Project Proposal - 826 Words

PROJECT PROPOSAL By Aakash Sharma 07BA3DA037 An assignment submitted to IMAGE COLLEGE OF ARTS, ANIMATION TECHNOLOGY In partial fulfillment of the requirement For the award of the degree of B.A. (Hons.) Digital Media In 3D ANIMATION IMAGE COLLEGE OF ARTS, ANIMATION TECHNOLOGY Affiliated to UNIVERSITY OF WALES (UK) CHENNAI – 600 004. Project Title: The Bang Outline:- I am Aakash Sharma, Currently I am in my third year of graduation in digital media through 3d Animation. In my present semester I have to work on the Final Project .In this project I am intended to prepare a Short Animated clip based on the following†¦show more content†¦There will three main stages for my project preproduction, production, post production. Pre-Production Idea ,concept, development of story, Concept art of Character and Environment, Screenplay , Story board , Animatics Production Modeling , Texturing , Rigging , Animation and Lighting Post-Production Rendering, Compositing, Editing and Sound mixing. Story:- ♂ The Bang ♀ It’s a sunny afternoon, in the city. The frame focuses on a silent residential street dings; in one point perspective .There is a guy walking on the footpath of street. He sees that a girl is coming from far. He prepares himself to look presentable in front of the girl. His manner of walking completely changes, his body language also shows variation. He pretends like a stud in front of her. He does high jump through bump grill, moves around the pole. He kicks a can and walks ahead. But when he looks at the girl .He is left stunned. She is extremely hot .He cannot resist and couldn t remove his sight form her and he suddenly bangs into a pillar, The girl looks at him and continuously laughs (concealing her mouth with her hand)at his stupidity and unconsciously she also bangs into a pillar while walking.Then the guy gets up and looks at her, giving her a sarcastic smile and walks away.She looks back at him simultaneously and smiles. Both of them walk .In the credits they both are shown sitting in aShow MoreRelatedProposal for Final Project996 Words   |  4 PagesPROPOSAL FOR FINAL PROJECT Background This is my answer to the Week 5 which is the starting week for the Module Three Final Project. I will be using diverse sources of knowledge and information including real life experience, text books, class discussions, journals and publications both hard copy; and where available and on the internet. I will be doing an original review and analysis in the final project. Proposal This week however, I will be submitting a proposal for the final project. ThisRead More Project Proposal Essay568 Words   |  3 PagesProject Proposal INTRODUCTION Topic and Purpose This proposal identifies the need for a document, which will propose and develop reasons why a for-profit transportation service for Kent should be perused. This service should be considered because of the recent parking and commuting problems both on and off campus. There have been many reasons why on-campus parking has become difficult in recent years. Increased student enrollment at Kent State University has posed many problems. TheRead MoreProject Proposal For Saving Spending800 Words   |  4 Pagesorganization profitability, there are things that must be done. Here below are my proposals. 1) Proposals for saving spending in the organization: The current organization runs with 25 expatriates from different countries. These headcounts are 10 times more expensive compared to the local headcounts. If these expatriates are replaced by the local indigenes the organization can save a lot of money. The proposal is to reduce the number of expatriates from 25 to 18. Benefits to the organizationRead MoreStudio Proposal For A Studio Project2349 Words   |  10 PagesStudio Proposal Jogendra Chowdari Achanta Proposal JACKSONVILLE STATE UNIVERSITY MATHEMATICAL, COMPUTING AND INFORMATION SCIENCES Making predictions on the closing of new questions posted on the Stack Overflow Website Jogendra Chowdari Achanta Advisor: Dr. Aaron Garrett Submitted in partial fulfillment Of the requirements of a Masters Studio Project November 28, 2016 Preface This is a proposal for a Studio Project for partial fulfillment of the requirements of the Master of ScienceRead MoreProject Proposal Template1433 Words   |  6 Pagesreza.sinha@yahoo.com Project Proposal Template Cover Page United Nations Voluntary Fund on Disability Project title:   Ã‚  Ã‚     Ã‚  Ã‚   Name of implementing agent(s):  Ã‚  Ã‚   Project location:   Ã‚  Ã‚   Proposed starting date:  Ã‚  Ã‚     Ã‚  Ã‚   Project duration: Amount requested from Voluntary Fund (US$): Government inputs:  Ã‚  Ã‚     Ã‚  Ã‚     Ã‚  Ã‚   Implementing agent inputs: Other donor inputs: Brief summary description of the project proposal: Describe problem