gains. In his address persuading congress to assist Greece and Turkey Truman refers to capital spent on the Second World War as an ‘investment’ in world freedom. The document makes it clear that, to the US administration economic stability and freedom from communism are inextricably linked. The Marshall Plan can hoever be seen as the manifestation of these ideologies and therefore this argument suggests the Marshall Plan had an even greater influence. Furthermore the importance of the Truman Doctrine in heightening Cold War tensions in Europe is called into question as Painter points out Stalin did little to significantly support the efforts of the Greek communists. Whilst some may argue that this because of the success of US aid, others would see it as undermining the significance of the Truman doctrine as Stalin only showed slight concern for the success of communist rebels in Greece. However this could be because of strains in Soviet relations with Yugoslavia being a greater priority that the potential of a Greek communist uprising. Furthermore although Soviet reaction to the Truman Doctrine may have shown reluctance to act on Stalin’s part, US actions in Greece, Turkey and Iran showed their ‘determination to maintain Western access’ to overseas trade zones. The Truman Doctrine and the Marshal plan played an undeniable role in escalating Cold War tensions between 1945 and 1951. Although they may not have formed the basis of these tensions, which had built up in the post-war years, they seem to act as the nail in the coffin for US/Soviet relations. One could argue that as a result of the definition of not only their differences, but also the definition of the Soviet Union as aggressive and expansionist, the Truman Doctrine waved in an era of hostility. The Marshall Plan further polarized European states as one either subscribed to Marshall aid, or didn’t, in effect the Iron Curtain was drawn. One must never overlook the issues that formed the basis of tensions between the US and the USSR as these similarly contributed to the crystallization of cold war tensions. At the crux of strains between the US and the USSR were the disparate ideologies the two nations held at the heart of their foreign policy and as a result the contrasting ways of looking at events and actions. This period sees the polarization of these ideologies and therefore the solidification between the two nations can be seen as inevitable. However, fundamentally the Marshall Plan and The Truman Doctrine provided a platform for these tensions to develop and escalate and because of this they were hugely important in the crystallization of Cold War Tensions in Europe. Bibliography: Primary Sources: President Trumans Message to Congress; March 12, 1947; Document 171; 80th Congress, 1st Session; Records of the United States House of Representatives; Record Group 233; National Archives. Secondary Sources: Crockatt, R., Fifty Years War: United States and Soviet Union in World Politics (London 1996) Barros, J., Trygve Lie The UN Secretary-General Pursues Peace, 1946-1953 (Illinois 1989) P.125 J. L., Gaddis, We Now Know: Rethinking Cold War History (1997) J. L., Gaddis, Strategies of Containment†¬: A Critical Appraisal of American National Security Policy During the Cold War†¬ (Oxford 1982)†¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬Ã¢â‚¬ ¬ Hogan, M. J., The Marshall Plan: America, Britain, and the Reconstruction of Western Europe, 1947-1952 (US, 1990) Review by Charles S. M., in American Visions and British Interests: Hogans Marshall Plan Kolko, G., The Limits of Power: The world and United States Foreign Policy, 1941-1949 (1970) Painter, D. S., The Cold War: An Interdisciplinary History (London, GBR) Taubman, W., Stalin’s American Policy: From Entente to Dà ©tente to Cold War (New York 1982) p.172-3

Exploring Walt Disney World Tourism Essay

Exploring Walt Disney World Tourism Essay What is the largest and most visited resort in the world? Walt Disney World, Orlando, Florida is the largest and most visited place in the world. The Walt Disney World Resort contains a variety of places to visit. Disney World offers four famous theme parks, two water parks, along with many other Disney themed attractions. Walt Disney World has five golf courses total. Four of which are 18-hole courses. Those courses include, Disneys Palm Golf Course, Disneys Mangolia Golf Course, Bonnet Creek Golf Course, and Lake Buena Vista Course. Three of those courses are on the PGA Tour. Disney also offers one 9-hole course called Disneys Oak Trail Golf Course. The golf courses offer golf carts for guests to use. Fantasia Gardens and Winter Summerland are two of Disneys miniature golf course. Walt Disneys water parks include Typhoon Lagoon, and Blizzard Beach. Disneys Typhoon Lagoon has the largest outdoor water park in the world. Typhoon Lagoons mascot is called Lagoona Gator. The legend of this park is, a typhoon came and flung fishing supplies, surfing gear, and ships all around the park. In the middle of the park is a shrimp boat, Miss Tilly. The shrimp boat is on a mountain that gushes water out every half hour for a waterfall. This park offers raft rides, waterslides, a wave pool, and even a shark reef. Teens and adults can go snorkeling with stingrays and sharks at shark reef. Typhoon Lagoon offers rides for the whole family. Such rides at Typhoon Lagoon include Crush N Gusher which is a roller coaster water slide. Also there are single person flume rides known as Keelhaul Falls and Storm Slides. Mayday Falls is a curvy fun inner tube ride. There is also Castaway Creek, which is an inner tube ride that goes all through the park. This park offers a lot of excitement for guests to have fun in. Blizzard Beach is the other water park at the Walt Disney World Resort. It is one of the most unique water parks. The legend of this park is that huge snowstorms lead to the constructing of a ski resort that didnt happen because the snow didnt last long. As the resort was closing an alligator was spotted sliding down a flume. The ski resort was made into a water park with the alligator named Ice Gator as the mascot. This park has one of the largest free falling slides in the world. Many of the slides are from Mount Gushmore. Mount Gushmore is the fifth highest point in Florida. Blizzard Beach also has a ride called Teamboat Springs which is one of the longest family raft rides. Walt Disney has four theme parks that are very well-known. Disneys parks include, Magic Kingdom, Animal Kingdom, Disneys Hollywood Studios, and Epcot. There are always parades or shows involving Disney characters for children and adults to enjoy. Disney characters are almost everywhere you look at the parks to take pictures with the guests. Every park has Disney related shops and restaurants. Magic Kingdom is the most visited park in the world. The park is represented by Cinderellas Castle. Magic Kingdom includes seven magical lands. The lands include, Adventureland, Frontierland, Liberty Square, Main Street USA, Fantasyland, Tomorrowland, and Mickeys Toontown Fair. Magic Kingdom has many Disney movie themed rides for the whole family. This park contains some of the famous rides such as Splash Mountain. Adventureland is themed to resemble jungles in Asia, Africa, Middle East, and South America. The Pirates of the Caribbean ride is at this part of Magic Kingdom. At Adventureland take a magic carpet ride on The Magic Carpets of Aladdin. Also guests can find the Swiss Family Robinson Treehouse at this section of Magic Kingdom. Attractions such as Splash Mountain and the Country Bear Jamboree can be found in Frontierland. Frontierland is the more western part of the park. Tom Sawyer Island is a place that Walt Disney actually designed. Liberty Square contains the Haunted Mansion and the Hall of Presidents. It is based on an American Revolutionary town. Guests can dance with Goofy and characters from Toy Story 2 at Goofys Country Dancin Jamboree. Main Street USA is the most popular area of Magic Kingdom. Many shopping areas and restaurants are found there. Cinderellas Castle stands at the end of Main Street. The Bibbidi Bobbidi Boutique is a major attraction for young girls to get made over into a princess at Cinderellas Castle. Many of parades happen sporadically at this part of the park. Fantasyland is based on a carnival theme. Fantasylands main attractions include, Dumbo the Flying Elephant, its a small world, Snow Whites Scary Adventures, Mad Tea Party, and The Many Adventures of Winnie the Pooh. Mickeys PhilharMagic is popular here, its a 3-D adventure. Tomorrowland features the well-known ride, Space Mountain. Also guests can interact with Toy Story characters at Buzz Lightyears Space Ranger Spin. Mickeys Toontown Fair is the last of the seven lands at Magic Kingdom. This part of the park is exciting because it contains places that belong to the characters. Guests can meet Tinker Bell and her fairy friends at Pixie Hollow. At Toon Park guests can interact with Chip and Dale. Guests can walk through Minne Mouses home in this section of Magic Kingdom. Mickeys house is also at this part of the park. Donalds Boat is another attraction here. One of Disneys other parks is Animal Kingdom. This is the newest park; it is also the largest Disney theme park in the world. Animal Kingdom allows animal encounters along with live entertainment. This park is themed around animals. The park contains 250 different types of animals making the park have more than 1,700 animals. Animal Kingdom has seven different areas which include, Oasis, Discovery Island, Camp Minnie-Mickey, Africa, Rafikis Planet Watch, Asia, and Dinoland. The Oasis is the main entrance to Animal Kingdom. This is where guests can encounter with animals such as wallabies, spoons, ducks, and giant anteaters. Rainforest Cafà © is a big