A Reverse PIN Wont Contact Police

A Reverse PIN Won't Contact Police An online rumor started in October 2006 claims ATM users can quickly contact police in the event of an attempted robbery by entering their PIN in reverse. This claim is false. Reverse PIN and Technology False, for now, that is. Technology exists which would allow ATM users to contact police in an emergency by punching in their PIN (personal identification number) in reverse, but as of this publication it has not yet been implemented anywhere in the United States. Lawmakers in the states of Kansas and Illinois introduced legislation calling for the institution of reverse-PIN emergency notification systems (also known under the brand name SafetyPIN) in 2004, but the Kansas bill stalled in committee and the Illinois bill was watered down at the behest of the banking industry, making the adoption of the technology purely voluntary - which it already was. According to a story published in the St. Louis Post-Dispatch, bankers are opposed to the reverse-PIN system because of safety concerns. They fear that ATM users might hesitate or fumble under duress while trying to enter their PINs backwards, possibly increasing the chances of violence. The banking industry is in favor of finding a means to protect ATM customers, a member of the American Bankers Association said, but question whether the reverse-PIN solution is the right one. Inventor of PIN Number Reversal Says Banks in Denial The inventor of SafetyPIN, Joseph Zingher, claims the banking industry is afraid to admit the growing extent of ATM robbery. Exact figures are hard to come by because ATM holdups are lumped in with other types of bank robbery in the FBIs annual crime statistics. Of the 8,000 to 12,000 bank robberies per year counted by the FBI over the past 15 years, 3,000 to 4,000 were ATM robberies, according to the banking industry. Some crime experts suspect the figure is actually higher. Bankers, for their part, insist they do acknowledge the problem of ATM crime and recommend that customers exercise due caution and be aware of their surroundings when using automated teller machines. Heres a sample email about the false claim of a reverse pin number contributed by J. Brouse on Dec. 6, 2006. PIN NUMBER REVERSAL (GOOD TO KNOW)If you should ever be forced by a robber to withdraw money from an ATM machine, you can notify the police by entering your Pin # in reverse.For example if your pin number is 1234 then you would put in 4321. The ATM recognizes that your pin number is backwards from the ATM card you placed in the machine. The machine will still give you the money you requested, but unknown to the robber, the police will be immediately dispatched to help you.This information was recently broadcast on TV stating that it is seldom used because people dont know it exists. Sources and further reading: Why Reverse PIN Is Not in UseAbout.com: U.S. Government, May 16, 2014 Technology to Keep You Safe at ATM MachinesWOAI-TV News, September 22, 2006 Why Great Ideas Get Shot DownFortune Small Business,   February 1, 2006 Inventor, Kansas Senator Back Idea to Thwart ATM HoldupsSt. Louis Post-Dispatch, April 3, 2005 Banking on ATM SafetyForbes, January 28, 2004

