Analyzing Problems in Sylvias Bar in Birmingham Free Essay Example, 1500 words

The customer s state that the restaurant is highly-priced and they would not mind paying high for the classy night outs with better quality services. The staffs revealed the fact that they are dissatisfied with the uniform that they are supposed to wear as it is quite formal and makes them feel like working at church. Among all the issues that have been listed above, it can be deciphered that the issues of cost and menu are observed to be the crucial problems which need due attention, otherwise, it may badly affect the profitability of the company. It is because of the fact that the company targets high-class customers the prices of the drinks as well as food items have been high. However, given the declining profits and sales of the company, it is significant for it to identify if other class of people or income group can be targeted as well. If the company is targeting the middle-income group people then in such circumstances, it becomes vital for Sylvia to reduce the price of the food items. It is because of the high price the company s owner, the staffs, as well as the potential customers of the company, are facing tremendous problems. We will write a custom essay sample on Analyzing Problems in Sylvias Bar in Birmingham or any topic specifically for you Only $17.96 $11.86/page

Alcohol Abuse Is The Most Common Addictive Behavior

Alcohol abuse is the most common addictive behavior that is brewing amongst teens and adults. It is widely concerning and threatening to one’s family and social life. Many have tried to guest and speculate that alcohol abuse is due to many factors that include genetics, social, mental and emotional, and even how people around you raised you. Many also have speculated that people that we associates with that are alcoholics can be a factor also. It can be family and friends, schoolmates, and colleagues. Some also say that it can be due to emotional and psychological disorders such as depression, bipolar, or anxiety are factors of someone to drive to drinking to forget problems and to feel that disconnect from the disorders. Whatever the†¦show more content†¦Some facilities have different types of programs that require having to have different phases. For the most part of any treatment program that works includes Alcoholics Anonymous and the12 step program. â€Å"In th e late 1940’s Alcoholics Anonymous had taken root as the nation’s most popular remedy for excess drinking.† (Glaser, 2013) Alcoholic Anonymous and the 12 step programs have proven that it is effective since 1940’s and it is not costly. AA has meetings during the day and evening and everywhere. AA are individuals that gather around to talk about anything without having to fear that someone is going to report them to the police, courts, etc. AA also deals with other issues besides having alcohol abuse problems. AA has people that you can relate to who is going through the same abuse. Another treatment program that is effective to some is the outpatient and inpatient rehabilitation. Outpatient program is a treatment program that the patient is treated during the day and goes home at night. The outpatient program consists of counseling, group and individual sessions, and cognitive behavioral therapy. Cognitive Behavioral therapy is a therapy that helps patien t how to deal with and elude situations that can result in abuse such as alcohol and drugs. Counseling not only helps the patient deal with traumatizing events while in treatment, but the families and spouses as well. Outpatient program can provide therapy and

ACC 291 Week 5 Discussion Questions and Responses Essay

ACC 291 Week 5 Discussion Questions and Responses www.paperscholar.com DIRECT LINK TO THIS STUDY GUIDE: http://www.paperscholar.com/acc-291-week-5-discussion-questions-and-responses/ Instantly Download! Get Better Grades in Less Time! 100% Satisfaction Guarantee DESCRIPTION FOR THIS STUDY GUIDE: Week 5: DQ 1: Why are companies required to prepare a statement of cash flows? What are the three sections of the statement of cash flows and what does each section tell you about the operations of a company? DQ 2: Class, the statement of cash flows is the only required financial statement that is not prepared from an adjusted trial balance. What are the sources of information for preparing a statement of cash flows? Explain how†¦show more content†¦ACC 291 Week 5 Discussion Questions and Responses www.paperscholar.com DIRECT LINK TO THIS STUDY GUIDE: http://www.paperscholar.com/acc-291-week-5-discussion-questions-and-responses/ Instantly Download! Get Better Grades in Less Time! 100% Satisfaction Guarantee DESCRIPTION FOR THIS STUDY GUIDE: Week 5: DQ 1: Why are companies required to prepare a statement of cash flows? What are the three sections of the statement of cash flows and what does each section tell you about the operations of a company? DQ 2: Class, the statement of cash flows is the only required financial statement that is not prepared from an adjusted trial balance. What are the sources