addressed, proposed solution, expected results, intended beneficiariesRead MoreProject Proposal1723 Words   |  7 PagesProject Plan Project Information Project: PROJECTNAME Project Time-frame: STARTDATE - ENDDATE Attached worksheets: Plan Resource needs Related Documents: Project proposal Target audience and benefits Software development methodology Glossary Process impact: This plan will be used to evaluate and manage the project. Key assumptions that affect the plan should be documented here. The project plan should be updated throughout the life-time of the project. TODO: Fill in the informationRead MoreProject Proposal For A Project831 Words   |  4 PagesPURPOSE A Project Charter is a mandatory document written in the â€Å"Project Initiation†. It provides the formal authorization of the existence of a project, and provides the Project Manager with the authority to apply resources to support project activities. The information contained in this Project Charter is high-level information that is known at the time of approval / issuing the Project Charter. The primary audience of this document consists of the project team and the stakeholders of theRead MoreGuidelines for Project Proposals1783 Words   |  8 PagesGuidelines for Project Proposals* A technical proposal, often called a Statement of Work,† is a persuasive document. Its objectives are to 1. Identify what work is to be done 2. Explain why this work needs to be done 3. Persuade the reader that the proposers (you) are qualified for the work, have a plausible management plan and technical approach, and have the resources needed to complete the task within the stated time and cost constraints. What makes a good proposal? One attribute is appearanceRead MoreEvaluation Of A Project Proposal1163 Words   |  5 PagesVice-president Deirlien, I have received the three project proposals for review along with the information relative to what the company is seeking to gain as a result of project implementation. Taking those factors into account, my team is prepared to present a project recommendation. Moving forward it would make the most sense to move forward with two of the three proposed projects, Project Juniper and Project Stargazer. While these projects are drastically different, implementing together willRead MoreProject Proposal Essay1152 Words   |  5 Pagesseven to eight (7-8) page paper in which you: 1. Recommend a project portfolio management method for your selected project. Provide a rationale for your recommendation. Note: Be sure to align your project with the strategic efforst of the organization. 2. Create an outline of an executive summary that includes the type of problem, requirements, and proposed business problems solutions. 3. State the vision and the goal of the project. Note: Be sure that the goals are specific, Measurable, Attainable

Italian By Radcliffe Essay Example For Students

Italian By Radcliffe Essay In Ann Radcliffes The Italian, the very first thing that we seedescribed is a veiled woman: It was in the church of San Lorenzo atNaples, in the year 1758, that Vincentio di Vivaldi first saw Ellena di Rosalba. The sweetness and fine expression of her voice attracted his attention to herfigure, which had a distinguished air of delicacy and grace; but her face wasconcealed in her veil. So much was he fascinated by the voice, that a mostpainful curiosity was excited as to her countenance, which he fancied mustexpress all the sensibility of character that the modulation of her tonesindicated (5). Even without knowing anything about Gothic elements, thisindicates very clearly what the quality and tone of the book are going to belike. Vivaldis pursuit of the veiled woman is a signal that his is the pursuitof the mysterious, with the certainty that it will be beautiful. This certainlydoes seem to be a great fascination in the novel; it is a component and often acatalyst for that anxiety which runs throughout. It is this anxiety which causesthe heightening of our emotions; our emotions are heightened as we watch thecharacters pursuit of the mysterious; and our curiosity is excited more andmore unt il we are nearly begging for its gratification. But Radcliffe heightensour emotions without satisfying our curiosity, or at least not enough. Forexample, the very first chapter establishes a sense of mystery about theassassin in the Church. The Englishman inquires as much for himself as for usabout the assassin. His concern and state of shock invoke our own inquiry intothis odd circumstance and then his Italian friend tells him a mystery withoutactually telling him anything: He sought sanctuary here,replied the friar; within these walls he may not be hurt'(2). He makes itclear that there is a story here but that it is long and suspenseful, maybeshocking: It is much too long to be