Personal Expectations And Definitions Of Success - 3135 Words

Emily R. Berman Sociology 220 Professor Waren 11/01/14 Success: Gendered Expectations and Definitions Oscar Wilde once said, Success is a science; if you have the conditions, you get the result. I propose to study the science of success in that I further study the definitions of success by gender. It is an in-depth study of success itself and what drives men and women to their successes and how they have succeeded. The value of this research is that it will show how people think of success without researcher bias, and it will demonstrate similarities and differences in the definition of success between men and women, and therefore their motivations in achieving success. It will show how companies, organizations, institutions, and structures (family, etc.) assist or inhibit the pursuit of success. Various companies, institutions, organizations and social structures can use this information about success. By examining how men and women were successful in their careers, and what drove them to success, people can use this research to teach workers, students, families, and individuals to emulate these behaviors/success criteria. Literature Review Many researchers have studied success in many various formats. They have researched success through careers, financial/economics, education, religion and well-being. This is an account of five sources and their research findings across each of these categories. Heilman,Wallen, Fuchs and Tamkins researchedShow MoreRelatedThe Management Of Performance Management Essay1199 Words   |  5 PagesThere seem to be a multitude of definitions for Performance Management. Here are several of these definitions: â€Å"Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. 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Therefore, academic motivation is anRead MoreHomework Assignment : Learning Plan1268 Words   |  6 Pagesimportant document containing key goals, expectations, self-reflections on strengths and weaknesses, my outlook on success and failure; and ultimately, how I deal with disappointment. By developing my Learning Plan, I will create a roadmap to my success in Bus4053. 1. The following are two or three personal goals for the course/semester. Why? Creating and setting personal goals can help my personal development. For the first semester, I have two personal goals: academic soundness and developingRead MoreCareer Development Plan Part Iii Essay1061 Words   |  5 Pagesinitiative. Weekly team meetings will be held to ensure the sales team stays on track with the goals of the organization, as well as those of the team. Each member of the team will meet with his or her manager on an individual basis to establish personal career goals. 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This means that customer care and satisfaction pays a large part in the success of Fitness First. â€Å"None of our worldwide success as a gym, fitness and health club would be possible without our fantastic Fitness First management and executive st aff, gym instructors, fitness instructors and personal trainers.† (www.fitnessfirst.co.uk, 2009) Fitness First’s objectives are customer orientated, they state that their main objectives isRead MoreLeadership Theories And Philosophies Of Case, Kouzes, And Drucker1689 Words   |  7 PagesCase, Kouzes, and Drucker including how their principles/strategies relate to the new definition of entrepreneurial leadership. I will discuss my leadership style and how it compares to the leadership theories discussed. In addition, I will discuss how as a new entrepreneur I would use the resources available through the U.S. Small Business Administration and SCORE. 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Murphy’s definition of leadership stems around the idea that leadership is situational, in which the leader, follower, and situation are all influenced by the other, and that through this interaction and relationships, a leader emerges and leads towards the achievement of a goal (Murphy, 1941). Bass suggests that leadership is more clearly decided by physiological characteristicsRead More Money and Success, Who Wins Essay example964 Words   |  4 Pages nbsp;nbsp;nbsp;nbsp;nbsp;Great Expectations is the story of a young boy. He is quite poor, but as the tale moves on, he falls in love with a rich and spoiled girl. Despite her cruel ways, he devotes the rest of his life to winning her over. He aspires to become a gentleman with the aid of bundles of money that he inherits and sees this as the only way out of the common life he is leading. The boy connects success and happiness solely with money and possessions. Unfortunately, the association

Analysis Of Virginia Woolfs Mrs. Dalloway - 1756 Words