attraction at Oasis. It is an animal themed restaurant that has a welcoming environment. The parks Tree of Life is found at Discovery Island. Discovery Island is a main part of Animal Kingdom because it connects to all of the parts of the park besides Rafikis Planet Watch. The parks largest shops and restaurants are located at Discovery Island. Another main attraction of the section of Animal Kingdom is, Its Tough to be a Bug. Mickey and Minnie can be found at Camp Minnie-Mickey. At this section of the park there is a theatre that features The Festival of the Lion King. Africas main attraction is the Kilimanjaro Safaris. Guests will be able to see giraffes, hippos, elephants, and wild animals on the safari. Guests take a Wildlife Express Train to learn about animal habitats on Rafikis Planet Watch. Around that area there is a small petting zoo for people to interact with the animals. Another part of Animal Kingdom is Asia. Asia contains the Maharajah Jungle Trek that guests can go through forests and see tigers, fruit bats, and komodo dragons. There is a river rapid ride located in Asia. There is also a roller coaster through the Himalayas at Expedition Everest. Dinoland has a Bone yard for kids to play in along with carnival games and gift shops. There are family rides and a roller coaster in this area of the park. One can also find Finding Nemo The Musical here. Another Walt Disney Park is Disneys Hollywood Studios. It is represented by The Sorcerers Hat, which is a symbol from the film Fantasia. This park is slightly different from the other parks because it is set up differently. It contains numerous amounts of buildings and streets. There is no defined layout. The park consists of six different areas that are, Hollywood Boulevard, Echo Lake, Streets of America, Animation Courtyard, Pixar Place, and Sunset Boulevard. Hollywood Boulevard is Hollywood Studios main entrance. There are venues everywhere you look selling Disney items. Live entertainment is always happening at this part of the park. There is a replica of the Chinese Theater that contains The Great Movie Ride inside of it. The Great Movie Ride is a dark ride that features old movies such as The Wizard of Oz. Another part of Hollywood Studios is Echo Lake. It is a small oval shaped lagoon with attractions such as The American Idol Experience and Hall of Fame Plaza. Another attraction at Echo Lake is the Indiana Jones Epic Stunt Spectacular! Kids can interact with plants and toys at the Honey I Shrunk the Kids Movie Set Adventure at Streets of America. This area of the park is where a lot of stunts are performed. Disneys Toy Story Plant Pizza Arcade is at this area as well. Animation Courtyard is where guests can meet Disneys Pixar characters. Playhouse Disney and the Voyage of the Little Mermaid are live performances at Animation Courtyard. At the Pixar Place the attraction is Toy Story Midway Mania!, which contain all of the Toy Story characters. Guests are able to see animations in movies. Last but not least, Hollywood Studios Sunset Boulevard contains the Twilight Zone Tower of Terror and the Rock and Roll Roller Coaster. Sunset Boulevard also features Beauty and the Beast Live on Stage. Walt Disney Worlds final theme park is Epcot. Epcots icon is Spaceship Earth. This park is focused on international culture and technological innovation. This park only has two sections which are, World Showcase, and Future World. This park is twice the size of Disneys Magic Kingdom. Epcot has a variety of attractions from just a simple boat ride to fast thriller rides. Epcot has Kidcot stations which offer creations of one-of-a kind souvenirs. World Showcase contains 11 pavilions that represent different countries. Every pavilion has shops and restaurants that resemble their culture. The pavilions include Mexico, Norway, China, Germany, Italy, The American Adventure, Japan, Morocco, France, United Kingdom, and Canada. An attraction at World Showcase is the Kim Possible World Showcase Adventure. The Kim Possible World Showcase Adventure is in most pavilions. It is an electronic scavenger hunt using a type cell phone, presented by Verizon Wireless. At the Germany pavilion characters from Snow White make appearances. In addition to Italy features Pinocchio characters. The Great American pavilion features all of the flags throughout the history of the United States. Guests take a tour through American history at this pavilion. The France pavilion shows a replica of the Eiffel Tower. There are shops that sell French items. Disneys Beauty and the Beast make frequent appearances at the France pavilion. Characters from The Aristocats along with The Hunchback of Notre Dame also make appearances at France. The United Kingdom has a Beatles tribute band known as The British Invasion who performs frequently there. In stores at this pavilion you are able to find Beatles souvenirs. Characters from Alice in Wonderland, Winnie the Pooh, Mary Poppins, and Pirates of the Caribbean are usually at this part of World Showcase. Canada is a more outdoor pavilion. Characters from the Disney film, Brother Bear, appear in this pavilion. The other section of Epcot is called Future World. Future World also has many pavilions. The pavilions of Future World are Spaceship Earth, Innoventions, Universe of Energy, Mission: SPACE, Test Track, The Seas with Nemo and Friends, The Land, and Imagination. The pavilions explore innovative technology. Each pavilion is sponsored by a corporation who helped fund its construction. Spaceship Earth is one of the most known and recognizable structures that the Walt Disney World Resort has. It takes guests on a time machine experience that shows advancement in human communication. It has a timeline from how humans used to be, to how they are now. A German company called Siemens sponsors Spaceship Earth. Another pavilion in Future World is Innovations which deals with advancements in everyday life. The Great Piggy Bank Adventure, Club Cool, Segway Central, and SlapStick Studios are some of the exhibits this pavilion has to offer. Universe Energy itself was the attraction. It talked about battery powered cars and natural gas, petroleum, coal, and natural gas. Mission: SPACE is a motion simulator ride; it gives off the feeling of an astronaut. Future Worlds Test Track is sponsored by General Motors. Guests can actually drive the test cars around the track. The cars maximum speed is 64.8 miles per hour. Next to Disneys Rock and Roll Roller Coaster, this is the fastest attraction Disney has made. The Seas with Nemo and Friends is a pavilion based on underwater discovery. It is the largest man-made underwater exhibit in the world. Attractions at this park include, Talk with Crush where kids can ask questions about the sea. The Land is a pavilion to show how we can use our land or destroy it. Nestle sponsors this part of Future World. The Circle of Life is performed here, from the film The Lion King. Eastman Kodak sponsors Imagination. An Attraction at Imagination is Honey I Shrunk the Audience. The four parks are similar yet different. They each have different aspects and features about them. Each park has different icons and a different set up. They are alike because they all are Disney themed and have rides, shops, and food. The Disney parks are some of the most visited parks in the world. After all of the parks are closed there is Downtown Disney. Downtown Disney is opened to the public. Downtown Disney is an outdoor shopping, dining, entertaining area. It has three sections, Pleasure Island, Marketplace, and West Side. The Marketplace has a lot of shopping places that include, Lego Imagination Center, Once upon a Toy, and Goofys Candy Company. The Marketplace has the largest Disney character store in the world. Disneys West Side has many large stores and nice restaurants. Attractions such as Planet Hollywood, The House of Blues, and Wolfgang Puck Cafà © can be found here. Outdoor beverages and food can be found at Pleasure Island. The Orlando Harley Davidson is located at Pleasure Island. Also there is a lot of dancing that goes on at this part of Downtown Disney. One of the main attractions at Downtown Disney is Disney Quest. Disney Quest is an indoor interactive theme park. It offers five floors of fun entertainment. The genie from Aladdin is the parks unofficial mascot. On the first floor the attractions are a Virtual Jungle Cruise where guests may get wet while dodging dinosaurs, and Pirates of the Caribbean where guests search for gold. The second floor features Sids Create a Toy from Toy Story where guests can make a toy then later purchase it. Radio Disney Song Maker allows guests to make a song and later purchase it. In addition to Living Easels, guests can draw something on them and later buy it. Guests can try to find the genie and collect gems on Aladdins Magic Carpet Ride. The third floor of Disney Quest contains Buzz Lightyears Astro Blaster which is bumper cars and Mighty Ducks Pinball Slam which is a giant pinball game. The fourth floor is a comic adventure. The fifth floor resembles the fourth floor. Disney Quest also has games such as Pac-Man, Donkey Kong, and many other arcade games. They also have games like skee ball and air hockey. They also have photo booths and claw machines. There are over 20 Disney themed hotels within the Walt Disney Resort. There are different categories of the hotels which include, moderate, deluxe, campgrounds, value, and club villas. Most of these hotels contain a pool, shops, variety of food, room service, arcades, and playgrounds. Disney hotels are fun themed such as Disneys All Star Movie Resort has characters from 101 Dalmatians and Toy Story. Pop Century hotel has Play-Doh and Rubiks Cube figures to show the hotels toy, catch phrase theme. All Star Sports Resort has large statues of sports like