of information for preparing a statement of cash flows? Explain how the accrual basis of accounting affects the statement of cash flows. DQ3: Horizontal and vertical analyses are analytical tools frequently used to analyze financial statements. What type of information or insights can be obtained by using these two techniques? Explain how the output of horizontal analysis and vertical analysis can be compared to industry averages and/or competitive companies. DQ4: Now that we are nearing the end of this class, tell me what did you find the most and least interesting in this class (this could be subject matter or particular assignments, how the class was facilitated or anything else related to theShow MoreRelatedSupporting the Development of English Literacy in English Language Learners22851 Words   |  92 PagesINTRODUCTION Immigration has brought about significant changes in the U.S. student population. In particular, the number and percentage of immigrants in schools have increased dramatically since 1970. From 1970 to 1995, the number of immigrant children, ages 5 to 20, living in the United States more than doubled, from 3.5 to 8.6 million. As the number grew, immigrant children represented a larger percentage of students in U.S. schools, increasing from 6% in 1970 to 16% in 1995 and 19% in 1997 (Ruiz de VelascoRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesidentiï ¬ ed in the case. There are also over 33 classic cases on the Companion Website. These are a selection of cases from recent editions of the book which remain relevant for teaching. The case studies are intended to serve as a basis for class discussion and not as an illustration of either good or bad management practice. They are not intended to be a comprehensive collection of teaching material. They have bee n chosen (or speciï ¬ cally written) to provide readers with a core of cases which, togetherRead MoreInternational Financial Accounting155754 Words   |  624 Pagestest your knowledge of what you ve studied in quick quizzes We examine your understanding in our exam question bank We reference all the important topics in our full index T E X T BPP s i-Learn and i-Pass products also support this paper. 2457 FOR EXAMS IN DECEMBER 2009 AND JUNE 2010 www.ebooks2000.blogspot.com First edition 2007 Third edition June 2009 ISBN 9780 7517 6364 5 (Previous ISBN 9870 7517 4723 2) British Library Cataloguing-in-Publication Data A catalogue record forRead MoreIncome Taxation Solutions Manual 1 300300 Words   |  1202 Pagescorporation with a value equal to $1,140,000 plus the value of the other assets substituted for the property transferred out. While certain steps could be taken to perhaps alleviate this problem, they are rather complex and beyond the scope of this question (see section 55). However, by tracing the process of moving out the land and building, the student will see the roadblocks that appear. A much simpler approach is to transfer the business assets (inventory, equipment and goodwill) to a separate entity

The Crime Of Organized Crime - 1649 Words

When I hear the term organized crime, I associate it with â€Å"The Mafia†, â€Å"Scarface†, and â€Å"Cartels†. Organized crime can be defined in a variety of ways. It is an ongoing criminal enterprise that is wisely working to generate profit engaging in illegal activities depending on demand, where its presence is preserve through force, intimidations, and corruption. According to the FBI, organized crime is basically a group of transnational, national, or local alliances of highly centralized enterprises run by crooks who make illicit profit or money through illegal and often violent activities (Abadinsky, 1981, p. 2). The Task Force on Organized crime states that, â€Å"the core of organized crime activity is the supplying of illegal goods and services-gambling, loan- sharking, narcotics and other forms of vice- to countless numbers of citizen customers† (Abadinsky, 1981, p. 267). However, the business of organized frequently consists of activities that are neither services nor goods, instead they are undoubtedly scrounging. The connection among illicit business and organized crime can take one of three following forms: first we have the parasitic form, where associates of a criminal organization extract money from illegal businesspersons by intimidating them with violence (Abadinsky, 1981, p. 267). The second from is reciprocal: members of a criminal organization require genuine or illegal entrepreneurs to pay a secure or percentage sum, then in return they deliver services like limitingShow MoreRelatedOrganized Crime1084 Words   |  5 PagesIntroduction Organized crime can be a number of different types of things. According to Lyman Potter, (2007), â€Å"The NCIS describes organized crime as having four salient attributes: An organized crime group contains at least three people; The criminal activity the group engages in is ongoing and indefinite in duration; The group is motivated by a desire for profit or power; and, The group commits serious criminal offenses†(p.15). The group we chose is the American Mafia families of New YorkRead Moreorganized crime2317 Words   |  10 PagesProvisions for Definitions of â€Å"Organized Crime† CARLO CAVALIERE 100817631 OCTOBER 1ST 2014 Defining organized crime has proven to be a general difficulty throughout history. The belief of this paper is that definition is crucial, however, at the same time one should identify that within the scope of organized crime, definition has been quite subjective and controversial. 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Impact Of The Latest Advances In Technology On Recruitment And Selection Free Essays