Perfomance Management System in Ntpc Essays

Perfomance Management System in Ntpc Essays Perfomance Management System in Ntpc Essay Perfomance Management System in Ntpc Essay ACKNOWLEDGEMENT This project would not have been possible without the help of many people who have contributed their efforts in this project. Firstly, I would like to convey my profound indebtness to my project guide at NTPC ltd. , MR. TANMOY DUTTA, HR dept. , for his invaluable advice, guidance and time that he has offered in the completion of this project. This project would not have been possible without his guidance and support. I would also like to thank Mr. BADRUDDIN ANSARI, NTPC ltd. who also helped me in the fulfillment of this project. Not to forget, the employees of NTPC, the project would not have been completed if they not helped me with filling up the questionnaires. Finally, I would like to thank our Mentor â€Å"Miss tejbir kaur† for her valuable guidance and suggestions in the making and improvement of this project report MOUMITA BOSE EXECUTIVE SUMMARY PACE is the performance management system for the executive employees at NTPC. This system was implemented in the year 2004 in NTPC. Earlier the performance appraisal system was more of a subjective type of system i. e. , earlier there weren’t any set targets or key performance areas for the employees, it was just the performance they made and the feedback on it was given to the employees on a yearly basis. Now the PACE has become more objective and behavior based, i. e. , there are set KPA’s for the employees and scores for the core values exhibited in the work behavior. The key performance areas include; Technical knowledge, Business attitude, Strategic thinking, Resource management, Communication skills, System thinking, Interpersonal competencies, Employment skills There is a basic question that would come to anyone’s mind that why is PACE only for the executive employees and why not for the non-executive employees as well. It is so because the employees at the non-executive levels may not be able to understand the whole PMS system as some of them at different levels may not be that educated to understand the system; i. . , they might not be well-versed with the system, and therefore will not be able to work according to the system and therefore they have a different appraisal system. NTPC has been striving to meet the objective of developing performance culture through this system called â€Å"Performance And Competence for Excellence† i. e. â€Å"PACE†. This report concentrates on the study of the â€Å"Performance and Comp etence for Excellence† system at NTPC and to check its effectiveness and further to suggest and recommend any possible ways to improve and strengthen its PMS. To check the effectiveness of this system a survey with a help of questionnaires had been conducted. Around 60 executive employees had filled up the questionnaire with the help of which analysis had been done. OBJECTIVES OF THE STUDY The objective of the study is basically to know about the effectiveness of performance management system – PACE at NTPC. This objective has been further divided into the following key areas; * To carry out an assessment on the performance appraisal of the company and what kind of performance management system has been implemented in the company. To examine the gap between the required performance and the actual performance. * To determine the key places in the performance management system of the company which are supposed to be enhanced. * To forecast the performance management system at NTPC. * To find out the effectiveness of performance management system on NTPC. * To find out key points in satisfaction and improve the ways of satisfying the e mployees. * To provide an overall sketch of how effective the performance management system has been. SCOPE OF THE STUDY The present study is confined to the Executive employees of NTPC Ltd. wherein all the executives of different sections of NTPC come under the purview of this study. All the major aspects that affect the assessment of performance appraisal needs in an organization fall under the purview of the study. CONTENTS: S. NO| TOPIC| PAGE NO. | 1. | Acknowledgement| | 2. | Executive summary| | 3. | Objective of the study| | 4. | Scope of the study| | 5. | Chapter 1 COMPANY PROFILE| | | 1. 1 A brief introduction of the organization| | | 1. 2 Vision and mission of the organization| | | 1. 3 The core values| | | 1. 4 Corporate objectives| | | 1. 5 List of awards| | | 1. HR vision| | | | | | | | 6. | Chapter 2 | | | 2. 1 Research topic(Introduction)| | | 2. 2 PMS at NTPC (PACE)| | | | | 7. | Chapter 3 LITERATURE REVIEW| | | | | 8. | Chapter 4 RESEARCH METHODOLOGY| | | 4. 1 Sampl ing Design| | | 4. 2 Data used in study| | | 4. 3 Tool and Techniques used| | | | | 9. | Chapter 5 DATA ANALYSIS AND MAJOR FINDINGS| | | 5. 1 Question wise analysis and interpretation| | | 5. 2 Grade wise analysis and interpretation| | | 5. 3 TEST(SPSS)| | | 5. 4 Major Findings| | | 5. 5 Limitations| | | | | 10. | Chapter 5 SUGGESTIONS AND CONCLUSION| | 11. | BIBLIOGRAPHY| | CHAPTER 1 INTRODUCTION STUDY OF ORGANIZATION’S HISTORY ORGANISATION CULTURE Overview of Organization: It was started in1975, NTPC the largest power company and it has been consistently powering the growth of India. With an installed capacity of the company is 32,694 MW with 15 coal based and 7 gas based stations, located across the country . NTPC today contributes 28. 36 % of the nations power generation with only 18. 09 % of Indias total installed capacity. An ISO certified company, it is second most efficient in capacity utilization and world’s 6th largest thermal power generator. It is expected that by 2017, the power generation portfolio have a diversified fuel mix with coal based capacity of around 53000 MW, 10000 MW through gas, 9000 MW through Hydro generation, about 2000 MW from nuclear sources and around 1000 MW from Renewable Energy Sources (RES). The corporation recorded a generation of 218. 84 billion units (Bus) in 2009 10,through 15 coal based ,7 gas based power plant and joint venture projects spread all over the country. Although the company has 18. 09% of the total national capacity it contributes 28. 6% of total power generation because its focus is on high efficiency. NTPC has been awarded as one of the top most â€Å"Best employer â€Å"of the country for the year 2003, 2004,2005. In 2008 NTPC has been rated no. 1 best workplace among other large organization in India . In NTPC culture the concept of Corporate Social Responsibility(CSR) is deeply ingrained. NTPC try to develop mutual trust with the communities that surround its power stat ions. These achievements have been made possible by the 24955 strong and motivated work force who with their dedication are ever willing to take NTPC to greater heights. Profile of the Company: In 1975, after the 4th five year plan, the company power generating capacity that is available in the country was around 17000 MW too less to meet the requirement for country’s industrial development. To top it all, a bad become worse cost crunch was faced due to commissioning delays and still become worse by inefficient functioning of installed unit and thus bold strategic measures were called for acce. NTPC thus became a company listed with Government holding 89. 5% of the equity share capital and rest held by Institutional Investors and Public. NTPC is among the largest five companies in India in terms of market capitalization At present, Government of India holds 84. 5% of the total equity shares of the company and the balance 15. 5% is held by FIIs, Domestic Banks, Public and others. Within a span of 30 years, NTPC Ltd. In 2007 NTPC was the world 2000 largest company which occupies 411th place in Forbes list. It has also been awarded as one of the â€Å"Best Companies to Work for in India† by Mercer Consulting – Business Today Survey 2004. NTPC have come a long way since that day in spite of facing a severe liquidity crunch in 1991-1992. NTPC’s first 200 MW power plant was commissioned in Singrauli within 48 months of starting. NTPC, true to the expectation, played a key role in the development of the sector and has emerged as the power utility, lighting every third bulb in the country. Powering the growth of the country was the prime motto and the vision had been to make available power in plenty. The growth of the organization had been phenomenal and with the passage of time the batons of leadership started changing to new hands at different level of organization. Therefore as it happens in large families there is need for continuous reminder of the values and tradition so that the performance culture remain unaffected and all the member of the organization share the values and vision and live the same for realizing the vision of the company. As a part of HR-business strategy organization focused on evolving a codified vision and values statement to be the guiding compass for all the employees. The first exercise was made in 1995-96 and the same were widely shared with all the sections of employees. Vision of NTPC: â€Å"To be the world’s largest and best power producer, powering India’s growth. Mission of NTPC: â€Å"Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with innovative and eco – friendly technologies and contribute to society† The Core Values (BE-COMITTED): B| -| Business Ethics| E| -| Environmentally Economically Sustainable| C| -| Customer Focus| O| -| Organisational Professional Pride| M| -| Mutual Respect Trust| M| -| Motivating Self Others| I| -| Innovation Speed| T| -| Total Quality for Excellence| T| -| Transparent Respected Organisation| E| -| Enterprising | D| -| Devoted| Corporate Objectives: In pursuance of the Vision and Mission, the following are the Corporate Objectives of NTPC: To realize the vision and mission, eight key corporate objectives have been identified. These objectives would provide the link between the defined mission and the functional strategies. * Business Portfolio Growth * To further consolidate NTPC’s position as the leading thermal power generation company in India and establish a presence in Hydro power segment. * To broad base the generation mix by evaluating conventional and non – conventional sources of energy to ensure long run competitiveness and mitigate fuel risk. To diversify across the power value chain in India by considering backward and forward integration into areas such as power trading, transmission, distribution, coal mining, coal beneficiation, etc. * To establish a strong services brand in the domestic and international markets. * Customer Focus * To foster a collaborative style of working wit h customers, growing to be a preferred brand for supply of quality power. * To expand the relationship with existing customers by offering a bouquet of services in addition to supply of power e. g. trading, energy consulting, distribution consulting, management practices. To expand the future customer portfolio through profitable diversification into downstream businesses, inter alia retail distribution and direct supply. * Ensure rapid commercial decision making, using customer specific information, with adequate concern for the interests of the customer. * Performance Leadership * To continuously improve on project execution time and cost in order to sustain long run competitiveness in generation. * To operate and maintain NTPC stations at par with the best run utilities in the world with respect to availability, reliability, efficiency, productivity and costs. To effectively leverage information technology to drive process efficiencies. * To aim for performance excellence in th e diversification businesses. * To embed quality in all systems and processes. * Human Resource Development * To enhance organizational performance by institutionalizing an objective and open performance management system. * To align individual and organizational needs and develop business leaders by implementing a career development system. * To enhance commitment of employees by recognizing and rewarding high performance. To build and sustain a learning organization of competent world – class professionals. * To institutionalize core values and create a culture of team – building, empowerment, equity, innovation, and openness which would motivate employees and enable achievement of strategic objectives. * Sustainable Power Development * To contribute to sustainable power development by discharging corporate social responsibilities. * To lead the sector in the areas of resettlement and rehabilitation and environment protection including effective ash – mutilati on, peripheral development and energy conservation practices. To lead development efforts in the Indian power sector through efforts at policy advocacy, assisting customers in reform, disseminating best practices in the operations and management of power plants etc. * Research and Development * To pioneer the adoption of reliable, efficient and cost – effective technologies by carrying out fundamental and applied research in alternate fuels and technologies. * To carry out research and development of breakthrough techniques in power plant construction and operation that can lead to more efficient, reliable and environment friendly operation of power plants in the country. To disseminate the technologies to other players in the sector and in the long run generating revenue through proprietary technologies. TOTAL CAPACITY TOTAL GENERATION NTPC 28840 MW All India 130558 MW NTPC 552. 712BUs All India 218. 84 BUs STATIONS -WISE GENERATION 2009-10| STATIONS| FUEL TYPE| CAPACITY(MW) | GEN. (MU)GROSS| NORTHERN REGION| | 5490| 45515| Singrauli| Coal| 2000| 16264| Rihand| Coal| 2000| 16743| Unchahar| Coal| 1050| 8952| Tanda| Coal| 440| 3555| National capital region 4347 29285| Badarpur| Coal| 705| 5108| Dadri| Coal| 1330| 7829| Anta| Gas| 413| 3002| Auraiya| Gas| 652| 4528| Dadri| Gas| 817| 5607| Faridabad| Gas| 430| 3212| Western Region 7653 62532| Korba| Coal| 2100| 17955| Vindhayachal| Coal| 3260| 27586| Sipat| Coal| 1000| 8175| Kawas| Gas| 645| 4327| Jhanor gandhar| Gas| 648| 4488| Eastern region 7400 48974| Farakka| Coal| 1600| 10239| Kahalgaon| Coal| 2340| 11314| Talcher-Kaniha| Coal| 3000| 23759| Talcher-Thermal| Coal| 460| 3662| Southern Region 3950 32533| Ramagundan| Coal| 2600| 21595| Simhadri| Coal| 1000| 8521| Rajiv Gandhi CCP| Liquid Fuel| 350| 2418| TOTAL 28840 218840| NTPC PLF Vs Average PLF Of other Generators in India Growth in Generation NTPC vs Rest of India FINANCING OF NEW PROJECTS The capacity addition programs shall be financed with a debt to equity ratio of 70:30. Directors of NTPC believe that internal accruals of the company would be sufficient to finance the equity component for the new projects. Given its low gearing and strong credit ratings, your company is well positioned to raise the required borrowings. NTPC is exploring domestic as well as international borrowing options including overseas development assistance provided by bilateral agencies to mobilize the debt required for the planned capacity expansion program. During the year 2009-10, NTPC has tied up loans of Rs. 168,190 million including a large ticket loan of Rs. 85,000 million with State Bank of India and Rs. 7,500 million with Canara Bank for part funding of debt requirement in respect of cap ex for next 3 years. In addition, loans amounting to Rs. 55,690 million have also been tied with other banks to fulfill the debt requirement for next three years. Bonds amounting to Rs. 15,000 million were raised from domestic market for financing the capital expenditure and refinancin g of the loans. FIXED DEPOSITS The cumulative deposits received by NTPC from 277 depositors as at march 31st, 20210 stood at 13. 