basketball or cheerleading to make guests feel the sport theme. Disneys Animal Kingdom Lodge has fun features like Pumbaas Fun Games Arcade where guests can play new and classic games. Another feature this hotel has Hakuna Matata Playground where kids can play all day next to the flamingo habitat. At Disneys campgrounds guests can go horse-back riding, fish, enjoy Mickeys Backyard Barbeque, get involved with water activities, and sing with Chip and Dale at the fire. The Disney hotels are fun and have everything in them to accommodate guests the best they can. The Walt Disney World Resort would not be here today if it wasnt for Mr. Walt Disney himself. Walt Disney has inspired many of people. Walt Disney changed the lives of many people. He changed the entertainment business. He was a magical person. He has touched the hearts of children along with adults. Who knew that by starting out drawing cartoons that Disney would have came this far! He always had a dream of owning a theme park. Walts dream came true. Walt is popular all over the world. He loved history, and slowly introduced us to the future. He is a legend of the 20th century. He won seven Emmy Awards, fifty-nine Academy Award nominations, and twenty-six Oscars. How did Walt get where he is today? Walt Disney was born on December 5, 1901. He had three brothers and one sister. In Walts younger days he would sell paintings to local people to make extra cash. Instead of doing his school work, Walt would doodle sketches. He went to college to study art and photography. At night he attended a place to better his drawing abilities. Walt always had a thing for nature and wildlife. Walt was even involved in acting. He would sneak out at night just to go perform somewhere. Walts father was somewhat stern at times. Walts mother and brother, Roy urged Walt to pursue his dreams. Walt was rejected because of young age from the military. He then went to France with the Red Cross. His ambulance had images of Disney cartoons on it. When Walt came back from France, he focused on comical art which led to animation. He produced short animations for local places. When Walt ran out of money, he packed up with The Alice Comedies and went to Hollywood. Walt married Lillian Bounds, an employee in 1925. They later had two daughters. He was not the typical Hollywood star. He didnt care for socializing; the people that knew Walt were his family. Soon after Lillian and Walt got married, Walt created Mickey Mouse. Mickey Mouse first made his appearance in Steamboat Willie. Steamboat Willie was the worlds first cartoon with sound. Walt produced the first colored cartoon known as, Flowers and Trees. Moving on, in 1937 Walt produced the first full-length animated film, Snow White and the Seven Dwarfs. This film is a classic, and is still popular today. Right after Snow White came out, an unexpected death of Walts mother took place. This was one time Walt showed emotion. Disney was hard at work and within five years he produced more full-length films such as, Pinocchio, Dumbo, and Bambi. In 1955, Disneys dream of the amusement park came true. Disneyland was opened. After it opened, Walt Disney expanded. More and more parks popped up. Walt Disney died of lung cancer December 15, 1966 right before the Walt Disney Resort was opened. Walt Disney has changed the world today. New Disney movies keep coming out. Walt Disney created something that will never end. He was a true hero.

Major Internet Applications

Major Internet Applications It is traditionally the most significant and remains the most commonly employed. This illustrates the simple structure in which client processes cooperate with individual server process in separate host computers in order to access the shared resources those they mange. Servers may in twist be clients of other servers, as the figure indicates. For example, a web server is frequently a client of a local file server that manages the files in which the web pages are store. For the applications discussed in Exercise 2.1 state how the servers cooperate in providing a service. Web servers and most other Internet services are clients of the DNS service, which translate Internet Domain Names to network addresses. Also, search engines, which enable users to look up summary of information obtainable on web pages at site all over the Internet. A search engine is a web server that responds to client requests to search in its stored indexes and (concurrently) runs several web crawler tasks to build and update the indexes. What are the requirements for synchronization between these concurrent activities? What happen are the server tasks (respond to user queries) and the crawler tasks (making request to other web servers) are completely independent because there is small need to synchronize them and they may run concurrently. In reality, atypical search engine would normally include many concurrent threads of execution some serving its clients and others running web crawlers. The host computers used in peer-to-peer systems is often simply desktop computers in users offices of homes. What are the implications of this for the availability and security of any shared data objects tat they hold and to what extent can any weaknesses be overcome through the use of replication? List the types of local resource that are vulnerable to an attack by an untrusted program that is downloaded from a remote site and run in a local computer. Network communication the program might attempt to create sockets, connect to them, and send messages .Access to printers. It may also impersonate the user in various ways for example: sending receiving email Objects in the file system for example files, directories can be read/written/created/deleted using the rights of the local user who runs the program. Mobile agent is a running program (including both code and data) that movements from one computer to another in a network transport out a task on someones behalf, such as collect information, finally returning with the results. A mobile agent can make many invocations to local resources at each site it visits for example, access individual database entries. Give some examples of applications where the use of mobile code is beneficial. Applets one example of mobile code which means: the user running a browser selects a link to an applet whose code is stored on a web server so the code is downloaded to the browser and runs there Accessing services which mean: running code that can invoke their operations. What factors affect the responsiveness of an application that accesses shared data managed by a server? Describe remedies that are available and discuss their usefulness. When the client accesses a server, it makes an invocation of a process in a server running in a remote computer. These things that affect the responsiveness: Server overloaded, Latency in exchanging request and replies, Load on network. The use of reserve helps with all of the above problems. In fact client reserve reduces all of them. Proxy server reserve helps with duplication of the service also helps with the use of lightweight communication protocols helps with. Distinguish between buffering and caching. Buffering: a method for store data transmit from a sending process to a receiving process in local memory or disk storage until the receiving process is prepared to use it. For example, when reading data from a file or transmitting messages during a network, it is useful to handle it in huge blocks. The blocks are held in buffer storage in the receiving process memory space. The buffer is free when the data has been used by the process. Caching: a technique for optimizing access to isolated data objects by hold a copy of them in local memory or disk storage. Accesses to parts of the remote object are translated into accesses to the related parts of the local copy. Unlike buffering, the local copy may be retained as long as there is local memory obtainable to hold it. A cache management algorithm and a release policy are wanted to run the use of the memory allocated to the cache. Give some examples of faults in hardware and software that can/cannot be tolerated by the use of redundancy in a distributed system. To what extent does the use of redundancy in the appropriate cases make a system fault-tolerant? Hardware faults processors, disks, and network connections can use redundancy for example: run process on multiple computers, write to two disks, have two separate routes in the network available. Software bugs, crashes. Redundancy is not high-quality with bugs because they will be replicated. Replicated processes help with crashes which may be due to bugs in unrelated parts of the system. Retransmitted messages help with lost messages. Redundancy makes faults less likely to occur Consider a pair of processes X and Y that use the communication service B from Exercise 2.14 to communicate with one another. Suppose that X is a client and Y a server and that an invocation consists of a request message from X to Y (that carries out the request) followed by a reply message from Y to X. Describe the classes of failure that may be exhibited by an invocation. An invocation may suffer from the following failures: Crash failures: X or Y may crash. Therefore an invocation may suffer from crash failures. Omission failures: as SB suffers from omission failures the request or reply message may be lost. Describe possible occurrences of each of the main types of security threat (threats to processes, threats to communication channels, denial of service) that might occur in the Internet. Threats to processes: not including authentication of main and servers, a lot of threats exist. An enemy could access other users files or mailboxes. Threats to communication channels: IP spoofing sending requests to servers with a false source address.