string(93) " software that truncates and exclude the totality of content \(Lievens Harris 2003\)\." ABSTRACT In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal. A commonly held view among the human resource managers is that the human resources are the most important assets of an organization and that they offer the only non-imitative competitive edge. As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. We will write a custom essay sample on Impact Of The Latest Advances In Technology On Recruitment And Selection or any similar topic only for you Order Now This paper explores on how the latest advances in technology have impacted on the process of recruitment and selection of employees. Different aspects of the use of new technology will be examined including internet based recruitment, telephone and video conferencing, computer based testing and IVR or Automated telephone interviewing. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. INTRODUCTION In the face of a new era of downsizing, garnering of qualified workforce remains a key organizational goal (Bauer 2004). As the point of entry, the process of recruitment and selection of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. Traditionally, the recruitment and selection process relied on fairly low-tech methods such as employee referrals and newspaper ads, in locating and attracting qualified candidates (Lievens, et.al 2002). Successful job seeking included frequenting the local job center (Lievens, et.al 2002). This has however changed over the past few decades as a result of advances in technology. The recruitment process, just like all other business functions, has become increasingly tied to technology (Lievens, et.al 2002). The common practice of mailing applications and waiting to be called for an interview via a phone call has been trumped by technological advances which have eased communication. Technological advances such as internet-based recruitment and candidate assessment, computer-based testing, Interactive Voice Response (IVR), telephone and video-based interviews among other information technologies are now increasingly being used in recruiting and selecting qualified candidates (Chapman Webster 2003). In this paper, we examine how the latest advances in technology have impacted on the process of recruitment and selection of employees. The following sections will explore on these technological advances, in particular, how they are impacting on recruitment and selection process. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. We begin by exploring on internet based recruitment, which involves recruitment via the web. a. INTERNET BASED RECRUITMENT The most popular ways through which advances in technology have significantly impacted on recruitment and selection is through the internet. Organizations are increasingly making use of the internet technology, particularly the World Wide Web, as a platform for testing and recruiting potential candidates (Baron Austin, 2000). Social networking websites, software and online job boards has helped in linking applicants to hiring professionals with focus on knowledge, skills and abilities (Baron Austin, 2000). Social networking sites such as LinkedIn, CareerBuilder, monster.com and universe.jobs hold millions of jobs and resumes in their databases (Neil 2003). These professional networking sites play a significant role in the process of recruitment and selection. LinkedIn, for example, is used as a business-oriented social networking site whereby applicants are linked with the employers. LinkedIn is widely used globally as a professional network service and has currently 90 million users (Neil 2003). It is currently valued at over $2.51 billion USD and operates in more than 200 countries (Neil 2003). Advances in technology have indeed shaped the process of recruitment and selection. Online ads are now the lead recruitment methods employed by employers. Recruitment and selection via the web has enabled the employers to build a ‘talent pool’ of qualified candidates and lessen their reliance on conventional print media (Thompson et al., 2008). This has led to significant cost savings as employers lessen their reliance on recruitment agencies (Thompson et al., 2008). In this regard, Harris Dewar (2000) noted a significant reduction on the cost per-hire from $ 3,295 (for the conventional recruitment methods) to $377 (for internet based recruitment). There are many benefits arising with the use of internet