...mission “help people save money so they can live better” and vision “Always low prices, always!” tells customers that they will always keep lower prices, maintaining loyalty to continue to be competitive in the market (Wal-Mart 2012). To continue their efforts in maintaining the lower prices, the company must accomplish two goals; customer satisfaction and keeping lower prices. To accomplish these goals, a detailed evaluation needs to be performed to identify the most useful tools to measure the company’s performance. Planning and measuring the performance of the company will guarantee that Wal-Mart will continue to be the largest, most profitable, and successful retail store in the industry. To evaluate the company’s goals, managers will need to have a control process. This entails “the process of monitoring, comparing, and correcting performances” (Robinson & Coulter, 2012, p. 4). According to Robbins and Coulter (2012), there are four control processes that managers may use to measure performance; personal observation, statistical, oral, and written reports. Wal-Mart managers would benefit performing personal observations and statistical reports. Using the personal observation report process will provide managers in their departments a visual of how the employees are interacting with the customers. Observing employees interaction with customer will determine the employee’s job satisfaction, which is...
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...Shakespeare play measure for measure and much ado about nothing . There were two women or falsely accused of both plays and starting off with the play what ado about nothing. One of the main characters hero who was a woman who was supposed to be wedded by Claudio was falsely accused of infidelity and Claudio let known these accusations at the wedding ceremony ( pg.137 act 4. Scene1) by denying her hand in marriage and accusing her of what he thought she did. The character hero was extremely embarrassed and mortified as well as her family. This also affected her virtue more so her standing and reputation in her community for the fact that he's saying that she is not pure that she's a liar and cheat within the story is completely crashes the character hero emotionally and psychologically. She falls into an extreme depression, which is very similar in comparison to the play measure for measure where the story of the character mariana introduced and told by the Duke to Isabella (pg.249 act3.scene1) where Mariana was to marry Angelo but was falsely accused of not being virtuous. So Angelo left her this brought her into a extreme depression and ruined her reputation a lot like in the play much ado about nothing character hero's situation. Both plays have different of showing these different natures of the accusations from both plays in much ado about nothing. The accusation was displayed in a very grand way to shame hero for what she was accuse that she had done in measure for measure Mariana...
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...MEASURE FOR MEASURE More centuries ago than I care to say, the people of Vienna were governed too mildly. The reason was that the reigning Duke Vicentio was excessively good-natured, and disliked to see offenders made unhappy. The consequence was that the number of ill-behaved persons in Vienna was enough to make the Duke shake his head in sorrow when his chief secretary showed him it at the end of a list. He decided, therefore, that wrongdoers must be punished. But popularity was dear to him. He knew that, if he were suddenly strict after being lax, he would cause people to call him a tyrant. For this reason he told his Privy Council that he must go to Poland on important business of state. "I have chosen Angelo to rule in my absence," said he. Now this Angelo, although he appeared to be noble, was really a mean man. He had promised to marry a girl called Mariana, and now would have nothing to say to her, because her dowry had been lost. So poor Mariana lived forlornly, waiting every day for the footstep of her stingy lover, and loving him still. Having appointed Angelo his deputy, the Duke went to a friar called Thomas and asked him for a friar's dress and instruction in the art of giving religious counsel, for he did not intend to go to Poland, but to stay at home and see how Angelo governed. Angelo had not been a day in office when he condemned to death a young man named Claudio for an act of rash selfishness which nowadays would only be punished by severe reproof. Claudio...