Political Views Essay -- Politics Government Ideologies Essays

Political Views â€Å"Which political side are you on?† You probably heard this question before and said you really didn’t know. I really didn’t know what political side I was on before I did some research on the three major political philosophies; Liberalism, Libertarianism, and Conservative. The civic stance I agree with the most is the liberal’s point of view. Liberals protect; individual rights to choose, government programs like Medicaid and welfare that help the needy, and that sex education programs that teach safe sex and prevent teen pregnancy.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The liberal philosophy is the one I agree with the most. Liberals believe that the federal government should protect individual liberties and promote the general welfare. Contemporary liberalism is rooted in the Declaration of Independence as well as social and economic programs that began in the 1930’s and extended into the 1960’s. Today’s liberal tends to value individual rights and to be wary of restrictions on personal behavior. Equality is very important to liberals. Liberals believe that everyone should be treated equally. Liberals believe that the government shouldn’t control sex or religion, and that women have the right to choose. Liberals protect individual rights for many people and for women they included the right to choose, only a women knows what problems she has to face by bringing a child into this world. Government programs like Medicaid and Welfare afford people the simple rights to feed their...

Perceiving the Flavor of Fat :: Obesity Health Essays

Perceiving the Flavor of Fat When we crave our favorite foods and snacks, those tasty visions in our heads don't usually resemble that of a large, juicy carrot stick or a sumptuous rice cake. We want fat. It's delicious, it's filling, and it just makes everything taste better. It can also make you considerably overweight, not to mention the heart disease and other complications that can result if dietary fat is not consumed in moderation. The appealing taste of fat may very well attribute for the fact that one in three Americans is overweight ("FDA Approves,"1996). Is there anything that can be done about this terrible problem that affects us all? Many researchers say there is. You can either choose to face the facts and simply steer clear of the nasty culprit, or you can fool your taste buds into perceiving the taste of fat without the real stuff ever actually passing your lips. However, before discussing these options, let's talk a little more about fat itself and some of the things it's responsible for. With the large percentage of Americans that are overweight today, it's no surprise that so many physicians are continually recommending diet changes to their patients. However, the majority of these doctors say that the largest barrier keeping Americans from changing their diets is food taste preference (Soltesz, Price, Johnson, & Telljohan, 1994). The patients don't want to switch to a high-fiber low-fat diet because low-fat high-fiber foods don't taste as good as high-fat low-fiber foods. A big bowl of bran flakes just doesn't have the same calming, pleasurable effects as a big bowl of Blue Bell ice cream. Of course, large individual differences must be acknowledged. Some people may actually prefer the taste of bland foods. In fact, one study done on anorexic individuals found that these people actually disliked the taste of foods rich in fat (Simon, Bellisle, Monneuse, Samuel-Lajeunesse, et. al. 1993). Much of what we now know about fat and its effects comes from studies done on mice and rats. For example, Rockwood (1990) found that adult rats and developing rats prefer a diet with a relatively high level of fat. In addition to showing that animals as well as humans prefer the taste of fat, there also appears to be a link between fat consumption and behavior. Hilakivi-Clarke, Cho, and Onsjafe (1996) uncovered some startling evidence suggesting that a high-fat diet may induce aggressive behavior in male mice and rats.

Islam world Essay

European countries colonized most of the Islam world in eighteenth and the first half of the twentieth century. They were able to manage the finances and economies of these countries which only catered on their own interests and in their own ways. Banks all over the world have their own system in operating their organization. They set policies to attain their specific objectives and goals. One of these is the Islamic banking. Islamic banking as defined in Wikipedia, the free encyclopedia refers to a system of banking or banking activity which is consistent with Islamic law (Sharia) principles and guided by Islamic economics. In Islamic law, it forbids usury, the collection and payment of interest which is usually called as riba in Islamic discourse. In general, the Islamic law forbids trading in financial risk which is seen as a form of gambling. It also forbids investing in businesses that are considered haram such as businesses which involve in alcohol or pork, or businesses which produce un-Islamic media. Numerous of Islamic banking was founded in the late 20th century to cater to this specific banking market. History of Islamic Banking During the time of Prophet Muhammad, the Muslim communities have limited banking activity such as acceptance of deposits. In those days, the Muslims deposited their money with the Prophet or with the First Khalif of Islam whose name is Abu Bakr Sedique. The first Islamic bank was founded in Egypt which was put into under cover without giving any hint of Islamic image for having the fear of being seen as a manifestation of Islamic fundamentalism. In 1963, there was a pioneering effort made by Ahmed El Najjar who took the form of savings bank based on profit-sharing in Egyptian town of Mit Ghamr as an experiment. But the experimentation was ended in 1967 because during those days, there were nine banks in the country which had the same system as his. Principles in Islamic Banking Just like other banking systems, Islamic banking follows same purpose except that it operates in accordance with the rules of Shariah which is known as Figh al-Muamalat (Islamic rules on transactions). The sharing of profit and loss and the prohibition of riba’ which means interest is the basic principle in Islamic banking. There are common Islamic concepts which are used by the Islamic banking and these are the Mudharabah ( profit sharing) , Wadiah (safekeeping), Musharakah (joint venture), Murabahah ( cost plus) and Ijarah (leasing). Islamic banking uses many approaches in operating the system, if someone would like to loan the buyer money for him to purchase the selected item he chooses, the bank might be the one to buy that item to the seller and re-sell it to him at a profit by allowing him to pay the bank in installments but before his loan will be approved, the bank would ask him to have his strict collateral for bank’s protection against default. The land or goods which are registered in his name from the start of the transaction are the possible collateral. However, if he has late payment, there will be no additional penalties. This kind of arrangement is known as Murabaha. Ijara wa Iqtina is another approach use by Islamic banking. It is just similar to real estate leasing. All Islamic banks have the same approaches when it comes to vehicle loans. They sell the vehicle at a higher rate than in the market price to the debtor and have his/her ownership of the vehicle until the loan is paid. Islamic banks also used several approaches in business deals. They lend money to the some companies by issuing floating rate interest loans. This floating rate of interest is pegged to the company’s individual rate of return. In other words, the bank’s profit on the loan has equal ratio to a certain percentage of the company’s profit. There will be profit-sharing arrangement if the principal amount of the loan is repaid. This kind of approach is called Musharaka. Another approach is the Mudaraba. It is a venture capital funding which the bank provides financing while a certain entrepreneur provides labor so that both risk and profit are commonly shared. This kind of arrangement reflects the Islamic view that the borrower must not only be the one to bear all the risk or cost of a failure. Islamic banking only finance the Islamic acceptable deals and it doesn’t involve in alcohol, pork, gambling and other form of businesses that are against in their beliefs. The only acceptable form of investment is the ethical investing and moral purchasing is encouraged. Recently, there are numerous Islamic banks opened in the Muslim world but they still have a very small share of the global banking system. Concepts in Islamic debt banking *Wadiah (Safekeeping) The bank is entrusted as a keeper and trustee of funds. An individual deposits fund in the bank and the bank will guarantee and assure refund of the entire amount of the deposit, or any amount of outstanding balance whenever the depositor demands or withdraws it. The depositor may be rewarded with ‘hibah’ also called as gift as a way of showing gratitude for the use of funds by the bank. The bank compensates depositors for the time-value of their money; an example of this is the interest but refers it as a â€Å"gift†. *Mudharabah (Profit Loss sharing) It is an agreement or arrangement between an entrepreneur and a capital provider which the entrepreneur can use funds for his/her business activity. The capital provider and the entrepreneur will share the profits according to an agreed ratio but if ever there are losses, only the capital provider will bear them. The profit-sharing continues until the loan is repaid. The bank will be compensated for the time value of its money through the form of floating interest rate which is pegged to the debtor’s profits. * Musharakah (Joint Venture) This kind of approach is usually applied for joint ventures and business partnerships. They share same profits according to their agreed ratio and divide incurred losses based on the equity participation ratio. This concept is different from fixed-income investing. *Murabahah (Cost Plus) This concept is referring to the sale of goods at a price, which include a profit margin agreed to by both parties. At the time of sale agreement, the purchase and selling price, the profit margin and other costs must be clearly stated. The bank will be compensated for the time value of its money in the form of the profit money. It is a fixed-income loan for the purchase of a real asset such as real estate or a vehicle having a fixed rate of interest. The bank cannot have an additional interest on late payments. The asset remains in the ownership of the bank unless it is fully paid. This kind of concept is also similar to â€Å"rent-to-own† arrangements for furniture or appliances that are very common in North American stores. * Bai’ Bithaman Ajil (Deferred Payment Sale) This concept is almost the same with Murabahah but the debtor in this concept makes only a single installment and will pay on the maturity date of the loan. It also refers to the sale of goods on a deferred payment basis at a price including the profit margin agreed to by both parties. *Wakalah (Agency) The concept happens when an individual appoints a representative to do the transactions on his/her behalf which is just similar to a power of attorney. *Qardhul Hassan (Benevolent Loan) Of all form of loans mentioned, only Qardhul Hassan has an excellent effect to the debtors because in this loan, the debtor is only required to repay the principal amount lent. However, the debtor may pay an extra amount (any amount that is in his heart) beyond the principal amount of the loan as a way of gratitude to the creditor. But this transaction is a true interest-free loan because there are debtors who do not give an extra amount to the creditor. For some Muslims, they consider this loan as the only type of loan that does not go against with the prohibition on riba which is a type of a loan that does not compensate the creditor for the value of money. *Ijarah Thumma Al Bai’ (Hire Purchase) In this concept of loan, there are two contracts involved. Ijarah contract is into leasing/renting and the other contract is called Bai’ contact which means to purchase. These two contracts are undertaken one after the other. An example of this is in a car financing facility. A customer enters in an Ijarah contract where he/she leases the car from the owner which is the bank at an agreed amount over a particular period of time. When his contract in Ijarah expires, the Bai’ contract comes into effect which enables the customer to purchase and own the car at an agreed price. With this, the bank sells the car to the customer at an above market-price profit in return for agreeing to receive the payment over a period of time. The profit margin is equal to the interest earned at fixed rate of return. * Bai’ al-Inah (Sell and Buy back Agreement) In Bai’ al-Inah, the financier sells product to the customer on a long-term payment basis and then the financier immediately repurchased the product for cash with a discount. This agreement permits the bank to assume the ownership over the product or asset in order to protect default without charging interest in late payments or insolvency. *Hibah (Gift) The debtor in this concept voluntarily gives a hibah (gift) as a token given to the creditor in return for a loan. This concept is practice when Islamic banks voluntarily pay their customers interest on their savings account balances. * Takaful (Islamic Insurance) This concept is not new for it had been practiced by the Muhajrin of Mecca and the Ansar of Medina following the hijra of the Prophet over 1400 years ago. Takaful is also an alternative form of cover which a Muslim can avail himself the risk of loss due to misfortunes. Nowadays, in the modern business world, one way to minimize the risk of loss due to unavoidable circumstances is through insurances. The idea behind insurance is the sharing of risk. This concept of insurance does not go against in Shariah concept where resources are accumulated to help those who are in need.