based recruitment method as well challenges that it present to the organizations. It should be noted that internet based recruitment is not without its shortcomings, but the cons must be weighed against the pros in order to determine if this recruitment method is supported. BENEFITS OF INTERNET BASED RECRUITMENT The internet provides efficiency in the administration and scoring of test as the content can be easily modified and answers captured in electronic form (Van Hoye Lievens 2007). It also enables routine checking of errors, automatic scoring of tests and provides instant feedback to the applicants (Van Hoye Lievens 2007). This administrative ease enables recruiters to save on costs and time giving them a competitive hedge in the tight labour market. It also provides for increased flexibility for both the employer and applicants in the administration of tests and performance of work in varied geographical locations (Van Hoye Lievens 2007). Moreover, the widespread of information in a globalized market widens access to a diverse geographical labour pool (Lievens Harris 2003). Additionally, there is a greater transparency in the selection process as candidates are selected based on their skills, experience and competence (Lievens Harris 2003). CHALLENGES TO INTERNET BASED RECRUITMENT While it is apparent that online recruitment help cut on recruitment costs, increase efficiency and transparency in the selection process; there are some potentially major drawbacks. Due to the high number of applicants, screening and checking the authenticity and mapping of skills may be a time consuming exercise (Lievens Harris 2003). The large number of indistinguishable resumes from the various applicants coupled with inadequate software and procedures may lead to poor results in the selection of the ideal candidate (Lievens Harris 2003). This problem can largely be attributed to the existing methods for parsing resumes which is dependent on software that truncates and exclude the totality of content (Lievens Harris 2003). You read "Impact Of The Latest Advances In Technology On Recruitment And Selection" in category "Essay examples" Also, failure by the industry software to produce optimum candidate and position convergence may result in correspondingly low retention rates of the new employees hence costing client companies thousands of dollars (Lievens Harris 2003). Despite having automated assistance, managing the workload remains a daunting task for HR managers. While software has reduced on the number of resumes from the applicants, that would otherwise be manually reviewed, it has not been successful in narrowing candidate resume pools to the ideal qualified applicants (Harris Dewar 2000).It should be noted that most of the software employed in the process of recruitment and selection generally uses rudimentary lexical and semantic algorithms (Harris Dewar 2000). These algorithms tend to generate a large candidate pool with most candidates insufficiently suitable for effective use (Harris Dewar 2000). This is because the industry software lacks the ideal filtering capabilities necessary for the proper parsing of resume. Crucial data that could help in identifying the ideal candidate and position convergence is therefore lost. Without sufficient data, there is not enough variance that could be used in distinguishing among candidate and position suitability (Harris Dewar 2000). This next section will explore on interactive voice response (IVR) which is also known as automated telephone interviewing. The method is also gaining popularity and is increasingly being used by firms in recruiting and selecting new hires. b. AUTOMATED TELEPHONE INTERVIEWING/INTERACTIVE VOICE RESPONSE (IVR) The use of interactive voice response (IVR) which also referred to as automated telephone interviewing is one of the newest ways to recruiting and selecting new hires (Thompson et.al 2008). IVR technology allows for human interaction with the computer via a telephone keypad or through the use of voice recognition (Thompson et.al 2008). This wave of technology is increasingly gaining popularity in the recruitment and selection of employees due to its many advantages. ADVANTAGES OF THE IVR IVR is an easily accessible technology. Take for example the United States where 95% of the households own phones (Thompson et.al 2008). With IVR, applicants can initiate the interview at any time. The applicants or potential employees can initiate an interview by simply making a phone call to a toll-free phone number and be automatically interviewed without any intervention from the operator (Thompson et.al 2008). IVR or rather automated telephone interviewing can help in eliminating interview biases (Thompson al 2008). It is highly cost effective in screening the candidate pool. DISADVANTAGES OF USING IVR While IVR is increasingly being used by many businesses to cut on the costs and give a better experience, it is not without its shortcomings. One of the greatest challenges to using IVR systems in recruitment and selection of employees is that the users find it hard