39 million. Further, an amount of Rs 4 million has not been claimed on maturity by 33 depositors as on that date. FUEL SECURITY coal supplies NTPC has signed Long Term Model Coal Supply Agreement ( CSA) with Coal India Limited ( CIL) on May 29, 2009 for supply of coal to its stations for 20 years. Based on the revised model CSA, coal agreements have been signed with the various subsidiary coal companies of CIL by coal based stations except Farakka and Kahalgaon. Additional 7. 35 MMT of coal has been tied up with CIL and singareni collieries Co. Ltd for Farakka, Kahalgaon and other projects. This include 0. 55 MMT of coal procured through E- auction. During the year 2009-10 NTPC has received 136. million tonnes of coal consisting of domestic coal of 129. 9 million tonnes ( about 4. 5% higher than the coal received in previous year) in imported coal to the tune 6. 3 million tonnes, at the stations. During 2009-10, NTPC has entered into agreement with MMTC for supply of about 12. 5 MMT of imported coal which is highest ever in NTPC till date. Further, in order to bridge the short fall in coal suppl y, Central Electricity Authority advised the power utilities to set target for import of coal during 2010-11 NTPC has been advised by CEA to place the orders for import of coal aggregating to 13. 0 Mts during 2010-11. GAS SUPPLIES During the year 2009-10 NTPC received 13. 8 MMSCMD of gas/RLNG as against 10. 75 MMSCMD received during 2008-09 registering an increase of 29. 12%. the gas off take in 2009-10 includes 9. 08 MMSCMD APM/PMT gas, 4. 45 MMSCMD RLNG and 0. 35 MMSCMD of KG D6 basin gas. NTPC renewed APM gas agreement up to the year 2021 PMT gas agreements up to the year 2019 for its gas station. NTPC has also signed long term contract for supply of RLNG of 2. 0 MMSCMD on firm basis and 0. MMSCMD on fall back basis with GAIL for a period of 10 years for NCR gas station viz Anta, Auraiya, Dadri and Faridabad. Further, Government Of India allocated additional gas 4. 46 MMNSCMD form KG-D6 basin. Out of this quantity, 1. 81 MMSCMD has already been tied up and the balance would be ti ed up during the year 2010-11. NTPC has arranged for tying up of spot RLNG on reasonable endeavour basis based on requirement. Also, NTPC has fallback RLNG supply agreements at pooled price with GAIL, AIOCL, BPCL and GSPCL. DEVELPOMENT OF COAL OF MINING PROJECT Coal mining being integral to NTPCs fuel strategies, is being developed in project mode all notifications for mining area land acquistion have been completed for Pakri Barwadih, Chatti-Barriyatu, Keredari and Talipalli coal blocks. Rehabilitation action plans were approved by board for Pakri Barwadih, Chatti- Barriyatu and Keredari coal blocks and disbursement of land plant compensation commenced with approval of mining plan for Dulanga (7MTPA) and Talaipalli (18MTPA) by ministry of coal this year, mining plan approval total 53 MTPA was recived. Enviornmental clearance was accorded for Pakri- Barwadih, Chatti- Barriyatu and Keredari coal blocks. Stage-l forest clearance for Pakri barwadih coal block was accorded by MOEF. NTPC has tied up with NESCD for permanent power arrangement for coal mining project. With completion of detailed exploration in two coal blocks that is Talaipalli which was unexplored and Dulanga which was partly explored, Geographical Reports are available for all coal blocks. NTPC has taken a no. Of CSR measures for the benefit of the people around its coal mining sites. Under community development activities, it is planned to set up an ITI at Barkagaon district Hazaribag, Jharkhand and also to adopt and upgrade another ITI at Pussore district Raighar, Chattisghar besides undertaking other community development activities. OTHER INITIATIVES FOR SECURING COAL SUPPLIES To leverage the strength of established players in mining and related areas, NTPC has formed following joint venture companies . Name of the company| J V Partners| Purpose| CIL NTPC Urja Private Limited (incorporated on 27. 04. 010)| Coal India Limited| For Undertaking the Development, OM of Brahmini and Chichro Patsimal coal blocks and integrated power projects| NTPC SCCL Global Ventures pvt Ltd, (incorporated on 31. 07. 2007)| The Singareni Collieries company Ltd. | For undertaking development and OM of coal blocks in India and abroad| International Coal Ventures Pvt. Ltd. (incorporated on 20. 05. 2009)| SAIL, CIL, RINL and NMDC| For exploring various opportunities in Australia, Mozamb ique, Canada , Indonesia and USA, etc for acquisition of stake in coal mining and thermal coal mines. | Exploration Activities Under NEPL 7,company has been allotted one block at combay basin as a sole operator and three blocks out of which two blocks are in KG basin and another in Andaman, as a member of consortium led by ONGC with 10% participating interest in each block. Renovation Modernization(R M) NTPC undertakes RM under project mode with focus on feasible and cost effective technology upgrade,efficiency improvement to bring the latest design to old vintage unit . It gi ves an opportunity to leverage the technological advancement which has taken place in power industry so as to continue economical power generation. It may also help to reduce emission to green house gases and avail clean Development Mechanism benefits apart from life extension of plants.. Apart from the above ,Company is providing consultancy services for RM of old units of state electricity boards through a department â€Å"ARDP-RM†. Vigilance Company is striving to bring more transparency to its business processes and as a step in this direction has signed a memorandum of understanding with Transparency International India December 2008 . The Integrity Pact is being implemented for all contracts having value exceeding Rs 100 millions. Two independent External Monitors have been nominated by the Commission for all contracts values exceeding Rs 1000 million. Human Resource Management Company takes pride in its highly motivated and competent human resource that has contributed its best to bring the company to its present heights. The productivity of employees is reflected in the consistent improvement of MAN- MW ratio of the year. The overall Man MW ratio for the year 2009-10 excluding JV / subsidiaries capacity is 0. 82 and 0. 80 including capacity of JV /subsidiary. Generation per employee has increased to 9. 22 MUs registering an increase of 5. 37 % over the last year. The total employee strength of the company stood that 24,955 as on 31. 3. 2010 against 24,713 as on 31st march 2009. The attrition rate executives during the year reduced to 1% from 1. 88% from the previous year. | Fiscal 2010| Fiscal 2009| NTPC| Number of employees| 23743| 23639| Subsidiaries Joint Ventures| Employees of NTPC in subsidiaries Joint Ventures| 1212| 1074| Total employees| 24955| 24713| EMPLOYEE RELATION During the year employees relation scenario in the company continued to be conducive marked by industrial harmony and mutual trust. Regular interactions takes place amongst the management and apex forums of workmen called National Bipartite committee and with the executive forum named NTPC Executive Federation of India. Employees participation in management has been boosting morale of employees. The process of pay revision of wage and benefits structure for employees in executive category and workmen category was completed on 16. 09. 2009 and 7. 07. 2010 respectively TRAINING AND DEVELOPMENT Inline with its long term objectives of being a learning organization company has policy of continuously investing in training and development of not only its own employee but also of its professionals of the power sectors. The imparts training at its sites as well as at the corporate level in diverse areas including general management,power station operations and maintenance,project constructions,erection and commissioning and information technology. Training imparted is always in tune with new emerging needs in diverse areas like nuclear ,coal mining,hydro power,super critical technology,power trading etc. Growth of NTPC: NTPC has set new benchmarks for the power industry both in the area of power plants construction and operations. It is providing power at the cheapest average tariffs in the country. With its experience and expertise in the power sector, NTPC is extending Consultancy services to various organizations in the power businesses. NTPC is committed to the environment generating power at minimal environment cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive afforestation in the vicinity of its plants. Plantations have increased forest area and reduced barren land. The massive afforestation of NTPC in and around its Ramakundam power station (2100 MW) has contributed in reducing the surrounding area temperature by about 3 degree c. NTPC has also undertaken proactive steps for ash utilization. In 1991, it set up ash utilization Division to manage efficient use of the ash produced at its coal stations. This quality of ash produced is ideal for use in cement, concrete, cellular, building material. â€Å"centre for power efficiency and environment protection (CENPEEP)† has been established in NTPC with the assistance of United states Agency for International Development. (USAID). Company is efficiency oriented, eco-friendly and eco-nurturing initiative a symbol of NTPCs concern towards environment protection and continued commitment to sustainable power development in India. As a responsible corporate citizen, NTPC is making constant efforts to improve the socio-economic status of the people affected by its projects. Through its Rehabilitation and Resettlement program the company endeavors to improve the overall socio-economic status of project affected population. NTPC was among the first Public sector enterprises to enter into a Memorandum of understanding (MOU) with the Government in 1987-88. NTPC has been placed under the Excellent category (the best category) every year since the MOU system became operative. Recognizing the excellent performance and vast potential, Government of the India has identified NTPC as one of the jewels of Public sector Maharatnas- a potential global giant. Inspired by its glorious past and vibrant, NTPC is well on its way to realize its vision of being â€Å"one of the worlds largest and best power utilities, powering Indias growth†. NTPC registered yet another impressive performance and has earned a provisional profit of 8826. 6 crore in financial year 2010-11 as compared to 8728. 2 crore last year. The highest ever capacity addition of 2490 MW (including 500 MW in JV) and the operational excellence is achieved during the financial year. There are sixteen coal based stations of NTPC which has achieved a plant load factor of more then 88. 29%. Overview- Installed capacity Growth in Capacity: Installed capacity reaches 34,194 MW ( inclu ding 3364 MW under Jvs) Highest ever capacity addition of 2490 MW (including 500 MW IN JV) 14,748 MW is under construction at 15 locations. Projects| No. f projects| Commissioned capacity (MW)| Coal | 15| 24395| Gas/ liquid fuel| 7| 3955| Total| 22| 28350| Owned by JVCs Coal and gas | 4| 2294| Grand Total| 26| 30644| Regional Spread of generating Facilities: Region | Coal| Gas| Total| Northern| 7035| 2312| 9347| Western| 6360| 1293| 7653| Southern| 3600| 350| 3950| Eastern| 7400| -| 7400| JVs| 814| 1480| 2294| Total| 25209| 5435| 30644| SL No. | Coal based (owned by NTPC)| State| Commissioned Capacity (MW)| 1| Singrauli| Uttar Pradesh| 2000| 2| Korba| Chhattisgarh| 2100| 3| Ramakundam| Andhra Pradesh| 2600| | Farakka| West Bengal| 1600| 5| Vindhyachal| Madhya Pradesh| 3260| 6| Rihand| Uttar Pradesh| 2000| 7| Kahalgaon| Bihar| 2340| 8| Dadri| Uttar Pradesh| 840| 9| Talcher Kaniha| Orissa| 3000| 10| Unchahar| Uttar Pradesh| 1050| 11| Talcher Thermal| Orissa| 460| 12| Simhadri| Andhr a Pradesh| 1000| 13| Tanda| Uttar Pradesh| 440| 14| Badarpur| Delhi| 705| 15| Sipat- II| Chhattisgarh| 1000| Total| 24,395| Coal based Joint Ventures: SL No. | Coal Based (owned by JVs)| State| Commissioned Capacity| 1| Durgapur| West Bengal| 120| 2| Rourkela| Orissa| 120| | Bhilai| Chhattisgarh| 574| Total| 814| Hydro based Power Projects (Under Implementation): NTPC has increased thrust on hydro development for a balanced portfolio for long term sustainability. The first step in this direction was taken by initiating investment in Koldam Hydroelectric Power Project located on Satluj river in Bilaspur district of Himachal pradesh. Two other hydro projects construction are Tapovan Vishnugad and Loharinag Pala. On all these projects construction activities are in full swing. SL No. | Hydro Based| State| Approved Capacity (MW)| | Koldam (HEPP)| Himachal Pradesh| 800| 2| Loharinag Pala| Uttarakhand| 600| 3| Tapovan Vishnugad (HEPP)| Uttarakhand| 520| Total| 1920| Gas /Liquid Fuel Base d Power Stations: NTPC Ltd. has a combined gas based commissioned capacity of 3955 MW. NTPC caters to the peeking demand of power. SL No. | Gas Based (owned by NTPC)| State| Commissioned Capacity (MW)| 1| Anta| Rajasthan| 413| 2| Auriya| Uttar Pradesh| 652| 3| Kawas| Gujarat| 645| 4| Dadri| Uttar Pradesh| 817| 5| Jhanor-Gandhar| Gujarat| 648| 6| Rajiv Gandhi CCPP Kayamkulam| Kerala| 350| | Faridabad| Haryana| 430| Total| 3955| Gas based joint ventures: SL No. | Coal Based (owned by JVs)| State| Commissioned Capacity| 1| RGPPL| Maharashtra| 1480| Total| 1480| The energy conservation parameters like specific oil consumption and auxiliary power consumption have also shown considerable improvement over the years. Renewable Distributed Generation: Renewable Energy: Renewable energy (RE) is being perceived as an alternative source of energy for â€Å"Energy Security† and subsequently â€Å"Energy Independence† by 2020. Renewable energy technologies provide not only electricity but offer an environmentally clean and low noise source of power. Objectives: NTPC plans to broad base generation mix by evaluating conventional and non-conventional sources of energy to ensure long run competitiveness and mitigate fuel risks Portfolio of Renewable Power: NTPC has also formulated its businesses plan of capacity addition of about 1,000 MW through renewable resources. SL No. | Renewable Energy Sources| Capacity| 1| Wind Energy Farms| 650 MW| 2| Small Hydro Project| 300 MW| | Solar Power Project| 704 MW| 4| Biomass Power Project| 15 MW| 5| Geothermal Power Project| 30 MW| Total| 1010 MW| Long Term Growth Plans: NTPC has prepared a corporate plan setting a targer of becoming a 1,28,000 MW company by 2032 with 28% capacity from non-fossil sources. NTPC is working on a basket of new projects of more then 45,000 MW for implementation. Government of India has approved allocation of 50% power to the home states from f ourteen power projects of NTPC, with total capacity of 35,680 MW. Sustaining Market Leadership: Highest ever generation of 220. 