It is itself doubtable that Virginia Woolf’s 1925 novel Mrs. Dalloway would or even could exist, as we know it today, without T.S. Eliot’s 1922 poem The Waste Land – but what’s near-certain to me now is that Woolf may not have ever even written the character of Septimus Warren Smith, had she not read Eliot’s poem first. Moreover, after going back and reviewing both of these works, the presence of The Waste Land in Septimus, and of Septimus in The Waste Land, are intensely palpable, if not completely overwhelming. Radical an interpretation as it may be, I can’t help but now see Eliot’s poem as being something Septimus himself could have written, including and especially the portion entitled â€Å"Death by Water.† In fact, I’d contend that one†¦show more content†¦But something so easily discernible cannot be satisfying, neither to write nor to read, and I myself am thoroughly unfulfilled by that analysis alone. Wh at’s more important is the speaker, and his ostensible state of mind herein: this is clearly someone who is as well-versed in the world as he is exhausted by it, a sort of misanthropic malaise eerily like that of Septimus in Mrs. Dalloway. Had I read Woolf first and then dived into Eliot, actively looking for an area where Septimus’ perspective seems to shine through most vividly, the strongest candidate would be within Part IV, entitled â€Å"Death by Water.† In its entirety, the brief section reads: Phlebas the Phoenician, a fortnight dead, Forgot the cry of gulls, and the deep sea swell And the profit and loss. A current under sea Picked his bones in whispers. As he rose and fell He passed the stages of his age and youth Entering the whirlpool. Gentile or Jew O you who turn the wheel and look to windward, Consider Phlebas, who was once handsome and tall as you. (The Waste Land IV.312-321) Taken at face value alone, this notoriously indecipherable penultima te portion of the poem tells of the recurrent character PhlebasShow MoreRelatedAnalysis Of Virginia Woolfs Mrs. Dalloway1131 Words   |  5 PagesI, highlights the ineffable aspect of the war even for the most skilled authors, saying that: reviewing a novel in 1917, Virginia Woolf suggested that the War was towering too closely and tremendously to be worked into fiction yet†¦ (Tylee, 154). Regardless of this, Virginia Woolf was able to successfully portray individual aspects of the war through her novel Mrs. Dalloway, using a variety of stories to historicize this catastrophic event. One lens in particular, the love story, provides an importantRead More An Analysis of Virginia Woolfs Mrs. Dalloway Essay examples3326 Words   |  14 PagesAn Analysis of Virginia Woolfs Mrs. Dalloway Somewhere within the narrative of Mrs. Dalloway, there seems to lie what could be understood as a restatement - or, perhaps, a working out of - the essentially simple, key theme or motif found in Woolfs famous feminist essay A Room of Ones Own. Mrs. Dalloway does in fact possess a room of her own - and enjoys an income (or the use of an income) that is at least five hundred a year - (Room: 164). But most importantly, Clarissa Dalloway alsoRead More Feminism and Insanity in Virginia Woolfs Work Essay examples1105 Words   |  5 Pagesin Virginia Woolfs Work The critical discussion revolving around the presence of mystical elements in Virginia Woolfs work is sparse. Yet it seems to revolve rather neatly around two poles. The first being a preoccupation with the notion of madness and insanity in Woolfs work and the second focuses on the political ramifications of mystical encounters. More specifically, Woolfs mysticism reflects on her feminist ideals and notions. Even though she ultimately associates Woolfs brandRead MoreMrs. Dalloway, by Virginia Woolf1696 Words   |  7 PagesIn the novel Mrs. Dalloway, by Virginia Woolf, the author uses narrative techniques of stream of consciousness and interior monologue in order to depict the workings of an â€Å"ordinary† or normal mind in narrative form. She also rejects the conventional structure of ‘chapters’ in order to give an â€Å"ordinary† portrayal of the mind. This essay will firstly contextualise the extract for analysis, namely the opening scene in the novel. This will be followed by defining the narrative techniques that is depictedRead MoreEssay on The Hours by Michael Cunningham1456 Words   |  6 PagesAbsences in The Hours.† My aim, however, is not to say that Michael Cunningham’s The Hours is strictly a queer novel, but to highlight what makes the novel queer and to discuss Cunningham’s idea of sexual orientation as a fluid entity. To begin my analysis on the queer narrative in The Hours, we must fist discover what makes a queer narrative. Marilyn Farwell discusses what makes a lesbian narrative in her book Heterosexual Plots and Lesbian Narratives: â€Å"Does the text have a political purpose? CanRead MoreAnalysis of Mrs. Dalloway by Ââ€" Virginia Woolf Essay1460 Words   |  6 PagesAnalysis of Mrs. Dalloway by Ââ€" Virginia Woolf Mrs. Dalloway, published in 1925, is a romantic drama with deep psychological approaching in to the world of urban English society in the summer of 1923, five years after the end of World War I. The book begins in the morning with the arrangements for a party Clarissa Dalloway will give and it ends late in the evening when the guests are all leaving. There are many flashbacks to tell us the past of each character, but it does not leave the range ofRead MoreThe Hours - Film Analysis12007 Words   |  49 PagesThe Suicide of the Author and his Reincarnation in the Reader: Intertextuality in The Hours by Michael Cunningham Andrea Wild In his novel The Hours, Michael Cunningham weaves a dazzling fabric of intertextual references to Virginia Woolfs works as well as to her biography. In this essay, I shall partly yield to the academic itch to tease out the manifold and sophisticated allusions to the numerous intertexts. My aim, however, is not to point out every single reference to Woolf and her works--suchRead MoreMrs Dalloway1427 Words   |  6 PagesAnalysis of Mrs. Dalloway Ââ€" Virginia Woolf Mrs. Dalloway, published in 1925, is a romantic drama with deep psychological approaching in to the world of urban English society in the summer of 1923, five years after the end of World War I. The book begins in the morning with the arrangements for a party Clarissa Dalloway will give and it