to follow telephone menus and lengthy instructions (Thompson et.al 2008). Also, IVR screening is considered lower in terms of treatment and openness as well as in reconsideration opportunities than the conventional face to face interviewing (Thompson al 2008).. c. TELECONFERENCING AND VIDEO CONFERENCING There is also the use of telephone and video conferencing. Teleconferencing involves setting up of a conference telephone call between the selection committee and potential candidates (Gilliland 1993). Job interviews by teleconferencing are common where the applicant and the selection committee are located in geographically sparse regions. Video conferencing, on the other hand, involves the combination of both the audio and video transmissions, hence allowing for communication to take place by a way of an audio visual link (AVL) (Gilliland 1993). With video conferencing, both the applicant and selection committee members are able to share their views and at the same time see each other on the screen. BENEFITS OF VIDEO CONFERENCING Despite reducing the in-person meetings, video teleconferencing as well offer the advantages of face to face communication (Gilliland 1993). There is also significant cost reduction for both the applicant and the employer as there is no need of travelling and associated costs of lodging and meals (Gilliland 1993). There is also the added environmental benefit as a reduction in traveling implies a reduction in greenhouse gas emissions (Gilliland 1993). Further, upon placement this technology allows for the continued collaboration with the team members from remote locations (Gilliland 1993). CHALLENGES OF VIDEO CONFERENCING Similar to other technological innovations, video conferencing is not without its shortcomings. There might be a difference in time zones when conferencing in remote geographical locations (Gilliland 1993). Also, some of the human ways to communicating may not translate well with video conferencing (Gilliland 1993). For example, eye contact may not be easily delivered through a webcam, unlike in the conventional face-to-face interviewing where one can easily make eye contact and judge whether the interviewee is paying due attention. Last but not least, we explore on how computer based testing has impacted on recruitment and selection process. d. COMPUTER BASED TESTING The use of computer based interviews has increased in the recent years with a wide range of organizations utilizing computer-based online tests for selection purposes (Aptitude/psychometric tests) (Chapman Webster, 2003). There are several reasons for increased reliance on psychometric tests in the recruitment and selection of employees. Key among these is the increased regulation and legislation, and loss of confidence in academic qualifications (Chapman Webster, 2003). INCREASED REGULATION AND LEGISLATION Reliance on test use in the selection process has been used as a defensive strategy to regulation and legislation (Chapman Webster, 2003). Tests are seen as objective indicators of how the skills of potential candidates align with the job description (Chapman Webster, 2003). These competency tests promote fairness and equal access to opportunities available. LOSS OF CONFIDENCE IN ACADEMIC QUALIFICATIONS There is a growing body of evidence for a loss of confidence with the formal academic qualifications. This is largely attributed to bad governance and corrupt institutions that may award degrees or certificates to incompetent individuals. As such, competency based tests are increasingly being used in screening the candidate pool and in identifying candidates with skills that align with the â€Å"competency profile† for the job in question (Chapman Webster, 2003). Computer based testing facilitates the selection process by quickly pinpointing the candidates ability more accurately (Chapman Webster, 2003). Take for example the BULATS online test, a robust business English language test, which is widely used in helping organizations make timely decisions in the recruitment process (Chapman Webster, 2003). This online test provides a fast and more accurate method of pinpointing the candidates’ ability and suitability to work by using adaptive testing techniques (Chapman Webster, 2003). CONCLUSION Clearly, we have identified a number of benefits to using technology for purposes of recruiting and selecting job applicants. A quick recap of some of the benefits include increased efficiency in the administration and scoring of tests, increased flexibility, greater transparency, reduction in biases, widened access to a diverse geographical pool of potential candidates, and cost reduction among others. There are however challenges arising with the use of technological advances in recruitment and selection process. For example, the exercise may be time consuming as a large number of applicants need to be screened. Other shortcomings include poor results due to inadequate software and procedures, and difficulties in filtering of potential candidates, among others. Nonetheless, the latest advances in technology have significantly