Performance Appraisal Notes

A. Explain the benefits of performance appraisal systems within an organization in which you address the following: A1. Present the optimal results of a well prepared and well-delivered performance appraisal. *If the company establishes a well prepared and well delivered performance appraisal, what are the best results the company can expect? (employee prospective and company perspective are good here) Performance appraisals are a tool that most companies use when assessing their employees.A well prepared and well delivered performance appraisal can be beneficial to both the employee and the company. The company benefits in many different ways when they deliver this type of performance appraisal. The performance appraisal process allows the company to reiterate the goals that they have, as well as change the priority of previous goals. Things change all the time and the evaluation would be the perfect place to make this aware to employees. The company also can use these performance e valuations when they are preparing to promote within the company.When the company promotes from within it creates a moral boost to current employees by letting them know that there are chances for growth within the company. The evaluations also give the company a paper trail of documentation for use if legal actions are ever taken. This will show just cause for the decisions made by the company. These decisions could be linked to promotion, termination, salary raises, and even poor performance documentation. It is always in the best interests of the company to keep documentation that will justify all decisions.The company also benefits by learning areas of needed improvement to help raise productivity and moral throughout the company. Employees will see the loyalty the company has towards them when the company invests time and money into their employee’s improvement. Personal goals of the employees is another benefit the company has through performance evaluations. The compan y can see where the employee wants to be in the future, which may uncover a potential management trainee that was overlooked. Companies can greatly benefit by promoting employees that have personal goals that match company goals.The company is not the only entity that benefits from these performance appraisals. The employee benefits as much as the company does. The performance appraisal process gives each employee a face-to-face meeting with their supervisor or manager. This is a perfect chance for the employee to learn exactly what the company expects from them. This gives a chance to clear up any issues or questions that may have been weighing on the employee. A well prepared and well delivered performance appraisal will raise the moral of the employee as well.The employee will know what specific things he has done well, which will enable them to keep them up. The areas that the supervisor feels needs improvement will be discussed and they can both agree on a way of getting the em ployee more training. The employee feels more involved in these decisions when the supervisor allows for their input on decisions. This makes the employee feel the company has loyalty and therefore the company wants to help the employee achieve all their performance goals. The employee also benefits by letting the company know their future goals.This will allow for the company to help the employee out in all ways possible. For example, the employee may want to be in a different department in the next year. The company could possibly start cross-training the employee in that department, therefore helping both parties reach their goals. This could benefit both the company and the employee by showing support and possibly raising performance. These regularly scheduled performance appraisals will promote better performance through employees knowledge of what is expected of them.A2. Recommend pre-appraisal activities that ensure they are performance appraisal processes that are beneficial to the employee and the company. *What happens before the appraisal? (suggestion: ongoing activities and in the time proximal to the performance review) It is important to make time for pre-appraisal activities to make sure that the benefits are at max potential. It will hurt the chances of maximizing gains for both the company and the employee if the following activities are not done beforehand.The most important thing when it comes to being ready for the performance appraisal is being well prepared. The manager needs to make sure that he sets aside enough time to perform the pre-appraisal activities. These activities include establishing a time for the appraisal and relating it to the employee, making sure to lay out all new and old goals for the employee, giving the employee an advance copy of the review, collecting the employee’s review of themselves, and collecting all notes taken that may validate your points and emphasize your decisions as well as the last  performa nce appraisal.It is important to make sure that the employee has enough time to prepare for the appraisal. This allows for quality feedback from them and will also lead to quality questions. In order to make it the most beneficial appraisal possible, then both sides need to be well prepared. Goals and expectations will be completely understood if both parties have an idea of what’s expected of them. The employee can have questions ready for things that they may not understand. There may be instances where they can ask for additional training in areas they know they are weaker in.The act of giving the employee the advance copy of the review will make sure that the employee is not blind-sided and will significantly lower the amount of defensiveness. The employee will have questions ready to ask their managers, which will in turn make for a more rewarding appraisal. The employee’s review of themselves will also let the manager know where the employee sees himself performi ng. This could in turn get the manager ready for an employee that felt he was above expectations on everything, but in reality the manager seen the total opposite.This will allow for the manager to prepare himself with the necessary responses for the possible situations or questions. It is also important for the manager to have all the documentation that supports his thought or decisions. A copy of the previous appraisal will also allow for the manager to show what strengths and weaknesses the employee may have had in reaching previous goals. The manager will have more backing and a proper paper documentation basis for all decisions. A well prepared appraisal will lead to a happier and a more beneficial meeting between the two parties.A3.  Recommend post-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company. *What happens after the appraisal? Activities that occur just after the performance review (meeting) u p through 364 days after. The appraisal is has now been concluded and it is time to make sure that it remains beneficial. It is important that the employee knows that the manager is going to do everything possible to make sure the employee can be the best he can. It is now time to implement the training programs that were discussed with the employee.This will show the employee that the company is investing the time and money on them. The company and the employee will both benefit if the employee reaches their full potential. Daily, weekly, or monthly follow-up meetings with the employee may also be necessary and beneficial. This will allow for a personal relationship to be formed between manager and employee, which will in turn give a sense of trust towards management. Managers can also continue to take notes on observations about what the employee is improving at, or can document what the employee seems to be struggling with.This will give the manager things to go over when they ar e having these follow-up meetings. It is also important to let the employee know that he can come to the manager if they have any questions or concerns about their progress from the previous appraisal. This will allow for the manager to give the employee the proper accommodations to fulfill their goals. A4. Illustrate what can go wrong when giving feedback. *If you consider the performance review a communication loop or conversation, what can go wrong during this critical feedback period?Illustration means giving detail and specifics. There are a lot of issues that can go wrong through the process of giving feedback during a performance appraisal. An employee’s moral can drop significantly if the manager spends all his time telling the employee only the things they do wrong. The appraisal process should focus on what the employee is doing right and what areas the company can help them improve in. It is important that the manager emphasizes that both the company and the employ ee benefit from maximizing the employee’s performance.The employee should have some input on the areas of training they need to improve in. This will allow the employee to have a sense of ownership in the training process. They will be more inept to go along with the accommodations and training programs decided upon. Employees may also become defensive if they feel the manager is throwing a bad performance review on them. An employee may walk into a performance appraisal thinking they have been doing a good job, but the manager throws them a curve that suggests they are not performing to the companies standards.If the employee has no idea what’s coming, then they will be prone to defend themselves in order to not look as bad. There will be a less chance of the employee agreeing with the training suggestions for improvement. Another affect from this scenario would be that the sense of trust between the manager and employee could be lost. In this event, the employee went in to the meeting thinking all was good, but now they feel that they can no longer trust the manager. There is also the possibility of a biased review when it comes to performance appraisals.This could happen if the manager rated the employee a certain way because they were not liked on a personal level. There may be a promotion coming up and the manager wants someone that they are friends with to get that new opening. This could lead to a biased review that could potentially lead to legal issues. There are always the possibility of reviews being biased, which could lead to legal actions being taken. A5. Discuss steps that a manager might take when delivering a performance appraisal for optimal value. *Of all those things can go wrong in A4, how can we avoid those? What steps can a manager take?It is very important for the manager to follow steps that will lead to the delivery of an optimal valued performance appraisal. The things that must be present in order to achieve this are t he idea that the evaluation is based off the performance of the employee, maintain an environment during the meeting that promotes moral and includes the employee’s thoughts, keep the evaluation focused on the employee, equip the employee with the appraisal before the meeting, remain unbiased in the employees evaluation, and to keep in mind the possibility of legal issues that could come from a biased evaluation.A performance evaluation is given to do just what it says, evaluate only the performance of the employee. It is extremely important to make sure that the focus on the evaluation is that of the employee’s performance. If this is followed when doing the employee’s appraisal, then it leads to making sure the employee understands that all topics will relate to performance only. It is also important to make sure that the manager promotes an environment to promote