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...‘Measure for Measure’ in Filipino–because ‘Shakespeare is truly global’ A roundtable meeting is “a venue for intellectual discussion among the academe, students, playwrights, directors, media and anyone interested in theater,” said Jeffrey Hernandez, council master of the University of the Philippines Theater Council. He added: “We have a responsibility to the audience to explain our craft, to touch lives and bring them back to the reality of life. We do art for the people we love, and in a larger sense for the country.” That statement opened the press launch of Dulaang UP’s 39th season, held recently at the Wilfrido Ma. Guerrero Theater in UP Diliman, Quezon City. The theme running through the five plays that will be presented, in Filipino as well as English, until February next year is “Regaining Dignity.” The plays in the season are Shakespeare’s “Measure for Measure/Hakbang sa Hakbang” (with Filipino translation by Ron Capinding), Aug. 20-Sept. 7, directed by DUP artistic director Alexander Cortez; Floy Quintos’ “Ang Huling Lagda ni Apolinario Mabini,” directed by Dexter M. Santos, Oct. 1-19; William Wycherley’s “The Country Wife/Ang Misis kong Promdi,” with Filipino translation by Nicholas B. Pichay, Nov. 19-Dec. 7; and Rody Vera’s “Bilanggo ng Pag-ibig,” inspired by the works of Jean Genet, the novelist-playwright who best exemplified the French spirit of succès de scandale “The Country Wife” will be directed by Tony Mabesa, “Bilanggo ng Pag-ibig” by José Estrella...
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...Morals, right, wrong and religion: These words make up a person perspective on everything, It only takes one situation to test one’s principles. In the play Measure for Measure, the literary genius William Shakespeare test one’s values by using clever events. The play starts off with the Duke of Vienna, Austria leaving his post in order to test his potential successor, Angelo. But that is when all hell breaks loose. The Duke’s successor misuses his power by sentencing a young man named Claudio to death; banishing his girlfriend Juliette to a monastery for their fornication. The Duke’s actions to save these two young lovers were immoral and did not relate to his godly oath. Starting in Act three Isabella, the sister nun of Claudio, goes to her brother to speak of her predicament with Angelo asking for sexual bribery to save her brother’s life. The Duke, dressed as a friar , overhears the surreal event, causing him to give Isabella some of his guidance, “ Go you to Angelo; answer his requiring with a...
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...The passage opens by Isabella using a speech representations, she refers to Angelo as ‘my lord’ this mode of address reinforces the difference in class and also the respect that Isabella must give to him, not only because he is in charge but also he could potentially save Claudio’s life. A common thought that has been displayed in many plays such as Measure for Measure is that men are weak and women are the strong willed ones who cannot be lustful but for a man it is more acceptable and for a dramatic twist Angelos turns round to Isabella and states a declarative ‘we are all frail’, he reinforces his point by again stating ‘women are frail too’. To Angelo’s short remarks Isabella replies with a paragraph agreeing with his thoughts, this can be seen as a dramatic technique as Isabella is strong willed and stubborn yet she agrees as states that even she is weak - which could potentially encourage him - but her agreeing can also help bring to light just how much power he has. ‘call us ten times frail; for we are soft as our complexions are’. He has so much power that Isabella must agree with what he says if its harmless. Shakespeare uses the dramatic technique of presenting Isabella as either naive or a really dedicated soon to be nun, but not letting Isabella know that Angelo is talking actually talking about wanting to sleep with her. Shakespeare highlights that Isabella hasn’t been aware of Angelo's intentions as previously they spoke and Isabella offered ‘gifts’ but in her...
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...THE BARD & CO Book Review - The Bard & Co: Shakespeare’s Role in Modern Business Editors – Jim Davies, John Simmons & Rob Williams Published – Cyan Books Year – 2007 Place – London No author perhaps has had the kind of influence Shakespeare has had on our lives in different forms. This book is another example of Shakespeare’s influence, this time on the business world of today. Twenty six contemporary writers have paired with a Shakespeare play and one of the lead actors of the First Folio list to give us this delightful new insight of the play and the role. The book is a delightful collection of essays on Shakespeare’s role in contemporary business world. That we have very little biographical sketch to go by demands that “imagination has had to work harder than memory”. And given the “breadth, vivacity, wit and life” of Shakespeares’ plays and their performances, one cannot help but imagine that those actors would be chuckling in sotto voce behind their masks, at our attempt “to capture some sense of their lives and their contribution to the world” It is fitting that a book on Shakespeare’s role in modern business should be introduced by Dominic Dromgoole, the artistic Director of Globe Theatre. According to him, the theatre actor is the most impermanent of all artistes, considering that once a play is over, there is no remanence of his work except the printed “dramatis personae at the beginning of the published play”. He bows in obeisance to that “mysterious...