related now; that would occupy aweek; I have it in writing, and will send you the volume' (3). What it isexactly, or what the tale is going to be is only hinted at in a very curiosityinvoking way: as if it is a secret. Instead of the Englishman and his Italianfriend going down to the street cafà © and rel ating the story, the Italianfriend says that he will send him something written the following day and thenthe passage stops. We are tempted, as is the Englishman, by these curiouscircumstances and yet nothing is revealed to us other that the implication thatsoon all will be revealed (after a couple hundred pages). What Radcliffe does isthat she creates our sensation of terror; she suspends our disbelief that muchlonger, building our curiosity and our need to know to a brilliant height andthen-nothing: the story takes a different turn and gratification is postponedwhile our expectation and anticipation is increased. This happens in the verybeginning passage in which Radcliffe starts The Italian by providingjust enough information to suck us into her tale and, then, just as we expectpay off, she postpones it a little further while providing just enoughinformation to keep us intrigued. And, before we know it, we, the reader, areentangled in her Gothic quicksand and greedily reading in search of the secretsshe buries before our eyes. When Vivaldi rushes into the Villa after themysterious cloaked figure that has escaped him, he emerges pale: we knowsomething has happened and await his tale but he tells us nothing, he refuses tosay anything and, thus, we are left suspended in the wake of mystery. Anotherexample when we are suspended in the wake of mystery occurs when Vivaldi andPaolo are in the dungeon imagining the garments lying on the floor to be moving. .ue47918468c96e2dc7992ba5958b20566 , .ue47918468c96e2dc7992ba5958b20566 .postImageUrl , .ue47918468c96e2dc7992ba5958b20566 .centered-text-area { min-height: 80px; position: relative; } .ue47918468c96e2dc7992ba5958b20566 , .ue47918468c96e2dc7992ba5958b20566:hover , .ue47918468c96e2dc7992ba5958b20566:visited , .ue47918468c96e2dc7992ba5958b20566:active { border:0!important; } .ue47918468c96e2dc7992ba5958b20566 .clearfix:after { content: ""; display: table; clear: both; } .ue47918468c96e2dc7992ba5958b20566 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue47918468c96e2dc7992ba5958b20566:active , .ue47918468c96e2dc7992ba5958b20566:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue47918468c96e2dc7992ba5958b20566 .centered-text-area { width: 100%; position: relative ; } .ue47918468c96e2dc7992ba5958b20566 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue47918468c96e2dc7992ba5958b20566 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue47918468c96e2dc7992ba5958b20566 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue47918468c96e2dc7992ba5958b20566:hover .ctaButton { background-color: #34495E!important; } .ue47918468c96e2dc7992ba5958b20566 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue47918468c96e2dc7992ba5958b20566 .ue47918468c96e2dc7992ba5958b20566-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue47918468c96e2dc7992ba5958b20566:after { content: ""; display: block; clear: both; } READ: Vietnam Veterans Memorial Essay We do not find out whether or not these garments belong to someone murdereduntil the end of the novel; so this incident leaves us in a state of suspense:It moves! exclaimed Paolo; I see it move! as he said which, he started tothe opposite side of the chamber. Vivaldi stepped a few paces back, and asquickly returned; when, determined to know the event at once, he raised thepoint of his sword, and perceived, beneath, other remains of dress, heaped hightogether, while even the floor below was stained with gore (77). This leads meto speak of imagination, which is such a huge part in telling the story. Thereis such an enormous emphasis on perceptions, belief and feelings. It seems thateverything that happens is filtered through the lens of one of the variouscharacters. There is a constant projection of their thoughts into what ishappening: As they passed, Paolo observed, that the walls were stainedwith what appeared to be blood (74). It did not necessarily have to beblood, but we see it t hrough Paolos perceptions, which leads us to the mostsordid conclusion. Immediately after this, they see a figure standing in theshadows which disappears by the time they arrive; Vivaldi and Paolo concludethat it must have been an evil spirit to haunt them. Although it can be arguedthat is the sense of the impending danger that gives the book its impetus, it ismore probable that it is the perception of the impending danger, of thegruesome, of the revealing that which is dark, which is the impetus. That is asignificant difference. By doing this, Radcliffe wants