4 BU from NTPC units as against 218. 84 BU in 2009-2010. NTPCs share in countrys generation was 27. 4% in 2010-11, with 17. 75% of the national capacity. World class capacity utilization: Seven NTPC coal stations figure among the top 10 stations in the country in terms of PLF (Plant Load Factor). It has achieved PLF of 88. 29% during 2010-11 (National PLF 75. 07%). Three coal stations achieved PLF of over 95%, seven other stations achieved more than 90% PLF. Robust Financials: 100% realization of the billing is there for the eighth consecutive year. Provisional and unaudited net sales of Rs. 4,488 crore in Q4 2010-11 as against Rs. 12,305 crore (unaudited) in Q4 2009-1, registering an increase of 17. 74%. Provisional and unaudited Gross revenue of Rs. 15,106 crore in Q4 2010-11 as against Rs. 12,981 crore (unaudited) in Q4 2009-10, registering an increase o f 16. 37%. Sustaining Market Leadership: Total electricity available in the country| 811. 104 BUs| Electricity import from Bhutan| 5. 61 BUs| Total electricity generation in the country| 805. 494 BUs| Total generation from NTPC| 220. 54 BUs| NTPCs share in total electricity generation in the country| 27. 40%| Financial Performance: Capital expenditure of Rs. 12,817. 61 crore during 2010-11, an increase of 22. 46% over the last years figure of rs. 10,467. 13 crore. NTPC Groups Capital Expenditure was rs. 16,326. 58 crore as against Rs. 14,334. 54 crore over the last year, an increase of 14%. It has declared an interim dividend of Rs. 3 per equity share having face value of rs. 10 being 30% of paid-up capital translating into a dividend payout of Rs. 2,473. 64 crore. New loans aggregating to Rs. 3,479 crore tied up with domestic Banks and other Financials institutions during 2010-11 including Rs. 000 crore from HUDCO and Rs. 1000 crore from HDFC Bank. Cumulative loans of Rs. 52,787. 35 crore tied up so far. Five series of bonds on Private Placements Basis issued to eligible institutions aggregating Rs. 720 crore. Out of the five series of Bonds issued during the year, four series of Bonds aggregating to Rs. 420 crore have been issued to Army Group Insurance Fund (AGIF) under the funding lin e extended by AGIF for Rs. 1,200 crore. Outstanding amounts of Bonds as on 31. 03. 2011 is Rs. 9. 570 crore as against total amount of Rs. 14,755. 35 crore raised so far. NTPC PAKRI-BARWADIHS ORGANIZATIONAL PROFILE The NTPC Ltd, the sixty largest company of the world in thermal power generation has taken up Pakri-Barwadih Coal Mining Project as a basket mine for all its projects located in eastern and northern regions. The project is going to affect 19 villages including 16 from Barkagaon block and 3 from Keradari block in the district of Hazaribag, Jharkhand. In the wake of the setting up of the project, large acres of residential and agriculture lands will be acquired, besides the acquisition of government and forest land. The Pakri-Barwadih Coal Mining block is the NTPCs first mining venture located at North Karanpura coalfields of Hazaribagh district in Jharkhand state. It is bounded by longitudes 85? 10 to 85? 15E and latitude 23 ? 5130† to 23 ? 5530†. In 2004-05, the ministry of coal, Government of India has allocated the 43. 27sq. km Pakri-Barwadih block to national thermal power corporation now NTPC Ltd. For captive mining for supply of coal to their super thermal power stations. The entire block of Pakri-PBarwadih blocks falls in the Hazaribagh district. The Hazaribagh -Khelar-Ranchi state highway passes through the eastern part of the block touching Barkagaon and Tandwa villages. The nearest township is Hazaribag located at a distance of 25km from Barkagaon in the southern part of the block. The nearest rail stations are Ranchi Road and chitarpur on the Gomoh-Barkahana-Dehri-on sone loop lines of SE Railway both around 70-75 km from the block. Ranchi, The state capital, is around 120-130 km from the block. The mine is planned for annual production capacity of 15 million tones (MT) The geological reserves of the coal block are estimated at 1436MT. Project Highlights Salient Features of Pakri Barwadih Coal Mining Project Total project area : 3319. 42 hectare Production : 15 Million tons per year Mineable Reserves : 519. 35 M. Te (? 300 m Depth Five coal seams, Avg. thickness : 2-3 m D to G grade coal Method of Work : Mechanized open-cast mining Life of mine : 39 years Environment clearance obtained : On 19. 05. 09 Forest clearance(stage-II) obtained : On 17. 09. 10 The Project: The Pakri-Barwadih Coal Mining Project is going to acquire about 8787 acres of land of which about 62% is private land including residential and agricultural land and the rest is government land. NTPC and Coal Mining: To broad -base its businesses and also to ensure growth, diversification in the areas related to NTPCs core businesses of power generation such as hydro power, distribution, trading, Coal Mining , LNG, etc. ave been identified as priority areas. The power majors foray into cal mining is aimed at ensuring timely availability of fuel for its stations and at controlling fuel costs. â€Å"NTPC has eight blocks in all. It has been allotted two coal blocks-Brahmini and Chicharao Patsimal both in Jharkhand where coal would be extracted through a 50:50 joint ventures with CIL. The centre has also allotted five more blocks to NTPC. These are Kerandari and chatti Baria tu in North Karanpura, Chhatrasal in Singrauli, Dulanga in the ib valley and Talaipalli in Chhattisgarh. â€Å"All the eight block, including the Pakri-Barwadih block that was allotted earlier, have a total mineable reserves of about 5. 7 billion Tonnes of coal. † Production is expected by 2008 in Pakri Barwadih block. NTPC is all set to emerge as a coal mining major with production capacities of at least 60 MT in the next eight years. Mine developer and Operator for Pakri-Barwadih Coal Mining Block (311. 7 Million MT over 27 years). NTPCs objectives for foraying into Coal mining: 1) To have fuel security. 2) To secure assured Quality and Quantity of coal supply. 3) To attain price competitiveness on the delivered coal. Key Thrust Area: To develop and operate the mine in and efficient manner, using latest technology. So as to produce coal of required quantity and of desired quality parameters , in a cost effective and environment friendly manner, with due regard to safety and compliance of all legal aspects. Impoverishment Risk Assessment: In mining-induced displacement and resettlement projects, eight categories of risks are identified that the PAPs are likely to suffer from. They are: a) Landlessness b) Joblessness c) Homelessness d) Marginalization e) Increased Morbidity f) Loss of access to common property resources g) Food insecurity ) Community disarticulation HR- Employee Benefits (EB)-(Establishment): This section of the HR department looks after the employees and their benefits right from joining the company till the retirement. It deals with the following: Employee Development Centre-Training Section: The training section shall cover all regular employees of the company nominated for train ing. It shall be endeavor of the company to provide seven man days of training in a training year to every employee. Employees shall make full use of the training systems to support this endeavor to create a learning organization. It has following objectives: Public Relation Section: Legal Section: Industrial Engineering Department: Employee services (General Administration): NTPC LIST OF AWARDS FOR EXCELLENCE IN PERFORMANCE: NTPC Limited has been ranked top awarded for MoU Award for Excellence in Performance, instituted by DPE, consecutively for two years, 2004-05 and 2005-06 with Excellent rating. Dr. Manmohan Singh, Honble Prime Minister of India presented the MoU Awards to Shri T. Sankaralingam, CMD, NTPC Ltd. * NTPC-AN EMPLOYER OF CHOICE: NTPC has been ranked fifth among the top ten â€Å"Best companies to work for in India† by Mercer HR Consulting-Business Today Survey 2005. CONSULTANCY: NTPC provides consultancy in all its aspects of power plant construction and management right from concept of commissioning and beyond. Combining the technical, managerial and financial skills, it provides the holistic solutions to power businesses all over the world, * NTPC DISTRIBUTED GENERATION: NTPC Limited has initiated the concept of el ectrification of remote villages by setting up Distributed Generation projects and demonstrating a sustainable business model leading to integrated growth of villages for achieving the goal of Electricity for all. ENVIRONMENT-GREEN POWER: NTPC delivers power at minimal environment cost, and achieves it. Right from the stage of its project conceptualization, technology selection to operations, care is taken to preserve the natural ecology and minimize environmental impact. * CENPEEP: (The Center for Power Efficiency ; Environmental Protection) , resource center for state of art technologies for performance optimization, continues to strive for performance optimization of power plants. NTPC Limited has been presented Scope Meritorious Award for Best Practices in Human Resource Management – Shri presented 2004-05 for Innovative Human Resource Management Practices well integrated with the business requirements of the Company. Sontosh Mohan Dev, Hon’ble Minister of Heavy Industries and Public Enterprises to Shri T. Sankaralingam, CMD, NTPC Limited in New Delhi, on 8th November 2006. Shri Chandan Roy, Director (Operations), NTPC Limited has been conferred with Eminent Engineer Award by the Institution of Engineers (India), for his distinguished services in Engineering Sector during the year 2006 in the area of NCT of Delhi. On the occasion of Power Line magazine’s Tenth Anniversary celebrations, on 11th October, 2006 in New Delhi, Mr. Sushi Kumar Shinde, and Union Minister of Power presented â€Å"Expert Choice Awards† to honor the leading achievers in the power sector. NTPC was recognized as the Best Organization in Central Sector. NTPC WINS GOLDEN PEACOCK AWARD FOR CORPORATE SOCIAL RESPONSIBILITY NTPC has been bestowed with Golden Peacock Award for Corporate Social Responsibility (CSR) 2012 constituted by Institute of Directors (IOD), New Delhi. Shri Arup Roy Choudhury, CMD, NTPC figures at # 56 in the listing of India Incs 100 Most Powerful CEOs, 2012 by the Economics Times, Indias leading business newspaper. He is at # 2 among the CEOs of the State Owned Enterprises (SOEs) * NTPC Limited has been ranked 7th overall in ‘India’s Best Companies to Work for 2010’, a study by The Great Places to Work In stitute India and The Economic Times. The Company is also ranked 1st among large organizations’ with over 10,000 employees, 1st in the Public Sector Enterprises segment and 1st in the Manufacturing and Production Industry segment. Shri R K Rustagi, Executive Director (HR ; PMI), Shri N N Misra, Executive Director (HR ; ER), Shri A K Bhatnagar, GM (HR ; Corporate Communications) NTPC received the awards from Mr Prasenjit Bhattacharya of Great Places to Work Institute, India. * Study conducted by Great Place to Work Institute, India in collaboration with The Economic Times. NTPC, New Delhi has been ranked 7th in the Top 10 Great Places to Work (GPTW) and has the distinction of being only PSU in the Top 10 Best Companies to Work For. NTPC also has the distinction of being a part of the Best Workplaces List continuously for the last six studies. This years Top 50 list has emerged from 427 organizations belonging to 17 different industries with employee strength in the range of 100 to 33,000. HR VISION â€Å"To enable our people to be a family of committed world class professionals, making NTPC a learning organization†. Research Topic – PACE THE PERFORMANCE MANAGEMENT SYSTEM @ NTPC PERFORMANCE MANAGEMENT SYSTEM: AN INTRODUCTION The role of HR in the present scenario has undergone a sea change and its focus is on evolving such functional strategies which enable successful implementation of the major corporate strategies. In a way, HR and corporate strategies function in alignment. Today, HR works towards facilitating and improving the performance of the employees by building a conducive work environment and providing maximum opportunities to the employees for participating in organizational planning and decision making process. Today, all the major activities of HR are driven towards development of high performance leaders and fostering employee motivation. So, it can be interpreted that the role of HR has evolved from merely an appraiser to a facilitator and an enabler. Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programmes and rewarding achievements. The process of performance management starts with the joining of a new incumbent in a system and ends when an employee quits the organization. Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. It is a means for promoting superior performance by communicating expectations, defining roles within a required competence framework and establishing achievable benchmarks. Objectives: To accomplish organizational goals through a system of performance assessment linked to company’s objectives. * To facilitate fulfillment of individual aspirations and promotion of professional excellence. * To encourage a two – way communication process between the appraise and the reporting officer for binging objectivity in performance appraisal system. * To evaluate the potential of the executive to assume higher responsibilities along the hierarc hy. * To involve the appraise through various stages of performance management, thereby reducing the performance gaps. To map competencies and potential of executives for enabling the organization to source the talent generally from within the company for meeting organizational growth. * To involve the executive to share the responsibility and become accountable for efficient management of the business for result oriented performance through mutual involvement. * To provide a transparent system to help each executive to evaluate his own performance and develop himself with the help of reporting officer. * To provide for removal of differences, if any, in performance appraisal through intervention of the reviewing officer. To conclude, performance management can be regarded as a proactive system of managing employee performance for driving the individuals and the organizations towards desired performance and results. It’s about striking a harmonious alignment between individual and organizational objectives for accomplishment of excellence in performance ESTABLISHING PERFORMANCE STANDARDS PROCESS OF PERFORMANCE APPRAISAL COMMUNICATING STANDARDS AND EXPECTATIONS MEASURING THE ACTUAL PERFORMANCE COMPARING WITH STANDARDS DISCUSSING RESULTS (PROVIDING FEEDBACK) DECISION MAKING – TAKING CORRECTIVE ACTIONS Focus of Performance Management: * The focus of the performance management system for senior executives is to appraise them on different components of managerial responsibilities, consisting of performance, generic managerial competencies, values and potential, totaling to 100 marks. * The performance component as identified and measures evolved would have 50% wieghtage in total appraisal. * The company’s concern for actualization of organizational core values is reflected in the performance management . Generic Managerial competencies exhibited by an Appraise while discharging duties have been given . * The Company’s concern for actualization of organizational Core Values is reflected in the Performance Management . * The Performance Management System brings to focus important managerial attributes and strikes a balance between ‘Performance’ and other aspects of managerial talents/skills. Executives will h ave a set of Key Performance Areas to be identified through discussion and achieve them during the performance period. The system is to develop the competencies by involving the executive in setting targets and identifying Key Performance Areas. * To utilize the Performance Management System for facilitating individual career development and bring organization wide HR intervention at senior levels to bridge competency gaps. PERIODICITY: * The Performance Appraisal Period would run concurrent with the financial year i. e. from 1st April to 31st March. * The System provides for setting up of Key Performance Areas (KPAs) and reviewing the same in two half-yearly periods. The first half year is from 1st April to 30th September and the second half- year is from 1st Oct. to 31st March. * While reviewing the KPAs of the first half-year, the targets for Key Performance Areas for the second half year are evolved. * While reviewing the KPAs of the first half year, the targets for Key Perform ance Areas for the second half year are evolved. * At the end of the Performance Appraisal year, the review for the second half of the year is undertaken. The review would also involve annual appraisal of KPAs, Competencies, Values and Potential Appraisal. COMPONENTS OF PERFORMANCE REVIEW: * The Performance Management System, consisting of the following components is implemented through ‘Performance Appraisal Form’. * PART I – PERFORMANCE * Part IA: first half year performance * Part IB: second year performance Review of KPA’s for 2nd half year * Part IC: annual performance * Part ID: comments on performance * PART II – competencies * PART III – values * PART IV – potential appraisal * PART V – performance and potential profile PART I-PERFORMANCE: Part IA: FIRST HALFYEAR PERFROMANCE The System provides for the Reporting Officer (Appraiser) and the executive (Appraise) to identify through discussion and agree upon a set of Key Performance Areas (KPAs) in brief at the beginning of the first half-year. * While identifying KPAs, actual ‘Measures’ for each KPA is to be defined and written. The Measure could have Quantitative Targets, Time Schedule for achieving KPAs fully/p artially, Qualitative Improvements etc. , based on the nature of the KPA item * The KPA Targets may be having different weightings and limited to 8 Key Performance Areas only. The idea is to enable the executive to focus on given deliverables and not miss important critical areas. The KPAs should be more focused, concrete and measureable. They should be more than the â€Å"Norm† i. e. normal standard of performance expected. The KPAs reflect ‘Stretch Standard’ which is in excess of â€Å"Norm†. The KPAs should be ‘SMART’ i. e. Specific, Measurable, Agreed (mutually arrived at by the Appraiser and the Appraise), Realistic and Time-Bound. * One of the KPAs should be â€Å"Staff Development†, as building a performing team is an essential target for senior executives. The measures for this could be man days of training development activities for the Unit/ Department/function vis-a-vis the Company’s training targets, HR initiatives like Professional Circles, Quality Circles, and Suggestion Scheme etc. * The Appraiser and Appraise jointly evolve KPAs, define measures and allocate marks for each KPA at the beginning of first half-year by 15th April. * The Performance under Part IA is jointly reviewed and performance evaluated at the beginning of 2nd half year and not later than 15th October. At the time of joint review, actual achievement is briefly recorded against each KPA and marks obtained w. r. t. each KPA is indicated in relevant column. * The aggregate of marks obtained for different KPAs is worked out and indicated as aggregate of IA. Both the Appraise and the Reporting Officer sign the Part IA. PART IB – SECOND HALF YEAR PERFORMANCE * The System helps to review the Key Performance Area Targets for the Second Half-Year based on the evaluation of 1st half-year KPAs depending on actual achievements. The reworked KPA targets are briefly recorded, ‘Measures’ for each KPA defined and Marks allocated. KPAs which extend beyond the 1st half year may be re-recorded in the targets of the 2nd half-year. * The KPAs may undergo change owing to target accomplished, new targets coming up, change of role etc. * The Performance Evaluation of 2nd half-year Performance is jointly undertaken on completion of 2nd half year/Annual Performance year and not later than 15th April. * During the Performance Evaluation, the actual achievement is assessed against each KPA and marks obtained against each KPA are indicated. The marks obtained are aggregated at the bottom out of 50 marks as aggregate. PART IC: ANNUAL PERFORMANCE * This part consolidates the 1st half-year and 2nd half-year Performance of the Appraise by aggregating Performance Marks obtained in Part IA and Part IB. * The Annual Performance Marks out of 50 ma rks be computed based on the formula mentioned in Part 1C and marks obtained be indicated in the Box. * The marks so obtained out of 50 would be the marks secured for â€Å"Annual Performance† in the achievement of KPAs. The Appraise and the Reporting Officer would jointly endorse the Annual Performance by signatures. Normalization Process: Objectives of Normalization Process: Ensure parity and integrity by minimizing rater variation various departments. Enhance objectivity and transparency in the appraisal system. PMS Scores from Reporting Reviewer to check integrity Top 30% Middle 65% Performance Management Assess the overall achievement of the businesses unit MoUs and functional goals; normalization would be done in view of the overall achievement of these goals. Plot distribution of scores for the cluster to check for skewing within and across departments. Checks to be made whether employees have been overrated or underrated on various PMS parameters such as: (a) KPA assessment (b) Competencies, value and Potential assessment Make suitable adjustments to scores, where necessary. Scores (revised and unchanged) and reasons for normalization to be documented in the PMS form. All executives in the cluster must be categorized into Top 30%, Middle 65%and Bottom 5%. COMPANY VALUES AND RATINGS: The Corporate Values ‘COMIT’ and the indicative observable behavior in respect of each value is as under: A. Customer focus: The Executive has conviction that the customer (Internal External) is the center of all activity; he is courteous, sincere, patient and sensitive to the customers and honours commitments on time. B. Organizational pride: The Executive holds the company in high esteem and rejoices in belonging to it; he demonstrates loyalty and commitment to the organisation and has a sense of ownership and belongingness with it. C. Mutual respect and trust: The Executive has high regard for and faith in the fellow organisational members; he believes in collaboration and openness and has good team spirit. D. Initiative and Speed: The Executive believes in taking the first step, thinking new and ahead and being swift without compromising on quality; he is creative and innovative and has the willingness to experiment and take risks. E. Total Quality: The Executive believes in pursuing excellence in all spheres of activity; he makes continuous efforts in improving standards of performance, systems and processes. LITERATURE REVIEW: Performance Management System: * Performance management is one of the most important requirement for successful business and human resource policy (Kessler, 2003). During the performance management revolution , many PMSs were developed such as the balanced scorecard (Kaplan, Norton, 1992), Performance pyramid (Lynch, cross, 1991) and the performance prism (Neely Adams , 2000) The objective of such systems is to help organizations define a set of measures that reflect their objectives and assess their performance accordingly. These system is usually multidimensional. * Rewarding and promoting effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions, are essential to effective to human resource management (Pulakas, 2003). The ability to conduct Performance appraisals relies on the ability to assess an employees’s performance in a fair and accurate manner. Evaluating employee performance is a difficult task. Performance evaluations have been conducted since the time of Aristotle (Landy, Zedeck, cleveland, 1983). The earliest formal employee Performance evaluation program is thought to have originated in the united states of military establishment shortly after the birth of the republic ( Lopex, 1968). The measurement of an employees performance allows for rational administrative decisions at the individual employee level. It also provides raw data for the evaluation of the effectiveness of such personnel-system compone nts and processes as recruiting policies, training programs , selection rules, promotional strategies and reward allocations (Landy, Zecleck, cleveland, 1983). In addition it provides the foundation for behaviorally based employee counseling. In the counseling setting , performance information provides the vehicles for increasing satisfaction , commitment * and motivation of the employees. Performance management and feedback can play a valuable role in effecting the grand compromise between the needs of the indivisual and the needs of the organization ( Landy, Zecleck, cleveland, 1983). * Kennerley, M. Neely, A, 2002. A framework of the factors affecting the evolution of performance measurement systems. International journal of operations and production management 22(11). 1222-1245. Laitinen E. K, 2002. A dynamic performance measurement system: evidence from small finnish technology firms. Scandinavian journal of management 18, 65-99. Pritchard R. D, Holling H, Lammers, F. Clark, B. D 2002. Improving organization performance with the productivity measurement and enhancement system : an international collaboration Nova Science, New York. Lebas, M. J, 1995, Performance management system. Jornal of production economics 41, 23-35. Neely, A. D. Adams . C, Crowe, P, 2001. The performance system revolution : why not and what next? Journal 19(2), 205-228. Rouse, P, Putterill , M, 2003. An integral framework for performance appraisal Management Decision 41(8), 791-805. * Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management’s interest in the progress of the employees. * Performance in a job is a matter, which ne eds to be considered both in terms of results achieved and behavior demonstrated. Results required in relation to quantity, quality or timing can be established in most aspects if a large number of jobs. Comparing results reached to results required is essential in evaluating the performance. Reviewing results in the context of actions and behavior is necessary to develop a full understanding of individual performance. In determining what actions have led to success or the lack of it, this aspect of examining performance will represent a significant element in forming plans for the future, so that strengths can be built upon and weakness addressed. There are, of course, certain jobs or features of certain jobs, where it is not always possible to state a required result or standard that clearly. In these instances considering behavior assumes a greater significance when appraising the performance. * The most important part of such job however, would concern the health and * In this case, examples of such action might be ensuring that specialized help is summoned wh en necessary, listening to residents who want to talk about their problems, or perhaps arranging appropriate diversions and entertainment. Performance appraisal appraises performance of an operating unit, like department or section, or of an individual. The Government of India may appraise the performance of the BARC as an organization. The Director of BARC may appraise the performance or any department of division. These Performance appraisals start from facts/data, lead to opinions on adequacy/ appropriateness and should lead further to some decisions being made on whether any changes are necessary in the manner or direction of work of the appraised unit, individual. At the operating unit level the decision may relate to the allocations of resources. * * The decisions may also relate to the continuance. In the case of the individual, the appraisal may be of :- * (a) His outputs (how well has the work been done). * (b) Inputs (what are his skills, behavior patterns, motivation etc. ) * A face-to-face discussion in which one employees work is discussed, reviewed, and appraised by another, using an agreed and understood framework. Usually, line managers conduct the appraisals of their staff, although peers can appraise each other, and line managers can themselves be appraised by their staff through 360 degree appraisal. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term â€Å"performance management† as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. Performance appraisal is a method of acquiring and processing the information needed to improve an individual employee’s performance and accomplishments. -(Douglass) * It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance. -(Newstrom ) * A prominent personality in the field of Human resources, â€Å"performance appraisal is the systematic, per iodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job. Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning -(Flippo) * According to Lawler (2000) when using the merit pay method, individual performance is appraised, usually by a supervisor, and as a resul