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...Cortez’s Brilliancy Seen In “Measure for Measure” Justice, morality, love, power, and forgiveness, “Measure for Measure” tackles them all. William Shakespeare brings us to explore a vicious, yet tender and intense world through his play. Dulaang UP, the campus-based theater company, decides to try its hand at one of the Bard of Avon’s problem plays in celebration of their 39th season and Shakespeare's 450th birth anniversary. Does its production of "Measure for Measure," under the direction of Alexander Cortez, measure up? The ones that get most of the attention are Jeremy Domingo as Vincentio, the Duke, who also appears disguised as Friar Lodowick to observe the goings-on in his absence. As a Duke, he turned his kingdom into another peep show, building his own pleasure as he gazes on behind his shabby friar’s disguise. As it gives more sinister, Duke, Domingo solves the notorious problem in the second half of the play, during the unclear part on why he lets things drift for so long before using his power. He acts as a dues ex machina to turn the play from tragedy to comedy. The excellent Tarek El Tayech portrays Angelo, the piously self-assured and moralistic deputy, who rules in the Duke's absence. He is the creepiest Angelo you are likely to encounter. In fact, he is a predator who feels free to unbuckle his instincts after the Duke transfers power to this unfit aide and did take moral temperature of his city. You couldn’t hope to find better acting and direction in the...
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...and volume output. OVERALL OBJECTIVE: Overall objective is to provide the right understanding, for the method of training provided. A good understanding precise point; will be taught in training, as well executing the training plan. OUTCOMES: This training will enhance the overall performance of administrators, as well as all workers, which will also increase efficiency in workload. SUCCESS EVALUATION: Evaluating their overall performance, pre as well as post training session should be a notable different in the post-training performance, showing the overall success of the training. MEASURABLE ORGANIZATIONAL VALUE: To find out the Measurable Organizational Value (MOV) of the assignment, the HR administrator will need to measure the following: Training usefulness Training caliber Follow through with keeping records of work performance following training Comments from employees on their overall...
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...Project Proposal CMGT/410 BUSINESS MEMO IT TRAINING OUTLINE INTRODUCTION: There must be a methodology implemented for training and a strategy developed along with that methodology. These two aspects will be successful if we do not waste training resources. These resources will not be undermined once we address a number of issues The company policies, infrastructural issues, and cultural issues within the company may all need to be noted before a well-oiled training session can take place. It is, however, important to note that no matter the schema chosen for training, the path needs to be clear for the users. The training that the users will require will rely of their background, the purpose of the training, features of the system, any types of new user interfaces, etc. This project is an outline for a presentation given by a mixture of HR and IT professionals, streamlining company policy and procedures, for a company-wide compliance system. The head office will implement the training, with training conducted in a central location. This will be conducive to all the other satellite offices, making them easily reached by the managers that will be attending the training sessions. Training will be located on the Main Office location, to minimize training costs, with training divided over two days, each having one, 5-hour training period. POTENTIAL STAKEHOLDERS: The potential stakeholders include the members of the financial department and committee members of...
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... Manager and HR to intervene with appropriate actions to improve performance Compensation adjustment-performance evaluations help decision makers determine who should receive pay raises. Many firms grant part or all of their pay increases and bonuses based upon merit, witch is determined mostly through performance. Often promotions are a reward for past performance Training and development needs Poor performance may indicate the need fro retraining Likewise, good performance may indicate untapped potential that should be developed Career planning and development Performance feedback guides career decisions about specific careers paths one should investigate Equal employment opportunity Accurate performance appraisals that actually measure job related performance ensure that internal placement decisions are not discriminatory External challenges sometimes performance is influenced by factors outside the work environments, such as family, financial , health ,or other personal matters .if uncovered through appraisals, the HR department may be able to provide assistance Performance of specific unit –Good or bad performance throughout the department indicates how well the particular function is performing Job design errors Poor performance may be a symptom of ill-conceived job designs, job analysis and evaluations Staffing good or bad performance implies strengths or weaknesses in the HR’s recruitment ,staff development policies, human resources plans or training Align...