moral for the employee. This can be done by specifically telling the employee what he has done we ll since the last appraisal.It is important to make sure the meeting is not based just off what the employee is not doing right, but instead about areas he is excelling at and areas that he could improve in. Moral can be boosted by taking the employee’s thoughts into consideration for the training and accommodations that they need. The employee will feel valued by the company and manager if they have some sort of contribution. It is possible to have an employee that has underperformed in every area leave the meeting with a moral boost, but this depends on the environment which has been setup by the manager.It also a must to equip the employee with a copy of your appraisal before the meeting. This will allow for the employee to come to the meeting prepared and with a knowing of questions that will maximize his performance growth. The manager can even ask for a list of questions from the employee. This will allow for the manager to be prepared to give the employee the best corr ect response. The employee will not feel that they have to be defensive when they have some sort of idea what is coming in the review. Managers must maintain that all appraisals are based on the employee’s performance and are free of bias.It is a manager’s duty to make sure that they exclude any biased evaluations for their employees. Managers could get the company into legal troubles by allowing for biased evaluations. It is critical that they keep in mind all legal issues that could arise from their meetings with their employees. The company can be found liable for any discrimination that the manager promotes or demonstrates. It is important to keep the appraisal about performance only. A6. Discuss the benefits to the company of working with employees to further their career goals.*Company perspective—what are the positive consequences of discussing career goals with employees? The company benefits in many ways when it works with employees to further their car eer goals. A big benefit for the company is the increased performance that comes when it helps employees reach their career goals. Performance is an area that is important to all companies and getting the most out of each employees is key to helping the employee grow. These employees that can reach their potential have the foundation to move up within their company.Some companies have special programs that monitor potential management trainees. This keeps the company on top of these employees and makes sure they keep challenging them. If companies take an interest in furthering their employee’s career goals, then these employees feel a sense of loyalty and are less prone to leave the company for career advancement. This keeps the turnover down for the company, which in return saves money for the company by not having to reinvest time and money in new employees. It will also boost moral by allowing employees to see that promotions are made from within the company.This will all ow all employees to see that the company is just as committed and loyal to them, as they are to the company. This will make it easier for the employees to see that there is potential for promotion. The company also invests time and money into employees as they are prepared to advance through the company. The company can learn that an employee is interested in moving up within the company, which the company could then evaluate a plan of training for the employee. The company could also implement career development programs that their employees could enroll.Managers could also recommend employees for these development programs. The perfect time to talk to employees about personal career goals is during the performance appraisal. This will help the manager set goals that will lead the employee towards reaching his career goals. It will become very valuable for the company to learn that their goals are a match to an employee’s. B. Discuss the evaluation of teams within an organiz ation in which you address the following: B1. Summarize research of effectively assessing team performance. There are various models that can be used to assess team performance.The assessment of team performance is becoming more and more standard with the emergence of team environments. The three models that I have decided to research to evaluate team performance are the absolute judgment method, the behavioral appraisal method, and the management by objectives (MBO) method. These are all valuable assessment methods that are used by many different types of organizations. It is important to remember that no single assessment method is 100% perfect, so be sure to take into consideration which works best for the company.The absolute judgment method is an assessment of performance that is based only off the performance standards that are set. It does not compare one employee to the next, therefore there could be multiple employees with the same ratings. In the textbook Managing Human Re sources it states, â€Å"the dimensions of performance deemed relevant for the job are listed on the rating form, and the manager is asked to rate the employee on each dimension. †1 This method allows for a manager from a different area to assess the performance of the team, since there are set standards set.We can use the example that each of our sales  teams has a performance standard of making 15 sales per week. If the team has averaged 18 sales per week over the last six months then any manager could see that their performance is above performance standards. The idea that there are preset performance standards that are known makes it easy for the manager to rate the team’s performance. The benefits of this system is that it doesn’t put employees against each other during the evaluation and that there is documentation that supports the assessment of the employee. In the event of legal issues, this method makes it easier for the company to prove why the asse ssment is rated the way it is.The negative side of this method could be variances in evaluation standards of different managers and also there could be issues judging individual performance when assessing the team. It is important to make sure that assessments reflect not only the team, but also the individuals on each team. The behavioral appraisal method is another method that could be used to assess team performance. This method looks at the behaviors that are performed by the team and its individuals. A manager may focus on things like whether the team is back from lunch on time, whether the team is prepared for meetings, or whether the team shows up for work daily.The focus is laid on behaviors that the company deems important to improve performance. The most commonly known example of this method is the Behaviorally Anchored Rating Scale (BARS). Robert Bacal describes its differences by stating, â€Å"it focuses on behaviors that are determined to be important for completing a job task or doing the job properly, rather than looking at more general employee characteristics. †2 This method is used to appraise whether a person is doing what is expected of their job. For example, a salesperson may be evaluated on whether or not they successfully ring up every piece of merchandise on every transaction.This is a very valuable step for a salesperson’s job description. This step is extremely important to make sure the company is not losing money. The behavior’s that are being evaluated in this type of appraisal are more specific to the job at hand. The benefits of this type of appraisal is that it makes it easier on the company to spot areas that need improvement and to provide possible solutions, it promotes the behaviors that are necessary for the employee to be successful and productive, and it provides documentation that supports the legal aspect of backing up the evaluation.The job description and role  of the employee has to be resear ched to make sure this type of assessment is appropriate. Management by objectives (MBO) is another strategy that can be used to evaluate performance. MBO is a strategy that relies on setting goals or objectives that the employee is expected to reach. This strategy can be a little time consuming if the job description relies on a steady change of objectives. In order for MBO to be an effective strategy for appraisal, then the manager would have to meet with the employees either daily, weekly, monthly, or possibly quarterly to go over the objectives.It is important for the manager to make sure that all objectives are given to the employees and they are understood. A major benefit for this type of assessment is that the evaluation of specific goals does a fantastic job of cutting out the chance for biased evaluations. It is also a benefit that the objectives can be changed for each job description rather quickly. An issue with this type of assessment is that employees tend to focus ma inly on the objectives and goals that are set by managers, which in turn could lead to other areas falling. Paul Kevin Michaelree states, â€Å"the MBO process focuses attention not on the person but on the job.†3 This shows that the MBO is focused on reaching objectives and does not leave room for a biased evaluation. This assessment focuses more of setting goals for specific jobs and not for specific people. A manager should set objectives or goals for all production workers to be the same. This would mean that each person under the job title production worker would have the same goals or objectives. This would leave solid documentation for future possible legal matters. Behavioral Appraisal Instruments Management by Objectives (MBO) *Research and discuss 2-3 models of team performance. How can the company evaluate team results effectively?  (need sources: in-text citations and references)B2. Recommend a strategy for the company to adopt to assess team performance. *Which one should the company use? Why? I believe the best appraisal method for our organization would be MBO. I believe that our company would benefit the most by aligning the objectives of the company to the objectives of the employee. Our managers have a great deal of knowledge in the company’s goals and objectives. They can look at the jobs that are done in their departments and make sure that the goals and objectives for their employees are steps in the direction of the company’s.The MBO strategy will give the company goal seeking employees. We will see a change of direction in the way things are done by the employees. There are beliefs that we could lose employee performance in other, non-objective areas. The answer to this is to make sure that the company’s ethics policy is followed at all times. The new performance assessment strategy may have the employees thinking heavily about quantity, but the managers must continue to stress the importance of quality as w ell. This method of assessing the employees will also take away the error and bias that come along with other methods.The assessment of a team will no longer have room for the manager to use bias when evaluating, since all teams doing the same job will have the same objectives. There may be individuals, like team leaders, within the teams that may have added personal objectives. The idea of the managers spending more time with the employees is also a benefit for the company. Each manager will have to spend more time with individual employees as well as the teams. Managers will have to meet with the teams weekly, monthly, or quarterly to ensure the objectives are understood.This makes it easy for the managers to make sure changes in objectives are relayed quickly. It will mean that our employees will not have to wait until their next assessment to find out their new goals. This could make it easier to see which teams are performing and which are not. We can easily make accommodations or setup training for teams that need it. This method of assessing our company will work the best for growing our employees, managers, and the company in whole. B3. Illustrate the benefits to the company of working with employees to further their career goals.