impacted on recruitment and selection process. As pointed out by Kay (2000), the power of the Web and e-technology has changed the way recruitment and selections of employees occur. Technological advancements and the ubiquity of the internet (especially with social networking) have become powerful additions to the process of recruitment and selection. However, these should not be considered as the only solutions to finding the ideal candidate. While changes are still underway, it is clear that advances in technology have dramatically impacted on the recruitment and selection process. REFERENCES Bauer, et.al, 2004. â€Å"Applicant reactions to different selection technology: face-to-face, interactive voice response and computer-assisted telephone screening interviews†, International Journal of selection and assessment, Portland State University: Blackwell publishing ltd. Baron, H., J. Austin, 2000. Measuring ability via the Internet: Opportunities and issues. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA. Chapman, D.S., J. Webster, 2003. â€Å"The use of technologies in recruiting, screening and selection processes for job candidates†, International journal of selection and assessment, Vol.11 (2), pp. 113-120 Gilliland, S.W, 1993. â€Å"The perceived fairness of selection systems: an organizational justice perspective†, Academy of management review, 18, pp.694-734 Harris, M., and K. Dewar, 2000. Understanding and using web-based recruiting and screening tools: key criteria, current trends and future directions. Workshop presented at annual meeting of the society for industrial and organizational psychology, San Diego, CA. Kay, A. S., 2000. â€Å"Recruiters embrace the Internet.† Informationweek: pp.72-80. Lievens, F., K. Van Dam and N. Anderson, 2002. â€Å"Recent Trends and Challenges in Personnel Selection†. Personnel Review, 31 (5-6), 580-601 Lievens, F., M.M. Harris, 2003. â€Å"Research on Internet Recruiting and Testing: Current Status and Future Directions†. In: C.L. Cooper I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology, Chicester: John Wiley Sons, Ltd. vol. 16., pp. 131-165. Neil, A., 2003. â€Å"Applicant and recruiter reactions to new technology in selection: a critical review and agenda for future research†, International journal of selection and assessment, Vol. 11 (2) Thompson, L. F., P.W. Braddy, and K.L. Wuensch, 2008. E-Recruitment and the Benefits of Organizational Web Appeal. Computers in Human Behavior, 24 (5), 2384-2398. Tourangeau, R., D.M. Steiger D.Wilson, 2002. â€Å"Self-administered questions by telephone: evaluating interactive voice response†, public opinion quarerly, 6, pp.265-278 Van Hoye, G. and F. Lievens, 2007. â€Å"Investigating Web-Based Recruitment Sources: Employee Testimonials versus Word-of-Mouse†. International Journal of Selection and Assessment, 15 (4), 372-382. How to cite Impact Of The Latest Advances In Technology On Recruitment And Selection, Essay examples

Performance Evaluation free essay sample

In the given example, the company’s current evaluation form is inadequate and does not provide a complete picture of employee’s performance. The current evaluation method only focuses on personal characteristics of the employee being evaluated. Another problem with the current method is that only the plant manager evaluates the employee, without getting input from the individual being evaluated or anyone else. Furthermore the evaluation method currently being used focuses on perceptions and does not evaluate performance materials that can be easily measured, therefore creating a subjective evaluation. A performance evaluation should focus on three generally accepted sets of criteria. Individual Tasks Outcomes, which measure the quantity and quality of the employees work. For this criterion, in the given example, the engineer would be rated on how successful the changes he implemented were, and how well his actual projects finished. In addition to task outcomes, employee behavior should be a separate category that an employee is evaluated in. We will write a custom essay sample on Performance Evaluation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In the example, the engineer would be rated on his attention to detail, submission of paperwork, suggestions for improvement, and how much of a team player he is. Lastly an employee should be rated on his traits, which includes his personal attitude, display of confidence, dependability and knowledge. By evaluating the engineer on things such as friendliness, neatness of workspace and attitude the company is focusing too much on the employees’ traits which should be the least important of the three criteria an employee is evaluated on. Instead the company should primarily focus on the individual task outcomes as this affects the productivity and net profits of the company. Employee behavior is also an important area to evaluate since behaviors can either encourage or hinder other employees work performance. Although it is important to recognize and evaluate personal traits, this should be the least weighted category as