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...If you can’t measure it, you can’t manage it. In the broadest sense, the whole goal statement is a measure for the project; if the goal is accomplished, then there is success. However, there are usually several short-term or small measurements that can be built into the goal. Choose a goal with measurable progress, so you can see the change occur. How will you see when you reach your goal? Be specific! “I want to read 3 chapter books of 100 pages on my own before my birthday” shows the specific target to be measure. “I want to be a good reader” is not as measurable. Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track, reach your target dates, and experience the exhilaration of achievement that spurs you on to continued effort required to reach your goals. Attainable When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop that attitudes, abilities, skills, and financial capacity to reach them. Your begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals. Goals you set which are too far out of your reach, you probably won’t commit to doing. Although you may start with the best of intentions, the knowledge that it’s too much for you means your subconscious will keep reminding you of this fact and will stop you from even giving it your best. A goal needs...
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...SMART is an acronym that stands for Specific, Measurable, Achievable, Results-focused, and Time bound. To learn how to write SMART goals for developing your ethical public speaking skills, review the information and examples below. EXAMPLE of SMART Goal: I would like to improve my eye contact by referring to my notes less during my speech to enhance my speaker credibility with my audience by practicing my speech 6 times before the September 30 due date.. Process of Developing SMART public speaking goal: 1. Specific. What will the goal accomplish? Why will it be accomplished? Example: I would like to improve my eye contact during my speech to enhance my speaker credibility with my audience. 2. Measurable. How will you measure whether or not the goal has been reached Example: My score for the nonverbal physical rubric criterion on my next speech will improve. 3. Actions. What actions will you take to bring about this change? Example: I will practice my speech at least 6 times before I upload my speech for a grade so I may refer to my notes less during my speech. UHR, Employee Development 1 4. Realistic. Is it possible? Have others done it successfully? Do you have the necessary knowledge, skills, abilities, and resources to accomplish the goal? Will meeting the goal challenge you without defeating you? Example: (You should give some serious thought to addressing the answer to the question to avoid setting yourself up for failure) 5. Time-bound...
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...training. Human potential represents the greatest asset of any organization. Human potential, however, can only be considered an asset if it is consistently developed. Training and development are vital functions for any organization. The purpose of training is to impart knowledge and skills necessary to effectively fulfil the everyday operations of the organization. The purpose of development, on the other hand, is to enhance the use of the organization’s untapped, human potential. Increased productivity is directly related to the development of the organization’s untapped, human potential. Many organizations unwittingly spend a lot of money on training while ignoring development; then ask the question, “Where is the return and how can we measure it?” Training will never deliver a return in the absence of development. If I may, allow me to answer some basic but consistent questions; first, “What is development?” Development is a process which permanently impacts those behaviors, attitudes, actions, and systems directly related to enhanced organization...
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...objectives are statements that describe what your Vision Document will accomplish, or the results that will be achieve. Goals are high level statements that provide overall context for what the Vision Document is trying to achieve, and should align to its components. Objectives are lower level statements that describe the specific, tangible products, deliverables and fruits that will be delivered. The definition of goals and objectives is more of an art than a science, and it can be difficult to define them and align them correctly. Goals Because the goal is at a high-level, it may take more than one objective to achieve. It may take many objectives over a long period of time to achieve the goal. Generally, non-measurable: If you can measure the achievement of your goal, it is probably at too low a level and is probably more of an objective. If your goal is not achievable through any combination of objectives, it is probably written at too high a level. It may instead be a vision statement, which is a higher level statement showing direction and aspiration, but which may never actually be achieved. Objectives Objectives are concrete statements describing what the project is trying to achieve. The objective should be written at a lower level, so that it can be evaluated at the conclusion of a goal to see whether it was achieved or not. Goal statements are designed to be vague. Objectives should not be vague. A well-worded objective will be Specific, Measurable, Attainable/Achievable...
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