ends late in the evening when the guests are all leaving. There are many flashbacks to tell us the past of each character, but it does not leave the range of thoseRead More Society, Class, and Conflict the Social Criticism of Virginia Woolf1936 Words   |  8 PagesVirginia Woolf offers interesting analysis of social pressure and social class in Mrs. Dalloway and The Years. Understanding Woolf’s message about society demands a certain amount of sensitivity and decoding on behalf of her reader. Her social criticism in both texts can be easily overlooked because she keeps it subtle and implicit, hidden in the patterns and courses of her characters’ trains of thoughts. Yet upon such close reading, the essential importance of conflict between the individual andRead MoreEssay on Virginia Woolfs Mrs. Dalloway1927 Words   |  8 Pagesof a window. The book Mrs. Dallowayâ€⠄¢s Theme is to show proper balance in the lives of all characters because Mrs. Dalloway, who chooses a life of safety with Richard, Septimus couldn’t keep stability in his life, and lady burton wants to enforce balance by sending people to Canada. Raised by a privileged English household in 1882, writer Virginia Woolf had freethinking parents (Adeline). Born Kensington, London, England, United Kingdom, January 25, 1882 as Adeline Virginia Stephen never married;

Secularisation Free Essays

Rationalization shows that religions are based on a ‘leap of faith’ rather than proof or evidence, while Weber argued that following a growth in disenchantment in an increasingly rational society, discrimination, the process by which sacred and supernatural forces are no longer seen as controlling the world and religious ideas, beliefs and institutions, would occur. It is also suggested by sociologists, like Heals et al. In their Kendal study, that the holistic milieu and increased participation in Norms and New-Age spirituality is evidence of a reconciliation of society. We will write a custom essay sample on Secularisation or any similar topic only for you Order Now However, critics argue hat actual numbers are a small proportion of the population and that such groups still only have a marginal position in society. Bryan Wilson argues that Norms are almost irrelevant to society, with Peter Berger describing them as ‘islands in a secular sea’. The Kendal study would seem to support this with only 2% of the population engaged in New-Age activities and only half of these individuals viewing their activities as spiritual. This supports Brace’s view that the rise of New Age is not a threat to secularists. Where religious pluralism, is concerned there is no longer a single religious voice or message. Instead there is a fragmentation, which Steve Bruce describes as a decline in ‘strong religion’ with religiosity becoming now a matter for personal choice from ‘weak religions’. Critics argue that this is not necessarily the case. An example would be Northern Ireland, where there is a marked division between Protestants and Roman Catholics, yet religious belief remains strong. Disengagement could be the way established religions have lost influence and withdrawn from wider society. This is reflected in the way that established religions have lost political and social influence. Former Archbishop of Canterbury, George Carrey, described the Church of England in 1991 as like ‘an elderly lady, muttering away to herself ignored by most people’. Here the head of the Church seems to accept that disengagement has taken place compared with the historical past when the Church was at the heart of politics, the civil service, education, the arts etc. Although there has been a spectacular 50% fall in attendance in traditional Christian religions between 1979 and 2005, declining participation statistics, while apparently supporting secularists, do not necessarily prove it because they take no account Of people’s beliefs. It would seem that religion has shifted from the public to the private realm, summed up in Grace Davies phrase ‘believing not belonging. Other factors to bear in mind are the growth in ethnic religions, Norms and engagement with New-Age spirituality. Another thing to consider with statistics is that those from the past cannot always be considered reliable. In addition, membership criteria can change over time, just as the motives and meanings behind participation can change. Finally, religious participation does not in itself guarantee religiousness. In the past in the UK, ND currently in small-town USA, attendance may be more to do with respectability. Many parents attend church in the UK today simply in order to send their children to faith schools. Postmodernists have an ambivalent view of religion. On the one hand, they see the major established religions as in decline along with their meta-narratives. On the other hand, they see a role for individuals seeking individual spirituality to give meaning in an increasingly shallow society that lacks any depth. Augment Banyan argues that the days of universal truths disappeared with the progression from a modern society to a postmodern society. He sees society as increasingly individualistic and fragmented in which people are searching for some form of spirituality. However, in this climate of ‘pick and mix’, people can and do change their mind and beliefs, creating religious pluralism. Therefore the growth of the ‘holistic milieu’ and New-Age spirituality reflects the individualism associated with postmodernism. People operating as ‘spiritual shoppers’ search for individual meaning and seek new and different forms of spirituality, rather than engage in established religions. The global picture of religion is one of contrast between the decline of established religion in most f the developed world and the continued strength of religion generally across the rest of the world. Even in the Western world, there is not a consistent picture of religious decline. How to cite Secularisation, Papers