to make sure that we arein sync with the characters thought by thought and breath by breath. A cloudysky cannot just be shown as a cloudy sky, which would seem depressing to some ornot important to others; it has to take the perception and imagination ofVivaldi to make it foreboding. It is also significant that Radcliffepurposefully constructs characters of a susceptible nature, characters that areeasily swayed by appearances and not facts. By creating the character of Vivaldi,it seems that Radcliffe has created a character that is more susceptible thanthe average person to the sublime and the gothic. Hecalls the strange monk super-human on numerous occasions, overlyexcited to prove himself correct. The narrator even says as much, hinting thatafter all the trouble Vivaldi put himself through to discover the identity ofthe monk, a simple, rational explanation would be disappointing. It seems as ifVivaldi is searching for trouble, in a sense, and he does not shy away fromdangers. It also seems that he enjoys the clandestine nightly excursions to thearch where the strange monk appears. To Ellena, just like to Vivaldi,a simple rational explanation would also be disappointing. In volume 2, whenEllena is taken to Spalatro and locked in her room overnight, she begins tosuspect an attempt on her life. In the darkness, she imagines moving shadows andcreaking floors, yet she is unable to confirm her fears. Instead of using hercommon sense by thinking that if they really wanted to her dead, they would havekilled her before she reached the cabin, she prefers the non-rationalexplanation of Spalatro trying to assassinate her. Like to Vivaldi, to Ellenajust a rational explanation would be disappointing and, to us, the audience,such a rational explanation would decrease our sensation of terror instead ofincreasing it, which would, in turn, be disappointing to our expectations. .u46ce4278c7f2fbdc81f6809fb99912a7 , .u46ce4278c7f2fbdc81f6809fb99912a7 .postImageUrl , .u46ce4278c7f2fbdc81f6809fb99912a7 .centered-text-area { min-height: 80px; position: relative; } .u46ce4278c7f2fbdc81f6809fb99912a7 , .u46ce4278c7f2fbdc81f6809fb99912a7:hover , .u46ce4278c7f2fbdc81f6809fb99912a7:visited , .u46ce4278c7f2fbdc81f6809fb99912a7:active { border:0!important; } .u46ce4278c7f2fbdc81f6809fb99912a7 .clearfix:after { content: ""; display: table; clear: both; } .u46ce4278c7f2fbdc81f6809fb99912a7 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u46ce4278c7f2fbdc81f6809fb99912a7:active , .u46ce4278c7f2fbdc81f6809fb99912a7:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u46ce4278c7f2fbdc81f6809fb99912a7 .centered-text-area { width: 100%; position: relative ; } .u46ce4278c7f2fbdc81f6809fb99912a7 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u46ce4278c7f2fbdc81f6809fb99912a7 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u46ce4278c7f2fbdc81f6809fb99912a7 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u46ce4278c7f2fbdc81f6809fb99912a7:hover .ctaButton { background-color: #34495E!important; } .u46ce4278c7f2fbdc81f6809fb99912a7 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u46ce4278c7f2fbdc81f6809fb99912a7 .u46ce4278c7f2fbdc81f6809fb99912a7-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u46ce4278c7f2fbdc81f6809fb99912a7:after { content: ""; display: block; clear: both; } READ: History of Solar Energy EssayEllenas fears certainly do not seem to be based on evidence. Even when Spalatrobrought her the meal, I was not sure if Ellenas fears were justified. It seemedthat Ellena was looking for someone to assassinate her, so anything she sawwould be a part of that conspiracy; everything Spalatro did would be suspect andit was. Her susceptible nature often led her into the suspicion out of which thenovels Gothic tone is constructed; just like Vivaldis and Paolos susceptiblenatures lead them to jump to most horrifying conclusions earlier in the novel. When talking about perceptions, it is impossible to omit the distinction betweenthe real and unreal in The Italian. The strand of reality,interwoven with fantasy, seems to be a driving force in the plot. In the episodeinvolving Ellena, her suspicions are confirmed; her fantasy becomes confirmed asreality as her fears about Spalatros intentions are confirmed (although notuntil the end). Of notice is also Vivaldis constant desire to solidify hisfantasy (getting married) with Ellena; as if the real thing will finallyrestrict the fearful possibilities into a single reality. Yet it is this realityfrom which Vivaldi derives his fearful fantasies. It is this drama between whatis real and unreal that gives the novel its impetus. For example, when Marchesais speaking to Schedoni, they are both thinking of murder, but both refuse tosay it, as if doing so would make it more real than merely thinking aboutit.