Socrates, Plato, Aristotle Essay Example | Topics and Well Written Essays - 750 words

Socrates, Plato, Aristotle - Essay Example Despite the enigma that surrounds his life and his teachings, Socrates is today considered by many scholars to be one of the fathers of Western philosophy. His student, Plato, has done most of his thoughts and ideas that have been put down in writing because there is no record of his thought ever being written down during his lifetime. Based on this, it is very difficult to distinguish between the thought that was of Socrates and what was Plato is because it can be suspected that Plato may have put some of his ideas into the mouth of Socrates to make them seem more credible to his audience due to Socrates’ reputation. The dialectic method of enquiry can be considered Socrates’ most lasting contribution to Western philosophy, which tended mostly to be applied when dealing with moral matters such as what was good and just within the society. The dialectic method, which Socrates used, was first described by Plato when he stated that in order to solve a problem; this problem would be split into a series of questions the answers to which would eventually create a logical solution (McCall 1935 – 1936). The scientific method that is used today is heavily influenced by Socrates’ dialectic method of enquiry because a hypothesis for the solution of a problem is often the first stage in the scientific method. Socrates’ development and practicing of the dialectic method is what has earned him his place as one of the fathers of Western philosophy as well as the creator of the study of political philosophy, and moral philosophy.

Application of Information Technology in Health Care Essay

Application of Information Technology in Health Care - Essay Example It is good to embrace technology, but the question of ethics reminds us to evaluate fully its repercussions to general welfare of humankind. New technologies are beneficial if used in the right way. However, sometimes they can be a source of human suffering. Gabrielle Olivera (2005) points out that, the use of Radio Frequency Identification dates back in1940s. VeriChip was used for security purposes and tracking of livestock. Gabrielle Olivera continues to elaborate on the modern uses of chips such as, tagging of medical bottles, packaged foods, rental cars, and drivers licenses. Implantation of chips into human body has sparked debates among human rights activist and other organizations (Tavani, 2009). This is controversy, which remains unresolved to date. This paper seeks to compare the pros and cons regarding the use of chip technology in Medical Record System. The paper attempts to raise legal and ethical awareness of the technology in question. It will use evidence-based argumen ts to compare the pros and cons of Electronic Health System in order to declare my stand on this matter. It will finally provide recommendations and conclusion based on the weight of the cons and pros. Implantation of chips to human is not new in the field of medicine. Installation of pacemakers prolongs the lives of patients. Goran Hermeren, the chairperson on European Group on Ethics in Science and New Technologies, carried out a research on implantation technology in 2005. In his report, to the European Commission, he highlights that the usage of implantable chips dates back to 1960s. He lists some examples such as cardiovascular pacemakers used in heart failure patients and cochlear implants, which aid in signal transmission to the ear. It is evident from this report that chips have restored human capabilities. However, it is necessary to compare the benefits of electronic implants on one hand and the risks on the other hand. These are pros and cons. Some of the pros of Electron ic Health Records include its usage during an emergency. Glaser and Salzberg (2011), reveals that the electronic health records play an important role during this time. This is because the patients do not have their health records with them and therefore Electronic implants acts as a source of reference. In addition, they are unconscious and there fore cannot give their personal details. In such cases, Electronic Health Records provide patients’ health information. They give useful information such as the patients’ health history there fore save lives. During disasters and natural calamities, they are sources of useful information. It is clear that Electronic Health Records inform of implants achieve highest degree of accuracy. Patients may forget to provide some important facts of their health history. For example, they may have some allergies to certain medicines and failure to give this information brings disaster to their health. On the other hand, opponents of the electronic health records cite their unresolved issues concerning respect for fundamental rights to oppose its adoption in the health sector. To begin with, these chips lack insurance covers. Hammaker (2010) depicts that manufactures of chips do not assume responsibility in case of any danger that may arise from their usage. Some these implants are quite expensive and it is unfair to compel patients to have them in their bodies. The technology violates human dignity. Insertion of implants is violation of human dignity. Security issues are also matters of great concern. Tavani (2009) notes that patients are not ready lose their identity to a third party. Moreover, Health Record implants can cause electrical hazards, which can result into death of patients. This

Analyzing Poetry Essay Example for Free

Analyzing Poetry Essay Ezra Pound’s poetry is striking in its break from the blank verse which occupied the page during the transcendental period. Taking points from Whitman’s free verse style, Pound gives the reader a subjective look at poetry. The poem A Virginal gives the reader both phantoms and tangible feelings of which the narrator is powerless to control (much as the war made countrymen feel a powerlessness in the death of their comrades). This is supported with lines such as â€Å"And left me cloaked as with a gauze of aether† (Pound line 5). It is this symbolic castration that war represents which plays a significant role in Pound’s poem. Pound’s poem War Verse Pound gives a rather ambivalent opinion of World War I. The point of the poem is that he wants poets to give soldiers their time; he was speaking about poets winning awards for their poems about the war, of which they had seen no action. The beginning lines of War Verse are, â€Å"O two-penny poets, be still! For you have nine years out of every ten To go gunning for glory with pop guns; Be still, give the soldiers their turns† (Pound lines 1-2). In either poem this idea of not being able to do anything about the war and the deaths that were the outcome of that war, are the impetus to Pound’s feelings. The form of either poem are similar, and the subject matter of course is strikingly the same. In T. S. Eliot’s view of the past as expounded upon in his essay Tradition and the Individual Talent have to do with following tradition. Eliot criticizes poets and critics for only following a tradition that is merely one generation removed from the present and says that we ought to follow the maturity of the poet, not the expanse of his work, not the work done with less vigor as we are apt to do. In his essay Eliot says we must understand what it is when we speak of tradition; which means that we cannot ignore any of the work, that a poet must strive uphold tradition in knowing the full expanse of literature (not just the previous generation’s triumphs) as Eliot states, the historical sense compels a man to write not merely with his own generation in his bones, but with a feeling that the whole of the literature of Europe from Homer and within it the whole of the literature of his own country has a simultaneous existence and composes a simultaneous order. (Eliot paragraph 3) For T. S. Eliot, The Love Song of J. Alfred Prufrock can be said to be the addressing of age, life, and one’s personal fight with the passing of days. The many allusions throughout the poem may be attributed to various issues concerning one’s growing old. In line two, for example, Eliot makes the comparison of the evening to an unconscious patient on an operating table. The consequence of this comparison is that the reader begins to see the evening as not the end of a day, but rather the end of someone’s life – old age. With this allusion used in Eliot’s poem the reader is allowed to explore their own understanding of how their life has been in comparison to the illustrations used by Eliot. Thus, the reader becomes a part of the poem; an active listener in the story/poem told by Eliot. The personification of the time of day at the beginning of the poem, then leads the reader to view the rest of the poem in a manner conducive to that comparison – with all of the metaphors dealing with life. This comparison is further pressed in line 23, with â€Å"And indeed there will be time†. This solidifies the metaphor of time, and a person’s dealings with it. Eliot seemed to enjoy writing in the metaphysical aspects and indeed this is strongly reflected in Prufrock, while Eliot balances this writing with concrete imagery. Though Eliot insists â€Å"there will be time†, he follows this line with a list of many things that one does throughout his or her life. This expansive list would fill a lifetime, and therefore refute the idea of endless time that line 23 infers. Eliot liked to write in contradictions since humanity was full of contention points and paradoxes. The hesitations and frivolous actions of life listed in this poem are not an affirmation of the ability to achieve these goals, or waste this time, but instead it is a warning that time passes, without respect to the desire or intent of a person. Eliot makes mention of this by indicating that his hair is thinning, something that he does not desire to occur, yet does – outside his control. This again is the metaphysical aspect of Eliot’s writing which could perhaps have been inspired by Donne’s work, yet Eliot’s writing style seems to be more realistic than Donne’s and Eliot writes with a sort of paying attention to the fringes of humanity and exploring darker concepts of the human mind; such as death and time in this poem. Works Cited The Heath Anthology of American Literature, Vol. II, ed. Lauter, et al (Vols. C, D, a