*Illustrate differences between team and individual performance assessment. Bloom’s Taxonomy clarifies that â€Å"illustrate† means: solve, calculate, interpret, relate, apply, classify or put into practice. So, even though you won’t really â€Å"paint† for this illustration, you are trying to show that you can apply what you have learned from section A, B1, and B2. Discuss and give examples. Our company would benefit by working with employees to help them further their career goals. Our company does both individual and team performance assessments.It is vital to our company’s growth that we make sure to work with our employees to help them further their career goals. Individual performance a ssessments allow our managers the chance to talk with their employees about their career goals. Managers will then look at how their employee’s goals complement our company’s goals. Managers will have an idea of whom they feel has long term ties to the company are willing to move up in position. It is cheaper on the company to keep a low turnover ratio and not have to keep training new people.It also will bring up moral, throughout the employee ranks, as they see promotions within the company. Employees will continue to perform and work hard if they see that there are rewards waiting. Career advancement consists of moving up the ranks, whether at the same company or at a new one. It benefits our company to keep our loyal employees. Manager trainees are most often found within the company through these performance appraisals. For example, the manager of the shipping department may have an employee that has shown advancement capabilities in the last two annual appraisals .This year the manager learns that shipping will increase and he will need another lead. The manager could easily pick the employee that has showed promise for the last few years, which could lead to another promotion a few years down the line if he keeps his performance up. Team performance appraisal also benefits the company in a lot of the ways the individual performance assessment does. Team performance is increased when you show that the company has furthering their career goals in mind. It is always a benefit to the company when performance levels are increased.The company also benefits from employees helping train and educate their teammates. This saves the company money from having to setup special training classes for certain people. Teams understand that their performance are not based off individual success, but rather what they do as a whole. There is understanding that if one person in the group fails to pull their weight, then the whole team suffers. Companies also get a good idea of whom the leaders are in each group. This works out to the company’s advantage as they can easily spot individuals who are ready to advance in the company.It is up to the manager to make sure the employees know that the company is here to help them advance their careers as much as possible. Comments on this criterion: The presentation identifies a few differences between evaluating team performance and individual performance, such as the training that is conducted and how success is obtained, but the presentation focuses more on the company's benefits for furthering goals of each type of performance, rather than on the differences that exist when evaluating team performance and individual performance.Please provide additional detail and discussion on the differences that exist when evaluating team and individual performance, in order to appropriately satisfy the task prompt. There are differences that exist when evaluating team performance and individual perfor mance. Individual performance evaluations usually tie in with the salary raises of the individual. The individual performance evaluations are based on the job description for which position they were hired for. Individual objectives and the duties of the job are the things that the manager will evaluate and then decide what the individual needs improving on.A team performance is based on the goals and objectives set for the team. The manager will evaluate how the team has done as far as accomplishing their goals. Team performance evaluations can look bad if one member is not capable of pulling their weight. It would be up to the other teammates to make sure to help the individual out as far as training and development. The team realizes that if one member fails, then the whole team fails. Individuals of the team are aware that the evaluation process is uniquely different than what an individual performance evaluation brings.Accountability is hard easy to evaluate in individual appra isals, but in team appraisals it is easy to overlook a weak member if the rest of the team picks up the weight. Peer reviews are a way of looking at how the team works together. This form of appraisal is a good way to account for all individuals in the group, but biased appraisal could be an issue. Team performance greatly depends on accountability, communication, and decision making. It is important to make sure that there is good communication between the team and that a leader emerges to take control of making sure team objectives are met.This will make sure that all members are held accountable for their work within the group. Individual performance appraisals typically happen once or twice a year. Team performance appraisals could happen as often as every project change. This leans toward team evaluations happening a lot more often than individual performance appraisals. Rewards and compensation are linked to appraisals, but can differ in the ways they are seen from the individ uals. Individual appraisals will reward and compensate the individual on how good they were at doing their job and reaching their goals and objectives.Managers have to manage their time allotted for evaluations differently based on which type of review they are doing and depending on how often they will evaluate. Team performance can also reward and compensate, but sometimes it is deemed unfair. Members can sometimes feel cheated when a weaker team member is rewarded the same way. This can come back to a faulty evaluation if peer reviews are not used. The differences in the two types of appraisals can vary from time, accountability, rewards and compensation, and methods of evaluations.It is very important to make sure all communication about goals and objectives are understood between managers and employees, which will lead to better performance throughout the company. C. Discuss the concept of succession planning with an organization in which you address the following: C1. Present reasons for adopting succession planning. *Why would a company do succession planning? Addresses company needs ahead of time Allows company to select best candidates Focuses on the future Meets company needs by finding competent employeesSuccession planning is very important when it comes to continuing the company’s success in the future. It seems that a lot of companies are realizing that replacement hiring is not the best option for long term quality employees. Companies are starting to realize the commitment level that employees are willing to give when they have companies that train and promote within. Succession planning looks within the company and finds its future leaders and manager from the ranks. The company will then send the selected employees through various training and developmental programs to get them ready for future succession.This could be a lengthy process and employees should not look at this plan as a two week training period. Succession planning is a d rawn out process for the future needs of the company. A replacement hiring method usually brings people in right away for a specific job opening that the company was not preparing or planning for. Succession planning allows for the company to pick candidates that are right for a position that may have someone retiring in the next two years. This will give the employee a two year period to learn and train with the person they are taking over for.It is important for the company to choose the best of their talent pool when they are planning for future trends. Succession planning also allows for the company to give employees a shot at reaching their career goals within the company. It is always a good thing for an employee to know they do not have to leave their company in hopes of advancing. Moral and performance are usually higher when employees know that they are not working in a dead end position. Our company will give all employees the chance to further their careers. C2. Discuss h ow succession planning can be used by the given company. *How to use it?What are the side benefits? What may happen in the process of implementing the components of a succession planning system? What can go well if these side benefits occur? Succession planning can be used in all sorts of way depending on how each company wants to go at the process. I believe that our company can benefit greatly and build a future that has no boundaries. I believe that our company can use succession planning to our benefit by keeping a deep group of candidates for possible promotion within the company. It is always good to have someone trained and ready to take over in the event we have someone leave the company.The company should have an idea of what members of leadership are coming upon retirement or which ones are approaching the end of their time with the company. We must understand that there are going to be instances where we may lose people that we are not planning on losing. Succession plann ing will come in handy and have people ready to assume these positions in these instances. It is crucial to have people being trained and obtaining the knowledge that our leadership can pass on. This will entail for our company’s morals and prior knowledge to be passed down to our new leadership recruits.I also feel that it will continue to give our company a good reputation as being a place that challenges our employees and works dramatically to enhance their careers. People look for places like this when they are transitioning their careers. This program will make us the place all career oriented people will want to work. This will allow for us to keep recruiting the top talent for both our organization and our succession planning program. Succession planning also comes with side benefits for the company. Implementing this program here at our company will allow us to keep employees loyal.Loyalty can save the company a lot of money, which will keep costs of training new asso ciates down. Our company invests time and money into training employees and we want to make sure we are not wasting these assets. Employees will have an idea of what things they need to do in order to become potential candidates for succession planning. This will give our employees drive and motivation to keep performing at high levels. The company also benefits by passing knowledge from our older leadership into the younger leaders of tomorrow. It is very important that knowledge is not lost in the transition.Young leaders can learn resourceful information that will keep them from making past mistakes over again. We also benefit by maintaining a good reputation as