Appraisal Management Report

Question: Discuss about the Appraisal Management Report. Answer: Introduction: Wellton NHS trust is a medium sized trust based in the Northern Part of England. As part of its responsibility, the trust board sets up the direction of the trust which is led by the Chief Executive Officer. Three departments in the trust; the Medical, Clinical Support and Surgery are all led by the director of services. In the year 2013, the Trust came up with a new performance related pay criteria for its employees, this was part of the trust Agenda for change. Before these changes, employees would automatically receive annual salary increments until the time they would reach the top pay point with regard to their job description. However, the change that was introduced meant that employees would move to the next pay scale depending on how they performed individually. This means that to move to the next pay rate, the individual employee would have to demonstrate that they have reached the required level of performance and delivery and that they were very competent with the knowledge and skills required for the role. Some of the areas in which employees are assessed includes but not limited to; communication skills, personal development, and people development, safety, health and security, quality, diversity and equality. This means that employees need to meet these levels in order to reach the next payment level. Performance Appraisal Issues Soon after implementation of the new way of appraising employees, the management realized performance problems in the departments. For example, there were overbooking of appointments leading to overrunning of clinics. In this regard, patients became frustrated leading to the cancellation of 10% of patient appointments. The top management also received formal complaints from customers as well as informal complaints which were recorded according to the trust complaints policy. In the recent past, Roberts, (2003, 89-98.) affirms that organisation where usually concerned about the orientation and development of their employees. This called for a better way to assess and encourage performance in the organisations. However, modern organisations are now following new ways of working and ensuring that employees perform tasks assigned to them. This enables the organization to stick to their strategic mission and vision(Caramella, 2016). To fulfil this concept of technological revolution in ma nagement, organisations have also realized that there is a lot of importance in performance management (Daley, 2010). Jain Jain, (2014) adds that most organisations have also come to learn the importance of performance appraisal and it has been incorporated in many multinational companies. This is because most of them have implemented systems for performance appraisal with the aim of enhancing productivity in their organization and that of their employees. There are several areas that the importance of performance management measure has been put in place. It is also important that organisations present a true and fair view of the performance appraisal systems to gain the trust of their employees, ensure they remain loyal to the organization and experience job satisfaction(Luo, 2005). These are the main areas of success for any organization. With regard to rational performance measurement, management of any organization will get a lot of employee loyalty. This report thus reviews the effectiveness of the appraisal policy a later provides recommendations for the same. The extent to which performance appraisals might improve the organization For a big organization like the NHS, they will use the knowledge and skills framework (KSF) document to provide the details of the requirements from the employee. This will support the individual in proper learning and reviewing the progress of the holder of that post. The NHS has a standard document thus that will be used to identify the rights of employee to particular benefit with regard to how he or she is able to perform in the organization. The KSF framework contains several bands which will be used to assess employee performance and guide the employer against exploiting employees. In this regard, the work performance appraisal framework is guided. With regard to the report from HR partner Susan Bell observations, it is important for managers to be aware of the importance of appraising their employees from time to time. This will affect their loyalty to work, increase levels of job satisfaction and has a great effect on the growth and success of the organization. This means that as organisations document activities, communicate and describe the job to the employee, they need to be more concerned. About the above issue, it was noticed that changes in job performance led to the negative impact of the job satisfaction and motivation. This was because of the new approaches to performance appraisal that was in introduced(Roberts, 2003). In the end, it led to demoralized employees who lost their loyalty to the organization thus affecting the organizations strategic objectives. The human resource officials also used the performance appraisal