individual traits are the least likely to affect actual work performance. A 360 degree approach to performance evaluations involves supervisors, peers, subordinates and sometime clients in the evaluation process. By including all of these different individuals an employer can get a complete picture of an employees work performance. A supervisor typically knows and understands the job responsibilities and expectations of the employee and can rate him based upon the actual performance. Peers work directly with one another and may share some of the same responsibilities and tasks. A peer is able to evaluate an employee on day to day duties, how well one works with others, and general performance. Subordinates can provide feedback on a variety of topics such as communication skills, support, knowledge of duties, and other behaviors and traits. Some disadvantages do occur when involving supervisors, peers and subordinates. With so many people involved it may be difficult to find the correct individuals to perform responsible evaluations, which causes more time to be spent in the selection and training process. Another downfall is that each individual has a different relationship with the person being evaluated; therefore leading to differences in opinions that must be filtered through before a final rating is achieved. There are many different methods to analyze performance data once it has been collected. The most common methods include written essays, critical incidents and graphic rating scales. A written essay is the most basic form of analyzing data, once the data is gathered from all sources the evaluator highlights the most important details of the data including positive and negative aspects of the employee’s performance as well as suggestions for improvements. This success of this method is highly dependent on the evaluators writing skills. It does provide for a less formal and possibly less threating way to provide feedback to an employee than the critical incident method, in which the evaluator focuses on behaviors that distinguish between effective and ineffective work performance. By using critical incidents evaluators focus on specific actions and behaviors that effect job responsibilities and performance. The critical incident method provides more specific job related performance evaluation than a written essay but still does not give a complete picture of the employee’ performance. A graphic rating scale is one of the more popular methods of evaluation because is rates employees in various aspects of job performance. A scale can be developed to rate different criteria such as individual task outcomes, employee behaviors and traits. This method allows for employers to quantify an employees’ performance and base results on objective details. Although the graphic rating scale does provide a complete picture of an employees’ performance it does provide for as much detailed feedback as a written essay or even critical incidents. Some employers are moving to another method of providing feedback called behaviorally anchored rating scales, which combines the general rating scale and critical incident methods, therefore allowing employers to focus on specific behaviors and provide feedback on job-related performance. There are many different reasons that factual evaluations are difficult to obtain. Evaluators may overrate an employee in an attempt to please the employee, out of fear of retaliation or just because they like the person, such inflation is considered positive leniency. The opposite, negative leniency, occurs when evaluators underrate an employee to punish the employee for a personal difference, to make the employee look bad in order to make themselves appear better, or because they just don’t like the person. The Halo error occurs when an evaluator basis their assessment on one specific action or characteristic. To help obtain more accurate evaluations, a company can employ the following protections against these biases and errors. First, use multiple evaluators so that more accurate information can be obtained. Be selective in the evaluators chosen, ensure they have knowledge of the employees’ performance and work responsibilities. Finally, train the evaluators, so that they understand what is expected and how to avoid using personal judgments in their ratings. In order for the given company to improve their performance evaluations, the company should consider using a 360 degree performance review. In doing so supervisors, peers, and subordinates should all be chosen to participate in the review of a given employee. All evaluators should be trained on how to properly evaluate an employee, and be made aware of any biases that may influence their evaluations. Strict criteria should be used in the selection process of evaluators to ensure that evaluators have proper knowledge of the employee and his responsibilities, as well as to ensure that all evaluation criteria are observed. By using this approach the company can objectively evaluate employees and improve employee morale, productivity and performance.