Essay --

Imagine: boy meets girl, they fall in love, they marry, they die out of passion for each other. Now imagine this happening over the course of three days. Does the love they shared appear as true as before? Romeo and Juliet is known as one of the most romantic story ever written, though the Prince could not have said it any better, â€Å"For never was a story of more woe / than this of Juliet and her Romeo† (5.3.320-321). It's almost ironic how Shakespeare's play is often thought of as a story of true love, and not as a tale of two immature youth who believe they hold more than simply infatuation. Shakespeare shows that the love shared by Romeo and Juliet is nothing more than naà ¯ve attraction. For instance, (cut here?) Romeo is depressed about being â€Å"out of love† meaning the attraction he feels is not mutual, but he instantly forgets about his lovesickness, and the one he was in love with, when he locks eyes with another girl. This means that he never actually h ad true love to begin with as he first thought. There are characters in this story of immature love who recognize the inconsistency of Romeo's love and that Romeo’s feelings are nothing more than sexual attraction. (NOTE: FIX THESIS!) When Romeo is first introduced, he is depressed about being â€Å"out of love† because Rosaline, the girl he is supposedly in love with, does not return his affections. In Benvolio's attempts to persuade Romeo to forget her and find other women at the Capulet's party, Romeo angrily yells, â€Å"One fairer than my love? The all-seeing sun / Ne’er saw her match since first the world begun† (1.2.98-100). He says that no one could possibly match the beauty of Rosaline. Romeo believes he knows love, but really, he wants love. He is in love with the idea of being... ...m a true love. Even Juliet was ignorant enough to say â€Å"That ‘banishà ¨d,’ that one word ‘banishà ¨d’ / Hath slain ten thousand Tybalts† (3.2.124-125) after Romeo had killed Tybalt and was banished for it. She is stating that banishment is worse than the murder of ten thousand Tybalts. Though, who is to say what true love is and how long it takes to develop? Romeo and Juliet could in fact be in love, but it cannot be denied that they are going about it in an immature way. Romeo believed he had found eternal love with Rosaline, but one look at Juliet and he forget about his lovesickness and then decided Juliet was his true love. This inconsistency was seen by other characters such as Mercutio and Friar Laurence, who say that Romeo’s feelings were merely infatuation and not love as he had said they were, showing that Juliet is a replacement Rosaline. (NOTE: FIX CONCLUSION!)

A Different Life: Comparison Analyze Essay

To start, I will be comparing the novel Night and the film The Boy in the Striped Pajamas. There are many characters that change in emotion and actions during these works. During the novel Night, Elie changed his faith from being a strong Jewish believer in his savior to not being religious and rebelling against his beliefs altogether. In the film The Boy in the Striped Pajamas, Elsa changes from at the beginning being ok with the move of her family and her husbands actions as a high-ranked German solider to not supporting it at all and basically giving up there relationship because her husband is doing something so wrong. However, to compare these two works of literature, the characters both intended to help someone. Elie wanted to protect and be there for his Father through the whole struggle while Elsa also wanted to protect her son Bruno from growing up to be just like his father. See more: The Issues Concerning Identity Theft Essay Conflicts also occurred during this time. When Elie gave up on his faith, he gave up on his god that he served even though he knew that was the main person that kept him alive and helped him survive. Bruno’s father in The Boy in the Striped Pajamas causes a great conflict when he tries to hide all this from his family by calling the concentration camp a farm. The difference and similarity in these to is that in Night, Elie’s a Jew trying to conquer all these battles while in the film, Bruno’s father is the one causing this suffering upon the Jewish people. Now, you will view my reaction to The Boy in the Striped Pajamas. Reaction Many emotions went through my mind and body while watching this film The Boy in the Striped Pajamas. I felt anger. Anger arose in me when I saw that Bruno’s father was hiding the Jewish concentration camp from his family. Sadness also arose in me when Bruno was put to death by the gas chamber before his parents discovered where he was. I felt curiosity when Bruno was so interested to go on an â€Å"adventure† to discover the â€Å"farm†. I was curious to understand why he was so thrilled to go see the camp. I guess since he  was so young and did not understand. I will now explain how I felt about the actions of the characters. The characters acted many different ways during the film and thought different decisions and beliefs during the film. Personally, I disagreed with the main percentage of characters during the film. I didn’t agree with any of the soldiers’ decisions to hold the Jewish people in hostage because they are people just like everyone but express their beliefs differently. I agree with Bruno’s decision to become friends with Shmuel but, they could have at least had Shmuel escape the camp and enjoy life. All these people should just realize that the Jewish people are just like the German people, the only difference is they have different beliefs in their religious lives. If I could, I would tell them to treat others the way they want to be treated. Even thought this happened a time ago, I will compare this to the real world now. Reflection In the real world today, we experience many issues but racism and conviction to faith stuck out most. I have personally experienced racism in my life. For me being an African-American living in a predominately white town it’s easy to be selected out for my big difference. Not only myself, but my family experiences it too. On my dad’s job, his life was threatened by a white person with a gun. Going out to places with my family, being the only black people in the building, and seeing the looks we get from people can really hurt. I pray that African-American’s in present day do not get treated like the Jewish people during the Holocaust or slaves back in the day. In addition, being convicted for your faith is a problem in real life. For myself, I have experienced this but not as bad a Shmuel and his fellow people. Because I am a strong Christian believer in God I may get looked down upon, ridiculed, or talked about but I do not let that bring me down. I stick strong to what I have been taught and raised on my whole life. Nobody should be disrespected or looked down upon because they believe in something different then you. Everybody is a human being no matter what. Through this all, I have reflected on my feelings and learned so much that I will now share. During this piece, I felt many emotions. Like I said before, I felt great anger during this film. I also felt distraught during this. A mother losing her only son for something stupid her husband was doing against another race. I have learned one main theme in this story: Treat others the way you want to be treated. Personally, I wouldn’t have wanted to be treated in anyway like the Jewish people were taught during this time. Considering one of my friends, a teenage from Springhill just passed away. He was remembered for nothing but good things. I haven’t heard one bad thing about him! When I die, I want to be remembered as someone that made a difference, lived a great life, and treated others with respect. The Nazi soldiers in this film will have to live with the guilt of the thousands of Jews that they killed. I could never live with myself if I was one of those soldiers. If somebody in my family were to be dealing with killing the Jewish citizens, I would not associate with them anymore. Having someone, my age, which I actually knew pass away hurts a lot! He wasn’t afraid to express his beliefs or be convicted of his faith even if people acted like the Nazis in this film and ridiculed him. Life is to short now to want to kill, harm, or ridicule somebody for being different. Whether they look different, act different, or believe differently then you may. In my everyday life, I will not disrespect others for something they may do or be different then me. This novel and film actually brought a different way of seeing life in my eyes. I do not see what made the Jewish people so terrible that the Germans had to treat them this way! Every time I do something now, I think would I want this done to me or how do I want to be remembered when I’m gone. Bibliographic Entry: The Boy in the Striped Pajamas. Dr. Mark Herman. Miramax Film Corp., 2008. Wiesel, Elie. Night. New York: Bantam Books, 1986

Deontology vs Utilitarianism Essay

The theory of deontology is derived from the writings of German philosopher Immanuel Kant (1724-1804). Kant stated that a universal law should provide the basis for each act, and that the intention was of more importance than the result. Deontology is a duty-based ethical position, where one’s actions are based on what is ethically correct, regardless of the consequences (Porche, 2004). Deontological theories hold that actions are morally right are those in accordance with certain rules and duties, rights or maxims. Actions can be morally obligatory, allowed, or prohibited and consequences do not matter. In deontology intention is relevant. A person is right in acting certain way only if this person acts for the right reason. Examples of deontological rules are Divine Command Theory, Golden Rule, Natural Law and Rights Theories, Kantian Ethics, The Non-Aggression Principle. Deontological theories hold that an action’s rightness or wrongness depends on its conformity to a certain moral norm, regardless of the consequences for example right vs good. According Motta’s opinion listed on web site www. E-how. com, the differences between deontological and utilitarianism is: â€Å"Duty-based ethics are often called deontological and consequentialist ethics are often labeled as utilitarian†. The site further explains that deontological pertains to theory of binding responsibility or duty. Such theories are also called â€Å"a priori† in that they are based upon knowledge gained prior to experience. No concrete lived-through experience is necessary in order to attain these duties deductively from reason. If in deontology intention is more important than the results, Utilitarianism is a normative ethical theory that places the locus of right and wrong solely on the outcomes or consequences of choosing one action/policy over other actions/policies. As such, it moves beyond the extent of one’s own interests and takes into account the interests of others. In other words consequentialist believe the ends always justify the means, deontologist declare that the rightness of an action is not simply reliant. References http://www.ehow.com/how_2180734_between-dutybased-ethics- resultsoriented-ethics.html