a solid company that promotes career goals of employees. This reputation will help the company keep pulling in promising talent for both the company and the program. This will help us keep that company moving forward in the direction that past leaders have set us up for. The side benefits will help our company in growth t hroughout the future as long as we keep the goals and objectives matching future outlooks.We must remember that this program is setup to keep us going forward. There are lots of possibilities that could come from us implementing succession planning. Some of the possibilities are good and some are not so good. Time constraints could be a negative possibility that could come in various instances. A few examples of how time constraints could hurt us would be that all members of the succession planning team keep having things come up or that it just takes too long to prove to the employees that this will work. Employees will want to see this program successfully in action before they buy in to it totally.There is also the possibility of communication issues. Employees that do not receive the information effectively will think they are excluded. It is key to a successful succession plan that all communication lines are effectively thought out and successfully implemented. We must make su re the employees know how this will benefit their careers and what is required of them for this program. This could also be a benefit for the company because it could give a better communication line between leadership, employees, and HR. Communication is always important in the company and we can benefit greatly from it.Goals, ethics, and company morals are all things that must be successfully communicated between the company’s employees. The company will also benefit by finding stronger candidates for the program. The implementation will help the company find the best candidates that could end up leading the company into the future. C3. Illustrate a succession planning process for the company. *What are the steps of a succession plan? Be specific. (â€Å"illustrate†) The succession planning process will not go anywhere if we do not have the backing and support of upper management and the CEO.It is crucial to the plan that these managers are around showing support at various times. Once we have the backing we need we must research the objectives and core concepts that are to be gained through implementing the succession planning program. We must look at ways to get the employees to back the program, we have to develop ways to estimate what we will need as far as future management openings go, and we have to look into current managers that could make a good succession planning team. We must then select a development team that should come from various areas of our company.This will help us diversify the way our program works by bringing in people with different skill sets to help lay the foundation for our succession planning program. This highly diverse team will research the company’s potential for growth in all areas and will estimate potential moves that will be made in the future. This will help our team develop a highly successful design that focuses on the company’s future goals and projections for growth. Possible future move s will be accounted for and our program design will leave room for reviews and possible adjustments.It is extremely important that we focus on a communication plan to help announce it to the company. We will want our employees to realize that this is in place to help them and that we welcome all forms of communication from them. We will stress the importance of communicating possible problems or possible solution they may have thought about. This open communication will help the company by making it easier for the employees to buy into. We want to make sure that no one is left out when we make this official to everyone. A good communication plan will get this information out to all employees through various avenues.We will use e-mail, intranet, bulletin boards, departmental meetings, and any other ways that we feel are potentially used to communicate important company information. We must also make sure that we successfully communicate what requirements are associated with getting p icked for the program. This will help in keeping the moral, loyalty, and performance levels at a high. As the program is implemented we must make sure it is reviewed and evaluated, which will help us make changes to the process if we deem there are necessary changes that need to take effect.It is crucial that the designed program has room for changes as the company or business changes. If we spend the time to build the program and leave no room for change, then we will end up scraping it down the road and it will be a short-term plan instead of a long-term investment for the company. CONCLUSION It is important to remember that the company’s growth and prosperity is greatly tied to the three main areas we have discussed. We must continue to improve our performance appraisal systems, which will in turn allow us to notice possible candidates to promote within the company.We must realize that both the company and the employees benefit from these performance appraisals. Some on th e benefits the company receives is that we can promote from within, it allows us to reiterate or change goals, paper trail for documentation, it identifies weak areas and allows us to give training, and it boosts moral and performance. The employee benefits by having moral and performance boosted, face-to-face time with managers, better understanding of company expectations and goals, and they feel a sense of loyalty from the company.Pre and post appraisal activities are also important to ensure that these appraisals are as effective as can be. Pre-appraisals activities include establishing meeting times, collecting new and old goals, make sure to give employees an advance copy of their appraisal, and collecting all notes and previous appraisals. Post-activities would include the implementation of discussed training programs, scheduling follow-up meetings with employees, continue to observe and make notes on employees, and reinforce an open door policy to all employees.These are key steps to make sure that these performance appraisals benefit the company as much as possible. An effective appraisal system put in place within our company will benefit all areas and aspects. An importance should be put on making sure the proper steps are taken for optimal performance appraisal. These steps should include things like managers basing evaluation off performance, promote moral and including employee’s thoughts, focusing on the employee, give them access to your evaluation before the meeting, remain unbiased, and to keep possible legal issues in mind while performing the performance appraisal.It is also a benefit to incorporate the employee’s goals into the performance appraisal. Employees will feel that the company is loyal to them by making their objectives match some of their personal career goals. It is important to stress the importance of promoting the employee’s career goals to all managers that do performance appraisals. This will help rais e the performance level of our company. Team performance appraisals are also important for the benefit and growth of the company.There are many different techniques that can be used to assess the performance of teams, but I recommend that our company base appraisals off the management by objectives (MBO) model. This will help us assure that employees are focused on goals or objectives, it will help remove added chance of errors or bias in appraisals, and it will give the managers a chance to spend more time with employees. There are benefits for both individual and team performance appraisals.Individual appraisals benefit the company by helping to identify which employee’s career goals match the companies and it helps increase the individual’s performance. Team appraisals benefit the company by raising performance of teams, having employees train other team members that need additional development, and it gives management an idea of which people may be ready for an upw ard movement within the company. Furthering the career goals of employees will show everyone in the company that we are invested in them.Succession planning is the last area that we discussed, but it is an area that can help the company as it moves into the future. Succession planning will help us generate candidates that will be trained for potential management positions that become available. The company benefits of this plan include the addressing of needs before they occur, allows the company to select and train best candidates, it focuses on the future of the company, and it will keep employees loyal to the company. The right steps for a succession plan are also important to ensure that it will be successful.It would not be a good thing to invest time and money into a program that was not developed for success. The rights steps include getting proper backing from upper management, researching objectives and core concepts of the company, select a team from various areas with var ious skill sets, research future needs and goals of the company, develop an effective communication plan, implement communication plan to get program out to all employees, and continue to evaluate and review the program to ensure it changes as the company’s goals and objectives change.These are the steps that are important when implementing a successful succession planning program. The CEO and board of directors should implement these area into the company. The performance reviews would be an issue that HR could complete and make sure all managers understand the new performance appraisal policy. There could be training scheduled to help managers get comfortable with the new appraisal process. We also need to make sure the employees are made aware of the benefits that they will gain by this new appraisal process.The upper management really just needs to make sure that the company knows that they support the new process. We need to make sure that managers incorporate the furthe ring of employee’s career goals into the objectives and work goals that they establish for the employee. This will keep employees loyal to our company, as we show the employee that we are loyal to them. Team performance appraisals also need to be established to be effective. This will be done by adopting the MBO appraisal process for team performance appraisals.Our employees will be more goal oriented and will perform at a high level in order to accomplish these goals. It is important that managers continue to stress the importance of quality to all workers and establish that the code of ethics should be followed all the time. We do not want short cuts taken to raise performance levels. Succession planning is an area that will need more time from upper management. The CEO and the board of directors need to fully believe in and support the succession plan that is put into effect. This plan will not work without the proper backing from upper management.HR will start the process and select the most diverse group to bring the most skill sets as possible. This team will then come up with a design to implement for succession planning. Upper management should stay involved and show the company that it supports all that is going on. Inputs and thoughts can be added or given to the design team. This success of this program will be the success of the company. Upper management has invested many years in making sure the company has grown as commanded, but now this design will lead the company to the same success in the future.