technique to determine salary increment for employees in the coming year. They, however, did not factor in another issue that could be used to rate reasons for increment or non-increment as much as performance appraisal can be used to encourage good results for the organization, it can also be used in identifying poor performance, some of which may not necessarily come from the employees but the management of the organization itself. The management needs to remove these hurdles to enable employees to achieve set objectives and aims. Performance appraisal systems can also be used by the organization to identify employees who need some form of guidance and counselling to improve the work performance(Compton, et al., 2014). This is because most organisations believe that performance appraisal is the only good tool that can motivate employees to increase their performance and adhere to the organisation's strategic objectives. Characteristics of Effective and Ineffective Appraisal design An effective performance appraisal design should be able to factor in the following characteristics, failure to which it becomes ineffective and loses the strategic objectives of the organization: Should set working standards: The first characteristics of effective performance appraisal is that it should be able to set appraisal standards. By doing so, employers should be given particular targets in which they are to focus on so that their performance will be measured according to these standards. Communicate organization expectations: The organisations also needs to communicate the said standards to employees the type of standards they expect from employees. This will involve conducting in house training so that employees can know ways that they will be able to achieve this benchmark. It is also important the employees are well aware of standards of performance at all levels and how to meet them(Jain Jain, 2014). This is one of the areas that Wellton NHS Trust might have failed to cover as they implemented the new system of performance appraisal. By educating employees on the required standards, and their main responsibilities on the job they will work according to what is expected of them. Standards also need to be communicated to employees at the beginning of the year so that they know what they should do in future. Measure employee performance: soon after the new standards of appraisal have been communicated to employees, the next step would be to measure the performance of each employee according to the criteria chosen by the Human Resources department. This can be one of the most challenging time for the person evaluating employees. According to Oh Lewis, (2009), measuring of employee performance will go on throughout the year as it deals with the comparison of employee targets from one season to the other. The performance will also be measured in terms of having been able to meet desired results in the organization on ways managers and supervisors make their work operational in all ways. It is very important in this regard that personal grudge does not affect the outcome of the processes or create employee and management conflict. Compare performance and benchmarks: the next step will be for the manager to compare the rate of performance and benchmarks. In this regard, the organization will need to deal with a yardstick and compare each task with the targets that were set. Here the management needs to agree with the supervisor on how this will be measured. While conducting employee performance Caramella, (2016) adds, the management will measure how employees at the trust have been able to achieve organizations goals. It will also highlight some of the employees weakness to know how they can be able to improve in the coming pear. The above four are some of the most important factors in performance appraisal systems. Evaluation: this is the last step and is always done in the last month of the year. This step is most important as it deals with the milestones that compare how each task was done and its achievement. At this, the supervisor will present a report of each employee showing how the employee was able to achieve set targets and the types of divergence that were witnessed in the process. The management will meet to discuss the said benchmarks and decide on whether the employee qualifies for an appraisal or not. In this regard, the employee will also be communicated to, regarding set targets and his achievements. Abdolmohammadi, et al., (2003) adds that this is important as it will be a form of motivation for the employee to perform much better in the coming financial year. Decision Making: this is the last step of the performance appraisal processes. The decisions will be made with regard to the results and should be designed in a manner that it will encourage the employee to improve in areas of weakness, suggest steps like training for those who lag behind. Actions should be corrective and not punitive and promote employee management relationship. Evaluation of components in a High Performance work system The first component of high performance work system is the increased opportunity for employees to participate in decision making processes and be considered as one of the main areas of high performance work systems. Roberts, (2003) adds that this component allows employees to decide on what will affect their immediate environment as in the end this will affect the whole organization. According to integration theory, employee participation is very important as it makes the employee feel appreciated, empowered