The Dirty Truth on Case Study Writing

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Looking For Science and Society Paper Topics

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Why Everybody Is Talking About College Final Essay Psych on Mental Health Free...The Simple Truth Revealed

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How to Write a Good College Narrative Essay

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Performance management systems linked to reward

Table of Contents Executive Summary Introduction Performance management system Motivation Total reward system Summary and Conclusion Reference List Executive Summary This report covers the fundamentals of performance management, and explains what all the managers and supervisors should know concerning the concept of performance management. In addition, the report creates special emphasis on the importance of employee motivation to performance.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More In explaining the different concepts, the report uses relevant literature and specific theories, which help the reader to understand the information clearly. Further, the report aims to help the Brook and Kent Company limited in proper implementation of their performance management so as to help improve the quantity and quality of work that the employees pro duce. Introduction Most organisation do not really comprehend what performance management really means. Therefore, these organisations are usually dismayed at why sometimes the employees may be working hard, and are satisfied with their jobs but still the outcomes from the work of the employees do not reflect the input that the managers and supervisors expect. This usually makes the managers and supervisors to wonder what they may be doing wrong in helping to increase the productivity of the workers. In most of these situations, the managers or supervisors have usually gotten the concept of performance management all wrong, hence this is portrayed in the outcomes of the work done by the employees. Performance management can be explained in simple terms as the activities which an employer or the organisation may take to ensure that the goals which are set are consistently achieved and in an efficient and effective method. The performance management can be used to evaluate the perform ance of employees, a department within the organisation or the performance of the whole organisation in general. Generally, performance management tries to bring out the best out of the employees’ ability, to enable the organisation achieve good returns. For instance, some organisations use reward based performance management to reward the employees who are perceived to have high performance. Rewarding is a form of recognition for the employees contribution towards the attainment of the main objectives within the business. This report will attempt to evaluate the main concepts of the performance management, which should be applied to organizations to ensure the effectiveness of their performance management systems.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The paper will also cover the assumptions which different organisations make in implementing their performance management systems, which ultimately lead to the inefficiency of the performance management systems in ensuring better performance of the employees and therefore better returns for the company. Moreover, the findings of this report will be based on the problems that Brooks Kent Company limited, a small construction SME, faces. Performance management system For many organisations, the performance management system is first implemented through the creation of an effective business strategy, i.e. strategic planning. The business strategy determines where the business would like to be after a specific period of time. Normally, the period may be six months, one year or even ten years. In addition, the business strategy should have a close relationship with the main objective of the business, as well as pay close attention to the means of performance appraisal in recognition of outstanding achievement by the employees of the company (Verweire and Berghe, 2004, p 93). The performance appraisal may t ake different forms; Brook and Kent opted for the reward based appraisal. However, the appraisals may also be used in other forms which are not reward-based. The reward based appraisals of Brook Kent takes the form of promotions, salary increase and the issue of bonuses to outstanding work by the employees. This helps in improving the motivation of the workers as their effort is recognised by the management of the company. In the research, the following systems were reviewed, to explain the reward based management organisation of the Brook Kent and how the theories may be used to solve some of the problems existing at the company and improve productivity. Therefore, the main purpose which makes an organisation to implement a performance management system is to ensure that: The employees do the work which the organisation requires them to do. Normally, the performance management system specifies the specific work which the employees supposed to do (anon. 2007 p 1). The employees k now the amount of work that the organisation requires them to do and the quality of the work which they should produce. This therefore guides the employee by putting specific targets which the employee is supposed to meet to satisfy the organisation (anon, 2007, p 1). The performance management system also ensures that the employees’ output is monitored closely and the information on their ongoing performance communicated to them. This makes the employees to make the necessary correction on their quantity or quality of work to ensure that they achieve the set performance in the set period of time (anon, 2007, p 1). The performance management system also ensures that exemplary work is rewarded, based on the performance management system that the organisation is using. The performance management system also ensures that necessary measures are taken on an employee who fails to meet the set performance standards (anon, 2007, p 1). Both