The Fingerprints of Synth Pop as a Genre Essays

The Fingerprints of Synth Pop as a Genre Essays The Fingerprints of Synth Pop as a Genre Essay The Fingerprints of Synth Pop as a Genre Essay The Fingerprints of Synth Pop as a Genre Synth Pop is a genre that uses synthesizers to recreate the sounds of real audio instruments without actually having the instrument there; or in some cases do not even try to sound natural but as computerized as possible. Synthesizers were first used in the 1960s by rock bands and in the late 1970s by punk bands. Also in the late 1970s going into the early 1980s, synth only bands began to come out and created a whole new style, genre and generation of music. In the 1960s when synthesizers first began to be used, they were used to recreate audio instruments and were not used as a new style of music in its entirety but instead as an addition to what music was already around at the time. At this time it was used by bands such as The Doors and The Beatles, who used a synthesizer in their song that reached the top of the charts Strawberry Fields Forever. At this time synthesizers were very new, very large and very expensive; this meant that it was rarely used because of its price and was very hard to transport because of its size. This showed the 60s as not being a time that was ready for synthesizers to dominate the music scene. Synth Pop is a genre that is securely defined, with its electronic sounds produced by synthesizers it gives off a recognizable sound. Originally made to replace instruments, but later turned into its own unique timbres that showed no natural elements at all. Music from a synthesizer gets its input from a MIDI (Musical Instrument Digital Interface) keyboard. Synth Pop when first developed as an individual genre sampled simplistic melodies that gave synth its catchy sound, but it still contained the typical song structure that was seen at the time with: Intro, Verse, Chorus, Re-Intro, Verse, Chorus, Instrumental, Chorus. Synth tracks tend to be primarily in diatonic keys, which is use of major and minor chords. They usually have four beats per bar in the songs and are typically upbeat with tempos ranging from 117 and 135 bpm (beats per minute). The synth timbres are sculpted using subtractive and additive synthesis involving complex combinations sine, saw, triangle and square waves, with the additional specific alteration of sound envelopes (ADSR). Some typical features in synth songs are drum machines, arpeggiated synth lines, use of auto-tune/vocoder, handclaps for snares. synth bass lines, syncopated kick drums, use of reverb, songs maintaing the same velocity levels throughout and songs that were lyrically centered around love, but did occasionally have darker meanings to them. The genre came about at a time of great modernization, especially in Britain. As old victorian infrastructures were knocked down and replaced with new modern buildings and cities were developed, music was also modernizing itself, the synth pop era came about. Although it did not come out of no where, synth pop was inspired by the earlier generation of music, punk. The soon to become synthesist musicians looked at the punk rock genre and appreciated the rebellious attitude that it carried with it, but however, saw the actual punk music as being old fashioned and with the increasing popularity and availability of synthesizers, decided to create a new genre of music changing all of music current conventions. The sound of the synthesizer was now seen as the sound of the future, it was something different that people had never heard before, purely electronically generated music, and this sense of unfamiliarity that people had with the music is what made it attract to its audience. Music was now going from classic rock with guitar solos, to performances with nothing more than synthesizers and drum machines up on stage with no natural instruments in site. So as a genre synth pop started in the 70s and blossomed in the 80s. The first electronic sounds heard came from the Clockwork Orange Soundtrack, this soundtrack instigated a whole new generation of synthesists. The German band Kraftwerk was one of the first groups to popularize synth music, especially in the UK. The kick-started a whole new style and were the people who broke away from the 80s style of long hair and flared trousers. They came over to England performing in suits and with short hair, which was of course looked on skeptically, but was also seen as a breath of fresh air, breaking away from the current punk rock conformities that pretty much ruled the nation. A more nerdy form of rebellion that proved to inspire much music after its time and have lasting affect across all types of genres. Other artists as well as Kraftwerk that had major influences on the genre and music in general at this time were musicians such as: Giorgio Moroder, who teamed up with Donna Summer to release single I feel love in 1977, this was primarily a disco song but again kick-started the electronic sound that people became so fond of; The Human League from Sheffield who debuted with single Being Boiled in 1978 and also Gary Numan, who actually inspired Kraftwerk. Artists such as: Pet Shop Boys, Frankie Goes to Hollywood, Aha and Goldfrapp also followed in the 1980s. In the 1980s Synth Pop took over the music scene, but was seen to die out in the nineties and going into the 21st century, although not dying out completely. Although the genre decreasing in popularity in later years, it didnt effect the influence that the genre had carried with it in its time. It had added aspects to music that now affect the majority if not all types of music and has shaped other genres to form. As time went on from the 60s, 70s and 80s synthesizers became much cheaper, smaller and more widely used; eventually resulting with the extinguishing of the need for a synthesizer all together. Nowadays all you need is the right software and a MIDI keyboard and you can still program in any sounds that you like, with software such as: Cubase, Logic, Ableton and Reason. Since the genres decreasing in popularity it has largely affected other genres that came after synth pop, such as: RB, Hip Hop, Dance and modern day pop; all of these genres use aspects of synth sounds in their music. Synth music is still around, but in most cases has taken a different direction to what it was back in the 1980s with artists such as: Owl City, Ambient Blue, Imogen Heap, Frou Frou and La Roux. These artists still carry the majority of the traits left by 80s synth pop but have made themselves relevant to todays audience; synth pop has had a profound effect on the music we listen to today and it always will do as music progresses over time.

Impacts of Internet to Youth Essays

Impacts of Internet to Youth Essays Impacts of Internet to Youth Essay Impacts of Internet to Youth Essay The Internet is a family word in the West and is responsible for the broad airing of information all over the universe. It is possibly the greatest innovation of the twentieth century and gives great power to its users ; with great power comes great duty. particularly for young persons. The Internet is a new medium for administering information. It has its ain civilization. its ain manner of pass oning. no jurisprudence enforcement. no national boundaries every bit good as free entree to every sort of information known to mankind. Its possible for good and evil is mind-boggling with the possibility of every family being connected. After the September 11th onslaughts on the United States. it was rumored that Bin Laden’s Al Qaeda organisation used the Internet to covertly exchange messages to fix for the onslaughts [ Kelley. Jack. Panic groups hide behind Web encoding. USA today. 2001. 05. 20. Available on life. hypertext transfer protocol: //www. usatoday. com/life/cyber/tech/2001-02-05-binladen. htm ] . But the Internet has so far chiefly served as a really valuable tool to convey mankind closer together and to take some of the barriers inherent in the real universe ( such as expensive text editions and far distances to go to see person ) . It has had a great impact on those states that have adopted its usage and provides some sort of step of the spread between First World and Third World states. But what precisely is the Internet? And what are some of its utilizations? And what are its impacts to the society particularly youth? 1. 2 STATEMENT OF THE PROBLEM Many computing machine literate kids and young person entree the Internet daily for both educational and recreational intents. While the Internet provides a wealth of positive information. there has been increased consciousness of its possible dangers. particularly to immature people. To turn to concerns environing Internet safety. in 1999 the Internet Safety Group of New Zealand was established. The Internet Safety Group is comprised of a figure of Community groups and authorities bureaus. Their nonsubjective is to offer Schools and libraries resources that will assist them educate and protect kids and Young people. and educate parents/caregivers on the safe usage of the Internet. ( Internet Safety Group. 2000. p. 3 ) . There has been much treatment to day of the month about the unsafe’ Internet patterns of young person. Empirical research in this country is nevertheless limited. Auckland Rape Crisis. as a member of the Internet Safety Group. wanted to increase their cogniti on and apprehension of how youth use the Internet. and more specifically what young person may or may non be making to put themselves at hazard as a consequence of being online. Therefore. it is imperative to analyze on the impacts of Internet to youth in Tanzania. 1. 3 IMPORTANCE THE STUDY 1. The survey will assist the research worker to hold practical accomplishments on carry oning research. 2. The survey will open room for other researches to be conducted on the field so as to place what should be done to fix young person to get the better of the challenges of Internet. 3. The survey will besides assist the authorities and stakeholders in policy devising to reexamine state policies refering the use of Internet. 4. The survey will besides uncover the danger associate to internet use among young person in Tanzania. 5. The survey will besides uncover the danger associate to internet use among young person in Tanzania every bit far as our civilization is concerned. 1. 4 OBJECTIVES OF THE STUDY Specifically the survey will concentrate on the undermentioned aims: 1 ) To happen out and analyse the degree of young person consciousness and competency in the usage of Internet. 2 ) To place different types of Internet services and their utilizations to youth in Tanzania. 3 ) To place what are the positive and negative impact of cyberspace to youth in Tanzania. 4 ) To place what young person in Tanzania benefit from Internet use. 1. 5 SCOPE OF THE STUDY The survey will concentrate chiefly on placing utilizations of cyberspace among young person in Tanzania and how internet affect their behaviour and their twenty-four hours to twenty-four hours activity plus uncovering the advantages that they will obtain from the cyberspace. To run into the end the research worker will analyze and analyse critically youth behaviour on utilizing the cyberspace. what services they prefer to utilize on the cyberspace. what sort of Webpages they prefer to see and how internet affects them. 1. 6 LIMITATION OF THE STUDY The survey is affected by the undermentioned restrictions: a ) Fund provided by the patron is limited therefore the research worker will carry on the survey in conformity to the fund available. B ) Handiness respondents and response from respondents will restrict the research worker signifier acquiring relevant information at the right clip. degree Celsius ) There is no adequate cogent evidence of the information given by respondents. which might restrict the research from run intoing the aim of the research vitamin D ) The handiness of literature will impact the survey. Few literatures may impede the efficiency of the survey. 1. 7 RESEARCH QUESTIONS The survey will look into on the undermentioned inquiries: 1. Are youth in Tanzania aware of the Internet and to what extent? 2. What service offered by Internet ( web ) do youth prefers? 3. How Internet influences youth behavior? 4. How does youth profit from the Internet? Statistical HYPOTHESIS 1. Are youth in Tanzania aware of the Internet and to what extent? Hypothesis Youth in Tanzania are cognizant of cyberspace Youth in Tanzania are non cognizant of cyberspace 2. What service offered by Internet/web do youth prefers? Hypothesis Youth prefer most of the services offered by the web. Youth do non prefer most of the services offered by the web. 3. How Internet influences youth behavior? Hypothesis Internet does act upon youth behaviour. Internet does non act upon youth behaviour. 4. How does youth profit from the Internet? Hypothesis Youth does profit from the Internet. Youth does non profit from the Internet.