and motivated to the organization. This is important in establishing a committed workforce. The second component looks at the concept of training. Pesta, et al., (2005) has the idea that when employees are constantly trained they gain the necessary skills specifically customized to meet the objectives of the organization. It is also a greater opportunity for employees to assume the next position in the organization since they become more empowered to do so. Cross-training employees in different skills ensure that employees can take on new roles in the organization. The third component looks at the concept of incentives: While the above elements prepare the employee to take on the task. However, if employees are not given incentives for performing well, then there will be low performance levels, this is why it becomes important for organisations to generate a system of appraisal. Incentives can be in different forms like profit sharing plans, bonuses, pay raises and other employee welfare options like paid holiday, group lunches etc. Integrating appraisal with other management tools and techniques According to Roberts, (2003), performance appraisal should always be viewed as a management process and not creating new standards for the organization. This is because performance appraisal systems provide employees with the opportunity tin improve and improve the effectiveness of the organization. The performance appraisal systems can be used to address the organizations strategic objectives. It discusses the expected outcomes of the organisations and ways in which they can get there. According to the integrated staffing theory, there are two functions that go with performance appraisal; one is the evaluation of staff to the requirements of the job and staff development to improve performance. This means that development of staff and performance appraisal are related. The second area is the performance appraisal helps improve organization culture(Davis, et al., 2016). It looks at the design of work, employee organization and relationships within the organization and the management. Conclusion In conclusion, the Wellton NHS Trust should continue implementing the new performance appraisal systems. However, some of the areas that need improvement in the new system is communication and reporting. They need to find ways to communicate with employees on the new system and report to them about their current performances. Evaluation should be done in regard to set targets. Performance management is thus important in improving the speed at which people do their job. It enable organisations to note areas of improvement and employees are a also able to benefit from training and other personal development skills. According to various models, performance management shows that employees are well taken care of by making even the most hardened employee feel better. It is important for that the KSF framework is well implemented so that it can allow for changes in the way work is done as well as ensuring that employees do not feel mistreated. The KSF guideline thus is an important framework when it comes to performance appraisal, this is because the guideline is very standard and discusses various relationships that the employee and the management of the organization will encounter on the way. The Wellton NHS Trust need to come up with new mechanisms on how they will implement the framework. There should also be clear communication between the management and the employee, this will enable him keep track of his personal development in terms of his career. The employees will be able to know their weaknesses and improve in future to increase their compensation for good work. Thus, the program should continue and improved in the coming year. References Abdolmohammadi, M., Read, W. Scarbrough, D., 2003. Does Selection-Socialization Help to Explain Accountants Weal Ethical Reasoning?. Journal of Business Ethics, Volume 42, pp. 71-81. Caramella, S., 2016. What is Corporate Social Responsibility?. [Online] Available at: https://www.businessnewsdaily.com/4679-corporate-social-responsibility.html [Accessed 24 November 2016]. Cascio, W. Wynn, P., 2004. Managing a downsizing process. Human Resource Management, 43(4), pp. 425-436. Compton, R., Morrissey, W. Nankervis, A., 2014. Effective recruitment and selection practices. 5th ed. Sydney.: CCH Australia. Daley, D. M., 2010. Strategic Human Resource Management: People and Performance Management in the Public Sector. In: New York: Pearson, pp. 45-98. Davis, P., Frolova, Y. Callahan, W., 2016. Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal, 35(2), pp. 81-98. Evans, J. Dean, J., 2011. Total quality: management, organization, and strategy. 2 ed. Cincinnati: South-Western College Pub,. Jain, S. Jain, R., 2014. Employee reactions to performance appraisal system in Indian banks. Indian Journal of Industrial Relations, 49(4), p. 576. Luo, Y., 2005. Corporate governance and accountability in multinational enterprises: Concepts and agenda. Journal of International Management, 11(1), pp. 1-18. Oh, S. Lewis, G., 2009. Can Performance Appraisal Systems Inspire Intrinsically Motivated Employees?. Review of Public Personnel Administration, 29(2), pp. 158-167. Pesta, B., Kass, D. Dunegan, K., 2005. Image Theory and the Appraisal of Employee Performance: To Screen or Not to Screen?. Journal of Business and Psychology, 19(3), pp. 341-360. Roberts, G., 2003. Employee Performance Appraisal System Participation: A Technique That Works. Public Personnel Management, 32(1), pp. 89-98.