these measures ensure that the organisation achieves its strategic objectives as set out. The main components of a performance management system include: Communicating the performance expectations which the organisation requires its employees to achieve; Maintaining and monitoring the ongoing performance of the employees of the organisation; and Conducting regular performance appraisal (Anon, 2007 p 2). During the initial stages of the implementation of the performance management system, the organisation should come up with effective strategies which fit with the main objectives of the business. In normal circumstances, the application of the organization strategies should be implemented using the appropriate performance management system. How the organisation implements the strategies in the performance management system ensures whether the strategies will be effectively met. After the planning stage, the organization should effectively communicate the strategies to the employees and ensure that they are embedded in the o rganisational culture of the company concerned. This ensures that the employees will continuously strive to achieve the set performance standards as they relate with the standards. This is usually the most important component of a performance management system.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More If the organisation fails to effectively communicate the performance management system to the employees, there is a very high possibility that the performance standards in the organisation will not be achieved. This is because the employees may not associate with the set standards and may be on the perception that the performance management system does not benefit them (Taticchi, 2010, p 245). For an effective and efficient performance management system, the organisation must continuously maintain, monitor and analyse the performance managemen t standards. The organisation must use data which is reliable, and have an effective method of interpreting the data. This helps the organization to determine the progress of the employees with regard to the performance management standards which have been put for them. The organisation should also communicate its findings to the employees so that they may take the necessary measures. The organisation should have effective means of appraising exemplary performance of its employees. This helps in motivating the workers who have performed better and also help in motivating the other workers to also perform better as they are guaranteed efficient appraisal methods. However, if the organisation fails to plan and implement the performance appraisal effectively, it may lead to reduced performance of the employees. This may happen if only a few people are rewarded and there are many other people expecting to be rewarded. This makes those people who were not rewarded to get demotivated (Rao and Rao 2004 p 13). Motivation Motivation of employees is a very vital aspect, which all managers usually consider. Employee motivation can be defined as the set of forces, which guide a person to continuously strive to achieve a certain goal. Generally, the origin of the forces may either be internal or external. Employee motivation enables the individual to find pleasure in the process of achieving the goals set by the company to continuously endeavour to improve on the outcomes of his activities. Therefore, motivated employees will perform better as they find pleasure in their activities and therefore put more effort in implementation of the activities.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Different organisations implement performance management systems so as to help improve the quality and quantity of output that the employees produce. The organisations aim to do this by improving the motivation of the employees in different ways to enable them to achieve the required performance standards. To achieve this, the performance management system has several methods of employee appraisal, which help in motivating the employees to perform better as the organisation would recognise their outstanding contribution to the organisational goals. The performance management systems not only determine the appraisal methods, but it also determines what actions will be taken on the employees for failure to reach their performances. Performance management usually determines the rewards which the employees will get due to the achievement of their performances. Normally, the rewards may be in the form of promotions, bonuses, salary increases or recognition. This helps in motivating the e mployees to achieve the rewards. However, the performance management is also used to determine what measures will be taken to an employee who fails to achieve his expected performance. The measures taken may range from demotions, forfeited bonuses and allowances to loss of the job. This, according to Jeremy Bentham’s â€Å"the carrot and the stick motivation theory† helps in motivating the employees to achieve their performances. According to Bentham, all individuals are motivated by the urge to avoid pain and find pleasure in the activities they take. Bentham stated that â€Å"a worker will work only if the reward is big enough or the punishment is sufficiently unpleasant† (Cited in Shah and Shah, 2010). Bentham was of the view that if you want a donkey to move you either have to dangle a carrot in front of it or whack it with a stick from behind hence the name, â€Å"the carrot and the stick† (Shah and Shah 2010). In the context of employee motivation i n relation to performance management, pay rise, promotion, bonus or recognition are the â€Å"carrot† which aid in motivating the worker. More often, the employee will strive to achieve his/her performance so as to get the rewards. On the other hand, demotions, forfeited bonuses and allowances, and loss of the job are the â€Å"stick† which motivates the employee to work and achieve his/her performance, in a way of avoiding such ‘stick’. The relationship between motivation and performance management can also be explained by the Victor Vroom’s valence x expectation motivation theory. Vroom states that â€Å"an employee is motivated to perform better if he/she believes that the better performance will lead to better performance appraisal and that this shall result into the realisation of personal goal in form of some reward† ( shah and shah, 2010, part 8). In our context, the performance management outlines the various appraisal methods which m ay be given to the employees in case he/she attains his/her performance. According to Vroom, the employee is not motivated by the actions taken against him/her for failure to reach the set performance. However, the employee gets motivation from the perceived rewards which he/ she may get due to attainment of his/her performance. There are usually different appraisal methods which are used by different organisations to help in motivating their employees. However, a recent form of performance appraisal which is mostly used by different organisation is the total reward method of appraisal. Total reward system It is widely agreed by different scholars that people do not work just to get paid; the reasons that make people work are far much more than the pay, which the organisation may offer to the employees. Therefore, for an organisation to be able to effectively motivate the employees they must not just use the payment, but must also understand and take measures to ensure that the empl oyees needs are met, which in turn leads to motivation. Different theories have been proposed to explain the source of motivation of the employees, some of which have already been discussed above. Therefore, to achieve motivation, the organisation needs to use the total reward system to acquire motivation of its workforce. However, careful observation of the motivation theories shows that employees are mainly motivated due the fulfilment of their needs, both material and immaterial. This is usually the basis of the total reward system. Total reward is defined by Worldatwork, the association which deals with total reward in the US, as all the tools which an employer may use to attract, motivate and retain employees and anything which the employee recognises to be valuable according to the employment relationship (Armstrong, 2002, p 8). The total reward system therefore, has many components, both financial (material) and non-financial (immaterial). Different scholars have proposed dif ferent constituents of the total reward performance management appraisal method. However, even though the general components are different, most of the components are similar to those proposed by Worldatwork. The main components of the total reward system according to Worldatwork (2005) are: pay, benefits, and learning and development (Jiang et al, 2009, p 4). Pay refers to all the forms of recognition which have monitory value attached to them. It includes base salary, bonus allowances and any other form of recognition which has financial payment attached to it. This payment helps in attracting highly qualified personnel to the organisation and also in retaining them. The benefits include retirement benefits, healthcare benefits, savings and time, which the employee may be given to spend as he wishes. The benefits which are given to the employees are mainly meant to protect their future and reduce uncertainty. Moreover, reduction in the uncertainty of the employee helps in increas ing his motivation to the work as he is assured of his future needs being met by his employer (Armstrong, 2002, p 9). Learning and development facilitates career growth and knowledge improvement in employees. Normally, learning and development may take the form of career development and training. This usually helps in retaining the employee into the organisation as the activity satisfies the personal development needs of the individual. Moreover, learning and development is not necessarily a financial gain to the employee; it just helps to improve the employee satisfaction by and helping to quench his thirst of knowledge. Summary and Conclusion The above report has explicitly explained the performance management systems. The understanding of the performance management system will enable Brook and Kent to take the appropriate measures to help in improving the employee motivation. The main problem, which Brook and Kent faces, is the fact that their appraisal methods are not effective. In addition, managers do not appraise exemplary performance at the required time, and delay in appraising the achievement makes the employees feel demotivated as their contribution to the organisation is not recognised. Moreover, some of the employees feel that they deserve to be rewarded yet fail to get the rewards, as it takes long to reward exemplary work. Brook and Kent should therefore implement a performance management system which regularly recognises exemplary work. The organisation should also implement a total reward performance management appraisal system which will cater for all the needs of the employees not only material but also immaterial. Implementation of the recommendations and a clear understanding of the performance management systems will enable Books and Kent Company limited to have high quantity and quality returns after the implementation of the performance management system. Reference List Armstrong, M., 2002. Employee Reward. London: CIPD Publishing. Web. Anon. 2007. Performance management. North Carolina State personnel manual Web. Jiang, Z. et al. 2009. Total reward strategy: a human resources management strategy going with the trends of the time. International journal of business management, vol. Web. Rao, T. V. and Rao, T. V., 2004. Performance management and appraisal systems: HR tools for global competitiveness. New Delhi: SAGE. Web. Shah, K. and Shah, P. J., 2010. Theories of motivation. Lay networks. Web. Taticchi, P., 2010. Business Performance Measurement and Management: New Contexts, Themes and Challenges, Berlin, Springer. Web. Verweire, K and Berghe, L., 2004. Integrated performance management: a guide to strategy implementation. New Delhi: SAGE. Web. This report on Performance management systems linked to reward was written and submitted by user Bruno Dean to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.